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Business Ethics
Business Ethics
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Business Ethics
The inclination is being a mark of a virtuous person to assume pleasure in moral obligation. In other words, it refers to whatever a person wants to do. The definition faced criticism from Emmanuel Kant, questioning its moral worth. Kant insisted that an individual acting subjectively on the grounds of duty at the hand of the contrary inclination shows a higher degree of moral worthiness. Kant also defined reason as metaphysical ideas that are pure independent of sensibility and understanding. According to Kant, people’s actions are governed by pure reason as opposed to religion. Some actions may bring about contradiction, but Kant insists that if one approves of a particular maxim should not lead to a disclaimer. In other words, there is no exception to one’s self. For example, if you decide to steal based on the fact that you are hungry, you approve of the maxim of stealing, and other people should always do that in similar situations. That brings about contradiction as not all people will agree on that maxim.
Hypothetical imperatives refer to the commands that people should always follow to achieve a specific goal. Hypothetical imperatives are mostly inclined to prudence rather than morality. In other words, people do things with less consideration to moral choice; instead, it is just a contingent in their desires. For example, someone who aspires to score good grades at school should always study, and if not, learning becomes an option. On the other hand, categorical imperatives (CI) are commands that people should always adhere to irrespective of their desires. They are moral obligations that people must follow as they bind all the people, and it does not matter whether or not one wants to be ethical. According to Kant, these obligations come from pure reason as what people presume right or wrong is knowable.
The first principle of CI is the universalizability principle. The approach state that people should always act based on the general rule without contraction. In other words, one should always be fair and not make an exception to his/herself in given situations. The universalizability principle demand people to always do things that they approve others to do in similar situations. According to Kant, the categorical imperative’s application always leads to a fixed moral truth, which is usable to all moral agents. Failure to adhere to those principles often brings about contradiction. Sandbu gives an analogy that involved him requiring a loan, and he is confident that he will be given the loan based on confidence that he will repay. He, however, has no plans to repay the loan.
Based on the categorical imperatives, his decisions to get a loan from someone is based on lies. The CI principles do not approve of the maxim of lying, which will lead to the lender being unable to make a rational decision. The lender is being robbed of the ability to make the right decisions to help Sandbu. CI disapproves of things like lying and deception since one will always be unable to make an autonomous decision on how to respond as such decisions are based on wrong information. In other words, Sandbu treats his money lender as a mere means to executive his objectives without any consideration of his lender’s goals and interests. Based on Sandbu’s argument, actions can be right if done based on our obligation’s inclination. The table (P. 145) indicates that it should be at least possible for its execution out of responsibility instead of a preference for moral consideration on an action. However, it does not necessarily mean that it is a prerequisite for action to be done out of duty to be regarded as right.
Kantian Company holds that people have rights or are rather preloaded with strategies for discussing which rights individuals have. Kant is more inclined to treat all humans as an end and not as a mere means. Things can be used as mere means, but when it comes to humans, that is somewhat different as people are ends in themselves. People are rational and autonomous; thus, they can set their objectives and work towards achieving them. People have always been used by others to achieve what they want but not as mere means. A company can use its employees to achieve its financial objectives but not as mere means. The logic behind that is, humans are not like any other things in the world; instead, they are governed by themselves. Humans can set their ends as well as make free judgments based on their rational wills. Humans are embused with an absolute moral; hence, they cannot manipulate or manipulate other autonomous agents for individual interests.
According to Kant, charitable giving is neither essential nor adequate for the conduct purposes of ethical business. It is evident that corporate social responsibility is somewhat an imperfect obligation in typical cases, and people’s discretion is entrusted with determining how, when, and where to discharge it. In general, there exist mere justifications to presume that anything else is applicable when it comes to business context. In other words, nobody can question an organization that it decided to engage in corporate social responsibility. Autonomy in the workplace holds that one is obligated to fulfil his/her perfect duties. It means that one should respect other people’s rights both inside and outside an organization. A Kantian workplace defines and gives much consideration to human dignity and rational autonomy working in that company. When it comes to job security, managers’ treatment of the company’s employees extends to what employees hold to their employment itself. Conventions concerned with the longevity of work by a given employee to an employee varies widely across institutions.
