Business Ethics Pregnancy and Job Term Paper

Download this Term Paper in word format (.doc)

Note: Sample below may appear distorted but all corresponding word document files contain proper formatting

Excerpt from Term Paper:

While pregnancy per se is not a permanent condition, there are long-term consequences of the state. (M kel, 2005) the issue of work/life balance and quality of life can become important factors in the life of the female employee. Many organizations also tend to have the perception that women with children will be less focused and dedicated to their work. (Kidwell, 2001) the idea that the man is the bread winner and the woman the nurturer is still the main stream value. Although women have been in the workforce since the industrial revolution, in the past they exited the workplace after a child was born and returned only much later. In the past few decades however, women are less likely to want to leave the workforce. Many factors have impacted this decision -- higher standard of living, single mothers, lower wages and fewer opportunities to return back after an extended break are some.

Many employers tend to devalue the importance of the pregnant female employee during pregnancy and after childbirth. (Bragger, Kutcher, Morgan, & Firth, 2002) the fear is also that many productive female employees will choose not to return to work after pregnancies also acts as an inducement for companies not to higher females within child bearing years. As such, often, the bias might exist even if the female employee is not pregnant. Companies might be less likely to train or groom a young female employee for succession roles in the organization. and, lesser qualified men might be selected in the process. In addition, companies might also withhold training and education of the female employee considering it a wasted expense. It is important to note however, that the male employee can also be just as undependable. They could move jobs for better prospects and the company can still lose a productive employee.

Employers have some logical and genuine concerns that arise from having to deal with pregnancies in their workforce. For instance when the workforce is predominantly female, too many women taking maternity leave at the same time could disrupt operations. Courts and legal arbitration also tend to review these factors when making their decisions. While it would seem ethically wrong to be biased against pregnancies, companies exist to make profits. Any management will tend to avoid any factor that impacts the profitability of the organization. The idea that pregnant women are unproductive is not really a valid issue unless the productivity prior and during pregnancies can be evaluated.

Many of the issues of maternity leave are receiving greater media coverage in recent times due to a higher percentage of women entering and remaining in the workforce during and after pregnancies. Women are also entering new avenues of work where the guidelines of dealing with pregnancies are still being understood. Dependability of employees and the assurance that the employee will be very productive for a company is the premise on which most organizations identify training and educational programs. It is however important to note that there are no guarantees with respect to life and valuable employees can be lost as a result of accidents and sickness.

Organizations can lose skill and talent as a result of job hopping, low motivational efforts, pay incentives and bad working condition. To solely view pregnancies as a reason for loss of employee is in a manner short sighted and petty. When discrimination occurs to 50% of the entire workforce as a result of an event that is natural and important for mankind and the sustaining of population the unfairness of the entire process can be demoralizing.


Anonymous. (2005). Keeping mum: pregnant employees and employment rights. Human Resource Management International Digest, 13(4), 41-45.

Bragger, J.D., Kutcher, E., Morgan, J., & Firth, P. (2002). The effects of the structured interview on reducing biases against pregnant job applicants. Sex Roles, 46(7/8), 215-226.

Gueutal, H.G., & Taylor, E.M. (1991). Employee pregnancy: The impact on organizations, pregnant employees, and co-workers. Journal of Business and Psychology, 5(459-475).

Halpert, J.A., Wilson, M.L., & Hickman, J.L. (1993). Pregnancy as a source of bias in performance appraisals. Journal of Organizational Behavior, 14(649-663).

Kidwell, S.A. (2001). Pregnancy discrimination in educational institutions: A proposal to amend the Family Medical Leave Act of 1993. Texas Law Review, 79(5), 1287-1320.

A kel, L. (2005). Pregnancy and Leader-Follower Dyadic Relationships: A Research Agenda. Equal Opportunities International, 24(3/4),…[continue]

Cite This Term Paper:

"Business Ethics Pregnancy And Job" (2008, April 23) Retrieved December 8, 2016, from

"Business Ethics Pregnancy And Job" 23 April 2008. Web.8 December. 2016. <>

"Business Ethics Pregnancy And Job", 23 April 2008, Accessed.8 December. 2016,

Other Documents Pertaining To This Topic

  • Business Ethics When the Truth Takes a

    Business Ethics When the Truth Takes a Stretching Class Maria Bailey clearly and blatantly misrepresented the size of her start-up business, but shrugged it off saying she knew what she was "capable of doing" and just wanted to show potential clients "what we were going to be," rather than tell them the truth about how fledgling her business actually was at that time. Was it immoral for Mary Bailey to misrepresent her company? Looking

  • Ethics of Good Business vs Gender Inequality in Health Care

    Ethics of Good Business vs. Gender Inequality in Health Care In excess of any other organization, concerns that deal with patients and their well-being are of utmost significance in the healthcare industry. This is since; individuals in this business are dealing with such circumstances and environments, every day, which have a direct manner on another person's way of life. That is why, it is compulsory for all healthcare organizations to have

  • Business Entities Laws and Regulations

    Felipe's inability to speak English would be a liability to the company and a possible safety threat, so he should not be hired as well. That leaves Eric and Michelle, who are both qualified candidates and could therefore both be hired. Even though Eric does not have a high school diploma, his life experience should make up for the lack of education, and he knows how to work a

  • Business Entities for the Bar

    However, as Nick is unqualified for the position, the medical question is moot -- Nick would not be hired because he has no experience. Michelle has some past experience and would be under consideration. Under the terms of the Pregnancy Discrimination Act prohibits discrimination on the basis of pregnancy in employment. The Act does not explicitly prohibit Mei-Lin from inquiring about the pregnancy, but it is recommended that she refrain

  • Business General Please List Sections According to

    Business (general) Please list sections according to instructions Exercise 1.1: Review of Research Study and Consideration of Ethical Guidelines Option 1: Stanford Prison Experiment Go to:, the official site for the Stanford Prison Experiment. What do you think the research questions were in this study? List 2 or 3 possible research questions (in question format) that may have been the focus of this experiment. What happens when you put good people in an evil place?

  • Business Entities Laws and Regulations Information

    Transaction Under Each of the Five Ethical Theories Ethical fundamentalism: Juanita's behavior is clearly in contravention of a normative code of ethics since each of the world's religions proscribe bribery. The Bible, for instance, as does the Koran goes on in depth about the severity of perverting justice and bring officials or any one involved in the jurisprudence sector. Utilitarianism Utilitarianism is somewhat stickier in application. If Juanita's behavior provides the greatest amount

  • Ethics of Employee Location Monitoring in the

    Ethics of Employee Location Monitoring In the contemporary workplace, workers are usually aware that their computer activity, email, and phone conversations may be -- and probably are -- being monitored by their employer. Efforts to limit the consumption of offensive or pornographic material, use of company resources for non-work purposes, and desire to track employee behavior in order to improve efficiency leads managers to install keystroke logs, RFID location tags,

Read Full Term Paper
Copyright 2016 . All Rights Reserved