3. Discipline of dealing with what is good and bad, or right and wrong. Ethics are standards of behavior–values or principles–that suggest how human beings should act Ethics involve morality, which is a set of behavior standards accepted by a society
4. Statement of values adopted by company, its employees and directors and sets official tone of top management regarding expected behavior Code of ethics establishes rules by which organization lives and becomes part of organization’s corporate culture Code of Ethics in HR
5. Conducting job analyses (determining the nature of each employee’s job) Planning labor needs and recruiting job candidates Selecting job candidates Orienting and training new employees Managing wages and salaries (compensating employees) Providing incentives and benefits Appraising performance Communicating (interviewing, counseling, disciplining) Record keeping Maintaining good industrial relations HR PRACTICES
7. Individual factors Organizational factors Societal, cultural factors Religious factors Superstition and traditional beliefs stereotyping What Affects Ethical Behavior at Work?
8. Three components: Distributive justice The fairness and justice of a decision’s result. Procedural justice The fairness of the process by which the decision was reached. Interactional (interpersonal) justice The manner in which managers conduct their interpersonal dealings with employees. Ethics, Fair Treatment, & Justice
9. Know what you believe. Clearly think through what is legally and morally right and wrong. Understand why you believe what you believe. Develop your ability to influence. Be prepared to offer alternative solutions to difficult situations. Ethics Advice for HR Professionals
10. Is it legal? Does it comply with our rules and guidelines? Is it in accordingly with our organizational values? Will I be comfortable and guilt-free if I do it? Does it match our stated commitments and guarantees? Would I do it to my family and friends? Would I be perfectly okay with someone doing it to me? Would the most ethical person I know do it? Ethical action test
12. The HR Manager of the Department of Health Works was recently notified by the Training Director that employees have been experiencing a rash of theft of personal articles from the agency’s training room over the past several months. Based on feedback the HR Manager and Training Director have received, there is an employee of the Department of Health Works who is suspected of the thefts. The agency’s security department has suggested two possible courses of action to catch the guilty party. 1. Place a video camera in the training room so the agency can videotape the guilty party and therefore catch him or her in the act; Case Study
13. or 2. Set a trap for the guilty person. Leave what appears to be a birthday card with money for another employee on one of the training room tables. The security department wants to coat the card envelope and the money with a special dust that becomes visible under a screening device that will be used on each of the agency’s departing employees the day the envelope disappears. The person, whose hands show the dust, would then be searched for the money, which had also been coated with this dust.
14. What should the HR Manager and the Training Director do? What are the legal implications for each possible course of action? What are the actions an agency should/could take when an employee is suspected of theft? Dicussion questions
