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... ces with transactions is the more effort you put into your end of the transaction the more you can benefit from that part of the transaction. Take my old job at pasta and company for example, if a customer had a complaint made I of course would attend to their complain because I, as an individual and who I am care about each and everyone that comes into that store that was my job. Performance measures should be quantifiable, easily understood, and bear a demonstrated relationship to organizational performance. Performance appraisal programs serve many purposes, but in general those purposes can be clustered into two categories: administrative and developmental.
The administrative purposes include decisions about who will be promoted, transferred, or laid-off. They can also include compensation decisions and the like. Developmental decisions include those related to improving and enhancing an individual's capabilities. These include identifying a person's strength and weaknesses, eliminating external performance obstacles, and establishing training needs.
Within many organizations, performance appraisals are seen as a necessary evil. Managers frequently avoid conducting appraisals because they dislike playing the role of judge. As a result appraisals are conduct annually, for good or evil, and forgot about. Largely the success of an organization depends on the performance of its human resources. To determine the contributions of each individual, it is necessary to have a formal appraisal program with clearly stated objectives. Carefully designed performance standards that are reliable, strategically relevant, and free from either criterion deficiencies or contamination are essential foundations for evaluation.
The use of multiple raters is frequently a good idea because different individuals see different facets of an employee's performance. The supervisor, for example, has legitimate authority over an employee and is in a good position to discern whether he or she is contributing to the goals of the organization. Peers and team members, on the other hand, often have an unfiltered view of an employee's work activity, particularly related to cooperation and dependability Everyone cares about their job, its only natural to hold and treasure your job as if it were your baby, I'm not knocking anyone that sick and tired of their job but the ideal worker of course holds their job indeed very dear to them as they should. And while were on the topic of family I think that if a person's effort in his or her job is quite evident then he or she should not be fired, of course this is the optimal work environment.
But of course what's most valuable is the transaction between worker and manager, if that relationship is secure then the appropriate relationship between customer and worker can be established. With today's workforce becoming increasingly diverse and organizations doing more to maximize the benefits of the differences in employees, Human Resource managers are evolving from the "old school" sideline player to the front-line fighters. Organizations are relying on managers to get the people who get the job done, and of course, make the company money. People have always been central to organizations, but their strategic importance is growing in today's knowledge-based business world like never before. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees, particularly as they help establish a set of core competencies which distinguish one organization from its competitors. 9 A When discussing ethical situations in the workplace, it is important to pay notice to not only the differentiation that subsidizes into a moral immoral situation or a ethical unethical situation.
As for the opposition to the delegating of moral responsibility, mitigating factors and excusing factors, they would argue that the entity of the corporation as a whole should be held responsible. The executives within a corporation should not be forced to bring out all of the employees responsible into a public forum. A company should be reprimanded and be left alone to carry out its own internal investigation and repercussions. From a business law perspective this is the ideal case since a corporation is defined as being a separate legal entity. Furthermore, the opposition would argue that this resolution would benefit both the company and the government since it would not inconvenience either party.
The original resolution in the National Semiconductor case was along these lines. The government permanently removed National from its approved contractors list and then National set out to untangle the web of culpability within its own confines. This allowed a relatively quick resolution as well as the ideal scenario for National Semiconductor. When delegation is necessary it is therefor as I stated above to act as the ethical superconductor of all-important responsibilities. In response, one could argue that the entity of a corporation has no morals or even a concept of the word, it is only as moral and ethical as the employees that work in that entity. All of the employees, including top ranking executives are working towards advancing the entity known as their corporation.
All employees, including the sub-contractors and assembly line workers, are in some part morally responsible because they should have been clear on their employment duties and they all should have been aware of which parts were intended for government use. Ambiguity is not an excusing factor of moral responsibility for the workers. Also, the fact that some employees failed to act in an ethical manner gives even more moral responsibility to that employee. While some are definitely more morally responsible than others, every employee has some burden of weight in this case. In fact, when the government reached a final resolution, they decided to further impose repercussions and certain employees of National Semiconductor were banned from future work in any government office.
Looking at the case from the standpoint of National Semiconductor, the outcome was favorable considering the alternate steps that the government could taken. As explained before, it is ideal for a company to be able to conduct its own investigation as well as its own punishments. After all, it would be best for a company to determine what specific departments are responsible rather than having a court of law impose a burden on every employee in its corporation. Yet, since there are ethical issues of dishonesty and secrecy involved, National Semiconductor should have conducted a thorough analysis of their employees as well as their own practices.
It is through efforts like these that a corporation can raise the ethical standard of everyone in their organization. Certain obligations must then apply to situation that require ethical situations. Why is it important to delegate fare ethics? The answer is simple, because while striving to succeed in life one must be fair in all respects in relation to human relations in business and with all so respect to any moral decisions made. 9 B When talk is afferent to, and about ethical situations in my work I think of justice as is in the purest form. Not so much as justice means to us as a society but to me as a person who disregards all senses and focuses in on the relationship between the object and the soul in the abstract.
Then the judge in its purest form will be the soul and the divine feeling that surfaces that is an unbiased just decision. Most ethical situations I've been in involve performance issues. Performance measures should be quantifiable, easily understood, and bear a demonstrated relationship to organizational performance. Performance appraisal programs serve many purposes, but in general those purposes can be clustered into two categories: administrative and developmental. The administrative purposes include decisions about who will be promoted, transferred, or laid-off. They can also include compensation decisions and the like.
Developmental decisions include those related to improving and enhancing an individual's capabilities. These include identifying a person's strength and weaknesses, eliminating external performance obstacles, and establishing training needs. Within many organizations, performance appraisals are seen as a necessary evil. Managers frequently avoid conducting appraisals because they dislike playing the role of judge. As a result appraisals are conduct annually, for good or evil, and forgot about. Largely the success of an organization depends on the performance of its human resources.
To determine the contributions of each individual, it is necessary to have a formal appraisal program with clearly stated objectives. Carefully designed performance standards that are reliable, strategically relevant, and free from either criterion deficiencies or contamination are essential foundations for evaluation. The use of multiple raters is frequently a good idea because different individuals see different facets of an employee's performance. The supervisor, for example, has legitimate authority over an employee and is in a good position to discern whether he or she is contributing to the goals of the organization.
Peers and team members, on the other hand, often have an unfiltered view of an employee's work activity, particularly related to cooperation and dependability. As I conclude my paper it is easily evident that ethical differentiating is most important and it should be held with the utmost just distinctions.
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Research essay sample on Moral Responsibility Easily Understood
