Business Ethics Essay - 1781 Words

Outline : A) General overview. B) Utilitarian theory. C) Kant theory. C) Rawls theory. D) Conclusion. Foreword: This research paper discusses theories in business ethics. It also considers three cases that illustrate ethics principles violation. Thesis: Nowadays in the era of economic relations and international trade business ethics plays a very important role. Nowadays in the era of economic relations and international trade business ethics plays a very important role. It is of vital importance at any level of activity: corporate, state or international. Questions of corporate social responsibility and business ethics are engaging business more and more - both domestically and internationally (Sims 2006). This†¦show more content†¦This theory is well presented in the works of M.Valaskes, J. Rawls, L. Nash. This concept is believed to be the most influential and pervasive in the business sphere. Any action that leads to the large useful effect is considered fair. In the common sense, the utilitarian principle is formulated in the following way: any action is rightful from ethical point of view if the total useful impact exceeds the total useful impact of any other action that could be carried out instead of the first one. The point is that all direct and indirect participants gain benefit. But applying this theory one should bare in mind that long-term consequences must be also taken into account. Considering the situation given with capital export, I should point out that this situation on the countries of export and import. If the export country is a rather developed one (such as the USA, the United Kingdom etc.) and the import country belongs to the underdeveloped one, it means that both parts will gain benefit from the situation. The developed country will generate profit locating its production in the area of cheap resources and workforce. In addition, the import country will get additional workplaces. As the result, all participants have benefits in the situation. The capital owner generates benefit, the unemployment rate in the import country reduces and the employees have ability to earn money. However, when the situation is reverse it can cause losses to manyShow MoreRelatedBusiness Ethics : Ethics And Business943 Words   |  4 Pagesdiscussions in Business is Ethics. Some people believe that the decisions businesses make in interest of the business has no place in ethics and that they are essentially amoral. These businesses believe that their main objective is to simply make a profit and that it does not affect the success of the business. Whereas some businesses believe that they have to take ethics into consideration, in order for their business to be a success. Richard T. De George (1999) states that ethics and business do notRead MoreThe Ethics Of Business Ethics1471 Words   |  6 PagesReview Nowadays, the concern for business ethics is growing rapidly in the business community around the world. Business ethics are focused on the judgment of decisions taken by managers and their behaviors. The issue regarding these judgments is the norms and cultures that shape these judgments. Business ethics are concerned about the issue, how will the issue be solved and how will it move ahead along the transition analysis as well (Carroll, 2014). Business ethics can be addressed at differentRead MoreEthics And Ethics Of Business Ethics1304 Words   |  6 PagesBusiness Ethics Varun Shah University of Texas at Dallas Business Ethics Morals are a crucial part of life. Without having principles one would never be able to distinguish the right from wrong and good from evil. Just as it applies to life in general, ethics is an integral part of doing business as well. When we here the term Business Ethics in our work place, we usually do not take it seriously and brush it off saying ‘it’s just a simple set of basic rules like not cheating and so on’. ThisRead MoreThe Ethics Of Business Ethics Essay1097 Words   |  5 PagesResource A discusses how ethics is crucial in business. There are three key ideas used to understand this. Firstly, making ethically wrong decisions tend to cause more upset than other general mistakes as purposeful unethical actions are not as easily forgiven or forgotten. Secondly, ethics provides businesses with a broader understanding of everything to do with their business. Business ethics is effectively just business it its larger human context. Thirdly, being unethical ca n tarnish the publicRead MoreThe Ethics Of Business Ethics1064 Words   |  5 Pages　　　　Business Ethics Ethics can be viewed as the rules and values that determine goals and actions people should follow when dealing with other human beings. However, business ethics can be defined as moral principles of a business. It examines moral or ethical problems that arise in a business environment. Generally, it has both normative and descriptive dimensions. Organization practice and career specialization are regarded as normative whereas academics attempting to understand business behaviourRead MoreThe Ethics Of Business Ethics757 Words   |  4 Pagesdeciding what to do in certain situations, ethics is what guides an individual to act in a way that is good, or right. Those involved in business settings apply ethics to business situations, known as business ethics. It is expected of businesses, small and large, to follow business ethics. There is a particular framework businesses are to follow. However, the reoccurring news headlines of poor business ethics prove differently. Poor busine ss ethics include bribery, corporate accounting scandalsRead MoreEthics And Ethics Of Business Ethics1200 Words   |  5 PagesEthics meaning in simple way for average person is what is right from wrong. 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According to Milton Friedman, a company has the responsibility to generate as much revenue as it can while still conforming to the basic rules that society has set. These rules include the ones embodied in customs as well as in law. Similarly, Peter Drucker stated that

