Workplace Ethics and Social Responsibility (WESR) & The Role of HRM
Workplace Ethics and Social Responsibility
(WESR) & The Role of HRM
Sauce - www.linkedin.com/pulse/corporate-social-responsibility-ethics
Introduction to the Topic
In today's rapidly moving and competitive commercial environment, promoting ethical behavior and social responsibility at the workplace is important for organizations to operate in a responsible and justifiable manner. The Human Resource Management (HRM) function plays a crucial role in promoting these values, through developing a code of conduct, hiring practices, training and development, and performance management. Organizations can enhance their reputation, build trust with stakeholders, and create a competitive advantage in the marketplace by promoting workplace ethics and social responsibility. This blog post will analyze the role of HRM in promoting ethical behavior and social responsibility in the workplace, including strategies for creating a culture of integrity and compliance. It will also compare and contrast different approaches to promoting workplace ethics and social responsibility, and discuss the stakeholder theory as a relevant HRM theory. Finally, the post will conclude with a summary of key takeaways and a reference list of sources.
Creating a Culture of Integrity and Compliance
To promote ethical behavior and social responsibility, HRM can create a culture of integrity and compliance within the organization. This requires a commitment from the organization's leadership, communication, accountability, and continuous improvement (Mackey & Sisodia, 2014). HRM can develop a code of conduct that outlines the organization's values and ethical standards. The code of conduct should be communicated to all employees and should include mechanisms for reporting violations of the code (Waddock & Bodwell, 2004).
Hiring Practices
HRM can also promote ethical behavior
and social responsibility by aligning with hiring practices. HRM can help
ensure that employees are committed to acting in an ethical and socially
responsible manner by selecting candidates who align with the organization's
values and ethical standards. HRM can also conduct background checks and
reference checks to identify any red flags that may indicate a lack of
integrity. Sims & Brinkmann, (2003).
Training
and Development
Another effective and result-oriented way
HRM can promote ethical behavior and social responsibility is through training
and development. HRM can provide employees with training on the organization's
code of conduct, as well as training on specific ethical issues that may arise
in the workplace. By providing employees with the knowledge and skills to make
ethical decisions, HRM can help ensure that employees are equipped to act in an
ethical and socially responsible manner (Saks, 2015).
Performance
Management
Furthermore, HRM can practice promoting
ethical behavior and social responsibility through performance management. HRM
can incorporate ethical behavior and social responsibility into performance
evaluations, and hold employees accountable for acting in an ethical and socially
responsible manner. By practicing ethical behavior and social responsibility to
performance evaluations, HRM can incentivize employees to act in an ethical and
socially responsible manner Minkes, Small, & Chatterjee, (1999).
Best HRM theory in practice: The Stakeholder Theory
This HRM theory which is particularly
relevant to promoting ethical behavior and social responsibility in the workplace
is the stakeholder theory. The stakeholder theory suggests organizations have a
responsibility not only to shareholders, but also to other stakeholders, such
as employees, customers, suppliers, and the community (Freeman, 2010).
The Big 5 of Stake Theory are
Customers, employees, suppliers, communities, and investors.
The stakeholder theory also suggests
that a focus on ethical behavior and social responsibility can ultimately
benefit the organization's performance and long-term success. By prioritizing
the needs and expectations of all stakeholders, organizations can build trust,
enhance their reputation, and create a competitive advantage in the
marketplace.
Three
Pillars of Stakeholder Theory
Donaldson and Preston (1995) defined
the three pillars of stakeholders.
1. Descriptive,
2. Instrumental
3. Normative.
The
top 6 highlighted principles of the SH theory in brief.