Autonomy is what constitutes a person’s freedom. Kant distinguishes rational morality actions that one does without contradicting with the universalization law. Rational agency predetermines a source of moral value, where all moral action gets its respective moral worthiness. Reasonable actions are subject to making unbiased choices based on wants and inclinations. People act autonomously based on their reason and free will. Alternatively, people may perform morally according to the categorical imperatives due to their willingness to be ruled by another’s law or, instead, a nonrational nature. In other words, not adhering to morality means acting against reason; thus, being unfree, in captive to an individual’s inclinations. The autonomy value often formats the categorical imperative principle called the formula of humanity. The precept demand people to “act in a manner that they treat humanity, whether themselves or that of any other, always at the same time as an end and never as a mere means.”
According to the mere means formulation, it is unacceptable to use other individuals merely as objects for their self-interests. It prompts people to pay ultimate respect to other people as autonomous choosers of their ends. By mere means, Kant does not hold that we cannot use other people to achieve our targets. It would turn to discredit many corporations as corporations require people to accomplish their goals, and so do people require corporations.
Enron company became recognized for corporate accounting fraud. It succumbed to bankruptcy after getting involved in a major scandal in 2001 following investors” realization of its exaggerated financial statements. The company officials were found guilty following the court trials and were charged with security fraudulent. The question still poses if the Enron officials were morally wrong for deception. Malcolm Gladwell particularly holds that Enron company was ethically wrong since they concealed their financial statements to the public in plain sight. Based on his argument, it was nasty reasoning as it involves two probable complications of interest. First, it can always not be the case for all participants to exercise autonomous choices to expose themselves to the probability of being held accountable. Such situations may result from tendency, desperation, and naivety. Secondly, both sides may consent to the likelihood of misleading information. However, the two analogies do not thoroughly embarrass Kant’s categorical imperatives. Based on Kantianism, the principle may accept that bluffing is certain circumstances presented by negotiations where allowance brings about a common ground to the game’s rules. More importantly, all the parties autonomously decided to take part in the game.
Categorical imperatives are commands that people should always follow irrespective of their desires. Enron company decided to manipulate their figures to get a competitive edge, which is morally inappropriate. Even though they later decided to speak the truth, their decision to conceal the truth for long made its shareholders not make their decisions autonomously. In the subprime mortgage issue, lenders actively participated in unethical practices by giving false information to the shareholders concerning mortgage portfolios diversities, not mention the applicants’ ability to service the loans. As time passed, the interest rates skyrocketed, and debts increased significantly. As such, it became impossible for the vast majority of the subprime mortgage holders to service their loans. The lenders also tricked the consumers through what they termed as “teaser rates” and deliberately ignored keeping proper loan applications’ adequate documentation.
It is wrong to induce false beliefs in the minds of the people as well as lying. However, when it comes to advertisement and marketing, companies overplay and rate highly of their products without considering how their customers feel. More often, some company’s advertisement practices bring about contradiction, and categorical imperatives hold that any moral action should not result in a paradox. During advertisements and marketing, companies should always employ categorical imperatives. Two principles that should govern marketers and advertisers are the universalizability principle and formula of humanity. Any business entity aims to make a profit. However, making profits is not all about hypothetical imperatives. In other words, business practices should be more inclined to morality than prudence.
In conclusion, marketing and advertising practices should put much consideration in moral worthiness and obligation. As such, they must satisfy the needs of the customers by offering them quality products. They should not use potential clients and old customers as their mere means to reap huge profits by providing them with some misleading information about their products. By adhering to Kant’s categorical imperative, the customers will autonomously make their decisions on their rational wills.
References
Sandbu, M. E. (2011). Just business: arguments in business ethics. Prentice Hall.