Using Five Metaphors For Identity Essay - 1443 Words

Elements of literacy, such as metaphors, are a practical tool to find different perspectives and personal identity. The authors of the research called â€Å"Literacy and Identity: Examining the Metaphors in History and Contemporary Research† review various ways of conceptualizing identity by using five metaphors for identity documented in the identity literature: identity as (1) difference, (2) sense of self/subjectivity, (3) mind or consciousness, (4) narrative, and (5) position. This research was really helpful for my study because it gave different perspectives and interpretations of the concept of identity. It should also be clear that the different metaphors of identity carry consequences for how literacy practice, skill, learning, or teaching is understood. A key point is that it is simply not enough to say that identities are produced in social interaction, that they are multiple and shifting. It is not enough to say that identities are positions and that identities are the product of a developing mind. What we think of literacy shapes how we see identities working in people’s literate practices or learning (Moje, Luke, Davies Street, 2009, p. 432). Have you ever thought about who you are? Growing up I asked this question to myself more than once. I came to the conclusion that I could be a friend, brother, boyfriend, husband, father, all at the same time, but these are just an aspect of me. They do not represent who I am inside. Metaphors helped me to look at identityShow MoreRelatedThe Complexity Of Identity Work Constructed By Manh Essay1279 Words   |  6 PagesData analysis This section provides an analysis of several aspects of identity work constructed by Manh, one of the five teachers participated in my study. Through the analysis, it is interesting to observe the complexity of Manh’s identity construction. 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Th is overwhelming need to provide inevitably diminishes Gregor’s ability to be humanlike. Kafka also enforces the idea of the ability to resurrect one’s self identity following psychologicallyRead MoreBuffy, the Vampire Slayer: a Gender Discussion1514 Words   |  7 PagesGender Discussion What is gender? The answer to that is not so simple. Gender is what culture makes out of the ‘raw material of biological sex, (Unger and Crawford, 1995). Also, there is a difference between what is gender identity and what is a gender role; a difference which seems to be even more difficult to differentiate between than the words gender and sex. Media and other parts of our culture seem to believe they know the difference, yet up until a certain periodRead MoreAnalysis Of The Poem The Souls Of Black Folks By Audre Lorde Essay1054 Words   |  5 PagesSomeone once said, the identity of one changes with how one perceives reality. 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Essay Strategic Human Resource Management

Question: Write an argumentative/academic essay on strategic human resource management in Harvard referencing style. Answer: Introduction: Strategic human resource management defines the intension and plans to achieve the business goals. It is based based on three aspects such as human capital, people who implement the strategic plan and the systematic approach. It has been observed that the human resource management has addressed the issues developed from the change in structure and culture. Moreover they have also increased the organizational effectiveness and performance. As stated by Sirgy and Wu (2013), the human resource management has developed distinctive capabilities, knowledge management and management of change. The Probuild Construction was established in 1987 (bldr.com 2016). The organization has built different projects such as New Grandstand, Victoria Gardens Shopping Centre and Corporate Headquarters of Toyota (Ammons 2013). As argued by Sirgy and Wu (2013), employees have faced greater workplace issues due the huge work pressure. Therefore, the human resource management has implemented the Work-Family b alance strategy and offered multiple options for the employees. Therefore, the employees have maintained flexibility in their working structure and better work-life balance (Moen et al. 2013). Discussion Value opportunities for Workplace flexibility: It has been observed that Probuild construction was established in 1987 and it successfully completed major projects such as new Grandstand at Flemington Racecourse, Victoria garden Shopping centre and head quarters of Toyota corporate. As stated by Mauno and Rantanen (2013), the organization has successfully applied Victoria Governments new strategy as Better work and Family Balance. After applying the new strategy, the organization has planned to investigate about the work-family balance at Probuild. The human resource management has implemented the survey to gather information about the impact of pressure of work, family and life on the employees (Karatepe 2013). The human resource management has tried to observe whether the initiatives have been placed to assist the staffs to manage the pressure. Finally the human resource management has planned to implement new initiates for satisfying the staffs. The human resource management has provided value to the partners or families