MGMT 2721 COMPREHENSIVE WRITING
TASKS LATEST UPATED (VERIFIED)
WEEK 1
What are the main ethical frameworks presented in Kramar and
Syed (ch.5)?
There are four main ethical frameworks presented in Kramar and Syed
including Consequences of Actions (Consequentialism), Deontological
Principles, virtues and care ethics.
Consequentialist frameworks allow ethical matter to be inspected by means
of thinking about the consequences (deliberate and not deliberate) of
resolution so as to judge whether it is an accurate plan of action (Kramar &
Syed, 2012, 105). Indicating how to make a judgment on whether a deed is
correct or incorrect, consequentialism take into account all the potential
consequences of that conduct (Kramar et al., 2012, 105).
According to Kramar et al.( 2012, 105), utilitarianism, most famous
consequentialist framework, can be embraced to make a statement that the
most advantageous conduct is the one which makes the best use of ‘utility’ or
results in the considerable benefit for the largest amount of people. As a
result, regardless of the truth that some specific conducts still contravene a
certain person’s entitlement, it can be argued that they are still right by means
that framework (Kramar, et al., 2012, 106). However, that consequentialist
utilitarianism frameworks can be utilized to justify the conducts which are
obviously inaccurate become one of the criticisms (Kramar et al., 2012, 107).
‘Non-consequentialism’, another framework often utilized in ethical
thinking, enables us to decide whether a conduct is appropriate or
inappropriate in themselves in spite of the result (Kramar et al., 2012, 107).
Ethicists mention this method as deontology, which clarifies that thinking
about morality or responsibilities that connect to the conduct allow us to make
a judgment on whether a conduct is accurate or not (Kramar et al., 2012,
107). With reference to Kramar et al. (2012, 107), it has been showed that a
few of common, responsibility-based doctrines or regulations that are relevant
to every person and are supposed to take control of conducts are the
quintessence of deontology frameworks judging whether a certain conduct is
accurate or not.
Virtues relate to the character of a person, and help defines what means by
a ‘good person’ (Kramar et al., 2012, 111). It is essential not only in the daily
lives, but also in the workplace since it can facilitates team work. Moreover, it is
believed that it can be taught and learnt from practice
Lastly, the care ethics values the connection between people, and involves
a sence of obligation and the acceptance of responsibility towards others
(Kramar et al., 2012
, 112). Similar to Virtues, care ethics is important for people to communicate with
each other.
Bibliography:
Kramar, R. & Syed J. (2012) Human Resource Management in a Global
Context: a Critical Approach Palgrave Macmillan Press: London
WEEK 2
3. What are the components of the ‘job characteristics’ approach to
motivation and job quality?
Opposite to the job specialisation, the job characteristics approach includes
the work system and employee preference In addition, the employee's
personal beliefs and values is important to how they respond to a job. The
approach consists of five components including skill variety, task identity, task
significance, autonomy and feedback from job (Diana Furr, 1995, p.14).
By maximizing the five components, employees would gain meaningful work
experience, responsibility and knowledge from the work. Therefore, employees
would be motivated and satisfied with the job quality. (Diana Furr, 1995, p.14).
Skill variety refers to the allow the use of multiple use of skills, task significance
equals to the overall conditions and importance of the job to the society,
autonomy means that the employers would decide how to do the job for the
employees, and feedback simply refers to the comments given by superior or
co-workers (Kramar et al., 2012, 163).
Moreover, there are three critical psychological states including
meaningfulness of the job, responsibility and knowledge of the achievement.
This will result in high job satisfaction, work motivation, work effectiveness
and low absenteeism rate (Kramar et al., 2012, 163).
Bibliography
Kramar, R., & Syed, J. (2012). Human resource management in a global
context (p.
163). Houndmills, Basingstoke, Hampshire: Palgrave Macmillan.
Petrick, J., & Furr, D. (1995). Total quality in managing human resources (p.
14).
