Argosy b6032-module-3-assignment-2-required-assignment-1-ethical-and-legal-issues-new

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ARGOSY B6032 Module 3 Assignment 2 Required
Assignment 1 Ethical and Legal Issues NEW
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HR ethics are important to organizations as they can
have legal and moral implications. In this assignment,
you will develop a plan to resolve some of the ethical
and legal issues involved in a merger. Use the Argosy
University online library and textbooks to read about
ethical and legal issues.
Consider the following scenario:
As part of the employment contracts, employees have
certain rights. For example, employees have the right to
not be coerced into situations against their will. They
expect to be able to access the information, which affects
their job, company, and career. Such work situations can

increase stress, lower self-esteem and productivity,
cause loss of trust, and decrease efficiency.
Good employees who are looking for a more secure
work environment may resign and take valuable tacit
knowledge and talent with them. It is the responsibility
of HR management to create an ethical work
environment before, during, and after the merger.
Instructions:
As a strategic HR Director, you have been asked to
identify ethical and legal issues involved in a merger
and develop a plan to resolve these issues. Your plan
should address the following:
Identify specific legal and ethical issues that should be
considered before, during, and after the merger.
Develop an implementation plan for managing the
potential legal and ethical concerns for the merger.
Explain how the proposed plan would help managers
establish an ethical work environment.

Develop a plan for how to resolve ethical and legal
issues.
Write a five-to-six-page plan in Word format. Apply
APA standards to citation of sources. Use the
following file naming convention:
LastnameFirstInitial_M3_A2.doc.

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Outsourcing is “a practice used by different companies to reduce costs by transferring portions of work to outside suppliers rather than completing it internally.” (Outsourcing, 2013) After the financial crisis of 2007-2008, many companies in the United States began to enhance their bottom-line profits by outsourcing and cutting costs instead of through the traditional route of top-line sales growth. In an attempt to effectively cut costs and generate profits for investors, more organizations engaged in outsourcing of jobs by means of offshoring. Offshoring is a form of outsourcing whereby jobs are relocated to a foreign country with a cheap labor force and low socioeconomic standards, and less regulations such as the EPA. From a Human Resources perspective, offshoring jobs is that there will be benefits to the organization such as cost and efficiency savings, focus on core activities, reduction of overheard costs, staffing flexibility, continuity, avoid organized labor, and risk management. In theory, the argument for offshoring is plausible and synergies can be created for companies; however, issues can result, creating huge disadvantages for organizations. Outsourcing can become detrimental to the financial health of an organization because of unforeseen costs. In addition, the organizational culture and employee morale begins to diminish when employees have no job security and they fear layoffs. Thus, there are pros and cons of offshoring jobs those Human Resources managers’ must evaluate before choosing whether to offshore jobs or keep them domestically. Therefore, outsourcing jobs through offshoring can result in disadvantages to an organization because of hidden costs, bad publicity and low employee morale, quality problems, loss of managerial control, threat to confidentiality and security, and reliance on the financial health of the outsourced organization. This paper has been divided into two sections due to the comprehensive approach taken by the authors to provide a focused view on the legal aspects giving the reader an opportunity to use the information as a guide if needed, or for further research.

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In this paper, the theoretical link between job satisfaction and organizational success was examined. It claims that happier employees contribute to higher organizational performance. The article claims that a person who has high levels of job satisfaction has positive attitudes towards his employment. On the other side, a worker who is dissatisfied at work has negative opinions about the job. It was also emphasized that motivated employees who are happy with their workplaces contribute to better organizational success. he purpose of this article is to examine the motivational elements that may affect institutional performance, the role that work satisfaction may play in that performance, and the link between motivation and institutional performance. According to the study, managers or authorities should be worried about the attitudes of their employees since these attitudes might be a harbinger of potential problems and could have an effect on conduct. Anil Bera "Role of Motivation and Job Satisfaction for Institutional Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56368.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/education/56368/role-of-motivation-and-job-satisfaction-for-institutional-performance/anil-bera

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During the HR Manager’s audit at the India plant, The HR manager also discovered that the plant has not traditionally utilized any form of progressive discipline. Managers keep track of issues in their own way without any formalized process. Now that the plant is part of a global, publicly traded company, the lack of processes puts the entire organization at risk for several areas of compliance. How can HR add value in this context? HR stands in position to hold operational managers accountable for their jobs. In this case, appropriate discipline needs to be given to these managers for not abiding by any standard process. HR has to evaluate situations in unison with the Legal and Quality departments. All share accountabilities for operational risk and all need to get together for a cross-functional response to the situation. The exit process for employment can be lengthy and present too much risk to a business if not handled well. HR is able to assess risk, make recommendations for process improvement, and execute strategic plans. HR has a commitment to creating the best employee experience, which stops employees exiting from a business. When processes are not well thought out, the most detrimental impact is first felt by employees. Bookmark question for laterIn smaller businesses, when departments are not as well defined and have fewer people, business leaders from any discipline will frequently perform terminations. This is not ideal. As companies grow, why should they place ultimate accountability on HR to manage the termination process? Some state laws require HR to manage the process, so most companies have to adopt an overarching policy for HR to run and manage the process. HR prevents former employees from filing any type of lawsuit by ensuring a zero litigation policy. HR isn’t always the best department to run an effective termination. If a relationship between manager and subordinate is really personal, managers in these situations tend to run much more effective separation discussions. The termination process, while difficult for management, is even worse for the individual. HR possesses the necessary skills in handling these delicate procedures and knows how to mitigate risk. Bookmark question for laterDuring times of global financial crises such as in 2008 and 2020, many companies were faced with loss of revenue and subsequently had to take a closer look at operating expenses and the potential of reducing headcount as one means to stay above water. For publicly traded companies, decisions in this realm draw the attention of many outsiders such as the press, customers, and shareholders. How can HR provide strategic value in situations like this? As HR has ultimate ownership of recruitment efforts, it stands in the best position to know how many people will need to be rehired again once the economic downturn ends. HR has the knowledge, skills, and ability to manage complex employment situations and ad.

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