HR Manager Business Ethics Case Study

Ethics are a set of principles that guide the actions of people in an organization (Ehrich et al. Ethics define what people should do and the behavior they should uphold. Therefore, they comprise of questions relating to what is wrong and what is right. They are also about relationships and the way human beings should interact and live with others. This is to mean that ethics applies both in actions and in thoughts. This is a situation he relays to Vanessa. Vanessa contacts the Human Resource (HR) department on the new developments. Nevertheless, the HR manager is unfazed by them. The HR manager objects to this ideal. And because the manager is not ready to meet Vanessa’s request, Vanessa has the option to take her office keys and access pass.

She feels that her actions are justified despite the HR manager’s reluctance to resonate with them. In keeping up with the professional standards of the organization, there are ethical cues that professionals have to uphold. The different personnel in their respective professional capacity have an obligation to render their actions in a manner that serves others in the best way possible (Kamat, 2006). The HR manager’s course of action can be perceived to taking a different course from this ethic. It is also breaks the trust that their colleagues place in the manager. The manager insists that Rashid had already signed the paper and he has the duty to serve the rest of the remaining period. The manager has no interest in changing situations.

Kohlberg moral development stages. Kohlberg conceived this moral philosophy while in the World War II where he was helping Jewish refugees immigrate to Israel (King and Mayhew 2004, 378). He emphasized that morality comprised of feelings, thoughts, and actions. Consequently, these determine their moral actions. The second and third levels are attributes found in Vanessa. She recognizes Rashid’s past contribution to the company and particularly in the development of his colleagues. She is keen to have his minimal requests met. She is also aware that Rashid’s position in the other firm might be of help to the firm in the future. Therefore, it is up the person to decide how they will uphold this power. One can decide to suppress others or to improve their colleagues’ lives.

The HR manager can analyze the future consequences of her actions; that is if they will have any ramifications or benefits. She can also take the time to ponder on how her position affects individuals in the firm. She can learn on whether it improves or damages the relationships with the workmates. While one acts to their fulfillment, the other acts to other people’s interests. Utilitarianism explores the idea of achieving optimal benefits for the maximum number of people possible (Baumane-Vitolina, Cals, and Sumilo 2016, 110). In this context, Vanessa is utilitarian because she seeks to cater for the firm’s and Rashid’s goals. On the other hand, deontological ethics emphasize on the need to perceive people as an end rather than a means to an end.

It amplifies the need for dignity in people. The theories will present themselves in differing categories and Vanessa lies among the ones that promote social relationships and the goodness of everyone in the firm. It is a cultivated practice that the HR manager can cultivate. Ultimately, the ethical dilemma will present alternatives and the ones develop greater relationships among colleagues must always be chosen. References Akaranga, Stephen Ifedha, and Bretta Kavutha Makau. "Ethical Considerations and their Applications to Research: a Case of the University of Nairobi. 0-S2212567116302490-main. pdf?_tid=24765d1e-c1c2-4c89-8157-1bedaa96f2f6&acdnat=1547890973_a9fa16e7d1974dbf34216e6e39ff9e7a China, Pei-Hsun, and Shih Yung Chou. "A Conceptual Analysis of Cognitive Moral Development and Altruistic Behavior in the Work place.