When it comes to finding talent, the question of whether to hire a person from the inside or outside the company has always been controversial. It is important to consider because, in the twenty-first century, it is important to do both despite the ethical concerns that may arise. On the one hand, hiring from the inside of an organization is beneficial because it upkeeps organizational knowledge, with new employees getting up to date with their positions much quicker (Krell, 2017). On the other hand, hiring from the outside brings up new perspectives on the work of an organization while encouraging diversity.
However, when employers choose to go outside of an organization to hire talent continuously, some ethical issues may arise. First, when internal employees are not given a chance to be considered for a new position, resentment and dissatisfaction may decrease. Second, when employers go outside to seek talent, their employees may think that their talent is not enough to make the company successful. Both of these problems are ethical issues that can lead to conflicts between workers and their employers, which subsequently contribute to decreased morale, poor retention, and the loss of productivity.
Thus, finding a balance between inside and outside hiring is the best solution to the problem. While employers will be able to find fresh talent and expertise that is not available inside an organization, inside workers will have the chance to get chosen for an open position if they have the needed competencies. Avoiding ethical problems associated with hiring is important for preserving positive morale within a company and maintaining trusting relationships between employees and employers.
Ethical issues and crises are common to any organization regardless of scope, size, and strategic choices. These issues are especially hard when workers have to differentiate between right and wrong based on their personal principles and ideas. For instance, workers who are open-minded and forward-thinking are more likely to be well-prepared for a variety of ethical conflicts and be respectful of the values and the culture of the organizational workplace.
When it comes to avoiding ethical crises in the workplace, several strategies can be implemented. First, it is important to know the law and seek legal advice from professionals regarding workplace ethics. In cases when some misunderstandings occur, it is always best to consult with the law regarding such issues as employment and termination, whistleblowing, employees’ rights, and others. Second, setting expectations that will be understandable to all parties is essential. Employees must be aware of an organization’s mission statement, code of conduct, and any relevant policies and comply with them (“Why have a code of conduct,” n.d.). A clear understanding of enforced rules is likely to reduce the occurrence of ethical issues on this basis.
Third, training employees on the basics of ethics is another solution. Employers can use a range of instructional methods to educate their subordinates on the best strategies for resolving ethical crises. Examples of these strategies include experiential learning and role-play, which allow learners to emulate real-life situations and be more efficient in their decision-making. Fourth, being fair and judging each conflict without bias is the key to preserving trusting relationships in the workplace. Overall, strategies for avoiding ethical conflicts are associated with establishing clear guidelines, setting expectations, and investing time and effort into employee training.
References
Krell, E. (2015). Weighing internal vs. external hires. Web.
Why have a code of conduct. (n.d.). Web.