Abu Dhabi Company For Onshore Oil Operations (ADCO)
Abu Dhabi Company For Onshore Oil Operations (ADCO)
The ADCO (Abu Dhabi Company for Onshore Oil Operations) is an oil exploration company in the Emirates of Abu Dhabi founded on 2nd December 1971. It is one of the companies forming ADNOC (Abu Dhabi National Oil Company). Its first discovery of oil for commercial purposes was in 1960 at Bab, but actual drilling and exportation started in 1963. It was first known as ADPC (Abu Dhabi Petroleum Company Ltd). In 1973 the government of Abu Dhabi emirates bought 25 percent of the company shares and increased them to 60 percent in the next year. The company was incorporated as ADCO in 1978 as stipulated in Law No. 14 for 1978 and starting from February the following year it was given the mandate to operate in the concession areas. The concession areas that it operates cover a distance of 21,000 km2. Its main operations include exploration, production, development, export and transfer of gas and oil from shallow coastal water and onshore oil fields. Currently it runs six oil and gas fields in Aab, Sahil, Bab, Bu Hasa, North-East Bab, and Shah. Its storage and shipping facility is located at Jebel Dhanna. The company in its 2012 report announced a daily production rate of 1,344,991 barrels in 1,217 oil wells in its concession areas. In the same year it reported that its number of employees totaled 5,879 (“Abu Dhabi Company for Onshore Oil Operations”, n.d).
Its operation is organized into five key blocks. These includes South east asset, Bab & Gas Assest, Buhasa/Huwala/BQ Asset, NEB Asset and Terminals, Pipleine & Oil/Gas Movements Operation Asset. Close to a third of the company total production output comes from South East Asset. This covers 7525 km2. It comprises of five key field including Asab, Shah, Sahil,Qusahwira and Mender. The Bab asset represents Bab filed. It accounts for 75 percent of the total non associated and associated gas produced by the company. Bu Hasa includes three major fields Bu Hasa, Huwaila, and Bida Al-Qemzan (BQ). 40 percent of the company daily production is generated by these fields. The NEB comprises of three productions filed including Al Dabb’iya, Shanayel, and Rumaitha. It accounts for 8 percent of the company production. The terminal, pipeline & oil/ gas movements operation asset, acts as the company door to international market. This asset is responsible for management of the main shipment terminal, Jabel Dhana as well as the company main pipeline network, which Is about 704 Kms (“Abu Dhabi Company for Onshore Oil Operations”, n.d)..
Top management at ADCO recognizes the importance of team work in fostering employees’ effectiveness and productivity. They have well developed clubs and recreation team to bring their employees together. The aim is to create a social and friendly working environment through the concept of ‘ADCO Family’. In order to manage different clubs in the organization, ARB-ADCO Recreation Board was established in 1997 and mandated with this responsibility. The goal of forming ARB and different clubs was to promote the spirit of teamwork and extend these values to the entire organization. The firm employees are able to meet and form stronger bonds. The ARB now is composed of many types of clubs including badminton, basket & volleyball, equestrian club, football, ladies club, marine club, socio-education, tennis, snooker, karate, bowling and squash. Each of these teams has its own history. For instance, the badminton club brings together people with shared interest. The team participates in competition with employees from other ADNOC subsidiary companies. Each year one of these companies is charged with the responsibility of preparing the tournament. The tournament brings together employees from different companies and their families.
Factors that can affect job design in this organization include those related to task like work practices and ergonomics as well as behavioral factors like availability of feedback. The organizational factors such as policies adopted by the firm for female employees and employee family members can all have an impact on the productivity. The company claims that it values workplace diversity and that its people comprises of people from different backgrounds. However, on closer look the company leadership is male dominated with males being appointed as the heads of its 24 governance bodies (ADCO Sustainability report, 2012). With the number of female employees employed by the company increasing absence of female in leadership position is likely to affect their productivity in the company. The company policy with regard to work from remote location is also another factor affecting job design. The company permits employees to work from remote locations through the extranet service provided by the firm. The company also employs some employees on contractual basis. As a result, it has different policies in treating these employees. For instance they do not enjoy similar employee benefits as those enjoyed by the permanent employees. These employees management is done by the contractors. Safety is a major issue affecting workers productivity in the oil exploration industry. Therefore, ergonomic consideration in the design of company facilities and tools being used is a major factor that can affect productivity. As indicated by its operation decentralization the company has a wide organization structure.
