Graduate Employability and Social Suitability †MyAssignmenthelp

Question: Discuss about the Graduate Employability and Social Suitability. Answer: Introduction: We often come across many situations where we get stuck into a step at the time of deciding what is right and what is wrong. This creates an ethical dilemma among people. One of the topics that often creates dilemma is the way the workers and staffs are paid in any organisation. According to the ACS as a professional code of conduct, it is the regulations of the society that decide upon the core and ethical value on a field of information and communication (Johnson, 2016). The aim of this report is to analyse the ethical dilemma regarding the payment structure of the IS product and service organisation. It is often seen that employees are given a fixed amount of wage irrespective of their performance and their contribution towards the organisation. This automatically reduces the chances for an individual to earn more which is against the moral and ethical approach of an individual towards the workers. The aim of this report is to consider the situation of the IS sales staffs as they are being paid a minimum wage of $15,000 per annum and they are being paid based only on the number of IS product/service sales they make to external business clients (Walsh, 2017). The situation shall be analysed on the basis on the basis of ethical framework. On the basis of the findings, certain recommendations shall also be given that shall help to improve the situation of the IS sales staffs and they would be eligible to make more money. An ethical framework documents the details that are being followed at the time of making a decision especially when it comes to any kind of ethical dilemma. It is very important for any organisation or any person to come up with an ethical purpose while dealing with people. In terms of professionalism, considering the ethical guidelines becomes more vital (Musavi et al. 2016). Decisions related to the pay structure often become an issue under consideration. Paying the IS employed a minimum wage of $15, 000 per annum has also been under major ethical dilemma. An analysis of the same situation considering the ethical framework shall be done in this respect. Assessment of the situation: It is often found that the major companies pay their sales persons on a commission basis depending on the things that they are being able to sell for the company. In lieu of this, the sales persons are often provided with a minimum wage which happens to be a lesser amount than that should have been offered to them (Ritchie et al., 2014). However, they are continuously being pressurised to make more sales in order to get the minimum amount of wage that they deserve. Thus, the major earning of these people becomes more commissioned based rather than a fixed earning. This automatically creates tremendous pressure on the sales persons because they are the major reasons behind the profit earning of the organisation (Scott, 2016). Therefore, it can be said that the process undertaken for the purpose of motivating the sales person to work more actually creates great burden and pressure on them that can lead to a situation that is more hectic and pressurised for the sales persons. If the situation is considered from the legal perspective, it can be said that the companies are at the right side of the legal guidelines. The companies do not fail to pay the minimum wage to the sales persons. The minimum wage of $15, 000 per annum is paid to the sales person and then the extra amount of money is paid on a commission basis (Friedman and Rizzolo, 2016). However, the minimum wage is much lower than that is expected and this is the reason that the employees continuously remain pressurised to improve their performance and increase the sale of the company. Thus, it can be said that the payment mode that majority of organisations undertake is abided by the law. It is also abide by the ethical values and culture of those related to the decision. It has to be understood that the similar approach is ethical from the perspective of the sales persons as well (Shields and Kaine, 2015). This way the hard work of the people gets paid off and those who do hard work are often comp ensated for their job. In fact, in the recent market and professionalism scenario, it is a common means of keeping the employees boosted and at the same time bringing out the most from them. Alternatives of choices: As it has been evident that the approach that is undertaken to compensate the hard work of the employees is ethical from the perspective of the employers, it often results in certain unethical situation. For instance, as the employees remain aware of the fact that they would be paid more only when they would be able to sale more products, the employees often take unethical approach to sale the products (Al Abri et al. 2014). For instance, they might lie about the quality of the product in order to sell it to the consumers. Thus, there remain huge chances of the fact that the sale person might convince the consumers unethically and give them wrong information about the product. This way, it might happen that the product is sold to consumers but in a wrong way. The long term impact of the same situation might result in the case where the consumers would lose their faith on the company due to the unethical behaviour of the sales person and the company might lose the consumer as well. In addition to this, the overall reputation of the company also degrades and the company has to suffer in the long term. In order to overcome the situation, it is important to think of other better alternatives rather than considering the payment option limited to the commission based. It can be recommended to increase the salary of the employees up to a particular mark that they would be satisfied with it and would no longer have to strive for the extra money (Lazonick, 2014). On the other hand, the employees shall be trained well that they would be able to convince the consumers in the right way and would be able to sell the product considering all the ethical guidelines. In addition to this, in order to keep the employees motivated, they would be rewarded and recognised. It is important to keep a trace of the record of the performance of the employees and depending on the same they could be rewarded and awarded (Doll, 2016). Yearly or half-yearly bonuses and incentives could be the best possible option to compensate the extra earning that the employees are eligible to get if they sell more products for the company. Analysis of the situation: If the proposed approach is undertaken by the major companies, it is expected that the organisations would eventually benefit from the overall scheme. Paying the employees based on commission is a common approach that is undertaken by majority of the organisation. Therefore, it might happen that the employees easily shift from one company to the other due to the extra benefit or more commission that they get in other companies (Dombroski and Lockhart, 2014). However, if the alternative approach is undertaken, it can be more effective to deal with the employees and the consumer. It has to be noted that introducing the training and development activity would definitely incurred a cost to the company but the same can be compensated as well. The companies would not have to pay any kind of incentives to the employees. In addition