Is This Ethical – Coursework Example
Work Ethics Insert Insert Discussion Unless the warring parties come together and agree on appropriate actions, ethical issues facing many practitioners are ambiguous or highly debatable. To counter and control the behaviors of employees, human resource managers should design pertinent sets of guidelines to guide the work ethics (Johnathan 2013). Work ethics encompass the matter of the organization and the employee’s personal comfort, and the protection of the employees is squarely in the hands of the employer (Frayer 2002). The provisions that prohibit John’s behaviors include the conflict of interest, the intellectual property and moral rights, and professional conduct among others. In the International Widgets code of conduct, under the conflict of interest demands all employees work towards and exclusively to the benefit and advantage of the company, which John does in contrary!
International Widgets also uphold the intellectual property rights barring employees from the use of the organization’s property including name, employees, and other materials for personal gains other than for the company. In this regard, the human resources manager must in acting within, and accordance with the code of ethics, define, and defend the mission and core values of the company. To catch employees who conspire with competitors and give out trade secrets requires management of their knowledge (Opera 2012). Apart from the code of ethics, the human resource manager can pursue other legal avenues, including the competitive intelligence aspects of the company. John is not an agent of Widgets International as agents work on behalf of the company and for the benefits of the company, of which he is not performing.
Irrespective of employee monitoring, some of them go astray and commit crimes subject to disciplinary actions (McEvoy 2002), due to indulgence with competitors and personal self-greed. The primary steps of Gloria are to transfer John to sections where getting information they will allow him to indulge with the competitor will be limited. Employ systems to monitor his actions and limit the information he can access (Linda & Gary 1997), while replacing him slowly in the company.
Frayer, C. (2002). Employee privacy and internet monitoring: balancing workers’ rights and dignity with legitimate management interests. Business Lawyer, Volume 57 (2), 857-878.
Linda, K. T. and Gary, R. W. (1997). Ethical Issues in Competitive Intelligence Practice: Consensus, Conflicts, and Challenges. Competitive Intelligence Review, Volume 8 No.1
McEvoy, S. (2002). E-mail and Internet Monitoring and the Workplace: Do Employees have a Right to Privacy? Communications and the Law, Volume 24 (2): 69-84.
Opera, M. (2012). An Agent-Bases Knowledge Management System for University Activity Monitoring. Informatica Economica, Volume 16 (3): 136-147.
Yerby, J. (2013). Legal and ethical issues of employee monitoring. Online Journal of Applied Knowledge Management. Volume 1 (2):