To improve ADCO and make its job design more efficient there it is important to review some of the policies. Top management should consider job enrichment opportunities in the firm. The firm should for instance eliminate factors that can lead to dissatisfaction in the workplace like absence of female on leadership positions. It should reconsider its administration and policy strategy to ensure that female voices are represented in the highest echelon. Addressing this can also motivate women because it will create room for them to improve their productivity because there is a possibility of moving upward. Apart from that the company should review the provision of working from remote location because this can lead to lower productivity. Fostering teamwork is better than giving employee an opportunity to work from remote locations. This is because it fosters employee innovativeness. The company should also take into consideration employee safety requirements when designing its facilities to improve productivity. Women in particularly are less disadvantaged because they do not have appropriate safety gear though the company is moving towards this direction. Lastly, due to its wide organization structure the company the company will require effective supervisory measures. This is to ensure that employees are getting timely and positive feedbacks with regard to their work. As the company like many other in Abu Dhabi pursue Emiratization strategy in the workforce (ADCO Sustainability report, 2012). Management should consider opportunities for mentoring and coaching for the younger employees entering in the workforce. They can also consider having a job rotation strategy where such employees are moved to different specialized jobs as opposed to staying in one to give them a broader perspective of the organization and stimulate their interest.
References
Abu Dhabi Company for Oil Operations (ADCO). About Us. Retrieved on Nov 21, from: http://www.adco.ae/En/AboutUs/Pages/default.aspx
Abu Dhabi Company for Onshore Oil Operation Sustainability Report 2012. Retrieved on Nov 21, from: http://www.adco.ae/En/hse/Pages/Sustainability-Report.aspx
Business Ethics and Child Labour A case of Nestle Food Company
Business Ethics and Child Labour: A case of Nestle Food Company
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Executive Summary
Child labour continues to exist in society despite the global efforts to eradicate this malpractice, especially in the supply chain of multinational companies. Child labour is legally, morally, and ethically incorrect and negatively impacts business ethics. The utilitarians assess the morality of forced child labour from its consequences, basing their evaluation on end justifies the means. At the same time, the deontological perspective considers forced child labour from its ability to deprive children of autonomy, justice, and veracity. Evaluating Nestle Food company shows that forced child labour in a company supply chain negatively impacts its reputation and results in lawsuits. Additionally, forced child labour affects a company’s business ethics and influences business ethics various principles. However, companies can adopt measures such as conducting due diligence on the supply chain, creating awareness, and providing alternatives to work for children caught up in forced labour in the supply chain to curb forced child labour.
Introduction
Nelson Mandela said, “There can be no keener revelation of a society’s soul than how it treats its children.” Child labour remains one of the deep-rooted problems in society. The International Labour Organisation (ILO) estimates that over 200 million children are victims of child labour globally, with developing countries leading in incidences of child labour. According to ILO, child labour refers to work that deprives children of dignity and childhood and poses potential harm to children’s mental and physical development. Despite international organizations and countries’ strict laws and regulations to reduce and eliminate child labour, child labour is still present in society, particularly by the supply chain of multinational companies in developing countries. Child labour is morally, ethically, and legally unacceptable. Therefore, there is a need for a standardised framework to reduce and eliminate child labour in society.
Child Labour Ethical Assessment
Child labour is a serious ethical issue that businesses grapple with daily. Aside from being illegal globally, child labour is morally unacceptable and negatively impacts business ethics. By definition, business ethics are the moral standards and principles that define what is wrong and right in how organisations conduct their businesses and operations (Crane et al., 2019). Business ethics is significant in how consumers view organisational products. Therefore, companies working with children may find it challenging to market and sell their products. Additionally, child labour taints the image and the company’s brand.
Scholars evaluate child labour from a different ethical perspective. The Utilitarian’s view assesses the morality of child labour from its consequence; the end justifies the means (Crane et al., 2019). According to the Utilitarianists context, child labour is accepted if children are the sole providers to families, and without their income, the families will not survive. Also, Utilitarian approve of child labour if it is voluntary. According to this morality perspective, the ethical correctness of action depends primarily on the actual outcome of the action.
On the other hand, the deontological perspective assesses the morality of child labour not from its consequences but by principles such as autonomy, justice, and integrity (Crane et al., 2019). Forced Child labour is unethical as it deprives children of their independence. Parents manipulate the consent of working children; for children to give consent, they should volunteer to work and understand the consequences and situation. However, children of a young age are not competent enough to assent to an action that requires thoughtful decision-making. Secondly, children in forced labour experience organisational injustice; they fall victim to unfair work conditions such as low pay and lack the power to stand up against mistreatments. The maleficence of child labour has a long-term impact on children’s physical, physiological, and behavioural (Thomas, 2019). Although children lack the competence needed to make an informed decision, they are still individuals whose autonomy should be respected and safeguarded.
