(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 Summarise the main points of discrimination legislation. (AC3.3)
(Solution) CIPS PSE Module 4- Sourcing Essentials in PS&M (PSE) Red Sea Global (RSG)
- Invest in technology and automation of their supply chain network for selection of best sourcing approach
- Improving overall engagement of stakeholders in different sourcing approaches
- Come up with appropriate specifications which are in alignment of procurement and supply chain policies
- Simplify significantly the information sourced pertaining to tendering and information sharing in the sourcing approaches used
(Solution) Level 5 New Brief 5C003- Professional Behaviours and Valuing People
(Solution) CIPD Assessment ID/CIPD_5OS07_23_01 Wellbeing at work
(Solution) Oakwood Level 5 5HR01 Employment relationship management Assessment ID / CIPD_5HR01_22_01
(Solution) CIPS Oman LNG LLC Advanced Practitioner Corporate Award (APCE)
- In this assessment, by selecting Oman Liquefied Natural Gas LLC (Oman LNG), contractual terms for identifying the distribution of power and risk between the supplier and the organisation has been pursued.
- In the different areas which have been focused on for evaluation making the contract, it is evident that there are areas where risk and power is distributed to either party.
- There is no dominant stakeholders assuming exclusive risk or power of the contract.
- Further, the findings in this assessment has identified the distribution of risks and power in the contract as being informed by the scale, diversified level and core feature of the contract implementation.