Question

Describe a contemporary scientific, technical, or social issue, including how it has impacted the workplace?

Assess how relevant legislation affects the issue in the workplace?

Explain the impact of the issue from the perspective of an HRM executive?

Assess the ethical ramifications of the issue on HRM practices in the workplace?

Analyze how the identified issue influenced (or could influence) employee productivity in a current or former organization?

Answer 1

1.
There is one social issue related to same s-e-x marriage, les-bi-an, g-a-y relationship or other type of se-xual orientation that has affected the workplace. People with an orthodox approach towards the life, may feel to be different and create issues for those who have opened up about their own se-xual preferences and orientation. It can inhibit the formation of strong team where people come and work together on a project.
2.
There are different acts and legislations in place such as civil rights act of 1964, Equal Employment Opportunity Commission that prohibit any kind of discrimination not only on the basis of race, sex or religion among the others, but also the on the basis of sexual orientation. So, organizations have to abide with the federal regulations to make a work environment that is conducive to everyone irrespective of any background or orientation. Organizations have come to the terms and a culture of values and respect for each other, has helped employees to understand each other and work together.
3.
From the HRM perspective, it is important for the HR managers to take a proactive approach and build a culture of values and respect. For this purpose, the managers need to train their employees on different aspects to build a healthy relationship with the colleagues and issue guidelines for them. Besides, the one to one counselling can also be given to the individuals to answer their queries and alleviate the apprehensions.
4.
It is ethical from the HRM perspective to implement the guidelines that will bring synergy in the organization. It can be a deontological approach to the ethics where the action of training of counselling is intended to achieve a healthy work environment. Besides, it can be consequential approach of the ethics, the outcome of actions taken-up by the HRM function, will develop a strong organizational culture and healthy relationship among the employees. These outcomes and intentions are held in high regard in the society. So, these ethical approaches should be implemented in the organization.

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