Batops: Ethical Dilemmas In The Workplace

The hiring process for any organization can be expensive and time-consuming. Most importantly, recruiting and selecting the most qualified individuals for the position can make the difference in the company’s success or failure in the long-run. However, a case study was done on an employee that is employed by Batops, by the name of Fred Sutton (2015) who is hired as a sale manager for the company. Moreover, Batops is a company that is based out of Kansas City, that sales a variety of batteries (Ingram, Laforge, Avila, Schwepker, & William, 2015). However, due to a former sales rep leaving with little to no warning, Fred became overwhelmed with the additional duties that had to be shared amongst the other sales rep within the organization.
Fred left out pertinent responsibilities that are required to perform the task. Also, Fred continued to fabricate his response to Victor, when asked if the company had a training program; when in fact it clearly states that the company offers limited formal training. Additionally, Fred further misleads Victor in his feedback concerning overnight traveling. However, even though Fred misrepresented the Batops company during the interview of specific duties of the job, does not extend into the legal domain (Ingram, LaForge, Avila, Schwepker, & William, 2015). Although the second newspaper ad was able to attract an individual whom Fred felt would be an excellent candidate for the job, he should also be mindful not to violate any legal or ethical guidelines in his search to find the right applicant for the
• The efforts with intermediaries such as college placement centers, and employment agencies.
• The most likely sources for qualified applicants.
• The time allowed for the candidates to accept or reject the job offer.
Also, Fred should be aware of the illegal discrimination permeates during the recruitment and selection process, and a general understanding of relevant legislation that is helpful to the sales manager (Ingram et al., 2015). Fred should make sure he stays within the guidelines of the Legislative Act when recruiting and making his selection. Educated of the executive orders and guidelines, and as a hiring official within the company that he has some legal responsibilities that are vital in his recruitment and selection process (Ingram et al.,2015). Lastly, using the right profile in his job description, and job qualifications should be accurate and based on a thoughtful analysis of the job.