Overview of Nestle Food Company
Nestle food is a publicly-traded Swiss multinational food and drinks company that operates under the Good Food, Good Life tagline. The company was founded in 1866, and its headquarters is in Vevey, Switzerland. The company’s products include coffee, bottled water, dairy products, tea, baby foods, snack, ice cream, breakfast cereals, frozen foods, confectionery, and pet foods (Nestle n.d). Nestle is the largest food company globally in terms of revenue, market value, profits, and assets. The company has over 8000 brands, with 29 registering over a billion United States dollars sales annually. The company operates over 447 factories in 187 countries globally, with over 291 000 people (Nestle n.d ). The company is among the best employers in Europe with six Leadership in Energy and Environmental Design certifications and sponsor several activities and sustainable projects globally (Wijesinghe, 2018).
Despite its numerous accolades, various individuals have accused the Swiss Multinational company of numerous business malpractices over the years. Nestle has hit news headlines for several morally wrong reasons, from the days of Ethiopian Debt to the viral baby milk campaign (Wijesinghe, 2018). The company has made news for price-fixing, notably in Canada, pollution notably in its Shanghai Limited bottled water manufacturing plant in China. More gravely, it’s the lawsuit the company faced regarding child labour, abuse, and trafficking.
Nestle Food Company and Child Labour
Nestle company faces the moral challenge of child labour in its cocoa production processes. Different parties have repeatedly accused the multinational company of tolerating child labour in other cocoa-producing farms, majorly in Ivory Coast. In 2005 the International Labour Rights Fund sued Nestle Food company on behalf of six Malian nationals, former child slaves forced to harvest cocoa under poor working conditions in Ivory Coast. Additionally, in 2010 a documentary titled the “Dark Child of Chocolate” brought to public attention the cocoa plantations in Ivory Coast that use child labour, employing children between 12 to 15 years old primarily trafficked from neighbouring countries (Wijesinghe, 2018). Nestle purchases its cocoa from plantations in Ivory Coast; thus, society directly associates it with the child labour in this plantation. This presents a major ethical issue that affects the reputation of the company and Nestle brand globally.
The moral issue affecting Nestle Food Company’s business ethics revolves around child labour. Child labour affects children emotionally, physically, and physiologically and infringes on children’s rights (Nogler et al., 2016). Nestle food company’s code of conduct prohibits child labour. However, it emerges that the company embraces child labour malpractices impacting its business ethics.
Nestle food company’s tolerance of child labour impacts the deontological perspective of ethics. Forced child labour deprives these children of their freedom, human life, justice, and care. Some children working in these plantations are victims of human trafficking. Thus, they do not consent to work in the plantations (Wijesinghe, 2018). Additionally, these plantations force children to work under challenging conditions. In the International Labour Rights Fund submission, the victims document that the plantations cause them to work more than fourteen hours in the plantations six days a week in hazardous conditions, starved and beaten. This shows little regard to human life and lack of justice, and Nestle food company is doing very little to curb this practice.
Stakeholder Analysis
Government and policymakers play a huge role in child protection. Society task these institutions to protect children’s rights and ensure that they do not become victims of child labour, making them significant stakeholders in forced child labour. Also, it is their responsibility to enact and enforce laws that set work standards such as legal work age, prohibit child labor, and encourage child education (Thomas, 2019). Therefore, governments in various countries where Nestle company engages in the production, especially cocoa production, should enact laws that compel the company to live up to their policy prohibiting child labour.
Secondly, consumers should not be driven by product prices; instead, consider the social impacts of their purchase. Consumers should be mindful of how companies produce the products they consume (Thomas, 2019). They should pay attention to the use of child labour in the global supply chain and boycott products from companies that tolerate child labour in their production. Nestle being a company that deals in consumables, consumers can push the company to sort the problem of child labour in its various supply chain.
Additionally, society is vital in solving the issue of child labour. It is the duty of every individual in the community to protect a child and make society child labour free. Every member of the organization must stop child exploitation and ensure the prosecution of offenders (Nogler et al., 2016). Increased societal support for education and support for families at risk of engaging in child labour is essential in eliminating this historic challenge. Nestle is a global brand whose products exist in almost all households’. Individuals in society should evaluate how the impacts of their purchases on the company’s child labour malpractices.