Delray Beach, Fl.: St. Lucie Press.
TASKS LATEST UPATED (VERIFIED)
WEEK 1
What are the main ethical frameworks presented in Kramar and
Syed (ch.5)?
There are four main ethical frameworks presented in Kramar and Syed
including Consequences of Actions (Consequentialism), Deontological
Principles, virtues and care ethics.
Consequentialist frameworks allow ethical matter to be inspected by means
of thinking about the consequences (deliberate and not deliberate) of
resolution so as to judge whether it is an accurate plan of action (Kramar &
Syed, 2012, 105). Indicating how to make a judgment on whether a deed is
correct or incorrect, consequentialism take into account all the potential
consequences of that conduct (Kramar et al., 2012, 105).
According to Kramar et al.( 2012, 105), utilitarianism, most famous
consequentialist framework, can be embraced to make a statement that the
most advantageous conduct is the one which makes the best use of ‘utility’ or
results in the considerable benefit for the largest amount of people. As a
result, regardless of the truth that some specific conducts still contravene a
certain person’s entitlement, it can be argued that they are still right by means
that framework (Kramar, et al., 2012, 106). However, that consequentialist
utilitarianism frameworks can be utilized to justify the conducts which are
obviously inaccurate become one of the criticisms (Kramar et al., 2012, 107).
‘Non-consequentialism’, another framework often utilized in ethical
thinking, enables us to decide whether a conduct is appropriate or
inappropriate in themselves in spite of the result (Kramar et al., 2012, 107).
Ethicists mention this method as deontology, which clarifies that thinking
about morality or responsibilities that connect to the conduct allow us to make
a judgment on whether a conduct is accurate or not (Kramar et al., 2012,
107). With reference to Kramar et al. (2012, 107), it has been showed that a
few of common, responsibility-based doctrines or regulations that are relevant
to every person and are supposed to take control of conducts are the
quintessence of deontology frameworks judging whether a certain conduct is
accurate or not.
Virtues relate to the character of a person, and help defines what means by
a ‘good person’ (Kramar et al., 2012, 111). It is essential not only in the daily
lives, but also in the workplace since it can facilitates team work. Moreover, it is
believed that it can be taught and learnt from practice
Lastly, the care ethics values the connection between people, and involves
a sence of obligation and the acceptance of responsibility towards others
(Kramar et al., 2012
, 112). Similar to Virtues, care ethics is important for people to communicate with
each other.
Bibliography:
Kramar, R. & Syed J. (2012) Human Resource Management in a Global
Context: a Critical Approach Palgrave Macmillan Press: London
WEEK 2
3. What are the components of the ‘job characteristics’ approach to
motivation and job quality?
Opposite to the job specialisation, the job characteristics approach includes
the work system and employee preference In addition, the employee's
personal beliefs and values is important to how they respond to a job. The
approach consists of five components including skill variety, task identity, task
significance, autonomy and feedback from job (Diana Furr, 1995, p.14).
By maximizing the five components, employees would gain meaningful work
experience, responsibility and knowledge from the work. Therefore, employees
would be motivated and satisfied with the job quality. (Diana Furr, 1995, p.14).
Skill variety refers to the allow the use of multiple use of skills, task significance
equals to the overall conditions and importance of the job to the society,
autonomy means that the employers would decide how to do the job for the
employees, and feedback simply refers to the comments given by superior or
co-workers (Kramar et al., 2012, 163).
Moreover, there are three critical psychological states including
meaningfulness of the job, responsibility and knowledge of the achievement.
This will result in high job satisfaction, work motivation, work effectiveness
and low absenteeism rate (Kramar et al., 2012, 163).
Bibliography
Kramar, R., & Syed, J. (2012). Human resource management in a global
context (p.
163). Houndmills, Basingstoke, Hampshire: Palgrave Macmillan.
Petrick, J., & Furr, D. (1995). Total quality in managing human resources (p.
14).
Delray Beach, Fl.: St. Lucie Press.
