Literature Review Human Resources

Chapter 3 explains the importance of ethical competence specific to the human services field. As a professional it is important to know and understand an organizations code of ethics, as it will be a reference tool in how to handle certain situations you are faced with. Human service professionals enter into the profession with a personal set of values, goals and ethical conduct but, must always remember that their actions should always reflect the values and ethics of the company they are now a part of (site). In the event of an ethical issue a professional should always refer the ethical standards to determine what action should be taken (site). Ethics are also in place to facilitate legal implications that stem from malpractice lawsuits.

In the book, If Aristotle Ran General Motors, Tom Morris argues that the teachings of the ancients can and should be applied to today's corporation. His message is that the four virtues - truth, beauty, goodness, and unity - form the foundation of human excellence. Putting them into practice leads not only to self-fulfillment, but ultimately to an open, nurturing, and ethical workplace that is more productive and successful in the long-term. The purpose of this essay is to examine how Morris treats the system of ethics in relation to these four virtues.

In the book, If Aristotle Ran General Motors, Tom Morris argues that the teachings of the ancients can and should be applied to today's corporation. His message is that the four virtues - truth, beauty, goodness, and unity - form the foundation of human excellence. Putting them into practice leads not only to self-fulfillment, but ultimately to an open, nurturing, and ethical workplace that is more productive and successful in the long-term. The purpose of this essay is to examine how Morris treats the system of ethics in relation to these four virtues.

As Australia is a free country and a democracy, we as citizens own the right for free speech and if a group of people are feeling mistreated they can raise their concerns. Such groups like hospitality and retail workers who depend on incentives from business such as penalty rates, have voiced their concerns over possible future legislations cutting back Sunday penalty rates to regular Saturday penalty rates (Gareth , H 2015). According to Anna Pha (2016) Nurses and retail workers alike rely on such things as penalty rates in order for them to just pay their rent. The recent standing on penalty rates by the government has sent a ripple of panic through the communities of those receiving and counting on penalty. Interviews on the “The Prime Minister's gearing up to fight the election on industrial relations but a crucial penalty rates decision could land in the middle of his campaign ABC NEWS SA” placed both the society in which are in favour of keeping penalty rates and those business owners who are lobbying for them to be abolished supporting the productivity commission’s findings (Sydney Morning Herald 2015). Parliament along with the fair work commission, must take the two parties of Australian workers and business owners that are fighting on either side of the argument, into consideration. The morals of workers who are quoted as saying

This week saw the Fair Work Commission (FWC) bring down an adjustment to Penalty rates in Australia for some Retail and Hospitality Workers. If you read the newspapers, listen to the radio, and watch TV coverage it comes across as the greatest betrayal of the working man (or woman) since the great Depression.

Human Resources professionals are in a unique position to help corporations build the integrity of the company and develop positive organizational cultures. They can use their influences on many levels within an organization promote ethics by developing programs and policies that encourage employees to make the right choices. This may be in form of a written code of ethics or ethical training for managers and employees that make them fully aware of the company’s expectations in areas such as discrimination, sexual harassment, and the treatment of employees. The HR department can also be a resource and kept close at hand when ethical situations arise they are not clearly addressed in the policies or as a mediator for conflict resolution. Since the HR department is involved in the hiring of new employees, they can be proactive in identifying desirable character traits that align with the company’s philosophies as well as on-boarding programs that reinforce the values of the company.

In this paper the Code of Ethics from the Department of Human Services will be discussed. General information about the company, the company’s mission statement, the type of ethical system used by the company and how and when the company uses it will be talked about. Thoughts of why the company may need to modify their existing code of ethics will be included, reactions to the code of ethics that employees and managers may have and the acceptance of the code of ethics within the company and affects it has.

The implementation of the Fair Work Act 2009 which came into force on January 1st 2010, was to create a national workplace relations system for the purpose of setting wages and conditions of employment. This legislation is overlooked by the Fair Work Commission and ombudsman, whose role is to maintain a safety net of minimum wages and conditions and ensure compliance with the Fair Work Act. The creation of the Fair Work Act (2009) is to regulate business cooperation’s for the purpose of providing safety nets for minimum wages and entitlements, flexible working arrangements and ensure fairness at the workplace. Under the Fair Work Act 2009, ten National Employment Standards

Since the year 1991, enterprise bargaining has always grown in importance. Fair work act 2009 plays a vital role in development of bargaining rules. The pathway through which the legislation seeks to encourage enterprise level’s collective bargaining is by authorizing Fair work Australia (FWA) to enable ease in making of enterprise arguments and good faith in bargaining. Through a couple of mechanisms, the part 2-4 of the FW act provides support in initiating and throughout the bargaining process (Forsyth et al. 2012). The main objective of the Fair Work Act 2009 include attaining appropriate output and impartiality in the organizational level which is supported by faith bargaining obligations. Most importantly, avoiding

The Human Service Professionals are a group of individuals whose job is specifically to serve the society, educate them and work for the societal welfare at large. In the twentieth century, organizational ethics have gained immense importance in the corporate world. The need to adhere to ethical standards is even greater for the human service professionals and those who educate them. This is because any deviance from ethical standards can question the integrity of human service professions and can raise question on the standards of social welfare. This is unhealthy for the trust relationships of the society over human service individuals.

The Fair Work act (2009) replaced the highly controversial Work Choices act 2005, providing Australia with a unified system of industrial law. Work Choices act re-asserted managerial prerogative and enabled both employer and employees to choose the most appropriate industrial agreement that best suites their needs. This proved ineffective due to the imbalance of power in favour of employers and bargaining was on a take it or leave it basis (Nankervis et.al. 2014).

In the workplace as well as one’s personal life is essential for ethics to be maintained; often taking the right action is not always the most popular choice. It is important for maintaining an upstanding ethical code of conduct to be a productive individual as well as function as an employee in the workplace.

This essay will argue that the concept of ‘worker’ defined under section 230 of the Employment Rights Act (“ERA”) 1996 is board; however, due to the undefined scope of section 230(3) of ERA 1996, employment tribunals and the courts have adapted a rigid approach in their interpretation; that there is a ‘high degree of legal uncertainty’ as established in this area of law; that the law does not adequately deal with non-standard forms of ‘workers’; present proposals for reform by the UK Parliament on the interpretation and application of law at common; and finally provide a conclusion for the arguments put forth.

Prepared for HU 432 007 Ethics for Managers & Engineers Professor Paul Hudec and submitted 5/4/2016

Moral and ethical integrity is a major factor that affects the success and productivity of an organization because of its impact on the functions of management and the management team. As organizational ethics has increasingly become an issue of major focus resulting in organizations to face huge dilemma, there have been several questions on who should manage ethics and integrity in the firm (Segon, n.d.). In most cases, organizations tend to delegate the ethics function to the human resource management practitioners or department. This is primarily because organizational ethics is largely related to the type of employees within an organization. Notably, the development and establishment of organizational ethics is regarded as a complex