M5: Research Paper

In Module 2 you started working on the Final Research Paper. You first submitted a brief description of the topic. In Module 3. you submitted a formal proposal of the paper. Now, in Module 5, please submit your entire research paper. Make sure to address the feedback you received after M2 and M3 steps in your paper’s final version.

please see below Module 2 & 3 papers
(please use references as research module 2 and use additional references usa ones)

Module 2:

1. Is it ethical for a typical employer to check its job applicants’ personal information on social networking sites and make employment decisions based on this information? What about current employees?

a.) Position Selection
It is ethical and morally right for employers of Human Resource Personnel to use social networking sites for job-vetting and employment decisions. This is because it enables the employee to hire a morally upright candidate that will play a massive role in promoting labor marketing actions and outcomes. Using social media for recruitment is a moral practice that is performative and promotes production. Social media is a platform where billions share concerns and information worldwide. Some of the shared information is personal, and because it is on the platform, it is very legal, ethical, and morally right to check the information. Additionally, the information in the platform, in most cases its purpose is to connect to new people, friends, and family. Recently, people have shared their hobbies and also tried to express who they are in their life through the social media. Various companies and organizations can use this aspect positively to recruit candidates. This aspect ensures a morally upright candidate that embraces ethical behavior to occupy a particular position in an organization.
It is also ethical for an employer to access information from social media about their current employees. This is because it helps protect a company’s best interest and confidential information to foster a business reputation, especially for advertising and marketing purposes. Additionally, the employer, through accessing their current employee information, enables them to safeguard their employees from harassment and cyberbullying, promoting cohesion and integrity in the workplace.

b.) Supporting Research
According to the article The Hunt for Red Flags: cyber-vetting as morally performative practice research conducted by S McDonald, AK Damarin, and H McQueen supports cyber-vetting is ethical.

The research project is cyber-vetting to screen potential candidates by evaluating information collected from social media platforms and internet searches. According to McDonald (2022), cyber-vetting is ethical where a Human Resource professional projects enthusiasm by ensuring a morally upright candidate is hired to promote moral criteria, shaping the labor force, marketing action, and productivity of an organization (p, 1). McDonald (2022) states that social media and the internet have promoted the evolution of job searching, screening, and hiring processes (p, 1-2). Getting information from the internet is a frequent aspect of the employment process, where almost 43% of organization in the United States uses cyber-vetting. The study also projects that since the social media project, the self-presentation of a person, most candidates are rejected as the organization tends to maintain its reputation (p, 3).
Cyber-vetting ensures that morally and ethically upright candidates are hired. According to McDonald (2022), most Human Resource personnel believe that information from social media about a potential candidate is essential to present their ideal personality since formal application materials, in most cases, are unreliable and untrustworthy (p, 16). Additionally, potential employees’ pictures and post on social media helps the HR personnel to make a moral judgment about them. Candidates who exhibit content that demonstrates morally regarded traits, including maturity, heteronormativity, and religious conformity, project a sign of popular lifestyles that frequently result in favorable assessment and employment, an approach that projects cyber-vetting as morally and ethically right.
McDonald (2022) states that cyber-vetting can be considered both an assessment of moral behavior and an example of moral performativity (p, 16). This means that cyber-vetting does not only apply existing moral standards but also creates new moral limits. Job applicants with a self-censored, polished web presence are seen as trustworthy and deserving of acceptance into an organization. McDonald (2022) also states that job applicant who poses or raise “red flags” are thought to have more than just problematic behavior or misaligned ideals (p, 16).

McDonald, S., Damarin, A. K., McQueen, H., & Grether, S. T. (2022). The hunt for red flags: cybervetting as morally performative practice. Socio-Economic Review, 20(3), 915-936.

module 3:

Research Title
It is ethical and Morally Right for Employers of Human Resource Personnel to use Social Networking Sites for Job Vetting and Employment Decisions.

Job candidates, in most cases, may not define their real personality during an interview or even in a curriculum vitae (CV). In this case, they might project their moral character, which in most cases may not be true. This makes it ethical for employers or human resources personnel to use social networking sites for job vetting and employment decisions. Social media is a platform where billions of users share their personal information, pictures, and activities that define them. This makes employers and human resource managers hire the right candidate who poses a moral and ethical personality when they do their vetting using social networking sites. Hiring the right candidate who projects moral and ethical traits impacts the organization’s productivity. This study explores why employers and human resource managers need to use social networking sites to perform job vetting and connect moral employees and companies’ productions.

Main Body Sections
Section 1- Extent of the Problems Examples and Facts
Cyber vetting and Human Resource Planning and Selection to Organizational Strategy

This section will explore cyber vetting and how it promotes human resource planning, selection, and organizational strategy.
Cyber vetting and human resource development and implementation of organizational strategy
This section will discuss how cyber vetting will promote human resource development and implementation of organizational strategy.

Cyber vetting and morality in line with Kant’s categorical Imperative

This section will explore how cyber vetting promotes morality at the organizational level and how it impacts organizational development. It will also project morality’s relation with production.

Cyber vetting and Utilitarianism

This section will explore utilitarianism theory and how it is impacted by cyber vetting at the organizational level.
Cyber vetting and Causes and Effects
This section will explore and discuss cyber vetting causes and effects on both the economy and organizational levels.

Section 2

This section will summarize the finding of the whole research. It will project the crucial findings discovered during the study and the general outcome and conclusions.

Section 3

This section will outline journals and other sources that will be used to gather data in this research. Example of an article that will be used.