INTRODUCTION

An organization is said to exist as a result of a group of people interacting together for a single cause. To

be specific the role of each individual would be highly appreciable in achieving the overall business results and

the goals of the company. When it comes for the functional responsibility and the departmental obligation

interms of habits and actions of the employees, it is the responsibility of the human resource department to put

things at the right place. This article has exclusively assessed and listed a set of actions to be exerted by the

Human Resource Department in taking the organization in an ethical mode of transactions. Driving the habits of

individual to form the big picture isn’t that much easy…. In the current era of globalization the recent issues

related to the scandals and Corporate governance has proved that the role of the HR has nothing to do unless and

otherwise the Top Management and the CEO by himself has a good attitude. Hence apart the role of the HRM is

essential to lead establish and bring about a set of cultural changes in the organization thus making it mandatory

to implement and inculculate a habit of ethical awareness and foster a climate of ethics at workplace. The article

has been keen in o the international context indirectly as it mentions about the diversity management and the

selection practices with regard to the Equal Employment Opportunity Act.

Having said that the human resources are the assets of the company, the role of the HR in molding and using

these assets in an ethical way and also fostering a feel of loyalty and business ethics in whatever they do is a

matter of policies and process to be put in to practice. The emergence of the business and also its alignment with

the society has thus made it challenge to lead a business that should not affect the society in anyway by any

means.
LITERATURE REVIEW

Ethics is said to be a set of values and norms that are meant to be fair, not really it should do positive

action or impact on the other but it is about not causing any negative impact on the society or among the

employees. Ethical organization is said to have a set of procedures, process that would ensure that each and

Every corporate step a company takes is pro – active and proves to be sort of transparent implementation. It

is about bringing a culture of ethics oriented process and actions.

The role of the Chief Executive officer is of atmost importance and of high priority to the entire ethical

standards of the company. The recent issue of Satyam Company and the actions exerted by the CEO of the

company proves to be inadequate involvement and sense of unethical responsibility that has affected the

company along with the employees and also the society as a whole. Not the company has been taken over

by Mahindra Satyam.

Human resource management has taken various roles in the current era of corporate issues, each and every

functions of the HR Department would affect every nook and the corner of the business across the

organization as it is a deal with the Human Resources and not with the computers or mechanical devices.

Equal employment opportunity act defines that there should not exist any biased or specific preferences in

recruitment, selection and any sort of Hr function to exist at workplace. Hr practices not only makes the

company a great place to work with but also enhances a set of moral values and ethics thereby building a

strong Employer Brand and a business brand among the employees and the public.

Sarben Oxley act has also become a mandatory for the companies to exist thereby following the norms,

procedures in the accounting standards and also in bringing about a transparency in everything. The role of

Corporate Social responsibility is rising day by day with regard to the global warming and the climate

change.
RELEVANCE OF THIS ARTICLE & USES:

Relevance to the practical issues concerned with the ethics and the transparency of the business

has been very target written. The article also has throw debates on the existing scenario of ethical

issues at workplace.

Scholars, researchers on ethics and CR and corporate governance would get benefit through this

article on analysing more in to the framework of HRM on the corporate governance, CSR and

ethics.

The trainers of the organization both for the fresher’s and also t the management development

program levels, might use this as a base for Woking further.

More than all the Human Resource Experts and the Personnel would find this article to know the

importance of the HR to play in building the foundation of an organization with ethical bricks and

to also know the areas of knowledge, skills and attitude a HR must enhance to make it an Ethical

organization.

The legal and the corporate secretary people must also read this article in getting more insights and

also reviewing them with a set of pros and cons.

CRITICAL REVIEW:

STRENGHTS:

 The use of the acts like Sarben – Oxley acts, Equal employment opportunity acts stresses the legal and

the general importance of the companies to be transparent and also to be unbiased in the management

decisions.

 The role of the Hr informing the foundation of the company as a whole interms of habits, traits towards

formal ethic centric operations is depicted vividly.

 Taking into consideration the role of Manpower planning, recruitment and training has been a vibrant

discussion, as it would decide the degree of acceptability and value of ethics as a norm of the company.

