Ethical dilemma – To do or not

As one grows in any profession the level of responsibility and in turn accountability only tends to increase.  While the new world of management sciences tends to churn out objective and criteria based grids to resolve most business concerns one the most often used deciding criteria for more experienced managers is their Gut feeling.

I am very sure that I am not the only one out there who feels this way. With this assumption in mind I shall carry on.

Ethics
Ethics

Let’s take interviews for example, for any two candidates with everything else the same ultimately I and some other managers I know more than often rely on their gut feeling about the candidate or their perception on how he / she will tend to perform in the future etc.

This might be simple in cases where two or more candidates are more or less at parity in all respects however it becomes more difficult to justify when the difference is very clear between the candidates and yet my gut tells me to go for the one who is perhaps weaker on the score card and flying high on my gut instinct.

Other decisions include for me, as an HR professional such concerns as conflict management, dispute resolution and sometimes in inquiries where at times all “evidence” points in one direction but my instinct tells me to look in a different direction.

More often than not I have found my and most of my professional colleagues instinct to be right ( do factor in that all colleagues I am considering have over 13 years of experience in  diversified environments). However there is the occasional wrong call too.

Now, let’s take a wrong call in consideration where the judgment call made by me for instance fired back. Now … what?

How do I quantify the logic in my decision? How do I prove that my “intention” was in the right place?

Now i do understand that it is very qualitative to justify intentions and gut more so.

Let’s take this further  …. During an inquiry there have been times when my inside screamed fraud and i could not prove it does that mean i get biased about the person hence forth?

Once i get under the microscope —  how do i defend my intention? Have i just wasted my entire professional career?

In matters of team management i find a simmer dilemma. I tend to be stricter and more demanding from team members who i have a positive gut feeling about and often my only defense has been time. Does everyone understand?

I for one really would like to quantify this feeling. One can minute such things make footnotes yet when put to question i doubt these can stand their ground.

But but but i am willing to put my career, my life on the line for someone i believe in. Period

Who is with me in this ?

The subtle human element that I have been able to comprehend so far in my limited exposure is that we are a very forgetful race and yet we are often quick to forgive. Something in this equation doesn’t make sense to me. Let go….  What can go wrong besides what will anyhow.

Yet we decide about paradigms as per our own perception. Internally we are idealists. How can i Say that?

Feel like re-reading history……the gloomy history of man. All in all when we come to HR its all about people and unlike machinery that comes with a manual …. We don’t 😉

 

We tend to generalize in order to be specific yet we claim that we don’t stereotype … How convenient.

 

To conclude in retrospect I live by my principles and experienced perception and if it takes me to the gallows …. Then so be it.

Till later shall look forward to your comments.

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