Resource Management Affects Work Behavior †Myassignmenthelp.Com

Question: Discuss About The Resource Management Affects Work Behavior? Answer: Introducation Yes, there is ethical dilemma that is faced by Mr. Brockley who is also the executive head of the organization, initially he fired Harry from the organization for developing a software. He did not consider even to investigate the entire issue before even deciding to fire Harry. His action was biased and based on the complaint made by Jill who is the manager of the organization. It is evident from the case study that Brockley favored Jill and hence the fired Harry without even looking at the software of even trying it, or else it would have known about the software and not been told by his senior. In the case study it is found that Brockley considers Harry as Loose Cannon which is also the proof that Brockley has some preconceived notion about Harry. He did not like him much. The owner of the organization has now asked to hire Locksmith. Locksmith is Harry. So ethical dilemma here is that whether he should be hired or not. A leader should not be biased towards its employees, he should not favor one employee more than the others. Here Brockley was not fair because he did not see all his employees equally or else he would have not reacted instantly to the complaint of Jill rather he would have acted wisely and would have given a chance to Harry to keep hi point and have a look at the software which he developed. Leaders should be fair they should act wisely and resolve the conflicts without being judgmental. Here the executive head holding a very dignified position was judgmental and fired Harry but he was proved wrong when one of his superiors asked him to hire Harry again (Armstrong and Taylor, 2014). Jill should have seen the software designed by Harry, but she insulted Harry, the leaders should motivate and encourage the innovative ideas of their employees rather than insulting them. Her actions made Brockley fire Harry, when she noticed that Harry was Locksmith and released the software. Even Jill did not motivate or appreciated the program designed by Harry and later decided to fire Harry and her decision got full support from Harry. Both Jill and her boss Brockley have not followed the ethics and encouraged a situation that led Harry to be Locksmith and release his software on the internet using his own resources and time. In every organization it is the duty of the managers to motivate their employees and encourage new ideas and innovation (Shapiro, Stefkovich and Gutierrez 2014). Employees should be given chance to prove their point, termination should not be based on judgments rather the policies of organization regarding termination should be followed. A proper investigat ion was required to be done but none was followed and the decision, which could have been handled in a wiser way, was simply based on preconceived ideas and personal differences (Aswathappa 2013). There are few issues in the case study that had increased the ethical concerns Jill did not motivate his subordinate and insulted Harry. She did not even consider to looking at the software that was designed by Harry. She did not motivate or encouraged his employees it is clear from this case. Brockley was a biased man, he took decision based on the complaint made by Jill. He did not do his investigation. The process of termination within an organization involves a procedure to that is required to be followed by the managers of the organization. Firing Harry without any investigation and not encouraging his ideas raises ethical concerns, the resulting harm of this particular action was that later the superior of Brockley asked him to hire Locksmith. The superior does not know that Locksmith was one of the employees of the organization, if he comes to know it then both Jill and Brockley would be in trouble for firing a valuable asset of the organization. Even their jobs might be at risk for their action (Marchington et al. 2016). The stakeholders involved here are Step II The major ethical dilemma in this particular case study is the termination of Harry which was not followed by any procedures of the organization and was based on the biasness of Brockley, the Executive head of the organization. The harm was caused to the organization because they lost a very valuable asset. If the firing was not done then no one would have been harmed rather they would have gained profit and the issues with the network of the organization would have been resolved. Not firing Harry and hiring him once again would be the most ethical thing for Brockley to do at this point of time. If Harry is hired once again the organization will benefit. If Harry is hired then there will be problem for Jill and Brockley, both of them might even lose their jobs. The option of hiring Harry once again would be beneficial for the organization and might happen that if Brockley admits his mistakes he is hired once again in the organization. It is the right of the employee to know his mistake before he is fired. The employees have the right to present their ideas in the organization. The neglected duties in the whole case were that Harry was not him encouraged to provide his ideas to the organization and was fired without any reason explained to him. If Harry were hired then Brockley and Jill would be treated with disrespect (Shen and Benson 2016). If Harry is not hired it would be disrespect for him and Brockley would also be treated with disrespect by his superior because he had been commanded to hire Harry. Hiring Harry should be preferred because it would be beneficial for the organization. If Harry is hired Brockley and Jill would be treated like others. If Harry is not hired Brockley and Jill perhaps might be appreciated with respect and treated unlike others (Friedman and Kahn 2013). The alternative to choose Harry once again is beneficial. The whole organization will be benefitted if Harry is hired once again in FABIO. Yes, Brockley and Jill will be benefitted because their unethical action of firing Harry would not be known but it might happen that later if the owner puts too much emphasis on hiring Harry (Durkheim, 2013). The final decision should be to hire Harry once again in the organization so that there are minimum the organization benefits, if Brockley and Jill accepts their mistakes now they will face very less penalties. Steps for making defensible ethical decision References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Aswathappa, K., 2013.Human resource management: Text and cases. Tata McGraw-Hill Education. Durkheim, E., 2013.Professional ethics and civic morals. Routledge. Friedman, B. and Kahn Jr, P.H., 2013. Human values, ethics, and design.The human-computer interaction handbook, pp.1177-1201. Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016.Human resource management at work. Kogan Page Publishers. Shapiro, J.P., Stefkovich, J.A. and Gutierrez, K.J., 2014. Ethical decision making.Handbook of ethical educational leadership, pp.210-228. Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human resource management affects employee work behavior.Journal of Management,42(6), pp.1723-1746.