1. Organizations
should consider the interests of all stakeholders, not just shareholders. Freeman,
(1984)
2. Stakeholders
have different levels of power and legitimacy, which should be taken into account
when making decisions. Mitchell, Agle, & Wood, (1997)
3. Organizations
should engage in dialogue and collaboration with stakeholders to build
relationships based on mutual trust and understanding. Clarkson, (1995)
4. Stakeholder
management should be an integral part of strategic decision-making. Donaldson
& Preston, (1995)
5. Organizations
should recognize and manage conflicts among stakeholders in a way that balances
competing interests. Jones, (1995)
6. Corporate
social responsibility (CSR). Organizations have a moral obligation to consider
the broader societal and environmental impacts of their decisions. Carroll, (1991)
These principles highlight the
importance of considering the interests of all stakeholders, recognizing power
dynamics and conflicts among stakeholders, building relationships based on
trust and understanding, and considering the broader impacts of organizational
decisions. By adopting stakeholder theory and incorporating these principles
into their practices, organizations can promote ethical behavior and social
responsibility in the workplace.
Video Link - https://youtu.be/bIRUaLcvPe8
Conclusion
Promoting workplace ethics and social
responsibility will help organizations to operate in a responsible and
sustainable manner. HRM plays a critical role in promoting these values,
through training and development, developing a code of conduct, hiring
practices, , and performance management. Creating a culture of integrity and
compliance requires a commitment from the organization's leadership,
communication, accountability, and continuous improvement. While there are
different approaches to promoting workplace ethics and social responsibility,
the stakeholder theory suggests that a broader perspective is necessary to meet
the needs and expectations of all stakeholders and create long-term success.
References:
Freeman,
R.E., 2010. Strategic management:
A stakeholder approach. Cambridge university press.
Mackey,
J. and Sisodia, R., 2014. Conscious
capitalism, with a new preface by the authors: Liberating the heroic spirit of
business. Harvard Business Review Press.
Mitchell,
R.K., Agle, B.R. and Wood, D.J., 1997. Toward a theory of stakeholder
identification and salience: Defining the principle of who and what really
counts. Academy of management
review, 22(4),
pp.853-886.
Jones,
T.M., 1995. Instrumental stakeholder theory: A synthesis of ethics and
economics. Academy of management
review, 20(2),
pp.404-437.
Fadun,
S.O., 2014. Corporate social responsibility (CSR) practices and stakeholders
expectations: The Nigerian perspectives. Research in Business and Management, 1(2), pp.13-31.
Interesting Article, Workplace ethics and social responsibility (WESR) are crucial components of any successful organization. As stated by Drucker (2018), 'Ethics are not a set of commandments imposed on us by some external authority. Ethics are a set of principles that we ourselves agree to adhere to.' In other words, ethical behavior should not be viewed as a burden or obligation, but rather as a personal and organizational responsibility. HRM plays a vital role in promoting WESR by creating policies and practices that align with ethical and socially responsible values. These policies can range from promoting diversity and inclusion to implementing sustainable business practices. By prioritizing WESR, HRM can help create a workplace culture that values integrity, respect, and social responsibility.
ReplyDeleteI'm glad that you found it interesting Praveen. I totally agree with your ideas. Thank you!
DeleteVery important Article about Workplace Ethics and Social Responsibility
ReplyDeleteThank you so much!
DeleteThis article emphasises the importance of promoting ethical behavior and social responsibility in the workplace, which is critical for organisations to operate responsibly and sustainably. The Human Resource Management function plays a crucial role in promoting these values by creating a culture of integrity and compliance, aligning with hiring practices, providing training and development to employees, and incorporating ethical behavior and social responsibility into performance evaluations. To promote ethical behavior and social responsibility, organisations should adopt stakeholder theory and consider the interests of all stakeholders, recognise power dynamics and conflicts, build relationships based on trust and understanding, and consider the broader impacts of their decisions. (Mackey & Sisodia, 2014; Waddock & Bodwell, 2004; Sims & Brinkmann, 2003; Saks, 2015; Minkes, Small, & Chatterjee, 1999; Freeman, 2010; Mitchell, Agle, & Wood, 1997; Clarkson, 1995; Donaldson & Preston, 1995; Jones, 1995; Carroll, 1991).
