Ethical Dilemmas Case Study Example | Topics and Well Written Essays - 1000 words

Ethical Dilemmas - Case Study Example Valerie Young took the decision because of her dilemma related to the harm or consequences of whistleblowing. According to the ‘Utilitarian Principle’ of the ‘Balanced Interests Principles’, Valerie Young seemed to consider that after the completion of her educational course, the consequences will be minimized or rather she would have greater opportunity to face the challenges occurred after her whistleblowing. She was also concerned about the effects of her whistleblowing on her team members and to the organization as a whole which would also be reduced by the period. This reflects her concern to the benefit of the highest numbers which again depicts her ethical dilemmas to be partially influenced by the ‘Utilitarian Principle’ (Hellriegel & Slocum, 2007). Valerie Young was also facing stress in terms of ethical dilemmas regarding the unethical behavior of her boss and the probable consequence which he might be facing after she blows the whistl e. She also considered the possible measures to be undertaken by the organizational leaders regarding the fact, when it was unambiguously mentioned in the company policies that any kind of bribery or unethical practices illustrating kickbacks would not be entertained. However, while considering the facts, Valerie Young proved to be equitable. That is, she tended to be focused on the equitable characteristics of her boss, rather than his arbitrary characteristics, such as gender, age and others. Thus, it is quite apparent that the ethical dilemmas faced by Valerie Young also depicted her consideration to the ‘Distributive Justice Principle’ as her ‘Concern for Other Principles’ (Hellriegel & Slocum, 2007). 2.0. If You Were Valerie, What Would You Do? Ethical decision making of an individual largely depends... Ethical decision making of an individual largely depends upon the principles identified in the previous discussion of the paper. In this case, Valerie Young can be observed to undergo a few ethical dilemmas which are often termed to be a common reflection of human conscience while facing ethical challenges. Considering the above described ethical principles which are considered by individuals during their decision making regarding whistleblowing, it can be stated that Valerie Young’s actions were quite logical. However, the steps taken were not entirely ethical as it hampered the sustainability of the organisation and also affected the work culture to a large extent. Moreover, her prime focus was not to disturb her personal interests despite her awareness regarding the probable consequences to be faced by the organization, which again reflected an unethical behavior from Valerie Young’s end. Therefore, in this case both Valerie Young’s boss, Mr. Lionel Watersâ₠¬â„¢ and Valerie Young’s behavior can be recognized as unethical from the organizational perspective (Dench, 2006). Instead of securing the secrets to herself, Valerie Young could have conveyed it to the higher authorities of the company. As a marketing manager she had the liberty to convey any of her problems to the senior members of the organization. In this case, she could have utilized her right to convey the matter to the members of the board.

Strategic Human Resource Management Essay Example | Topics and Well Written Essays - 2500 words - 3

Strategic Human Resource Management - Essay Example The discussion provides recommendations on how organizations should align their strategies to achieve excellence. Competitive advantage and Life cycle models explore the link between the set business strategy and the policies and practices within the human resource department. Comparing and contrasting lifecycle model and competitive advantage is essential in terms of their similarities and differences with respect to HRM. Competitive advantage model includes differentiation as a way of achieve unique feature that can be of valued to the buyers. The resources that give a firm a competitive advantage should have value. Life cycle model encompasses all the relevant stages demonstrate the growth or maturity stage of a firm. For the HRM to have a gain competitive advantage, the policies and practices must be in keeping with the development stage in the life cycle model (Rees and Smith, 2014). The viability of human resource depends on how well the differentiated products are in tandem with the industry demands (Johnson, Scholes, and Whittington, 2002). Therefore, competitive advantage and life-cycle models help to shape the HRM policies and practices in response to industry demands in different life cycle stages. Competitive advantage and life cycle models cannot be applied in isolation. A mature organization requires cost leadership and differentiation to survive in the industry. The viability of a firm to sustain competitive advantage stems from attaining maturity. Boxall and Purcell (2011) argue that a firm may set out to be the best in the industry by focusing on cost and product differentiation but it must have reached the maturity stage to position itself well in the market. The organization must be mindful of the lifecycle stages to initiate a change in the tactics used to approach the market. The HRM practices are geared towards reducing competition and offering products that are cost effective for all customers (Marchington and Wilkinson,