Role of International Human Resources Thesis

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Discussion and conclusions

The findings are explained for the reader, they are easy to understand, and their explanation is sufficient and not exaggerated. The results are summarized and categorized. The article discusses only the issues that are directly influenced by the implementation of ethics programs. Other issues that might be tangent to the situation but that are considered not to be important enough are not taken into consideration, in order to not distract the readers' attention from the issues of higher importance.

Presentation

The article is clear, concise, it makes no use of useless or unimportant expressions. It is easy to understand and it is well organized. The issues discussed by the article are presented in a logical order, each sub-section continues the previous sub-section.

The terminology is suitable with the topic, but the writers do not exaggerate the use of numerous terms that might not be understood by the readers. The article is professionally written, but it is easy to comprehend by readers that have basic notions regarding ethics and human resources management.

Contribution

The article makes indeed a theoretical contribution that can be applied into practice. The article aims at diminishing the negative effects of implementing ethics programs by making a series of recommendations regarding the entire process of implementation, from the design to the implementation itself, and also control and observation.

Reference list:

1. Vadera, A. & Aguilera, R. (2007). The Role of International Human Resource Management in the Formulation and Implementation of Ethics Programs in Multinational Enterprises.

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University of Illinois. Retrieved May 24, 2009 from http://papers.ssrn.com/sol3/papers.cfm?abstract_id=990045.

2. Lachnit, C. (2002). Why ethics is HR's issue. CBS Interactive. Retrieved May 25. 2009 from http://findarticles.com/p/articles/mi_m0FXS/is_3_81/ai_84148617/.

3. Gross, B. (2009). Ethics and People Management. AllBusiness. Retrieved May 25, 2009 from http://www.allbusiness.com/human-resources/employee-development-employee-ethics/2975409-1.html.

4. Business Ethics and Human Resource Management (2009). The Center for Positive Management Leadership. Retrieved May 25, 2009 from http://www.cpml.org/CPML_business_newsletter.pdf.

5. Moberg, D.J. (1997). The Treatment of Employees in High-tech Start-ups: A Test of Executive Character. Markkula Center for Applied Ethics. Retrieved May 25, 2009 from http://www.scu.edu/ethics/publications/iie/v12n1/treatment.html.

6. Hanson, K.O. (2008). Ethics and the Middle Manager: Creating Tone in the Middle. Markkula Center for Applied Ethics. Retrieved May 25, 2009 from http://www.scu.edu/ethics/practicing/focusareas/business/middle-managers.html.

7. Federwisch, A. (2007). Toward an Ethical Culture: Characteristics of an Ethical Organization. Markkula Center for Applied Ethics. Retrieved May 25, 2007 from http://www.scu.edu/ethics/practicing/focusareas/business/organization.html.

8. Schulman, M. (2007). Principals for building an Ethical Organization. Markkula Center for Applied Ethics. Retrieved May 25, 2009 from http://www.scu.edu/ethics/practicing/focusareas/business/gopalakrishnan.html.

9. Federwisch, A. (2006). Assessing for Ethics. Markkula Center for Applied Ethics. Retrieved May 25, 2009 from http://www.scu.edu/ethics/practicing/focusareas/business/assessing.html.

10. Schulman, M. (2006). Incorporating Ethics into the Organization's Strategic Plan. Markkula Center for Applied Ethics. Retrieved May 25, 2009 from http://www.scu.edu/ethics/practicing/focusareas/business/strategic-plan.html......

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