Buy term paper Company’s ethics of dismissal

Dismissal – is an integral part of the HR policy of the enterprise. The economic recession, accompanied by massive lay-offs of people revealed contradictions and vulnerabilities of the existing model of personnel policy. Before the employees have any questions: “Tomorrow may come my turn?”, “What should I do?”. As it turned out, there is not much socio-economic factors of opposition to dismissal.
The first candidates for dismissal, as a rule, become specialists of professions unclaimed due to changes in activities or decrease in production, as well as older workers. In a crisis, the company is trying to reduce costs by any means, including lay offs. Layoffs provoke mistrust of employees to the firm, which makes management of human resources in the future.
The process of dismissing involves the development of decision to dismiss the employee: to explain the reasons for termination of employment, to meet the requirements of labor legislation and, if possible, to provide employee assistance in finding employment in another company. (Madsen, 1990)
Dismissal of an employee from the company, whether by choice or on the initiative of leadership – the process that is problematic and confusing. Often, it creates a tension in the team and creates rumors, uncertainty, and complicating of the overall psychological climate. Therefore, in each case of dismissal its cause should be clearly articulated and the possible consequences assessed.
Also, each worker carries with it a part of corporate knowledge, know-how, and sometimes the secrets of the company. To avoid this risk, the company should provide special interviews (so-called exit interviews) to achieve the necessary agreements and compromises. To relieve tension in the team can be organized “event feedback” – the conversation in an informal setting, “mailbox” (“suggestion box” – box, where employees can anonymously submit their suggestions, proposals, complaints), Board members meetings, when they are necessary. And the information obtained in these ways will help to improve the system of HR management at the company.
So, in the current case of ABC company, improper tactics of leadership behavior in dismissal of employees, as well as inappropriate treatment of staff, caused the problematic situation in the company.buy term paper
To avoid such situations management must observe the rules of conduct to guide the company:
– not to deliver the bad news to separate individuals;
– not to express the reason for dismissal in own words;
– not to give conflicting information to the staff;
– not to talk about dismissal with anyone except those who should know that the employee will be dismissed;
– not to ask the person to immediately release her or his working place and leave the office;
– make sure that you have all the documentation and have confirmation of the authorities, be sure that you are acting in accordance with the company’s policy;
– verify that all documents are prepared in advance;
– consult with the legal authorities for possible contentious issues.
So, the process of dismissal is the question of ethics in business. Sometimes this is connected with utilitarism, that is an ethical justification for action on the grounds that it promotes the ‘greatest good for the greatest number. (Madsen, 1990)
HR management actions that are in some way unethical, such as dismissal, may be justified because that they are necessary for improvements in business performance that benefit the whole company and all employees. But anyway HR policies and actions should be ethical and favorable not only for the company, but also for employees. (Gandz, J, p.110)
Also, ethical behavior of management is closely connected with “The golden rule”, as is well known ethical code of just behavior and treatment, that is “Do unto others as you would have them do unto you”. This rule should be applied in all cases of making decisions and in all cases of treatment with the staff. First of all, that is because the staff is a team of personalities that are all different, but deserve fail and just treatment. Only if the Golden rule is observed in the company, a good relationship between management and the staff will be achieved, that will challenge both the management, the company and workers.
Conclusion
Very often in the process of dismissal of staff managers resort to solutions that do not always meet the norms of labor legislation, which may be regarded as unethical. This leads to undesirable consequences: dissatisfaction of the staff, social tensions in the team.
While it would be better to: explain the reasons for termination of employment, to meet the requirements of labor legislation and, if possible, to provide employee assistance in finding employment in another company.
The more ethical are the managers decisions and behavior, the less painful and problematic is the process of dismissal.

 
Works cited
Gandz, J. & Bird, F. G. “Designing Ethical Organizations”. Business Quarterly, 54(2), 1986. pp108-112.
Madsen, P, & Shafritz, J. M. “Essentials of Business Ethics”. New York: Penguin Books, 1990.