Ethical dilemmas in management: examining causation and structural solutions

The article introduces readers to the concept of "Organizational Apologies by BP as a remedy to its role in the Gulf of Mexico Oil Spill and the management of its employees. Ethical behaviors remain matters of interests within and outside organizations (O'Connor, 2011). Corporate failure and scandals that continue to rock headlines raise serious concerns about management approaches employed in the workplace (Carter, 2015). Negative views about organizations could be detrimental to their growth. Examples of such cases include the initial BP's blunder in quick comprehension of the public concerns raised in the US relating to the Gulf of Mexico spill (O'Connor, 2011). Additionally, BP demonstrated a failure in prioritizing equipment safety in their operations that came into the limelight causing significant public relations and financial damage to the company.

The author informs of the essence of HR departments in facilitating continued professional development on ethics. Revisiting education on ethics and updating content about these issues plays a critical role in epitomizing the significance of ethics among HR professionals. Matters such as behavior, ambition, and practical implications of these elements are discussed pertaining ethics (O'Connor, 2011). The media has remained vocal on controversial issues of business ethics. Additionally, these concerns have emerged from political and consumer groups, charity and religious organizations, and various professional bodies.

The article engages the discussion on ethical dilemma concerning people management practice. Dilemmas that HR professionals face include role conflict, organizational change, accuracy in reporting, behaviors of leaders, and attitudes of bosses towards staff members.

HR professionals encounter contemporary real-life challenges in the workplace. These issues emerge from different dimensions that could jeopardize organizational processes. Role conflict stems the disagreements because of the obligations that individual and group members perform in an organization (Carter, 2015). HR members are tasked with expecting cooperation and solving conflicts that arise. Such scenarios place them under circumstances of performing contradictory tasks. For example, a member raises a grievance concerning another team leader who exhibits exceptional skills in work performance. As a result, the HR personnel would face a challenging task in getting the two sides of the divide working cohesively (O'Connor, 2011).

In the phases of organizational change, HR professional face ethical dilemma in fine-tuning the staff to meet corporate objectives. In the recent past, enterprises have encountered waves of technological advancements and economic challenges such as recessions. As a result, organizations are forced to downsize their staff in mitigating such occurrences. HR professionals are tasked with shrinking these teams. They are engaged in group planning activities that could lead to shutting down individual units consequently leading to massive job losses (O'Connor, 2011). HR managers also face ethical dilemmas involving the behaviors of leaders. For example, a team member who appears to be the boss's favorite could be underperforming under the pretext of enjoying the boss's favor and protection. Under such kind of relationship, HR managers could find it challenging to reveal to the leaders concerning the performance of such kind of individuals.

In some cases, bosses would exhibit directly or indirectly dislike to individual team members. Even with positive performance appraisals, the boss would claim of their erratic behaviors leading to many mistakes. Consequently, the supervisor in charge would resist any efforts in rewarding such persons (O'Connor, 2011). Additionally, they could face a risk of job termination due to poor relations with their bosses. In such instances, HR managers will be tasked with mitigating such events that could prove challenging and stressful.

The cases mentioned above could prove difficult to handle for HR professionals. However, employing a research-oriented approach in dealing with these issues remains critical in benefitting the larger professional practice (O'Connor, 2011). The case of organizational change that demands job cuts as a response to surrounding factors requires HR professionals to help manage the reactions of the affected lot.

A care-based approach would be critical in dealing with this issue. The plan encompasses a myriad of strategies that include communication, commitment, and support towards mitigating the dilemma at hand (Wilton, 2016). The example of job losses requires the HR manager to communicate to the staff concerning such predicaments effectively. By talking to them directly, they will be able to understand the impacts of the factors that would necessitate the company to take the turn it would. Commitment towards providing the staff with counseling services during the turbulent times would aid the transition process.

An individual's reasoning demonstrates the ease of revising in case future cases bring forth different outcomes. The care-based approach provides an opportunity to change where necessary. The approach recognizes human nature of individuals who consequently do not operate like machines. As a result, engaging a social strategy in dealing with the dilemma remains necessary. The attributes of understanding, respect, communication, and support supplement the peaceful mediation of the existing ethical dilemma situation (Aswathappa, 2013). The case of shrinking staff demands delicate and consistent communication with those affected as the predicaments would affect their future lives.

The strategy shies away from the criticisms of rigidity. The acknowledgment of the human nature of individuals means that a combination of techniques would be critical in alleviating the existent challenge. In the case mentioned above, for example, care extends to aspects of communication, support, and commitment towards the realization of a smooth transition for the victims.