Balancing Goal Attainment and Ethics Employee monitoring is one example of an HRM policy that has an ethical implication and should be carefully considered before putting into practice. Employee monitoring consists of recording phone calls, reading emails and monitoring internet use. Drug testing is also an example of employee monitoring and organizations implement drug testing and electronic monitoring policies to improve workplace safety and productivity (Schwoerer, May, & Rosen, 1995). Organizations create employee monitoring policies because many workers take advantage of their paid time by surfing the internet instead of working. This results in billions of dollars of lost income. At the very least, this is a waste of company time and
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If employees are not given a clear direction and explanation for the changes, it will result in an interruption of employees’ expectations. The uncertainty of what the changes mean can lead to an emerging ethical issue called trigger points. Trigger points prompt employees to question the meaning of the changes. Employees will ask themselves, what does this mean to me? What does this mean to my job position? What is my identity in the company? Sonenshein points out in the article, Emergence of Ethical Issues During Strategic Change Implementation, “Managerially prescribed meaning breaks down because employees are first interrupted with …show more content…
Kenneth Pope lists several possible ethical issues in his article 10 Fallacies in Psychological Assessment: mismatched validity, confirmation bias and unstandardizing standardized tests are just a few. He explains unstandardizing standardized tests:
Standardized tests gain their power from their standardization. Norms, validity, reliability, specificity, sensitivity, and similar measures emerge from an actuarial base: a well-selected sample of people providing data (through answering questions, performing tasks, etc.) in response to a uniform procedure in (reasonably) uniform conditions. When we change the instructions, or the test items themselves, or the way items are administered or scored, we depart from that standardization and our attempts to draw on the actuarial base become questionable (Pope, 2010).
Pope also points out other ways standardized assessments can fail. People may forget their reading glasses, feeling the effects of cold medicine, or experiencing family trauma. All of these examples could result in a manager or psychologist placing an employee in a mismatched job position or not hire them at all. Many of the assessments I-O psychologists use to match good fits with organizations can also harm a person’s emotional well-being. These tests can touch upon past actions and personal traits that breach privacy and confidentiality (Knapp, 2003).
If employees are not given a clear direction and explanation for the changes, it will result in an interruption of employees’ expectations. The uncertainty of what the changes mean can lead to an emerging ethical issue called trigger points. Trigger points prompt employees to question the meaning of the changes. Employees will ask themselves, what does this mean to me? What does this mean to my job position? What is my identity in the company? Sonenshein points out in the article, Emergence of Ethical Issues During Strategic Change Implementation, “Managerially prescribed meaning breaks down because employees are first interrupted with …show more content…
Kenneth Pope lists several possible ethical issues in his article 10 Fallacies in Psychological Assessment: mismatched validity, confirmation bias and unstandardizing standardized tests are just a few. He explains unstandardizing standardized tests:
Standardized tests gain their power from their standardization. Norms, validity, reliability, specificity, sensitivity, and similar measures emerge from an actuarial base: a well-selected sample of people providing data (through answering questions, performing tasks, etc.) in response to a uniform procedure in (reasonably) uniform conditions. When we change the instructions, or the test items themselves, or the way items are administered or scored, we depart from that standardization and our attempts to draw on the actuarial base become questionable (Pope, 2010).
Pope also points out other ways standardized assessments can fail. People may forget their reading glasses, feeling the effects of cold medicine, or experiencing family trauma. All of these examples could result in a manager or psychologist placing an employee in a mismatched job position or not hire them at all. Many of the assessments I-O psychologists use to match good fits with organizations can also harm a person’s emotional well-being. These tests can touch upon past actions and personal traits that breach privacy and confidentiality (Knapp, 2003).