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In the HR context there must be a fit between the organisation's strategy and its HR strategy for it to be ethical. Individual and organisational goals need to be harmonised.
This requires a two-way relationship between the individual and the organisation, expressed through a combination of rights, duties, obligations and loyalty.
Duties, rights and obligations are not givens - individuals will have other loyalties which may come into conflict with those to the organisation. For example, professionals may perceive their duty to be to their patient, client or student rather than to the organisation. They may also believe that they have professional duties to colleagues and to the profession as a whole rather than to the specific organisation that they happen to be working for.
Rights at work expected by employees might include:
the right to be treated fairly and honestly
the right to be treated as an individual, with roles recognised and adequate training provided
the right to be given feedback on performance at work and the opportunity to improve skills
the right to be paid a fair and equitable rate in relation to skills, the labour market and the financial position of the firm
no restrictions on rights as a citizen
the right to have health and safety protected
the right to a personal life outside work
the right to take part in activities which are of benefit to society
the rights to work, and to free association and to strike
The relationship cannot be all one way. In return for certain rights organisations would expect employees to fulfil certain duties, which might include:
the duty of loyalty
the duty to give ‘a fair day's work for a fair day's pay’
the duty to strike only as a measure of last resort
a duty to contribute to the best of their ability to the organisation's goals
a duty to work flexibly, using their skills to the full
a duty to accept personal responsibility for developing skills to increase their effectiveness
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