to this, the training process would also create better opportunity for the companies to teach the employees about how to represent their company to others. Thus, in a way it can be said that the employees would be able to market and promote the company among the consumers as well (Klling, 2014). This way the major stakeholders of the organisation will also be benefitted because they would be able to a number of things by taking a major decision on opting for training option rather than paying the employees on the basis of commission. The idea of the application of the training and development for the purpose of teaching the employees would definitely bring better opportunities for the employers and the employees as well (Islam, 2016). There is no scope of any kind of external influence that would hamper the overall approach undertaken for the purpose of the changing the present scenario of working. Training and development completely depends on individuals perception and there is no scope of the influence of the external factors. Thus, this particular recommendation is indeed the best approach that any organisation might undertake. Application of ethical principles to the decision: The choice that has been made in order to overcome the issue and contradict the ethical dilemma of paying and serving the employees in the right manner is rightly justified. For the application of the same, it is highly recommended that the organisations would undertake certain approach to teach the employees on how to sell a product to the prospected consumers and they shall be guided throughout the process of selling the product. Another important point that can be considered is the betterment of the product (Gordon, 2015). It is highly recommended that the product needs to be developed that the consumers would find it beneficial for them to purchase or get the product. Thus, there also remains the chance that the consumers would be directly attracted towards the particular product and the sales person would not have to suffer or make effort for the purpose selling the same product (Lindberg and Rantatalo, 2017). Training the employees would also create an equal opportunity among the employees. A common scenario that is evident is that at many times it is found that the employees have good sources and they get their products or services delivered to them. Therefore, if an employee does not have proper connection with consumers, it might become difficult for the person to sell the product (Fouch and Chubb, 2017). Therefore, it can be easily said that training would provide the equal opportunity to all the employees to deal with the situation. In addition to this, it has also been proposed that based on the overall performance of the employees, they can be given incentives and bonuses. Action to be undertaken: If the benefits of the overall approach undertaken are considered, it can be said that when the employees are given the opportunity to work in a better way rather than concentrating on increasing the income of the individual, it is expected that they would concentrate in their work more actively and would try to prove their ability and capability to deal with the situation. In fact, there remains the option of increasing the loyalty of the employees towards the particular organisation. It has to be understood that it is not that by only providing monetary grants but an organisation should be responsible for undertaking the other approaches of betterment (Carbone et al. 2015). It can also be said that when the only means of motivation is monetary factor, the employee also tend to look into the perspective of money rather than considering other things like the image of the company or the consumers need and demand. Therefore, it is highly recommended that the organisations should consid er other means of improving the ability of the employees and encouraging them to work with more dedication rather than moving behind money only. In fact if the same approach is undertaken by a particular company, it can help to improve the image of the company as well. The employer can proudly tell about their decision and this can be an approach of attracting good and experienced employees towards the organisation (Blanchard, 2016). This is indeed a different means of serving the employees and the consumers and in the most ethical and moral way. Moreover, the same approach can be easily undertaken by an organisation if certain initiative is undertaken with proper measures. It can be easily said that the approaches that the major companies undertake in order to motivate and boost the employees and pressurise them to sell more products for the company ultimately leads to an unethical situation that creates problem for both the employees and the company as well. It can be said that incentives based on more selling of the product is not the only way of motivating the employees but there are other means as well that an organisation might easily undertake. Of these, training and development is the most prime option that they can approach for because this way the employees shall be able to deal with the situation more appropriately and they would be able to sell the product to the consumers in a rightful way. Although the commission based business is used by many organisations, it definitely creates an ethical dilemma and the same should be considered to be revised in order to create better opportunity for both the employees and the consumers as well. It is e xpected that if the major companies undertake this particular approach, it would be more beneficial to them and the companies would be able to make more profit than the traditional means of encouraging the employees to work hard. Conclusion: A clear and distinct approach towards the commission based payment structure to the employees by the major IS employers has been made. A detailed discussion on the negative impact of the commission based service has been conducted. It has been clearly found that in order to sale more products, the employees are often found to undertake certain steps that ate unethical. In addition to this, those employees who carry out their work in the ethical manner are often found to be at a loss because they ultimately fail to convince the consumers in a right direction and they do not able to sell their product. In addition to this, the employers also pressurise the employees to sell more products just to increase their profitability. This way a clear and significant unethical situation is created that very often lead to the situation that could not get compensated. Keeping these perspectives into consideration it has been proposed that apart from the commission and incentive based program, the employees could be trained to sell their product following the right guidelines. This shall be the right approach that would be ethical and also effective for the major stakeholders of the organisation. It can be said that if the proper approach towards the training and development program and teaching the employees to deal with consumers correctly is taken onto consideration, the organisation can gain better result easily. References: Al Abri, I., Bi, X. and Hodges, A., 2014.Does it Pay to be Sustainable?: Corporate Sustainability and Corporate Financial Performance: a Study Based on the Dow Jones Sustainability Index (DJSI). University of Florida. Blanchard, O., 2016. 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