Reflection One- Common Moral Dilemmas that HR Leaders Face
Ranking the Course Learning Objective: Yes, I met this objective
An Artifact: A discussion board on ethical HR dilemma, from week 5. In this course material, a case study applied to help identify ethical dilemmas that human resources leaders face was a scenario in Rainbow Airways. From this, it was determined that although the company is known to employ young and vibrant females at the age of 21 to 34, the employment policy is unethical. Human resource policy looks at a varied group of people attending to apply for the job, which is an act of discrimination. The dilemma noted to face the company is that the organization has to choose clients’ satisfaction while adhering to regulations. When the company decides to keep employee within that age bracket and lockout females above the age of 34 or males from the application, its face risk of lawsuits. On the other hand, complying with the ADEA regulation on employment will subject the company’s operations to unsatisfactory business.
Artifact Analysis: the artifact identified is from a discussion board, submitted in week 5. Information presented then is useful to shine a light on the various ethical issues that human resources leaders face in the business world today. Now, as the course comes to an end, I think this artifact was helpful to inform the common mistakes HR leaders make when it comes to hiring and sustenance of productivity. Whenever leaders are profit-minded and focus much on the need to satisfy clients, they tend to neglect essential components or resources that keep business on toes. Choosing profit over people’s rights is not only a moral issue but a topic on the legal violation. All organization functions must be carried free from discriminative practices. The artifact connects with course learning objective through revealing an example of how HR engages in unethical practices that, for instance, discriminating certain groups and thus defiling regulations.
Connection to change: learning about course objectives is connected to change in my work life in that I must ensure hiring policies are not discriminative in any way. As a leader, the key thing to keep business ethical is balancing people’s rights and needs using the right standards. I would change the workplace policies and ensure they fit employment acts while using other means to satisfy clients.
Reflection Two- Moral and Ethical Conflicts Inherent to and in Organizations
Ranking the Course Learning Objective: Yes, I met the objective.
An Artifact: Workplace Diversity to Overcome Employee Discrimination- From week three assignment. The concept addressed how discrimination is an ethical issue in organizations, creating moral conflicts that make the performance less effective. Studies point out that discrimination is a common ethical issue in workplaces. Often people experience this issue due to their identity basis, race, or other attributes. While responding to this topic, I recalled how, in workplaces, the problem occurs at the time when regulations are made to enhance inclusion. Research Inform that discrimination takes many forms, and it can be challenging to eliminate all at once. Globalization is increasing people’s interconnectivity, which results in cultural interference that subject employees to prejudice. To recognize discrimination is the first step in becoming ethical upright. Due to biases and prejudice, organization diversity has weakened.
Artifact Analysis: the artifact is from the week three assignment that looked at workplace diversity and overcoming discriminations. As the course end, this section gave me an insight into how ethical issues keep rising or recurring in workplaces. I learned that all organizations experience interpersonal conflicts resulting from various reasons, and a moral problem is among the cause. Now that I am through with the course, I appreciate the management of conflicts in the workplace as a vital issue that leaders must consider. Conflicts occur when individuals fail to consider or ignore to act ethically. Also, they can happen when people have varying opinions regarding which behaviors are acceptable. In a nutshell, I became open-minded that ethical conflicts tend to fall in broad categories like toxic culture, illegal actions, community expectations, poverty, and technology. Managing moral disputes in an organization is an essential skill that human resources should adopt. I saw this artifact connect with the course learning objective through a conflict management approach that will give insight into how ethical issues are inherent in organizations. As inferred by the artifact, I think conflict management’s perspective will help foresee moral and ethical challenges to and within workplaces.
Connection to change: learning of this course objective is connected to change in different ways in which leaders or individual can employ. The objective is connected to change in my work life in ways that I can use to manage conflicts, for instance, appreciating other people’s ideas or opinions. The change is connected to leadership by helping see the bigger picture of how disputes can be handled in the workplace is through better organizational culture set by the leadership behaviors.
Reflection Three- Federal Employment Laws in an Ethical Fashion
Ranking the Course Learning Objective: Yes, I met the objective
An Artifact: Federal Employment Act. In the week four discussion board, I researched federal employment law- the American with disability act (ADA), formed by Congress in 1990 to protect people with impairments. Often, people who have health complications of disability challenges are neglected and avoided in different social settings. The workplace is one area that these individuals have been omitted or are mistreated for who they are. ADA was enacted as an extension of the civil right of 1964, which forbid discrimination based on ethnicity, sex, nationality, color, or religion.
Artifact Analysis: the artifact comes from a discussion board held in week 4. Before this discussion, I had considered ways people with disabilities can be protected from discrimination, for instance, by advocacy. I came to think of the ADA as an effective legal strategy that the government may enforce to all organizations. I think it feels safe to know some provisions or clauses refute individuals’ mistreatment for who they are. I am now open-minded that this policy is a useful tool to protect disabled employees. Now, as the course end, I think this artifact informs me enough about federal laws that organizations must watch out when managing diversity. The artifact tells about ADA, a federal law that protects people with disabilities in workplaces and connects with the learning objective.
Connection to change: my earning about this course objective connects with a change to protect minority groups. I my work life, I must change how I relate or treat with disabled people, conforming to federal laws on ethics. At a professional level, as a leader, I must incorporate employment laws to guard practices and ensure an inclusive working environment.
Reflection Four- Methods of Ethical Decision-Making
Ranking the Course Learning Objective: yes, I met the objective
An Artifact: Ethical HR dilemma- week 5. A discussion board in week five conveyed information on ethical issues that face human resource leaders. In this context, an example of the Rainbow Airway company was incorporated to understand a dilemma vividly. Issued displayed in the company can be solved using different methods. I came to learn that approach business policy was one of the strategies to make better regulations that adhere to proper legal requirements. By designing a policy that ensures equal employment opportunity, I learned that this could be a strategic, ethical decision-making approach. Making no restriction on employment requirement provides an opportunity for every person of any age or sex to feel equal considerations. In that way, the human resource department will have made ethical judgments by re-drafting the policy. The discussion post also informed that training is another vital approach towards ethical decision making as this would help ensure adherence to policies without violations.
Artifact Analysis: the artifact is obtained from a discussion board in week 5. At the end of the course, I realized that organizations communicate or approach ethical decisions differently. Designing effective policies is one of them, and this is key because standards are roadmaps to organizational members on how they are supposed to behave while executing duties. Also, to make the right moral decision requires training to induce the level of sensitivity to ethical issues and practice ways to explore aspects of reasoning. I acknowledge that having a method of ethical decision making is vital. When practiced regulation, approaches become so familiar that individuals will automatically work through them without consulting specific items. The more novel and hard moral decisions people face, the more the need for dialogues about a dilemma. Week 5 discussion board observation connects with the learning objective through an insight through strategies to solve an ethical dilemma. Designing effective policies, training, and holding dialogues are methods of ethical decision making.
Connection to Change: My learning about this course objective is connected to change in work-life using the right approach and exercising fairness. While navigating ethical decision-making, I realized that to impact change in work-life and leadership, and I must act reasonably to everyone. Treating people with fairness and in the right way will impact good culture and make my leadership effective.