of the staffs. The human resource management has prepared a separate survey for the partners or family members of the staffs (Butts et al. 2013). From the employee survey result, the human resource management has observed that the employees were happy with the work structure of Probuild. As argued by Sirgy and Wu (2013), the employees are of the opinion that the constantly increasing pressures at the workplace have resulted in tougher challenges in managing the work and family responsibilities. Some employees also feel that the stretched working schedule and the working Saturdays have affected their personal relationships (Allen and Kiburz 2012). As argued by Sirgy and Wu (2013), partners and family members of the employees feel that long working hours and work load has affected day-to-day household management and family care of employees. Therefore the human resource management has implemented the workfamily balance strategy for the employees. According to Kim (2012), the employees have to be more flexible in managing their work pressure and responsibilities towards their family. The human resource management has implemented two different pay roles for the employees such as fixed salary and hourly based salary. As argued by Wang and Verma (2012), the employees can choose any one which is flexible in order to maintain the work pressure and family responsibility. The human resource management has reassured the employees that their decision regarding work-family balance option would not affect any ones employment in the organization. On the other hand, the working Saturday strategy would be optional for the employees. Efficiency of the work-family strategy: The human resource management has observed that the initiatives would be mutually beneficial for both the employees and the company. The human resource management has planned to implement the team building strategy to increase the work efficiency of the employees. As stated by Kossek and Lautsch (2012), teamwork helps in achieving better work efficiency and life balance rather than individual effort. The human resource management has planned to implement the solutions for the employees requirements. As argued by Eddleston and Powell (2012), employees should be more flexible to manage the stretched working hours. The human resource management has observed that good communication is the key to success. It has been found that the work-life balance strategy has improved the performance of the employees. As a result the organization has won the National Work-Life Balance Award in 2009-10 (Darcy et al. 2012). The innovative work-life balance structure has increased the performance of the o rganization as well as employee satisfaction. Flexibility and work-family balance: It has been observed that Probuild has involved in different high value projects. Therefore, the employees have faced huge work pressure. Keeping such trend in mind, the human resource management has planned to investigate about the work-family balance of the employees (Sirgy and Wu 2013). The survey data has presented the picture about the impact of working at Probuilt on the employees family. After acquiring the feedback from the employees and their partners or families, the human resource management has implemented the Work-Family balance strategy (Ammons 2013). Flexible work arrangement theory: The human resource management has implemented five guiding principles for the employees. The initiatives must provide mutual benefits to both the employees and company. The flexible work arrangement strategy would achieve better work and life balance for the team or individual and the managers (Moen et al. 2013). As argued by Wang and Verma (2012), the requirements of the employees have been supported by the Work-family balanced strategy. The employees can work in the organization along with greater flexibility. The human resource management has implemented different working structures for the employees such as fixed salary and hourly based salary. Therefore, the human resource management has implemented the information pack outline regarding the development of better work and family culture (Mauno and Rantanen 2013). The human resource management has provided practical information for staffs and their partners. Therefore, the staffs and managers can setup their goals to bring about better work-life balance. Thus, the specific action plan has been developed by the employees to address the key issues. Business competitiveness theory: According to the Porters Competitive strategy, Probuild has maintained the natural resources, climate, location and demographics. The human resource management has implemented the communication infrastructure, skilled labor and work-life strategy for improving the work efficiency of the employees. The employees have been supported by the basic factors and the employees have provided the best effort to maintain the success (Karatepe 2013). It has been observed that Probuild has faced competition in the market by other construction companies. The human resource management has implemented the communication strategy to understand the aims and objectives. It has been observed that the human resource management has implemented the intensive training, development and coaching program to improve the performance of the employees (Butts et al. 2013). The development of the employment skills helped the organization in getting the competitive advantage. Other flexibility and work-life balance strategy: The human resource management has to implement some other work-life balance strategies for the employees. The strategy has solved the issues of the employees but the new strategy would be better than the