The Purpose Of The Discussion Board Is To Allow Stude 378568

The Purpose Of The Discussion Board Is To Allow Students To Learn Thro

The purpose of the Discussion Board is to allow students to learn through sharing ideas and experiences as they relate to course content and the DB question. Because it is not possible to engage in two-way dialogue after a conversation has ended, no posts to the DB will be accepted after the end of each unit. In a managers’ meeting, discuss the impact of the well-publicized ethical lapses in recent years by several large companies. Persuade the group about the strategic importance of your role in human resources. You should be a participant in all strategic planning meetings with senior management. Use the library, Internet, and other resources to research recent cases featured in the media to form your response.

Paper For Above instruction

In recent years, the corporate world has been rocked by numerous high-profile ethical lapses, which have had profound implications for organizations across various industries. These scandals have not only tarnished reputations but also underscored the critical importance of ethical conduct in business strategy and operations. As a human resources professional, my role is pivotal in shaping an organizational culture that prioritizes integrity, transparency, and accountability, thereby safeguarding the company’s reputation and fostering sustainable growth.

One notable example is the Volkswagen emissions scandal of 2015, where the company deliberately manipulated vehicle emissions data to meet regulatory standards (Ewing, 2017). This unethical decision was driven by the company's strategic aim to dominate the automotive market but ultimately resulted in significant legal penalties, financial loss, and damage to consumer trust. Human resources, as a strategic partner, must play a key role in cultivating a culture that discourages such unethical behavior through effective training, ethical leadership development, and clear policies. HR can implement codes of conduct, whistleblower policies, and regular training programs to reinforce ethical standards at every level of the organization (Kaptein, 2011).

Another example comes from the Wells Fargo scandal in 2016, where employees, under pressure to meet aggressive sales targets, created millions of unauthorized accounts (Corkery & Cowley, 2016). This incident highlights the importance of embedding ethical values into performance metrics and incentive systems. HR professionals are responsible for designing performance appraisal systems that promote ethical behavior instead of solely focusing on quantitative results. Moreover, HR must ensure that a system for ethical reporting exists and that employees feel safe to raise concerns without fear of retaliation (Treviño et al., 2014).

The impact of these scandals extends beyond regulatory fines to encompass loss of consumer confidence and long-term damage to brand equity. From a strategic standpoint, HR’s involvement in ethical governance is an investment in organizational sustainability. HR professionals are uniquely positioned to influence leadership development, shaping ethical decision-making and establishing a shared culture of integrity that aligns with corporate strategy (Bass & Steidlmeier, 1999). Leadership training programs should emphasize ethical principles, ethical dilemma resolution, and social responsibility, ensuring that managers at all levels embody and promote these values.

Furthermore, HR's strategic involvement includes integrating ethics into talent acquisition and onboarding processes. Hiring individuals who demonstrate strong moral principles and aligning recruitment strategies with ethical standards helps create a workforce committed to integrity (Valentine & Fleischman, 2008). Continuous ethical climate assessments and feedback mechanisms also provide insights into organizational health and guide necessary interventions.

In conclusion, recent high-profile ethical lapses serve as stark reminders of the critical role ethics play in organizational success. Human resources professionals must be at the forefront of strategic planning meetings with senior management to advocate for ethical practices that support long-term sustainability. By designing and implementing comprehensive ethics programs, fostering ethical leadership, and embedding integrity into corporate culture, HR can significantly mitigate risks associated with unethical behavior and reinforce the organization’s strategic objectives. Only through proactive engagement and continuous reinforcement of ethical standards can organizations build resilient, trustworthy brands capable of enduring in today’s dynamic business environment.

References

• Bass, B. M., & Steidlmeier, P. (1999). Ethics, character, and authentic transformational leadership behavior. The Leadership Quarterly, 10(2), 181-217.
• Corkery, M., & Cowley, S. (2016). Wells Fargo fined $185 million for widespread illegal practice. The New York Times.
• Ewing, J. (2017). Volkswagen’s emissions scandal: A timeline. The New York Times.
• Kaptein, M. (2011). Understanding unethical behavior: A comparison of ethic theories and models. Journal of Business Ethics, 101(4), 605-620.
• Treviño, L. K., den Nieuwenboer, N., & Kish-Gephart, J. J. (2014). (Un) ethical behavior in organizations. Annual Review of Organizational Psychology and Organizational Behavior, 1, 113-138.
• Valentine, S., & Fleischman, G. (2008). Ethics training and organizational norms: An exploratory study. Journal of Business Ethics, 77(4), 493-503.