Ethics 11 both Parts

Name:

Institution:

Course:

Tutor:

Date:

Ethics 11 both Parts

Introduction

It can not be disputed that various organizations in the global sphere fail to achieve their maximal potential due to scouring implications of poor ethics. The modern work place environment is characterized by various ethical issues that undermine the executive functioning of the respective organizations. This can be attributed to current heightened sensibilities, strict government regulation and the limited space that the workplace provides.

This paper seeks to describe a practical ethical dilemma in the work place in a bit to underscore the underlying ethical issues that characterize the contemporary work places. Then, it will apply Kidder’s ethical checkpoints in an attempt to resolve the ethical issues that are presented by the case study. Further, it will provide an explicit evaluation of the decision making procedure and outline the lessons that are learnt from the same. Finally, it will respond to the ethics audit questions that would then lead to a reflection of the organization’s status with regard to ethics and provide a way forward that would solve underlying issues in an ethical manner.

Ken has been working for Oducom Company for a period of six years now. Since he joined the company, he has been working diligently and his overall performance has been outstanding. He has helped the company to secure numerous customers and make significant profits. He is in third position in management and the company feels that it should reward him through promotion. However, there are too many employees at the next level and the management finds it tricky to give him the promotion because the employees at the higher level are older than him and have worked for the company for a longer period of time.

Company rules stipulate that promotion would be done on the basis of performance rather than age. Ken’s performance is far much above the performance of his senior employees but as indicated earlier, he can not be promoted on the premise that he is young and has been in the company for a relatively shorter period than his senior employees. The ethical concern in this regard pertains to the contravention of the company rules by the management with regard to employee promotion.

In this regard, the management of the company is morally obligated to enforce the company rules and ensure that justice is upheld at all levels. Before being employed, it is certain that Ken was informed about company rules and regulations. Possibly, he could have decided to work hard because of the knowledge that he would be promoted. Considering the fact that he has contributed significantly to the profits that are made by the company, he would be looking forward to promotion very soon. Although this provision is clearly presented in the rules that are used in governance, the management finds it difficult to enforce them because of the fact that many older employees are in the next grade. The respective older staff and Ken might be unaware of the current dilemma that the management is grappling with.

The future of the company might be at stake if Ken decides to leave because of lack of motivation and reward. On the other hand, it would seem unfair to dismiss the older staff because they have worked with the company for a long period of time. Notably, this case can be classified as justice versus mercy. Ken is denied a chance for promotion because the older employees have assumed top positions. This is despite the fact that t heir contribution to the wellbeing of the company is comparatively lower.

One way that can be employed to resolve this conflict is to use the rule based thinking (Rushworth, 1995). In this regard, company rules and regulation need to be employed in decision making. Thus Ken should be accorded his rightful position as this would even motivate him to produce more output (Abrahams, 1999). Some of the employees at a higher grade need to be demoted or relieved of responsibilities because of their low output. The best option that can be employed in this regard would be to improve Ken’s salary to the level of the next top position in the company without having to change his nominal status of the same. According to Trevino and Nelson (2004), this is an equally viable alternative that can be used to motivate Ken.

This ethical decision making provides an ideal procedure that can be employed in problem resolution. Notably, the final decision has led to motivation of Ken without infringing on the personal worth of the older employees. This procedure provides an opportunity for analysis of alternative options and creation of other viable options. Thus from the procedure, the most important lesson learnt is the need to exercise flexibility during organizational decision making.

Part B:

The organizational leaders exercise a high degree of integrity in leadership and mainstream the same in their various activities. From an ethical point of view, they provide model behavior through maintaining a high level of professional ethics and discipline. Further, employees are encouraged to assume responsibility for their activities at all levels. Junior employees interact with the authorities effectively and asses it moral performance through established feedback programs that maintain anonymity.

The organization also has a formal code of ethics that is widely employed in evaluation of moral performance of the organization. It provides a benchmark for organizational decision making and policy formulation. Whistle blowing is also encouraged although the organization lacks distinct measures of enhancing confidentiality. Further, misconduct punished justly and swiftly at all levels and is based on company rules and regulations. Furthermore, people of integrity are encouraged and promoted accordingly. This is also given utmost attention during recruitment. Generally, organizational leadership upholds a high degree of ethical decision making. However, they are not trained formally and although ethical language is used, it is not taught.

From the analysis of the organization, it can be ascertained that it is ethically sound. However, in order to enhance objectivity with regards to decision making, company leaderships needs to encourage whistle blowing by availing confidentiality. Of great importance however would be to provide formal training to the leaders with respect to ethical decision making. According to Rushworth (1995), this is imperative in enhancing justice and responsibility at all levels.

Reference

Abrahams, J. (1999). Corporate Ethics: Enhancing Company Image. USA: Wiley.

Rushworth, K. (1995). Making Tough Choices. USA: William Morrow.

Trevino, L. & Nelson, K. (2004). Managing Business Ethics. USA: Wiley.