Ethical Violations: Whistleblower

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Table of Contents

Introduction
Why I chose the topic
Hiring and job termination issues
Privacy issues
Employee rights
Gender and race issues
Case study: whistleblower
Steps to curb ethical violations
Conclusion
References

Introduction

The complexity in structure and operations of an organization makes ethics an important topic for consideration and study. It becomes a problem to an organizations management if they do not understand it. For effective solutions to ethical problems in an organization, it is important to have an efficient human resource department. Organizations have to ask critical questions such as what is the role of ethics in business and what is the connection between human resource and ethics. With the presence of ethics in organizations, ethical violations are obviously present. There are different motivations for ethical violation in different organizations. Ethical violations occur even though managers are supposed to obey the code of ethics that forms a basis for an organization’s ethics. In organizations, ethical problems are either small or big, and depend on the issues at hand. Thy are sometimes hard to spot because they may happen without the knowledge of the actor. In addition, ethical violations have ramifications to both the employee and the employer.

Human resource problems arise from inappropriate decisions made by the department that are critical to an organization. Human resource department makes the most important and influential decisions in an organization. Therefore, their problems are the most complex and most difficult to solve. This is because they affect employees and the employer directly. Ethical violations affect all people that are in contact with that issue. For example, the collapse of Enron affected the employer, employees and shareholders. The magnitude of consequences depends on the degree of ethical violations and the issue under consideration.

Why I chose the topic

Ethical violations results from relationships between employees and between employees and employers. Lack of consensus is a common cause of ethical violations. In any organization, human resource problems are the greatest and most complex ethical issue that can affect that organization. Ethical violations affect al people that are in contact with the problem. Consequences can be either big or small, depending on the magnitude of the violation. Ethical violation is the greatest problem that organizations deal with today. Their consequences are far reaching and include lawsuits, dismissals and loss of operating licenses. It is a problem that has led to the demise of many organizations and a topic that needs further study and research.

Hiring and job termination issues

Hiring is the most important process in an organization conducted by the human resource department. Ethics is at the center of the hiring process and ensures fairness for all applicants. Use of ethics during hiring ensures that an organization hires the bets candidates that fit the job description. Hiring should be based on qualification. Merits such as knowledge, skills should be the basis of the hiring process and should be in accordance with the needs of the organization. Unethical practices include canvassing, preferential treatment and discrimination based on race, religion and other critical factors. These problems are motivated by greed or the need to favor certain candidates. In addition, employee dismissal should also be ethical. Unethical practices in employee dismissal include dismissal without reason, dismissal without benefits and dismissal before a contract is expired. These practices are motivated by an organization’s greed for more revenue or misunderstanding between a manager and an employee.

Privacy issues

Employees deserve privacy and respect at work. Organizations should respect employee’s lives and should not meddle in their affairs unless if they are potentially dangerous to the organization or welfare of other employees. Aspects of employee’s lives such religion, political affiliations and social beliefs are private and should be left thus. Unethical practices include revelation of employee’s religious, political and social affiliations and beliefs. However, this privacy can be breached in situations that an organization deem it important. These unethical practices are motivated by an employer’s efforts to protect the organization or negative motivations such as racism and religious intolerance.

Employee rights

Employees have rights that organizations should obey and protect at all times. Employees are responsible for ensuring that acts of misconduct are reported and curbed alert enough before they affect the whole organization.

Gender and race issues

In the past, employees were grouped or hired based on such factors as race and gender. However, since the enactment of laws that illegalized such practices, things have changed. Employees should be differentiated or hired based on performance and not based on gender or race. Discrimination and segregation are examples of unethical problems that face human resource.

Case study: whistleblower

Four employees of Port Mortuary faced reprisal from their supervisors for exposing acts of misconduct. The supervisors sought revenge for being exposed by the employees. They were handling, processing and transporting remains of service members inappropriately. Both the employees and supervisors were affected by this case of ethical violation. The employees suffered retaliation from the supervisors while the supervisors received legal disciplinary action. Revenge was the main motivation for the ethical violation against the employees by the supervisors.

Steps to curb ethical violations

Organizations are taking several steps in efforts to curb ethical violations. First, organizations are enacting policies and rules that govern ways in which ethical problems are solved in organizations. Secondly, there exists legal provisions that cushion employees against ethical violations in organizations. Thirdly, organizations are training their employees on ways to identify and solve ethical violations. The best strategy for avoiding ethical problems in organizations is through timely identification and solving of conflicts and misunderstandings that result in ethical violations. These conflicts and misunderstandings can be either between employees or between employees and employers. These steps taken by organizations are aimed at avoiding the dire consequences of ethical violations. Some consequences include dismissal, demotion, operating license loss and lawsuits. Organizations should encourage good professional practices by their employees. Employees should be aware of their rights and ethical responsibilities and obligations. This way, they can easily avoid conflicts that result in ethical violations.

Conclusion

Employees should be aware of their ethical obligations and rights in an organization. Ethical violations have dire consequences for perpetrators. In addition to organizational policies, there are legal provisions that deal with ethical violations. Ethical violations are motivated by different reasons that include greed and revenge. Consequences of ethical violations are far reaching and can affect different parties. Timely identification of conflicts or potential misunderstandings is important in avoiding ethical violations. The most common form of ethical violation involves unfair treatment of employees by the management.

References

Deckop, J. (2006). Human Resource Management Ethics. New York: IAP Publishers.

Trevino, L., and Weaver, R. (2003). Managing Ethics in Business Organizations: Social Scientific Perspective. Stanford: Stanford University Press.

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