How do you reconcile competing interests in a way that is both professional and ethical?.
Mystery shopping is a skill that every management may or may not like to in cooperate in his or her business for it to thrive to a specific targeted threshold and become a leading business in providing that much needed service and product(s).However is it a really a viable method to reaching this intended targets? Morover is it an effective tool for monitoring the service performance of employees? And is it ethical?
Well: There are several instances that make mystery shopping a great tool for business and ethical significance.
One of the instance that that makes, Mystery shopping a viable method of marketing is only when it has statutes that protect the employees’ right in a working environment. Once this is in place the confidence of the privacy of employees is not hindered in any way as they are aware of their rights regarding that particular clause. Hence the output of work is increased and improved automatically on the other hand; hiding/ mystifying the employees’ rights of privacy in employing the mystery shopping tool for monitoring their service performance may give rise to many unprecedented outcomes in a working. Therefore making it: an unethical tool: for monitoring employees’ quality of work performance.
Some of the effects breaking employees code of ethics from an employer’s position may include filing law suit that are likely to force the management to use money that has not been budgeted for (Nankervis,2011). In the end run causing spontaneous expenditure and incurring losses .Another effect of breaching employees ethical code may have is negative brand imaging of services and products of accompany /work place. This as well makes the company loose it employees’ ability to advocate it as a great working place etc.
Therefore mystery shopping is useful tool for monitoring the service performances of employees only when used in a context of mutual respect of rights at working criterion/code of ethics.
Do HRM/ER professionals have code of ethics?
HRM/ER does have professional code of ethics that is clearly stated in the statutes of an area of work (Sighn, 2003). Without a code of ethics for this position in a work area the overseer can be malice is micromanaging his or her fellow employees’ actions.
What options does a professional have where s/he is asked to act in what they see as unethical manner?
A professional has the right to resign from his or her own position after carefully examining the consequence in his or her own favour (Inc, 2011). He or she can equally state her rights under the code of ethics to remind the oppressor that he/she has no right whatsoever to micromanage personal interests. She /he can as well sue that oppressor only if the code ethic contains that clause to do so.
For whom does an HR/ER manager work?
The HR/ER manager works for the top level management (Inc, 2011). He/she will as well work for the employees under him/her.
What makes a professional? : A professional is made up by values that tend to qualify him/her for a particular stipulated position she /he should certified, skilled, fiduciary, /pro-efficient (Myraidgroups ,2008).
What makes an ethical manager? : An ethical manager should: be able to abide by the code of ethics of a work area, and respect others in a mutual manner.
How do you reconcile competing interests in a way that is both professional and ethical? One could refer to or correlate the code of ethics to iron out any queries or issues that may have arisen as a result of breaching ethics. Equally one can propose new ethical standard to be implemented at managerial levels to solve a contradicting fact under the original code of ethics. I may as well research for multiple solutions from viable internet source, libraries and gurus.
How do you reconcile competing interests in a way that is both professional and ethical?
