Problem Statement

Analysis and Issues When the senior-level women at survey resigned, it seems from the reading in Lies memo that people assumed that they were choosing Emily over a charge and therefore, management believed there was nothing that the company could have do to decl are these women. thus far, these women whitethorn have left for better opportunities, potentially with competitions. Visions plain equal of losing these employees allow in the release of investment made in recruiting and tuition them as well as the cost of recruiting and training their replacements.Yet, the hidden cost of employee dollar volume is possibly veritable(a) more devastating. These hidden costs include the sledding of intellectual capital and the potential for the former employee to come a competitor potential disruption in the. General Electric and its river contamination problems GE and Westinghouse antitrust exercise in turbines Walters aggressive growth out origin and the loss of small town bu sinesses Wall-Mart and its labor and legal practices and Wall- Mart with its spoil the States Program. Now here comes Enron, Arthur Andersen, Global Crossing, Tycoon, Martha Stewart, Disney (remember its privacy practices and guest preventative issues), Delphic, service Aid, Nordstrom, the dot com bubble, Xerox and its large restatement of earnings, ditto Lucent, ND who could bury frosty Cream donuts? in that respect is a point here. Bad ethical motive isnt inescapably new, save there does seem to be more problems that are horizontal bigger today than yesterday. These issues squirt be national news, scarce they can also permeate even small arrangements, causing irreparable harm.This is where hard human resource (HER) development and systems become important so that HER leadership can strategically support the nerve for the good of the organization itself. There is a fundamental reality that seems to have escaped our ceremony ethical issues are important, and ethical locations are not all that un greenness. call up roughly your own encounters with rude sales people, telephone service sales solicitations, reaping defects, and other day-to-day encounters. Much of this does not make it to the every night news, but ethical transgressions are quite common in todays society.Think closely your live life. Does senior management truly respect you and your co- workers? Who gets blamed when problems devise? are you surprised when important decisions are announced? Are you problematical in discussions about strategically important problems, opportunities and questions? Ethics do not serially involve the big transgression all of the time. They can be the precede of hidden forces that many times we dont even see. They are so common that we often take them for granted, almost.How often do we take action and dont even think that there is an ethical point to consider? honourable issues in the workplace are often invisible. Publicly there is ecumenic al consensus that managers should not violate laws. After the summer of 2002, it should be pretty gather in that it makes no sense to wittingly break the law. Obviously, the executives at Arthur Andersen were foolish to rip up those documents and he chief accountants at MIMIC World were wrong to withstand present-day(prenominal) period expenses as capitalized assets.Certainly, Enrons income recognition problems and off-balance sheet Special intend Entities was understandably inappropriate-?as was their loans and dealings outside the United States. The answer to those that participated Was a resounding no. In all slips, the managers involved made a case that they believed their actions and ethics were within current social standards. These people constituent they didnt knowingly cross the line. Have you experienced people in your career and organization that would say the same?One could repugn that the fundamental shift by the above executives was getting too close to a l ine that isnt clearly visible, even moves over time. Golden State Fence and Koch Foods may argue that they were not aware of those people working for them were brought in without binding right-to-work documents. However those employees at Citreous, LASS, MM, 24 Hour Fitness, Sears, Irritate, Cutbacks, Emerys, Farmers Insurance, Longs Drugs, arguing for overtime wages later on finding out they were misclassified as a salaried exonerate employee do indeed get it Problem StatementAnalysis and Issues When the senior-level women at Vision resigned, it seems from the information in Lies memo that people assumed that they were choosing Emily over a career and therefore, management believed there was nothing that the company could have done to retain these women. However, these women may have left for better opportunities, potentially with competitors. Visions obvious costs of losing these employees include the loss of investment made in recruiting and training them as well as the cost of recruiting and training their replacements.Yet, the hidden cost of employee turnover is possibly even more devastating. These hidden costs include the loss of intellectual capital and the potential for the former employee to come a competitor potential disruption in the. General Electric and its river pollution problems GE and Westinghouse antitrust action in turbines Walters aggressive growth strategy and the loss of small town businesses Wall-Mart and its labor and legal practices and Wall- Mart with its Buy America Program. Now here comes Enron, Arthur Andersen, Global Crossing, Tycoon, Martha Stewart, Disney (remember its privacy practices and guest safety issues), Delphic, Rite Aid, Nordstrom, the dot com bubble, Xerox and its large restatement of earnings, ditto Lucent, ND who could forget Crispy Cream donuts? There is a point here. Bad ethics isnt necessarily new, but there does seem to be more problems that are even bigger today than yesterday. These issues can be nationa l news, but they can also permeate even small organizations, causing irreparable harm.This is where sound human resource (HER) development and systems become important so that HER leaders can strategically support the organization for the good of the organization itself. There is a fundamental reality that seems to have escaped our notice Ethical issues are important, and ethical locations are not all that uncommon. Think about your own encounters with rude sales people, telephone service sales solicitations, product defects, and other day-to-day encounters. Much of this does not make it to the nightly news, but ethical transgressions are quite common in todays society.Think about your work life. Does senior management truly respect you and your co- workers? Who gets blamed when problems arise? Are you surprised when important decisions are announced? Are you involved in discussions about strategically important problems, opportunities and questions? Ethics do not serially involve t he big transgression all of the time. They can be the result of hidden forces that many times we dont even see. They are so common that we often take them for granted, almost.How often do we take action and dont even think that there is an ethical point to consider? Ethical issues in the workplace are often invisible. Publicly there is general consensus that managers should not violate laws. After the summer of 2002, it should be pretty clear that it makes no sense to knowingly break the law. Obviously, the executives at Arthur Andersen were foolish to shred those documents and he chief accountants at MIMIC World were wrong to book current period expenses as capitalized assets.Certainly, Enrons income recognition problems and off-balance sheet Special Purpose Entities was clearly inappropriate-?as was their loans and dealings outside the United States. The answer to those that participated Was a resounding no. In all cases, the managers involved made a case that they believed their actions and ethics were within current social standards. These people share they didnt knowingly cross the line. Have you experienced people in your career and organization that would say the same?One could argue that the fundamental mistake by the above executives was getting too close to a line that isnt clearly visible, even moves over time. Golden State Fence and Koch Foods may argue that they were not aware of those people working for them were brought in without valid right-to-work documents. However those employees at Citreous, LASS, MM, 24 Hour Fitness, Sears, Irritate, Cutbacks, Emerys, Farmers Insurance, Longs Drugs, arguing for overtime wages after finding out they were misclassified as a salaried exempt employee do indeed get it