Social responsibility is the duty that decision makers have to make towards how the organization should improve or protect the society. In improving the welfare of the society, the decision-makers should also protect their own. The credibility of any social responsibility program is based on delivery, unlike rhetoric. In fact, the HRM is the key to many systems and processes such as training, recruitment as well as communication upon which success delivery of every social responsibility program depends on upon. The HRM must, therefore, be aware of the important knowledge that is key to the organization learning as well as culture. Ethical issues arise in managing trust and raises which ends up raising fundamental issues on how employees are
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Among the five, the top-ranked issue is workplace discrimination especially the one dealing with gender. The issue relating to women being discriminated at places of work has been popularized by different parts of media. The next issue that takes precedence after discrimination is equity where people want to be treated equally especially regarding pay. With rising issues concerning the environment such as global warming, the ethical issue relating to social responsibility has been popularized of late. Decision makers are facing increased pressure to protect the environment (Jennifer, 2011).
At every firm, equity deals with the perceptions that people have on how they are treated in comparison to their fellow workers. To be treated with equity, they must be dealt with impartially and fairly. A theory by S Adams and J Wieck describes two basic assumptions about people’s behavior. First, people evaluate themselves and expect rewards in return. Second, they evaluate themselves by comparing themselves with other people (Kotler & Lee, 2009). …show more content…
HRM should give employees the freedom to interact with whoever they choose.
• Information inviolability. This is where HRM is supposed to know the limits it should go in digging personal information about its employees
• Psychological inviolability. This is where the HRM should not compel any employee to disclose their private thoughts and feelings.
Workplace discrimination is also on top of the list of the ethical issue facing HRM. Discrimination like mentioned earlier, takes many forms such as during recruitment and employment where the aim is to impose conditions that will prevent some specific groups from acquiring the job. Other forms of discrimination include compensation and promotion where no fairness is applied. This on the long run has resulted in expensive legal actions and lawsuits. To avoid such issues, HRM should receive the right training on how to deal with workplace discrimination (Raymond et.al,
Among the five, the top-ranked issue is workplace discrimination especially the one dealing with gender. The issue relating to women being discriminated at places of work has been popularized by different parts of media. The next issue that takes precedence after discrimination is equity where people want to be treated equally especially regarding pay. With rising issues concerning the environment such as global warming, the ethical issue relating to social responsibility has been popularized of late. Decision makers are facing increased pressure to protect the environment (Jennifer, 2011).
At every firm, equity deals with the perceptions that people have on how they are treated in comparison to their fellow workers. To be treated with equity, they must be dealt with impartially and fairly. A theory by S Adams and J Wieck describes two basic assumptions about people’s behavior. First, people evaluate themselves and expect rewards in return. Second, they evaluate themselves by comparing themselves with other people (Kotler & Lee, 2009). …show more content…
HRM should give employees the freedom to interact with whoever they choose.
• Information inviolability. This is where HRM is supposed to know the limits it should go in digging personal information about its employees
• Psychological inviolability. This is where the HRM should not compel any employee to disclose their private thoughts and feelings.
Workplace discrimination is also on top of the list of the ethical issue facing HRM. Discrimination like mentioned earlier, takes many forms such as during recruitment and employment where the aim is to impose conditions that will prevent some specific groups from acquiring the job. Other forms of discrimination include compensation and promotion where no fairness is applied. This on the long run has resulted in expensive legal actions and lawsuits. To avoid such issues, HRM should receive the right training on how to deal with workplace discrimination (Raymond et.al,