Importance of Hiring Ethics in Hospitality and Tourism

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Table of Contents

Introduction
Hiring in Recruitment
Importance of Ethics
Qualities of a Good Human Resources Manager
Ethics and Hiring
Conclusion
Works Cited

Introduction

Ethics researchers have discovered that ethical hiring results in the best practice of employees’ recruitment. Hiring ethics is the acknowledged set form of moral standards in an organization to conduct recruitment of new employees. Recruitment is the first step in choosing the right human resources in a company and it significantly powers the company’s success in achievement of the set goals (Pinnington 103).

A country’s law and regulations demand that organizations have to recruit employees ethically. However, hiring ethics practice goes beyond the laws and regulations of a country as well because laws can be enforced but ethics cannot. Different organizations practice different hiring ethics because of the nature of their organization in terms of functions, type of services and products offered. The industry of tourism and hospitality practices different ethics as compared to the manufacturing industry.

Hiring in Recruitment

Hiring ethics allows an organization to hire right personnel for a certain position. If a company hires unqualified personnel, its costs of production are likely to increase because of employees’ training, low quality goods and services, and reduced level of output.

The hospitality industry grows the ethics of honesty, integrity, trustworthiness, and loyalty, fairness, concern, and respect for others, personal, and company excellence, good and effective leadership, accountability to the customers, employees, and the company, good reputation, and self morale. The research will address how ethics is applied in hiring employees (Studymode 1).

The practice of hiring involves identification and recruitment of highly qualified parties interested for the vacant positions of an organization. Hiring may be internal or external. In internal recruitment, an organization hires one of its employees while, in external hiring, an organization recruits candidates from outside the company. Through hiring, an organization acquires new human resource, extra workforce and additional skills from the newly recruited employees.

Importance of Ethics

The main beneficiaries of ethics are businesses, consumers, employees, and the general society. Importance of ethics includes satisfaction of the needs of humans that are basic and people must have. Ethics, at the place of work, must be fair and honest to human needs. Employees desire to work for companies that are fair and uphold, and respect values and ethics of employment.

When it comes to creating credibility, employees, individuals, and the society at large respect companies that uphold morals and ethics. For uniting people and leadership, employees respect and find pleasure working for companies driven by values; this reduces internal conflicts between employees and the management and within the employees consequently leading to a successful achievement of the company’s goals (Woods 56).

Finally, when it comes to improving decision-making, organization’s values generate and steer forward the decisions made by the management. Ethics improve the quality of managerial decisions made by a company toward the employees and society. For long-term gains, companies controlled by ethics tend to have long life than the unethical organizations.

Ethical organizations profits stabilize in the future, yet, the unethical organizations tend to loss their profits in the future. Ethics secures the society from all of evils. An individual will not steal, commit fraud or kill because he or she knows it is wrong and he or she will cause suffering to the other persons. Ethics tries to build a sense of what is right and wrong in a company and often in the event of law failure. Furthermore, through ethics companies’ develop a sense of social responsibility.

Qualities of a Good Human Resources Manager

Human resources managers are the major determinants of ethical and unethical hiring practices in the organization. A good human resources manager should be able to organize. This is an important quality because they must organize the office through creating new departments, allocating employees to their appropriate departments, and the employees (Pinnington 101).

Human resources manager must practice fairness and, as a result, they should not act in favor of either the management or the employees. During hiring, they should select the applicants who possess the required qualities for the vacant position.

Human resources manager should hold high ethical and moral standards; human resources manager advocates for the highest ethical practices in the organization by discouraging racism, unfairness, discrimination, and conflicts. A good human resources manager dedicates for continual employee’s improvement. Human resources manager needs to help continuously the department manager’s coach his or her employees (Pinnington 103). Other qualities include multi-tasking, team, strategic orientation, and employee trust.

Ethics and Hiring

Hospitality industries demand for sound ethical practices in recruitment and hiring of new and old employees into a company. Applicant’s qualifications such as skills, knowledge, and the ability to blend with the needs of the company determine the applicant’s selection.

Some companies provide special considerations such as affirmative action where certain groups have special considerations. The company’s policy statement should clearly explain the special considerations given to some employees or all the employees of that company (StudyMode 6).

In any case, the Constitution of the company and laws of the country should legally allow the considerations for their use. Whereas preferential favors awarded to specific employees may be acceptable, if other groups of employees are not discriminated. Companies claim that ethical hiring produces the best candidates because the set qualities, experience, and attributes are used to pick the candidate who best fits in the job position (Mika 249).

In hospitality, industry consistency and objectivity in hiring are important; this ensures that the quality of employees employed does not change hence improving in the company’s total output. The procedure that an organization selects the individuals should be clear and should be known to the management and applicants so that no party can claim favoritism or biasness. Objective evaluation gives a company the finest recruits while consistency ensures lofty morale among the recruits and employees (StudyMode 8).

It is unethical for a company to place a misleading advertisement toward a certain job position. For example, if a company wants to appoint independent contractors instead of permanent employees for a certain job, the company should state clearly the form of employment on offer.

In addition, a company should avoid recruiting employees from their suppliers, customers, and competitors. Many companies argue that, once a company employs a competitor’s former employee, it will be accused of copying its competitor’s productions method, which is unethical.

In addition, they also argued that same employee who betrayed his former employer to his competitor by giving out the secrets of production might betray the company too. When a company hires a former employee of his supplier, the employee may start doing favors to the supplier; this will bring unethical business practices. Hiring ethics does not simply allow practice of the above unethical actions (Sims 79).

Unethical hiring practices occur when a company does not follow the set policies of hiring. Examples of unethical hiring practiced by some hospitality companies include choosing out of personal appearance, when a company does not announce for a position and calls candidates selectively.

In addition, when a company does not follow the set candidate’s characteristics in recruitment, the management recruits unqualified family members. To add, poaching employees, candidates bribing their way into the company, racism, hiring illegal immigrants and when company poorly remunerates and the new employees among other practices (Sims 83). Most of the companies mentioned these among other unethical practices practiced by some companies.

Conclusion

To conclude, this essay recognizes the importance of hospitality and tourism as an area where hiring ethics is important. Hiring ethics as discussed is an important aspect of a company’s success in the short run and eventually the long run. This is because the right personnel are selected for the right job hence improving the quality and amount of output.

Hospitality industries need to adhere strictly to the ethics of the industry because it is a sensitive service industry to the humanity, a single mistake can cost the company a huge amount of money. For a hospitality company to survive in the market, it needs to hire different personnel from different regions so that it can understand different cultures, different ethics, and different believes and get a solution on how to handle them.

Hiring may be internal or external; in internal recruitment, an organization hires one of its employees while, in external hiring, an organization recruits candidate from outside the company. Through hiring, an organization acquires new human resource, extra workforce and additional skills from the newly recruited employees.

Works Cited

Mika, Anna. The importance of codes of ethics examination of the need f business ethics and ethics for good corporate governance. Berlin: Masterarbeit, 2010. Print.

Pinnington, Ashly, Rob Macklin, and Tom Campbell. Human Resource Management: Ethics and Employment. New York: Oxford University Press, 2007. Print.

Sims, Ronald. Human Resource Management: Contemporary Issues, Challenges and Opportunities. Greenwich: Information Age Press, 2007. Print.

StudyMode: Ethical Issue in Hiring. 2009. Web.

Woods, Robert, Misty Johanson, and Michael Sciarini. Managing Hospitality Human Resources. 5 ed. Michigan: Educational Inst. of the Amer Hotel, 2012. Print.

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