Ethics

Question 1

What is Ackers (2013) definition of employment ethics?

Answer 1

The application of general moral principles to the management of employees’ wages and conditions

Question 2

What is consequentialism?

Answer 2

A consideration of the consequences of actions

It is not the act itself that is considered good or bad, it’s the outcome of the act.

Question 3

Examples of consequentialism?

Answer 3

it’s possible that to lie or to steal could be a ‘good’ thing if the outcome of the lie is beneficial

Question 4

Discuss the moral dilemma regarding wages

Answer 4

National living wage – law

Living wage – not law, just a reccomendation

Law states that 25+ receive wage of £7.83 rising to £9 in 2020

Question 5

What are the issues with moral dilemma of wages

Answer 5

Higher cost of goods

Age discrimination  hire under25 year olds to aviod this law

Self-employed  doesn’t affect them

Fewer hours  work harder cant hire all you

Jealousy amongst more qualified workers.

Question 6

What is utilitarianism?

Answer 6

The preferred action is the one which gives greatest happiness (the greater good)

Question 7

what is denotology?

Answer 7

Act out of duty and choose to do the right thing irrespective of consequences.

Question 8

examples of denetology

Answer 8

if you think its not ok to lie you wont
If you think its not ok to steal you wont

If cleaning staff has pay increase ALL STAFF HAVE ONE

Question 9

What is stakeholding?

Answer 9

This view argues that shareholders are just one of many stakeholder groups. The employer’s ethical responsibility is to balance the needs of these different groups.

Question 10

Examples of stakeholding?

Answer 10

workers’ pay has been poor for many years, therefore needs to be re-balanced

(e.g. NHS nurses’ pay – frozen or constrained since 2010. Pay cap of 1% removed in 2017 (supposed to be in place until 2020).

Nurses received 3% wage increase in 2018/19; and 1% and 2% increases over the next 2 years.

Question 11

What are the two justice theories?

Answer 11

1. justice as entitlement

2. justice as fairness

Question 12

what is justice of entitlement

Answer 12

This argues that human beings have a right to acquire and transfer property with no interference from government or pressure group – as long as they follow due process

Question 13

what is justice of fairness

Answer 13

This view advocates that we should sit down, blindfolded and think about what sort of society we would like to live in – without knowing what position we would occupy in it.
As such, it’s likely that we would choose equal treatment unless the worst off would benefit in some way.

Question 14

What sections are discussed within the CIPD 2015 ethical guidance?

Answer 14

fairness

well-being

merit

rights and duties

markets

democracy

character

handing down

Question 15

discuss fairness under the CIPD 2015 ethical guidance

Answer 15

Is it fair? (Disciplinary procedure; pay relationships; selection criteria).

Organisations that treat their employees fairly will promote increased commitment and productivity.

Question 16

discuss well being under the CIPD 2015 ethical guidance

Answer 16

We all should feel ‘well’ at work.

Organisations rarely consider ‘well-being’ at the design stage – but rather productivity.

Question 17

discuss merit under the CIPD 2015 ethical guidance

Answer 17

Rewards should correlate with talent and hard work.

Decisions based on merit are frequently contested.

Question 18

discuss rights and duties under the CIPD 2015 ethical guidance

Answer 18

Right to equal pay; equal treatment; to join trade union.

Question 19

discuss markets under the CIPD 2015 ethical guidance

Answer 19

Market forces at work to determine outcomes.

However, market forces can be used to justify ‘unfairness’ of high managerial salaries.

Question 20

discuss democracy under the CIPD 2015 ethical guidance

Answer 20

Everyone should have a say.

Constrained by bureaucratic rules.

Question 21

discuss character under the CIPD 2015 ethical guidance

Answer 21

We do what we feel is ‘right’ – our moral character.

Doesn’t always correlate with doing the ‘right thing’.

Question 22

discuss handing down under the CIPD 2015 ethical guidance

Answer 22

Protecting and preserving the environment for future generations. Corporate responsibility.

Question 23

what is the requirement of high commitment HRM?

Answer 23

requires employees and employers trust each other, and are loyal to the organisation’s values.

Question 24

what does being ethicak entail?

Answer 24

‘Being ethical’ generally involves making difficult choices between expedience (doing something that is helpful but not morally acceptable) and principle.

Question 25

what do some people argue regarding good ethics?

Answer 25

Some argue that good ethics makes good business sense and thus, doing the ‘right’ thing will lead to superior business performance.

Question 26

what is the ethical HRM rhetoric

Answer 26

this business regards employees as its #1 resource’

Question 27

What is browns et al (2005) definition of leadership?

Answer 27

‘The demonstration of normatively appropriate conduct through personal actions and interpersonal relationships, and the promotion of such conduct to followers through two-way communication, reinforcement, and decision-making.’

Question 28

discuss ethical leadership

Answer 28

Anyone can demonstrate leadership despite not being in a senior position

As a leader indiviuals want tp rely on you, look at behaviour and decsions made and think I can trust that person

If soemthing is inconsistent… confused as to whats happening

Ethical leadership is creating standard which is acceptable for others to follow

Question 29

What are the characterisitcs of ethical leadership?

Answer 29

Ethical leaders treat their followers ‘ethically’, ‘morally’.
They have employees’ best interests at heart.
They care about the greater good for employees, the organisation and society.
Will not ask someone to do something theyre not prepared to do themselves
They seek employees’ views and develop meaningful interpersonal relationships. (shoed you view people as humans and not just numbers)
They provide role-models as they represent the high ethical standards and values of the organisation.
Followers trust them.