 Integration of establishing the norms for ethics, bringing about a change in the process of the company

and overcoming the resistance there by making it an ethical workplace, this particular cycle of

implementation with all the ingredients in place has been stated explicitly well.

LIMITATIONS:

 Environment management has become a part of the Corporate Social responsibility, hence only few

discussions has been made on this topic in this article.

 The role of the institutions in building young and vibrant candidates to the industry, and bringing a

sense of Green attitude among themselves has not been discussed, even though the Role of HR is to

make it right no discussion had made in the role of HR creating an awareness in a pre placement talk

before taking the candidates.

 The role of the HR also extends in creating a CSR brand and thus components in to that stream has not

been discussed widely.

 CONCLUSION

The objective of making it an ethical organization thus evolves as a process of life cycle in the

functions of Human Resource Management, the role of recruitment and selection has a lot to

with selecting an ethical employee as the fell of ethic centric working would become possible

only when the attitude of the workforce is of the same frequency.

Cultivating a habit of ethical responsibility and reaction to the society all lies in the tiers of the

Hr process as the employee must initially fell that there exists a set of Trust, Pride and

camaraderie at workplace, as the selection, training and career growth altogether must be

provided as a continuous value adding mechanism without any bias, or preferences rather

being a performance oriented and performance centric Hr practices. When the assets of the

company are made to believe that they could trust the company as a whole then there is no

complex actions involved in making it an ethical organization.

 RECOMMENDATIONS

Taking in to consideration the role of the HR in making ethics a blood based practice among the employees.

post recruitment of the employees has a lot to do with. It is always a smarter and a simple approach to make it

mandatory to create awareness to the placement officers of different institutions and by also making an

Memorandum of Association with the institutions in ensuring them the candidates come out with ethical and

CSR awareness after their curriculum gets over. In this article the internal process of the HR and their role has

been discussed extensively, but there are enormous external factors that will be hindering the company from

achieving certain ethical standards, thus it is another area and the role of HR to play is vital among the academic

institutions in making it a combined effort of selecting a personnel who is said to have both an ethical and green

attitude.

The role of training and development is also essential in bring about the change soon after the establishment of

the standards, in the international context of HRM the MNC must stick to certain thumb rules in ensuring the

management of the diversified workforce is carried over in a planned and well organized way. Further research

on the talent pool in the market with ethical awareness, and also specific research in to the generations of he

workforce and the attitude towards the employers and CSR practices are recommendable. Thus the Hr functions

should act as a bridge between the employee and the society thereby forming the big picture by aligning the

individual goals to the company’s goals.

 INTRODUCTION

Liberalization, Globalization and Privatization (LPG) the most widely used terminology in the current scenario

of globalized era. On one hand a set of advantages and pros were listed widely as scholars write alarmingly

appreciative and researchers quote the percentage of growth each country has grabbed, on the other hand a set of

dis – advantages and challenges are quoted with complex gossips and realities… either way it is the attitude of

the reader to read it and comment and it’s a business for the people who write articles with or without passion.

Acker, J. (2009) Starting controversially my review on the introduction of this article seems to be a gender

oriented topic, the article takes in to consideration the role of the International Agencies, Transnational

corporations, international Nongovernmental Organizations and governmental agencies in integrating the

gender, organization and globalization. (Acker, J. (2009)

e
L
iv
r
P
lb
G
o
ti
a
z
n
GLiberali
lobali
Privati
zation
zation
Armstrong, E. (2008)The urge for equality interms of responsibilities, roles and also in decision making seems to

be the major discussion in place with data’s relating to support of the inequalities in gender, the ignorance of

women for the higher positions. Armstrong, E. (2008)Globalization has spread its wings wide as it also includes a

set of pros and cons the use of the feminist sociality and the organization theory are the pillars of the discussion

and the debate that has been portrayed in the article.

Braun, Y.A. (2010)Gender, organizational dynamics, and the role of the Trans national organizations have been

stressed to a greater extent. The role of the International Monetary Fund, European nations, and World Trade

organizations has made international debates on. Braun, Y.A. (2010)Thus the article has mainly focused on the

in equalities that the feminine gender is facing in the expansion of the globalized world. Altogether either it is

globalization or de globalization the fight for gender dominance prevails.

