Hrm498t Strategic Human Resource Management And Emerging Issues Week 4 Learning Objectives

Hrm498t Strategic Human Resource Management And Emerging Issues Week 4 Learning Objectives

LEARNING OBJECTIVES
1. Explain the inducements-contributions balance.
2. Describe the role of HR in an organization with regard to ethics.
3. Describe situations that would be considered a conflict of interest.
4. Explain the requirements of the Sarbanes-Oxley Act.
5. Explain the importance of an organizational code of ethics.
6. Describe an effective ethics training program.
7. Explain how to use systems and policies to encourage ethical behavior.
8. 5.2Defining Morality
9. Although morality is a complex concept, it can be simply defined in terms of both means
and ends—by the consequences of those processes.
10. Moral actions are basically just and fair; they respect the autonomy and dignity of
people, and they are perceived by rational people as being right and proper. If a process
is dishonest or unfair, it is immoral. But fair does not mean equal. Compensation, for
example, can be distributed unequally and still be fair if it is based on reasonable
criteria, such as performance or seniority. This definition of morality, called deontology,
is based on the fundamental fairness of an action or the means used to achieve the result.
11. In terms of consequences, morality is defined as that which helps people and makes their
lives better. Actions are moral if they contribute to the social, emotional, and intellectual
development of people. Actions are immoral if they unnecessarily harm people.
Behavior that hurts people, behavior that contributes to mental, emotional, or physical
distress, and behavior that disrupts the general welfare is immoral (unless it contributes
to an important higher good as determined by a higher-level moral analysis). This
definition of morality, called teleology, focuses on the end state or consequences of an
action.
12. Role Morality
13. The foundation for deciding whether human resource practices are fair and just is based
on an examination of the relationship between the person and the organization. Human
resource management serves both the organization and the individual. The organization
is expected to treat people morally, while employees have duties of loyalty, obedience,
and confidentiality, which are called "role morality."1

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