Furthermore, unions and institutions concerned with protecting human rights and upholding children’s welfare are crucial in the fight against child labour. The efforts by organisations such as the United Nations International Children’s Emergency Fund, International Initiative of End Child Labour, International Labour Organization, among others, in promoting a global campaign against child labour and encouraging children education will accelerate the pace of the progress of actions aimed towards eliminating child labour in the society (Nogler et al., 2016). International organisations and unions should double their efforts in compelling Nestle food company to stop embracing child labour in its various supply chain.
Importance of Child Labour to Business Ethics
Child labour is among the severe ethic issues that businesses have to handle in their daily operations. The act is morally, ethically, and legally unacceptable in countries globally. Business ethics outline the responsibility of a business is consider the needs of customers and obey laws and regulations governing the business process (Crane et al., 2019). Business ethics operates under citizenship, responsibility, trustworthiness, fairness, respect, and caring (Crane et al., 2019). Adherence to laws prohibiting child labour highlights a company’s ability to live up to the principles of business ethics. It shows a business taking responsibility for ensuring children’s rights are protected, showing the society that it can be trusted to care and be fair in its operations. Incidences of child labour in an organisation raise questions of the business’s conduct and procedures; thus, for society to consider a business brand and its operations ethical, it is paramount that the organisation speak against and eliminate any incidence of child labour in its supply chain. Unlike the other malpractices, the issue of child labour in Nestle food supply chain hit the headlines. It commanded serious conversations, implying the importance that society attaches to child protection.
Recommendations
Nestle Food can implement the following measures to curb the constant accuses of child labour surrounding the organization’s supply chain. The company can conduct due diligence on its supply chain, raise awareness, provide children with an alternative to work.
Nestle should conduct due diligence before engaging in business with any supply chain. Conducting risks assessment and impact help the company understands how the supply chain works (Nogler et al., 2016). It helps the company answers question such as; are there cases of child labour? What are employees’ working conditions? And what is the possibility of the supply chain engaging in forced child labour? On two different occasions, five years apart, 2005 and 2010, Nest food company has found itself in the middle of child labour problem from the same supply chain, cocoa plantations; this reflects a company that has not done sufficient due diligence. Therefore, to avoid such challenges in the future, the company should thoroughly evaluate the companies in their supply chain to fully and sufficiently understand their operations.
Secondly, Nestle food company should raise awareness about different aspects of child labour to individuals, communities, and families especially, those in its supply chain. The main reason child labour is prevalent in developing countries is the knowledge gap on the impacts of child labour on children, laws governing child labour, and the consequences of child labour (Thomas, 2019). Businesses taking it upon themselves stop educate various stakeholders on the issue is essential in eliminating the vise. For instance, Nestle food company should educate individuals in Ivory Coast on different aspects of child labour to create awareness and influence forced child labour practices in its cocoa production process.
Nestle can also provide children caught in forced labour in its supply chain with alternatives to work like paying for their education and improving their well-being. Getting involved in rectifying a situation speaks highly of a company and helps build a company’s reputation (Wijesinghe, 2018). For instance, Nestle can help enhance the well-being of children undergoing forced labour in various cocoa plantations in the Ivory Coast. Education plays a vital role in eliminating forced child labour.
Conclusion
How a company conducts business, and its process plays a significant role in how consumers and society perceive its operations. Child labour is among malpractices that impact business ethics. Different ethical perspectives exist on how scholars forced child labour. Child labour is prevalent in multinational companies, especially in its supply chain, and involves various stakeholders. Therefore international companies should create awareness, offer alternatives to children, and do due diligence to avoid being caught up in the force child labour problem.
Bibliography
Crane, A., Matten, D., Glozer, S. and Spence, L., 2019. Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press, USA.
Nestle Food Company. Company profile. Nestlé. (n.d.). Retrieved November 16, 2021, from https://www.nestle-esar.com/aboutus/company-profile.
Nogler, L., Pertile, M. and Nesi, G., 2016. Child labour in a globalized world: a legal analysis of ILO action. Routledge.
Thomas, C., 2019. Freedom from child labour: A fundamental right. In Research Handbook on Labour, Business and Human Rights Law. Edward Elgar Publishing.
Wijesinghe, P., 2018. Human rights violations by multinational corporations: Nestle as the culprit. Available at SSRN 3136321.