Agency's Law Ethics Hiring a Diverse Workforce
Laws Affecting the Agency
The first law of robots: robots should not injure or cause harm to human beings or even allow human beings to experience harm. The second law: robots should respect orders given to them by all human beings with an exception of where the orders are conflicting with the law. The third law: all robots must provide protection to their own existence. While providing protection to themselves, they should ensure that they do not conflict with the second or first law.
The above laws have since attracted and quickly retained the attention of the Department of Defense Inspector General Office. Many authors of science fiction are clearly writing without taking into consideration the three laws. The writers have taken the laws for granted: the readers have been expected to follow suit. Science fiction writers have greatly influenced the cause of robotic engineering. Robotic experts argue that their long-standing robotic fascination in their writings when they were teenagers. This made them receive invitations to write in robotic manuals. The above laws are straightforward and simple. They have embraced the fundamental guiding principles of the best global ethical systems. They appear to make sure that human being continues to dominate over robots and preclude the usage of robots in pursuing evil. However, numerous challenges have risen from the great imagination witnessed in the DoD IG Office. (Wheeler, 2011).
By using robotics, Department of Defense Inspector General Office gain benefits such as speed, accuracy, and high reliability in operation. Computerized machines reduce long-term expense, which leads to significant increase in productivity. The personnel at the DoD IG Office have been relieved of exposure to dangerous working environment and mundane work. Capabilities of personnel have been extended further into hostile working atmosphere that involves high radiation, low temperature, low pressures, and high temperature areas. Alternatively, there are possibilities of deleterious consequences. Robots are likely to, directly or indirectly cause harm to personnel and their property. The damage could be incorporeal or economic. The injury could be an accident arising from instructions that human beings are given. Indirect injury takes happen on personnel when because robot application leads to job displacement and description. In addition, the usage of machines in replacing personnel has undermined the facet of self-respect for the affected personnel in the DoD IG Office (Hayles & Mendez, 2009).
The scope of application of information technology and their impacts on personnel has been dramatically increasing. Air conditioning and chemical processes with control systems have been used as good examples of technological applications that have direct and strong impact on the environment. In the DoD IG Office, manufacturing processes that have integrated computer technology, automated systems of warehousing and logistics have come just in time (Cope & Kalantzis). The personnel have also integrated systems of data processing with the firm's operations thus constraining the ability of personnel to query conclusions and decisions made by machines. Concisely, a huge percentage of trendy computer systems have become robotic in nature: it is time to manage their impacts. The second law of the aforementioned set of laws argues that personnel are to enslave robots. The second law, which provides that robots should not cause harm to personnel, has overridden this provision: accidentally or from instructions given by personnel. This has precluded personnel in the DoD IG Office to continue with their activities even after being aware of the potential injury. Besides, the laws protect robots form being used to commit evil such as suicide, self-mutilation, and murder.
2. Personnel Recruitment and Hiring Practices
Recruitment Policy: The Department of Defense Inspector General Office has a general policy of conducting recruitments from both outside and inside of their workforce to acquire qualified employees. Additionally, the DoD IG Office's policy emphasizes of making spectacular efforts in ensuring the process of recruiting promotes achievement of affirmative action objectives. The DoD IG Office's open recruitment policies are meant to further their goals of fostering a diverse and professional workforce. In accordance with the DoD IG Office's policies, all career opportunities are by following open recruitment procedures posted on the HR website by HR department. The DoD IG Office's HR team provides assistance and consultation when discussing strategies of recruiting such as professional associates and organizations (Wheeler, 2011).
Non-Discrimination: also referred to as affirmative action. It desires to promote equal employment opportunities for the aggrieved parties. This policy requires the Department of Defense Inspector General Office to embrace affirmative actions and prevent discrimination during employment. According...
……How Veterans Can Make a Positive Impact on Workforce Development in the Construction IndustryABSTRACTThe U.S. construction industry faces significant workforce development challenges, mostly in terms of labor shortage. Addressing this challenge is important for meeting the present and future needs of the industry. Hiring veterans is a valuable way through which the construction industry may overcome the workforce development challenges it faces. In spite of the several initiatives introduced by
Diversity in the workplace has been one of the more active fields of study in human resources over the past several years. There are essentially two components to the discussion. The first is the business case for diversity, and the second is the ethical case. The ethical case is arguably the older of the two points of discussion, having its roots in affirmative action, Title VII of the 1964 Civil
international business expansion process. International recruitment and selection brings a number of challenges for business organizations. They not only face difficulties in hiring the desired skillful staff from the host country, but may also have to deal with severe financial and cultural diversity issues. Through this research study, an effort has been made to highlight the major challenges and issues which make the international recruitment and selection process more complex
VA HR The purpose of this report is to accurately describe the systems and procedures at the Veterans Administration (VA). This report will fully analyze the history of legislation and court decisions that have implications to the agency's personnel management. Additionally this report will examine the major components of the agency's human resource system's goals and practices regarding hiring and recruitment practices. Finally the report will list recommendations that can improve
Ethical Behavior Theory in Organizations This analytical research report discusses the debatable issue of the much-needed ethical behavior in working milieu. The research paper highlights the fundamental characteristics, a well-drafted research design, a separate section of suggestions; a Works Cited an appendix featuring important data and relevant diagrams pertaining to the organizational behavior theory and the underlying ethical issues. The Works Cited nine sources in MLA format. ETHICS AND ORGANIZATIONS Ethics and ethical
Affirmative Action/Equal Opportunity The policies of affirmative action aiming at assisting the black Americans are of recent origin. The policies have sought its origin to varied sources like legal structure, executive instructions, and court rulings. It was during the last three decades that these policies were being developed and they have become debatable as well. (Legal History) During the last three decades of the nineteenth century, a large number of African-Americans
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now