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Talent Turnover and Ethics in the Business

In the contemporary business world, companies are constantly trying to advance their operations and achieve important goals and objectives. However, while being focused on their successes, organizations should not forget about people who have a direct influence on them – employees. In order to provide the best outcomes, professionals should feel respected, valued, and cared for and receive appropriate training and development at work. In case these rules are not followed, there is a risk that some ethical problems might emerge and individuals will feel pressured to leave the company. Therefore, the following paper will discuss a specific fictional case with an issue and suggest practices that could improve the situation.

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As an HR director of the organization, I have a possibility to observe and state all the challenges that exist. The main characteristic of the issue is that valuable and experienced employees prefer to leave their positions in the business within one year of working. From a business perspective, this problem leads to decreased organization and the inability of the company to complete all the necessary tasks on time. After researching the challenge more, it became clear that, despite their level of expertise, staff members feel overwhelmed and have to work 60 hours per week. Therefore, from an ethical perspective, professionals do not feel any appreciation and respect towards their work.

In order to manage the problem and encourage employees to stay in the company for a long time, top management has to use a non-consequentialist theoretical approach. Based on the description of the organization’s problem, it is clear that it is very much focused on the result, which prevents it from appreciating the work of employees. Thus, it can be effective to use a certain non-consequentialist approach that will encourage the business to take into consideration different principles not related to consequences. For instance, it can implement Kant’s theory that will help top management to treat staff members as ends rather than as means (de Vleeschauwer, 2016). As a result, specialists will feel that they receive appropriate treatment and not experience pressure to work long hours.

Talking about various training and development methods that can be used, it should primarily be mentioned that they are essential to implement. One of the ways the company can contribute to the improvement of employee morale is organizing training sessions where professionals will give motivational speeches and encourage people to take part in discussions (“The importance of training and development in the workplace, n.d.). Moreover, for the purpose of development, the top management can schedule individual meetings with the workers to establish stronger personal relationships and discuss any concerns and problems. As a result, professionals can feel more supported and cared for, understand the decisions made by the company better, and receive motivation to stay in the company for a long time.

Overall, employees are key agents in any contemporary business or organization. Their work has a direct impact on the performance of the company and the results of different operations. For this reason, it is critical to treat hem appropriately and contribute to their continual training and development. In case staff is not satisfies with the work conditions and the level of respect, they will be encouraged to look for better employment. Therefore, this essay discussed a specific case of a technology business and gave and ethical and practical advice to improve the situation.


De Vleeschauwer, H. J. (2016). Kantianism. Britannica. Web.

The importance of training and development in the workplace. (n.d.). 2020 Project Management Training Courses. Web.

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