LITERATURE REVIEW

Elias, J. (2008),Globalization is said to have a huge impact on the democratic values of the people, the

difference in the culture that is said to exist in place, the dominance of the men interms of ruling a political

party, militarization, and also conflicts are meant to be high. Elias, J. (2008),Globalization has not only let to

Free Trade Zone and frequent migrations of talent pool from ne nation to the other but also it has given high

probabilities and possibilities for terrorism and support activities for the same.

Braun, Y.A. (2010)Debatable topics on the migration of the manpower and the talent, followed by the labour

market procedures and restrictions laid down by the International Monetary fund are meant to be weak

according to the article. Inequalities at workplace, in organization and even in WTO, IMF, EU UN etcc…

has thrown more debates on the gender oriented globalization and its impacts. Men are more in to politics

and also they grab the opportunity of leading a corporate according to the study, it is meant to be a

instrumentalism and I wonder what does it have to say in this regard.

Elias, J. (2008),Diversity management has taken its role quiet excellently has the transnational companies are

making it sure to solve the inequalities rising across the globe by efficient and ethical HR practices. Equal

employment opportunity and also the role of HR being centralized must be able to give cross cultural

training order to enhance the understanding among the workforce there by reducing the number of issues

raising against gender inequalities. International agencies, Trans National corporate, International
 Nongovernmental organizations altogether has a role to play in defining the human rights and equality.

RELEVANCE OF THIS ARTICLE & USES:

The article has debated widely about the practical issues that the feminine gender is facing interms

of the growth getting witnessed in the globalized era. The role of the INGO, IA, Governmental

agencies has proved to be relevant to the international context of HRM. But certain discussion

about the dominance of the male gender in politics, sex, terrorism has proved to be an unfair

discussion. Johnson, L.C. (2008),

The users might probably be the scholars, researchers; more of feminine gender as this article

could prove better for debates in public. The male gender might be very keen into reading this

irrelevant to their profession as the topic could have been changed from Gender, Globalization

& Organization Exploring power, Relations & Intersections to Female Gender,

Globalization & Organization Exploring power, Relations & Intersections.

 The diversity management and its topic has been a key result area for the Human resource

professional thus the article could favor them for implementing certain practices at the

organization, the article would get international recognition from all the readers across the nation

as it has also communicated about the role of EU, UN nations etc… Johnson, L.C. (2008),

Scholars might get useful information on the mode of analysis done in this article with regard to

the feminist sociology and the use of organizational theory is also of use for future research on the

other dimensions.

CRITICAL REVIEW:

STRENGHTS:

 Approach used in the article is feminist sociology and the exploration of the organization theory and
the sub sets involved in the integration of freedom for gender is said to be a perfect recipe of

ingredients. Metcalfe, B.D. (2008b),

 Use of statistics in the context of WTO, FTU, trans national companies have proved to be the backup
data and a base for perfect understanding of the discussions and the debates. Metcalfe, B.D. (2008b),
 The diversity management in the context of HRM functions has given the views and guidelines of the
role of HR in all the supporting players like International business, International management and also

among the Trans national companies, International Ngo and governmental agencies. Metcalfe, B.D.

(2010),

LIMITATIONS:

 The discussions being attractive and also aided with international statistics sound to be very informal,

most of the sentences seems to be written with an urge of discriminating male gender, i would also

assume that it would have been a formal way of expressing individual anxieties and anger through an

article with international discussions. Metcalfe, B.D. (2010),

 Need of male discriminations is very limited to the subject and also the topic would have been listed as

in specification and importance to feminine gender.

 Only few discussions have been made ingredients to the role of the power, culture and the politics and

it has been an exclusive feminine gender article meant for a community. The article might not be

appreciated and accepted by all type and ends of readers it might also be a drawback.

