HR leader to separate one’s personal opinion regarding unions

 

 

 

As a human resources (HR) director, you have an obligation to abide by labor laws and do what is best for both the organization and the employees. However, many people have personal opinions, whether negative or positive, about labor unions and the unionization process.

Do you think it is possible for a HR leader to separate one’s personal opinion regarding unions and ensure a completely unbiased approach to a unionization situation? What advice would you offer someone in this position?

Sample Solution

Yes, it is possible for a HR leader to separate one’s personal opinion regarding unions and ensure a completely unbiased approach to a unionization situation. The most important thing that an HR leader can do in this situation is to remain objective and professional at all times, no matter how they feel about the subject of unions. They should be aware of all relevant labor laws and regulations so that they can provide accurate information about the unionization process and answer any questions employees may have honestly and accurately. Additionally, HR leaders should also strive to create an atmosphere of respect, transparency, honesty, fairness, and objectivity within their organization with regards to the entire unionization process.

Furthermore, it is important for HR leaders to understand that everyone has different opinions on the topic of unions. Therefore, when approaching a potential unionization situation within their organization or leading discussions around the issue amongst employees it is essential that no judgement or bias based on opinions appear present. Furthermore, if there are negative connotations attached to certain comments in relation to labor organizations then these issues should be addressed swiftly as they could lead to further sectarianism within organizational culture if not dealt with properly (Millman 2021). Lastly, communication channels between management and employee representatives need to be clear so that both sides can openly express their views while still feeling respected throughout the process (Bethlehem et al., 2018).

In conclusion, it is possible for a HR leader to ensure an unbiased approach towards a unionization situation by taking into account all relevant legislation; fostering respectful dialogue; maintaining neutrality in terms of expressing personal opinion; addressing any potential discriminatory behavior against either party involved; and creating clear communication channels between management and employee representatives.

is leads to question of what qualifies to be a combatant, and whether it is lawful to kill each other as combatants. Combatants are people who are involved directly or indirectly with the war and it is lawful to kill ‘to shelter the innocent from harm…punish evildoers (Begby et al (2006b), Page 290).However, as mentioned above civilian cannot be harmed, showing combatants as the only legitimate targets, another condition of jus in bello, as ‘we may not use the sword against those who have not harmed us (Begby et al (2006b), Page 314).’ In addition, Frowe suggested combatants must be identified as combatants, to avoid the presence of guerrilla warfare which can end up in a higher death count, for example, the Vietnam War. Moreover, he argued they must be part of the army, bear arms and apply to the rules of jus in bello. (Frowe (2011), Page 101-3). This suggests Frowe seeks a fair, just war between two participants avoiding non-combatant deaths, but wouldn’t this lead to higher death rate for combatants, as both sides have relatively equal chance to win since both use similar tactics? Nevertheless, arguably Frowe will argue that combatant can lawfully kill each other, showing this is just, which is also supported by Vittola, who states: ‘it is lawful to draw the sword and use it against malefactors (Begby et al (2006b), Page 309).’
In addition, Vittola expresses the extent of military tactics used, but never reaches a conclusion whether it’s lawful or not to proceed these actions, as he constantly found a middle ground, where it can be lawful to do such things but never always (Begby et al (2006b), Page 326-31). This is supported by Frowe, who measures the legitimate tactics according to proportionality and military necessity. It depends on the magnitude of how much damage done to one another, in order to judge the actions after a war. For example, one cannot simply nuke the terrorist groups throughout the middle-east, because it is not only proportional, it will damage the whole population, an unintended consequence. More importantly, the soldiers must have the right intention in what they are going to achieve, sacrificing the costs to their actions. For example: if soldiers want to execute all prisoners of war, they must do it for the right intention and for a just cause, proportional to the harm done to them. This is supported by Vittola: ‘not always lawful to execute all combatants…we must take account… scale of the injury inflicted by the enemy.’ This is further supported by Frowe approach, which

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