Observing And Maintaining The Code Of Conduct Research Paper

Length: 3 pages Sources: 3 Subject: Careers Type: Research Paper Paper: #2720146 Related Topics: Giver, Title Vii, Code Of Ethics, Integrity
Excerpt from Research Paper :

Ethics in Management

Hiring ethical people

A couple things were interesting in chapter three namely attraction-selection-attrition cycle, title VII of the civil rights act, disparate impact, equal employment opportunity commission, and integrity tests. Attraction-selection-attrition cycle mainly deals with what attracts, and connects people to their place of work and vice versa (Dickson, Nieminen, & Biermeier-Hanson, 2012). Their own interests, personalities, values, and faith guide people towards the company they work for eventually. When an employee is satisfied with their work, it would be hard for them to resign, which makes more people to stay. Selection is meant to satisfy a given goal or fill a specific position. Therefore, it is vital to select the right person to suit the available position.

Disparate impact theory posits that any employment practices may be considered discriminatory if they have an adverse effect on specific persons. Protected classes of people may vary by statute, but most federal and civil laws protect according to color, race, national origin, religion, and gender. There are some laws that will also cover or include disability status. In the hiring process, a company should ensure that its selection process does not discriminate protected persons in any way. In order to attract ethical people, the company has to demonstrate to its potential...

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The disparate impact theory goes hand in hand with the title VII of the civil rights act of 1964. The two are related in that any discrimination exhibited by an employer in the hiring process would be prosecuted based on the Civil rights act. Observing the act and adhering to its principles would ensure that the company would not discriminate against specific persons. The act also covers the facially neutral employment practice, whereby a company's employment practice might not seem discriminatory, but it does discriminate on its application. Equal employment has been enshrined in the constitution, which mandates employers to offer both male and female candidates the same opportunity. The equal employment opportunity commission ensures that employers observe this law, and they do not discriminate against one gender for their positions. Equal employment might be hard in industries that require manual labor, but there are other ways that a company can ensure it offers both genders the same opportunities.

According to Ones, Viswesvaran, and Schmidt (2012) integrity tests are aimed at accessing a potential candidate on their tendency to be trustworthy, honest, and dependable. A candidate who lacks integrity would not be deemed to be an ethical worker. Therefore, a company that intends to hire ethical employees should administer this test to all its potential candidates. Previously polygraphs were being used to test the honesty and trustworthiness of an employee, but polygraphs were banned in the United States, which gave rise to the integrity tests. The main target of the tests is to establish past behavior and predict future behavior.

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Sources Used in Documents:

References

Dickson, M.W., Nieminen, L., & Biermeier-Hanson, B. (2012). Nepotism and organizational homogeneity: How the attraction -- selection -- attrition (ASA) process is accelerated by nonmerit-based decision making. Nepotism in organizations, 93-128.

Ones, D.S., Viswesvaran, C., & Schmidt, F.L. (2012). Integrity tests predict counterproductive work behaviors and job performance well: Comment on Van Iddekinge, Roth, Raymark, and Odle-Dusseau (2012).

Wilson, N. (2012). Uncovering teachers? beliefs through the development of a vision statement. Paper presented at the American Reading Forum Annual Yearbook [online].


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