Essay: Strategic Human Resource Management Ethical

Pages: 5 (1481 words)  ·  Bibliography Sources: 5  ·  Level: College Senior  ·  Topic: Business - Management  ·  Buy This Paper

SAMPLE EXCERPT:

[. . .] Such responsibilities can be utilized in the creation and achievement of long-term organizational wealth hence, benefiting all the stakeholders and honors the business' obligations to the entire society. Ethical stewardship therefore, refers to the honoring of employees' duties, stakeholder roles and the society's responsibilities by an organization (Caldwell et al., 2011). This has been found to be in pursuit of the long-term creation or organizational wealth.

Ethical stewardship is an organizational theory of governance, where leaders serve to obtain superlative stakeholder interests, through the creation of high level of cultural trusts, which honors the distinguished duties that organizations owe to their followers (Caldwell et al., 2011). In pursuit of the finest stakeholder interest, the responsibility of leaders is to augment outcomes, rather than compromising the positions that oversee the possible opportunities. One of the positions held by the ethical stewardship is based on the leadership obligations in pursuing the long-term creation of wealth, through system implementations and stakeholders' commitments (Huselid & Becker, 2006). In human resource management, ethical stewards have the obligation of demonstrating the insights of pronounced organizations hence, transforming such organizations to be humane. Subsequently, communities are capable of creating human resource empowerment systems, establishing shared partnerships and enhancing their leadership trustworthiness (Caldwell et al., 2011).

Supposing the human resource professional is to function like an ethical steward within the modern organizations, it must conglomerate the profound firm operational knowledge and understanding on the system implementations. Moreover, it should be able to determine which organizations are capable of maximizing their human resource performance. Through this knowledge and performance, the society and employees acquire the ability for effective communication with the top management and board of directors hence creating a convincing trail for the policy makers who adopt the essential systems that support organizational goals (Caldwell et al., 2011). As organizational leaders, human resource professionals own specific responsibilities, which necessitate insight, wisdom, experience, profound knowledge and skills of enhancing their organizational performance and outcomes. As a result, human resource professionals are regarded as transformative leaders, who respect their broad-based ethical duties as ethical stewards (Caldwell et al., 2011).

Human resource professionals exhibit the leadership transformational principles created through combined efforts and commitments leading to organizational excellence (Huselid & Becker, 2006). Human resource management practices that value contributors and employees as organizational assets, and the key personnel in the creation of strategic competitive advantage endow individuals to contribute in organizational performance success. This also stimulates the employees' skills of improvement and knowledge of dealing with emerging issues. Through the application of charismatic leadership principles, human resource professionals honor their duties to other personalities and departments (Caldwell et al., 2011). Elaborately, a charismatic leader is an ethical steward who personally instigates others to aim at achieving worthy goals that are significant, both to their organization and themselves. The key component of establishment and implementation of human resource systems is the value commitment and centered leadership principles (Caldwell et al., 2011). This help in earning the employees' commitment and trust.

In conclusion, a competent will and ethical perception of the human resource professionals helps in the creation of trust amongst the HRPs, organizations and organizational stakeholders. Despite the proposed possibilities of HRPs adoption, it faces various implicit challenges. In order to obtain a comprehensive understanding of their responsibilities, human resource professionals have the obligation of being prepared of accomplishing their organizational goals. They can achieve this through developing skills for their organization's members, honoring their proficiency, and creating systems, which are essential to the organizational success. Human resource professionals exhibit the leadership transformational principles created through combined efforts and commitments leading to organizational excellence. By respecting their duties as stewards, and as transformative leaders, human resource professionals can make positive contributions to their organizations.

References

Huselid, A.M. & Becker, E.B. (2006). Strategic human resource management: Where do we go from here? Journal of Management, 33(5), 614-692.

Mohrman, A.S. & Lawler, E.E. (2000). What makes human resource effective? Human

Resource Management and Planning, 23(5), 12-19.

Schein, H.E. (2005). Organizational Culture and Leadership. San Francisco, CA; Jessey-Bars.

Solomon, C.R. (1993). Ethics and excellence: Cooperation and integrity in business. New York,

NY; Oxford University Press.

Werhane, H.P. (2007). Women leaders in a globalized world. Journal of Business Ethics, 74(9),

324-368.

Caldwell, C., Truong, D.X., Linh,… [END OF PREVIEW]

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