03.09.2019-525 views -This individual Importance of Honesty in
The value of Integrity in the Business World
Honesty in the business community is something that is automatically expected coming from society on the whole. Unfortunately, this kind of expectation provides often certainly not been met in one way or another, bringing about the break of when well-established and reputable companies and the surge of skepticism and doubt from stakeholders who have been damaged as a result of that. Differing ethnic values and declining honest standards have got contributed to the widespread scams related to dishonest practices available world within the last few decades, driving organizations and individuals to require a closer look at their unique codes of ethics. A put together effort and commitment to bring back honesty in the commercial world via both agencies and workers is the key to this major problem.
The Importance of Honesty in the commercial World
The business world has been plagued with negative news and demoralizing events that have almost tarnished the meaning of the word " organization. вЂќ Against the law and dishonest activities causing well-publicized scams by well-known organizations just like Arthur Anderson and Enron have greatly contributed to the public's skepticism about organization in general, producing one imagine such methods are inherently part of doing business (Grudem, 2003, p. 11). Honesty available world should not be an option that one can choose at his or her individual discretion, but rather a requirement that needs closer scrutiny. Honesty in the Interviewing and Hiring Process
Credibility in business methods is required in all aspects of organization relationships. This is something that managers and supervisors must always take into account, even through the interviewing and hiring method, as prejudiced and preconceived ideas may lead to decisions that may not go the litmus test of honesty. Evans (2009) clarifies that the meeting is one of the most critical steps in the hiring method. Because of that, it is critical that the task requirements and expectations end up being clearly and honestly discussed and a timeframe to get the selecting process become established. The lady suggests that a telephone interview be conducted before organizing a candidate for any face-to-face interview. During the phone interview, the candidate's encounter related to the task and his or perhaps her earnings expectations pertaining to the position should be asked. She explains this is important to ensure the prospect does not have unrealistic targets, in case he or she indicates a better salary than the organization is definitely willing to pay or that the candidate's work experience would not meet the provider's expectations. She adds that it can be not good to the applicant, and effective to the organization, to go through every one of the steps with the interviewing process only to determine at the end that the company are unable to meet the candidate's salary requirement. Instead of wasting the applicant's and the manager's time, they should actually explain to the candidate the fact that organization is not able to meet his or her desired wage expectation. (p. 10). Evans (2009) additional explains the fact that entire interviewing process must be conduct in an exceedingly honest and transparent method. While it is important to inform the candidate from the benefits the organization has to offer, also, it is equally important to see the candidate of any kind of possible adverse aspects of the positioning, such as journeying or overtime requirements. In the event the candidate remains to be interested in the position and the interviewer sees that the candidate has got the required abilities and encounter, a face-to-face interview should then end up being scheduled (p. 10). An additional aspect of the interviewing and hiring method that must be regarded is the interviewer's bias against candidates depending on their age, race, ethnicity, or any type of...
References: Baker, T. (2009). The new employee-employer relationship unit. Organization Advancement Journal, 27(1), 27-38.
Brenkert, G. G. (2010, October). The limits and prospects of business integrity. Business
Ethics Quarterly, 20(4), 703-709.
Cramton, P. C., & Dees, J. (1993). Promoting integrity in negotiation: An exercise in practical integrity. Business Integrity Quarterly, 3(4), 359-394.
Dabos, G. At the., & Rousseau, D. M. (2004). Mutuality and reciprocity in the psychological contracts of employees and employers. Log Of Utilized Psychology, 89(1), 52-72.
Enofe, A., Amaria, P., & Hope, Meters. (2012). Keeping employees genuine: A matter of corporate tradition, changes in employee lifestyle, or perhaps greed. Intercontinental Journal Of Business, Accounting, & Finance, 6(1), 92-123.
Evans, Ur. (2009). Hiring on substantial ethics is usually an essential portion of the hiring method for property managers. Journal Of Property Supervision, 74(1), twelve.
Frankel, Capital t. (2008). Trust, honesty and ethics in business. Finance & The Common Good/Bien Commun, 31(32), 87-93.
Grudem, W. A. (2003). Business for the glory of God: The Bible's teaching on the meaningful goodness of business. Wheaton, IL: Crossway.
Harcourt, M. M., Lam, H. H., Harcourt, T. S., & Flynn, M. M. (2008). Discrimination in hiring against immigrants and ethnic minorities: The effect of unionization. Foreign Journal Of Human Resource Management, 19(1), 98-115.
Jehn, K., & Scott, Electronic. (2008). Perceptions of lies: Making sense of answers to employee deceit. Journal Of Organization Ethics, 80(2), 327-347.
Morris, J. (2008). Come on, be honest. Management Today, 44-47.
Schmitt, J. (1999). Honesty can be the only plan. Contractor Magazine, 46(11), 24.