(Solution) 5C003 New (AC1.4) Recognise when and how you would raise matters which conflict with ethical values or legislation
New User Gifts
First Order Deal get Ksh 200 Off.
Original price was: £ 20.00.£ 10.00Current price is: £ 10.00.
Payment Methods:
Description
Solution
Unethical Behavior in the Workplace
An example of unethical behavior could involve favoritism in recruitment. A hiring manager might deliberately favor a friend or relative for a position despite other candidates being better qualified. This not only breaches fairness but also undermines merit-based hiring (MSPB, 2024). It violates the ethical principle of fairness and impartiality in the recruitment process. Such actions could lead to resentment among employees and lower morale, as the decision is driven by personal interests rather than the organization’s best interests.
If I observed this unethical behavior, I would first gather concrete evidence, such as emails or records of interviews, to support my concern. I would raise the matter to my line manager through a confidential meeting, following the organization’s whistleblowing policy. This approach ensures that the issue is addressed appropriately while protecting my identity. If the manager fails to act, I would escalate the concern to the HR department or another relevant authority, ensuring that my actions align with the organization’s code of ethics.
Contravention of UK Legislation
An example of contravening UK legislation is failing to provide employees with the minimum wage as mandated by the National Minimum Wage Act 1998 (GOV.UK, 2024). Suppose I discover that certain employees are being paid below the minimum wage, which directly violates the law. This issue could lead to legal repercussions for the organisation and cause significant hardship for the affected employees.
In such a case, I would address the issue by first reviewing payroll records and documenting any discrepancies to ensure clarity. I would then approach my manager and explain how this violates the National Minimum Wage Act. If the issue is not resolved promptly, I would escalate it to HR or the legal department, following the company’s grievance procedure. Should internal mechanisms fail, I would report the matter to external authorities like the Advisory, Conciliation and Arbitration Service (ACAS), ensuring full compliance with legal obligations (ACAS, 2023).
Please click the following icon to access this assessment in full
Related Papers
(Solution) CIPD Avado AC 2.1 (Email 3) Explain the main principles of discrimination law in recruitment selection and employment
(Solution) CIPS Developing Contracts PDC Battle of the Forms
(Solution) CIPD AC 1.3 Process of case settlement before and during formal legal procedures
(Solution) CIPD main principles of critical thinking; objective and rational debate at Technivara
(Solution) 5CO01 (AC2.3) Explain different approaches to managing change
(Solution) CIPS Oman LNG LLC Advanced Practitioner Corporate Award- APCM
- In summary, this report has established a category plan by focusing on facilities management in Oman LNG organisation.
- A summary of the category plan has been noted as appropriate to develop appropriate category guided by goals and objectives of an organisation, maximising value, mitigating risks, goods and services supply managed appropriately. In this case, the category plan is in tandem with retailers and business portfolio to pursue their client’s needs.
- The data and information has been obtained by using techniques which include Kraljic matrix, SWOT analysis, STEEPLE analysis, Porter’s 5 Forces analysis and industrial lifecycle and more have been adopted for internal and external aspects essential for prioritisation.
- This is for effective risks and management issues.
- The category plan prioritise on areas of communication, support system and managing entire risks by establishing effective category management.