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) 5C003 New (AC3.3) Formulate a range of formal and/or informal continuing professional development (CPD) activities to support your learning journey
(Solution) CIPS Negotiation Plan (PIN) Sustainable Water Solutions Company (SWS)
- To successfully implement detailed preparations in negotiation strategy for ensuring entire stakeholders offer their interests and priority in negotiation
- A successful embrace of innovativeness and technologies in negotiation plan strategy
- Ensuring custom-made negotiation process in multiple spend areas as opposed to a general negotiation process
- To enhance effective documentation of negotiation process with any disagreements in negotiation plan successfully
(Solution) CIPD Level 3 3C003- Core Behaviours for People Professionals
(Solution) CIPS ADNOC APCE Advanced Practitioner Corporate Award
- In summary, this assessment has focused on developing an evaluation of the contractual terms and impact on power distribution in Abu Dhabi National Oil Company (ADNOC) and risk of supplier and organisation has been evaluated.
- A general contract used in ADNOC purchasing of goods has been used for achieving the aim of this assessment. Also, desk research and statistics have been used for the purpose of generating the expected findings.
- The findings indicate that the terms and conditions clearly stipulate on risks and power distribution between ADNOC and their suppliers of the gas turbines. This has been identified by application of various tools and models relevant for this assessment.