ReplyDeleteYes Lasni, I agree! Thank you for taking your time to read my post and providing your valuable feedback.
DeleteVery detailed article Chathura . We've noted that business ethics refers to moral principles that serve as the foundation for how a nonprofit conducts itself and the behavior of individuals and organizations in the business world. By contrast, social responsibility is concerned with the impact of those behaviors on society and the environment. Business ethics enhances the law by outlining acceptable behaviors beyond government control. Corporations establish business ethics to promote integrity among their employees and gain trust from key stakeholders, such as investors and consumers. While corporate ethics programs have become common, the quality varies. Thank you for sharing very important information .
ReplyDeleteMy pleasure Nilushika! Thank you for taking your time to provide your valuable feedback. Very much appreciated.
DeleteHi Chathura, interesting topic selection! You've provided some perspective & insightful analysis of the role of HRM vis-a-vis ethics and social responsibility.
ReplyDeleteOne area I'd like to get your thoughts on is the view put forward by Parkes & Davis (2013) that HR professionals are now akin to agents’ of top management in enforcing business strategy, and that HR lost sight of its essential role in adding value through the human side of the enterprise and supporting employees, they further go on to state that HR’s role in CSR is by promoting ethical leadership from top management and throughout the organisation
Best Regards, Nithila
Got it Nithila. Thank you for tabling your suggestions and taking the time to read my article.
DeleteThis article underscores the significance of advocating for ethical conduct and social accountability within the workplace. Such measures are crucial for organisations to function responsibly and maintain long-term viability. The function of Human Resource Management is of paramount importance in advancing these principles by fostering a climate of honesty and adherence, harmonising with recruitment procedures, imparting education and growth opportunities to staff, and integrating ethical conduct and societal accountability into assessments of performance. In order to foster ethical conduct and social accountability, it is recommended that organisations embrace stakeholder theory, which entails taking into account the interests of all stakeholders, acknowledging power dynamics and conflicts, cultivating relationships founded on trust and comprehension, and contemplating the wider ramifications of their choices. The aforementioned references include works by Mackey and Sisodia (2014), Waddock and Bodwell (2004), Sims and Brinkmann (2003), Saks (2015), Minkes, Small, and Chatterjee (1999), Freeman (2010), Mitchell, Agle, and Wood (1997), Clarkson (1995), Donaldson and Preston (1995), Jones (1995), and Carroll (1991).The article presents intriguing information. The incorporation of workplace ethics and social responsibility (WESR) is a fundamental aspect that is integral to the prosperity of any organisation. According to Drucker (2018), ethics do not constitute a collection of directives that are enforced upon individuals by an external power. Ethics refer to a collection of principles that individuals voluntarily commit to follow. Stated differently, ethical conduct ought not to be perceived as a weighty imposition or duty, but instead as a duty that is incumbent upon both individuals and institutions. The promotion of workplace ethics and social responsibility (WESR) is significantly influenced by the policies and practises established by Human Resource Management (HRM) that are in line with ethical and socially responsible values. The policies may encompass a wide range of initiatives, such as advocating for diversity and inclusivity or adopting sustainable business strategies. Through prioritising Workplace Ethics and Social Responsibility (WESR), Human Resource Management (HRM) can facilitate the development of a corporate culture that places high importance on ethical conduct, mutual respect, and social accountability.
ReplyDeleteI totally agree with your thoughts Viran. Highly appreciate for taking your valuable time to provide important feedback. Thank you!
DeleteValue of strong workplace ethics are important. Workplace ethics refers to the way employees in an organization govern themselves and their overall work attitude, but it can also refer to the morality, or lack thereof, permeating a workplace. The way a company operates and is perceived by both the public and competitors often comes down to the workplace ethics. A truly ethical workplace should model ethical behavior from the top down, and from the inside out. Workplace ethics are reflected in how organizations treat their suppliers and customers, how they interact with others, how they perform their tasks, and how they communicate both internally and externally.
ReplyDelete