Guidelines for Position Paper Within this research paper, you should take a position (take a stand) regarding a contemporary Human Resources issue that impacts healthcare. Research the issue, exploring multiple sides of the issue

please write a paper. Guidelines for Position Paper Within this research paper, you should take a position (take a stand) regarding a contemporary Human Resources issue that impacts healthcare. Research the issue, exploring multiple sides of the issue, then present your position, with your rationale (reasons for choosing the position). Your grade will depend on the following: Content (35%) Focused topic ─ body paragraphs supporting thesis and conclusion; coverage of topic Your position should be clear! Relevance to human resource administration within healthcare organizations Use of Theory and Course Concepts (clearly explain how it is related to course material) Your paper must be at least 2,000 words in length. You may not use a paper that has previously been submitted to any class. Format (20%) Consistency; style, appearance 8 references, APA,
here is my discussion of what i said my paper would be about. Discussion: Holding Employees Accountable for Off-Duty Conduct In today’s work environment, the boundaries between personal and professional lives have become increasingly blurred due to the prevalence of technology and social media. As organizations navigate this complex landscape, the question of how to hold employees accountable for actions taken outside of work hours has emerged as a significant concern. Companies must strike a delicate balance between respecting employees’ rights to personal freedom and maintaining a productive work environment. Research indicates that employees’ off-duty conduct can directly impact workplace dynamics. For instance, inappropriate behavior outside of work, such as engaging in illegal activities or unprofessional conduct, can damage the organization’s reputation and morale among other employees (Bennett & O’Kane, 2020). Employers are often justified in taking disciplinary action, including termination, in cases where off-duty behavior violates company policies or negatively impacts the workplace. However, employers should consider the context of an employee’s off-duty conduct. For example, engaging in lawful activities or expressions of personal belief that do not interfere with job performance should not typically lead to disciplinary action (Kerr, 2021). Establishing clear policies that outline acceptable conduct can help guide employees in understanding the implications of their off-duty behaviors and protect organizations from potential legal repercussions. Ultimately, while it is necessary for employers to hold employees accountable for their actions, a fair and transparent approach to enforcement—coupled with well-defined policies—will foster a respectful workplace environment. Companies must engage in open dialogue with employees regarding expectations, resulting in a healthier organizational culture. References Bennett, S. R., & O’Kane, P. (2020). Off-Duty conduct and company policy: Navigating the complex terrain. Journal of Business Ethics, 167(2), 351-367. https://doi.org/10.1007/s10551-019-04156-5Links to an external site. Kerr, A. (2021). Navigating personal freedom in the workplace: Employee rights and responsibilities. Employment Law Journal, 46(1), 23-30.