Ethical Considerations in Business Administration - Scenario Analysis

This assignment delves into ethical considerations within the realm of business administration, presenting two distinct scenarios for analysis. The first scenario examines the ethical challenges faced by a human resources recruiter when evaluating a candidate with a past criminal record, emphasizing the importance of adhering to legal and ethical standards, such as the Clean Slate Act and equal opportunity policies. The analysis explores two potential outcomes: recommending the candidate if they meet professional requirements and demonstrate a clean recent record, or declining the application if recent wrongdoings are known. The second scenario addresses ethical dilemmas in the context of credit and debt, specifically when a customer has breached a credit contract. It highlights the relevant New Zealand legislation, including the Credit Contracts and Consumer Finance Act 2003 and the Credit Reporting Privacy Code, and emphasizes the ethical obligations of an employee, even when personal conflicts arise. The solution outlines a strategic, ethical approach, considering both legal compliance and moral responsibility.

Running Head: BUSINESS ADMINISTRATION 1
Business Administration
Institution
Lecturer
Student
Course
Date

BUSINESS ADMINISTRATION 2
Scenario one

BUSINESS ADMINISTRATION 3
Ethical considerations, especially in the human resources department, are crucial. It is
important that in the recruitment process, there is a clear procedure that fulfils all the set
standards and regulations in line with the recruitment process. It is, therefore, important to
recognize the significance of the regulations and policies guiding the work process over personal
feelings and emotions that may come to affect the outcome of the recruitment activity.
In this scenario, when a person I know personally with some past criminal offences
applies for the position; I will have to weigh the most appropriate options before arriving on the
decision to recommend the eligibility of the applicant. As a supporting human resource recruiter,
the primary legislative laws and policies come first before my personal opinion. According to
(Shen et al.), human resources are the primary pillar of a proper recruitment process. Hence, my
ethical considerations for the applicant would revolve around his professional ability, his current
integrity, and the value he/she will add to the organization.
The Clean Slate Act of 2004 outline conditions a person must meet to qualify for
protection against revealing of his past deeds (Ministry of Justice). Among them requires a
person to not have been convicted in the last seven years or never sentenced to imprisonment
among others. The Act is only eligible for protecting those people with minor offences,
especially during their youth periods. In addition, New Zealand employment policy stipulates
equal opportunities for all the people regardless of their social, ethnic or political backgrounds.
The human resource practice should adhere to the strict professional practice and the
codes of ethics (Turner, Huemann & Keegan). This scenario, however, calls for a very crucial
look and analysis. There are two obvious alternatives that would either lead to the positive
recommendation of the applicant or decline his/her application.

BUSINESS ADMINISTRATION 4
The first alternative is, if the person has fulfilled all the professional requirements, and
he/she has had a clean recent criminal record apart from the minor offences committed in the
past and posses the ability to transform the organization in a bigger way with his contribution,
then as HR support, I would definitely recommend the person to the manager. This is because;
minor offences and non-custodial convictions in the past history of an applicant cannot affect
productivity in the workplace.
However, the second alternative is, if the applicant has fulfilled all the professional
requirements, but from personal knowledge, he is a person with recent wrongdoings whether
minor or not and frequently gets himself in trouble with the law; then from an ethical point of
view, I would not recommend the applicant to the manager. For the best interest of the
organization, I would not endorse the applicant because the Clean Slate Act cannot reveal the
real extent of a person’s criminal ability. Sticking to a high level of professionalism in such
scenario is fundamental because, in human resource management, professionalism is one of the
most discussed areas as a part of ethical practice (Hussain & Ahmad).
Scenario Two
Ethical considerations can at times rise from many unexpected cases. But it still calls for
an appropriate action anyway. Nevertheless, the considerations should be higher in line with the
set laws and regulations. In matter to with credit and debt conflicts, there are several
recommended ways through which the disputes could be solved. They include the Disputes
Tribunal among others (Craeg). However, in New Zealand, the Credit Contracts and Consumer
Finance Act 2003, as well as the Credit Reporting Privacy Code (CRPC) are the guiding laws in
addressing such cases. Additionally, in relation to this scenario, the MRC has a customer privacy
and protection policies that safeguard its customers from unfair treatment.

BUSINESS ADMINISTRATION 5
As a worker of MRC, I have the moral obligation to serve all the customers without
involving personal disputes. However, if the scenario presents a case whereby the person in the
picture has been involved in activities that have affected my family and poses a threat to the
council, then an action is necessary.
The CRPC Act regulates the law on matters to do with the reporting of the credit issues,
while the Credit Contracts and Consumer Finance Act 2003 provides contractual procedures and
agreements in relations to credit acquisition and reclaiming (New Zealand Legislation).
Therefore, considering what the law states and the rules of the council, my actions would be
strategic but ethical.
From the scenario, the person has seemingly breached the credit contract between him
and my father. The customer has also closed down all the communication channels with my
father meaning that he/she is not willing to respond to any issues in regard to my father's money.
Because of the all the above-mentioned braches, he/she has committed a criminal act.
If the rules of the council do not allow me to take direct necessary measures from my
workplace such as calling of the policies, then I also have the moral authority in informing my
father about the person who had declined to repay the borrowed money because morality goes
hand in hand with good professional practices.

BUSINESS ADMINISTRATION 6
References
Craeg, Williams. "What You Need To Know About Debt Collection Laws In New Zealand."
TPS Credit Control (2013). Available at: https://www.tpscreditcontrol.co.nz/blog/what-
you-need-to-know-about-debt-collection-laws-in-new-zealand (Accessed 28 Nov 2007)
Hussain, Mansoor and Mushtaq Ahmad. "Mostly Discussed Research areas in Human Resource
Management (HRM) – A Literature Review ." International Journal of Economics and
Management Sciences (2012): 10-17.
Ministry of Justice. "Criminal Records (Clean Slate) Act 2004." (n.d.). Available at
https://www.justice.govt.nz/about/news-and-media/media-centre/media-information/
media-guide/access-to-court-information/clean-slate-act/ (Accessed 28 Nov 2017)
New Zealand Legislation. "Credit Contracts and Consumer Finance Act 2003." (n.d.).
http://www.legislation.govt.nz/act/public/2003/0052/latest/DLM211512.html
Shen, Jie, et al. "Managing diversity through human resource management: an international
perspective and conceptual framework ." The International Journal of Human Resource
Management (2009).
Turner, Rodney., Huemann, Martina and Keegan, Anne. ".A Human resource management in the
project-oriented organization: Employee well-being and ethical treatment." International
Journal of Project Management (2010).