work-life balance strategy. The human resource management needs to be more concern about the employees. The human resource management needs to critically observe whether the employees can manage their families or personal responsibilities. the human resource management has to implement flexible shift timing and optional week off so that the employees would maintain flexibility in their workplace. As stated by Allen and Kiburz (2012), staffs have tried to balance the working hours and family responsibilities at the same time. However, the new work-life balance strategy would provide different option to the staffs. Therefore, the employees will be able to maintain flexibility in balancing their work and social lives as well as keep their required hours of work intact (Kim 2012). Productivity outcomes and benefits: It has been observed that the human resource management of Probuild has implemented the work-life balance strategy for improving the productivity of the organization. Moreover, this work life balance strategy was the also the national Work-Life Balance Award Winner of 2009-2010 (Wang and Verma 2012). However, the work-life balance strategy has not been able to fulfill the employees satisfaction. Therefore, a new work-life balance strategy has been developed for Probuild. As argued by Sirgy and Wu (2013), the work-life balance strategy, the human resource management has to implement flexible shift timing and optional week off for the employees. Therefore, the employees can choose suitable shift times so that they can spend valuable time with their families. Additionally, the employees can exchange their Saturday off with their week off. As argued by Kossek and Lautsch (2012), the human resource management would require considering the implementation of the job restructuring process so that the employees can manage their jobs. The new Work-Life planning would maintain the employee satisfaction and retain the employees as well. Conclusion: The human resource management has implemented the new Work-Life Balance Strategy to improve the performance of the employees. They have been able to inculcate this within their organization on the basis of a survey that was conducted on the employees and their families. The Human resource management has observed that the employees have not maintained proper family responsibilities due to long hours duty schedule and Sunday duty hours. Therefore the human resource management has implemented the Work-Life Balance strategy and implemented two different solutions such as fixed salary and hourly based salary. However, the issues of the employees have not been resolved after implementing the strategy. Therefore, a new Work-Family Balance strategy has been implemented to resolve the work load and family relayed issues of the employees. The human resource management has to implement two new options for the employees such as flexible shift timing and optional week off. They would also need to implement the job restructuring process for the employees. The new strategy would help the employees to maintain better Work-Family Balance, increase their performance and satisfaction and also build their loyalty towards the organization. Reference list: Allen, T.D. and Kiburz, K.M., 2012. Trait mindfulness and workfamily balance among working parents: The mediating effects of vitality and sleep quality.Journal of Vocational Behavior,80(2), pp.372-379. Ammons, S.K., 2013. Work-family boundary strategies: Stability and alignment between preferred and enacted boundaries.Journal of vocational behavior,82(1), pp.49-58. bldr.com, (2016).ProBuild | Builders FirstSource. [online] Bldr.com. Available at: https://www.bldr.com/probuild.htm [Accessed 21 May 2016]. Butts, M.M., Casper, W.J. and Yang, T.S., 2013. How important are workfamily support policies? A meta-analytic investigation of their effects on employee outcomes.Journal of Applied Psychology,98(1), p.1. Darcy, C., McCarthy, A., Hill, J. and Grady, G., 2012. Worklife balance: One size fits all? An exploratory analysis of the differential effects of career stage.European Management Journal,30(2), pp.111-120. Eddleston, K.A. and Powell, G.N., 2012. Nurturing entrepreneurs' workfamily balance: A gendered perspective.Entrepreneurship Theory and Practice,36(3), pp.513-541. Karatepe, O.M., 2013. The effects of work overload and work-family conflict on job embeddedness and job performance: the mediation of emotional exhaustion.International Journal of Contemporary Hospitality Management,25(4), pp.614-634. Kim, S., 2012. The impact of human resource management on state government IT employee turnover intentions.Public Personnel Management,41(2), pp.257-279. Kossek, E.E. and Lautsch, B.A., 2012. Workfamily boundary management styles in organizations A cross-level model.Organizational Psychology Review,2(2), pp.152-171. Mauno, S. and Rantanen, M., 2013. Contextual and dispositional coping resources as predictors of workfamily conflict and enrichment: which of these resources or their combinations are the most beneficial?.Journal of Family and Economic Issues,34(1), pp.87-104. Moen, P., Lam, J., Ammons, S. and Kelly, E.L., 2013. Time work by overworked professionals strategies in response to the stress of higher status.Work and occupations,40(2), pp.79-114. Sirgy, M.J. and Wu, J., 2013. The pleasant life, the engaged life, and the meaningful life: What about the balanced life?. InThe exploration of happiness(pp. 175-191). Springer Netherlands. Wang, J. and Verma, A., 2012. Explaining organizational responsiveness to workà ¢Ã¢â€š ¬Ã‚ life balance issues: The role of business strategy and highà ¢Ã¢â€š ¬Ã‚ performance work systems.Human Resource Management,51(3), pp.407-432.