CONCLUSION:

Thus the article also takes in to account a set of critics that has been done earlier with regard to the

dilemmas in research of organizations which are transnational, the economics and the managerialism are the

two major components to be engaged in the framework. Pearson, R. (2008), Thus integrating the

organization, globalization and ethics also depends on the type of gender in action. When it comes to

diversified workforce there are companies like IBM that also have male, female, trans gender, gay, lesbians

as one of the genders. This in case means that the globalization has not only made it feasible for growth in

the economy but also complex genders and issues related to management of Human Resources. The

organizing praxis means is to reduce the influence of the monolithic institutions and by engaging the

genders equally in organization by betterment of the process, procedures and a set of Hr practices. Not to

ignore the role of Legal, Political, Economical, Technological impact on the gender as the complexities
 multiply in each level as the globalization and the migration of the employees takes place. Pearson, R.

(2008),

Moghadam, V. (2009),In the international context of globalization it is very obvious that where ever good

exits evil also exists, it s a fact that all the individuals in the world could not be satisfied; it would probably

be the decisions of a male gender or female gender to handover politics or militarization to the other. Men

at one end are safer than women as this might also be a reason why the role takes only men and not female.

Moghadam, V. (2009),Thus when literature says diversity management is to treat people equally in the

organizational context, reviews must also be done unbiased and discussion must not be gender oriented

rather to state practicality in the existence of all genders and individual dominance combined with the desire

to earn, conquer and live.

RECOMMENDATIONS

The article as per the heading has not discussed more in to all the genders, might be because of the tenure of

research and the information and the scope being limited. (Naples 2008). It is be noted that the dominance of

the male has been high in the past but the recent bills passed for women has showed that women are provided

with a lot of opportunities to prove themselves and also to empower their knowledge, skill and abilities, there

are also extra ordinary CEO’s who are women and nothing to find fault in saying that female gender has nothing

to do with globalization. Human mind by itself is supposed to dream and achieve it is also to be noted that the

number of women who commit themselves at home as house wives also get benefitted by the earnings of a men.

Irrelevant to the nation that we belong to it is all the individual decision that makes the society and the
community good or bad. (Stiglitz 2009). Globalization is a tool that can be used as a vibrant tool for mutual

growth and benefit. Reaping it is in the individual and the nation’s hand, and blaming that my country has not

got benefitted or blaming that the gender has not got benefitted has nothing to do with globalization. LPG is

created by individuals of various genders, nations and the results rely on the trick and the luck of he gender as

the nation. As not to forget wither it be any gender only Survival of the Fittest occurs and not of the survival of a

specific gender.

References:

Walby, S. (2009), Globalization and Inequalities, Sage, London.

Rees, C.J. and Miazhevich, G. (2005), ‘‘The emerging identity of women in Post-Soviet Belarus’’,
Women in Management Review, Vol. 20 No. 6, pp. 412-28.

Pio, E. (2010), ‘‘Islamic sisters: spirituality and ethnic entrepreneurship in Sweden’’, Equality,
Diversity and Inclusion, Vol. 29 No. 1, pp. 113-130.

Johnson, L.C. (2008), ‘‘Replacing gender: reflections on 15 years of gender place and culture’’,
Gender Place and Culture, Vol. 15 No. 6, pp. 561-74.

Barbosa, I. and Cabral-Cardoso, C. (2010), ‘‘Equality and diversity rhetoric: one size fits all?
Globalization and the Portuguese context’’, Equality, Diversity and Inclusion, Vol. 29 No. 1,
pp. 97-112

Acker, J. (2006), ‘‘Inequality regimes: gender, class and race and organizations’’, Gender and
Society, Vol. 20 No. 4, pp. 441-64.

Elias, J. (2008), ‘‘Hegemonic masculinities, the multinational corporation, and the developmental
state: constructing gender in ‘progressive’ firms’’, Men and Masculinities Vol. 10 No. 4,
pp. 405-21.

Metcalfe, B.D. (2008a), ‘‘A feminist postructuralist analysis of HRD: why bodies, power and
reflexivity matter?’’, Human Resource Development International, Vol. 11 No. 5, pp. 447-63.

Metcalfe, B.D. (2008b), ‘‘Women, management and globalization in the Middle East’’, Journal of
Business Ethics, Vol. 83, pp. 85-100.

Metcalfe, B.D. (2010), ‘‘Reflecting on difference: women, Islamic feminism and development in
the
Middle East’’, in Sawad, J. and Ozgilbin, M. (Eds), Gender and Diversity Management in
Asia, Edward Elgar, Cheltenham (forthcoming).