In some organizations, seniority is an important factor and often used as a predictor of performance. However, using seniority is not a valid predictor, nor is it ethical to use in consideration of a promotion. Seniority typically refers to length of service or tenure with the organization, department, or job, meaning that seniority is measured by the length of continuous employment (Heneman, Judge, & Kammeyer-Mueller, 2015). Some organizations may feel that the longer an employee has worked for the company, the better candidate they are. In general this is not always the case, time spent working at a company, does not always correlate to the employee performing better than other possible candidate. Also, some organizations may feel that
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The impact of time in a role have some positive factors, and the decision maker has to act ethically when considering time as a motive for promotion. Employees who have spent years working for a company or organization may have a better understanding on the functions of the company. Meaning that they will know how the company operates and why it operates the way that it does. Knowing this information regarding the company, knowledge, skills, abilities and other characteristics of the employee will also have to be a big factor when consideration a promotion. A long time employee who has noticeable made a positive change throughout the company, has worked for the employer for years, knows the company like the back of their hand and knows what factors the company needs to remain on track, may be considered for promotion. This is an ethical way to handle this type of situation. It is unethical to give an employee a promotion solely relying on time spent with the company. The decision maker should not ignore what an internal applicant lacks in their KSAOs as it applies to the …show more content…
An internal employee may apply for the position, and an external person may also apply. From the history, attitude and work ethics of the internal employee, the decision maker may not what to consider promoting the internal employee. In this situation an external applicant may be better for the position, also taking their KSAOs in to consideration. This is an ethical action because the decision maker is considering the overall well-being of the company and employee KSAOs, rather than employee
The impact of time in a role have some positive factors, and the decision maker has to act ethically when considering time as a motive for promotion. Employees who have spent years working for a company or organization may have a better understanding on the functions of the company. Meaning that they will know how the company operates and why it operates the way that it does. Knowing this information regarding the company, knowledge, skills, abilities and other characteristics of the employee will also have to be a big factor when consideration a promotion. A long time employee who has noticeable made a positive change throughout the company, has worked for the employer for years, knows the company like the back of their hand and knows what factors the company needs to remain on track, may be considered for promotion. This is an ethical way to handle this type of situation. It is unethical to give an employee a promotion solely relying on time spent with the company. The decision maker should not ignore what an internal applicant lacks in their KSAOs as it applies to the …show more content…
An internal employee may apply for the position, and an external person may also apply. From the history, attitude and work ethics of the internal employee, the decision maker may not what to consider promoting the internal employee. In this situation an external applicant may be better for the position, also taking their KSAOs in to consideration. This is an ethical action because the decision maker is considering the overall well-being of the company and employee KSAOs, rather than employee