Ethics and Morality Principles Evaluation

Ethical Analysis at Workplace / Ethic Principles Evaluation Specific situations at job in which decision-making was or was not based on ethical principles Participation in or response to the situation Whether or not you think the situation was handled correctly Suggestions for how the situation could be better addressed in the future Business ethics deals with a vast range of ethical or moral principles arising in the business context. It entails the actions of company employees in their work setting and positions and actions of companies on ethical issues.

While the news is packed with tales of organizational corruption, numerous firms today conduct their operations in an ethical manner, on a daily basis. There are a few good examples of ethical decision-making in businesses that afford us a peek at how we can implement ethical principles in our organizations. I work as a computer analyst in an information technology firm, which looks to ethical principles while making decisions. Ethical principles are the basis of decisions discussed in this paper (Kunz, 2015).

Specific Situations at the Workplace in which Decision-making was or was not based on Ethical Principles Harassment Any form of harassment violates the ethics policy of a company, in addition to potentially violating the federal law. The grounds for cases of illegal harassment may be color, age, gender, race, disability, nationality, or even religion. Sexual harassment, in particular, is unfortunately becoming common in workplaces today.

But, though everyone is aware of the fact that sexual harassment isn't acceptable and is a violation of ethical principles, consensual sexual relationships prevail at my place of work. Initially, romantic relationships among colleagues may not appear to be a serious issue. It might even appear as a good idea. Workplace relationships, however, may turn out to be immensely problematic, if the relationship ends on a bad note or the parties involved begin showing partiality towards one another.

One may think that such relationships among colleagues will very likely lead to a happy-ever-after ending. In fact, at times, workplace relationships have the potential of working out well; however, the odds aren't always in their favor. The parties involved might initially be happy with the relationship, but once the "honeymoon stage" wanes, as it ultimately does, the relationship can come to an unpleasant end, culminating in a lawsuit or claims of sexual harassment.

At my place of work, consensual relationships are particularly risky, as they take place between a subordinate and a superior. The superior obviously has authority over the junior and is in a position to impact the junior's future in the organization. In one such case, the superior began to apparently disparage the subordinate after their relationship broke. Such cases start to have significant adverse effects on company productivity and performance, because of increased subordinate absenteeism owing to fear, stress, anxiety, depression, panic attacks, and ill-health.

Often, stress that isn't adequately dealt with may cause errors, fatigue, disease, illness, and injury at the workplace. Other ill effects of such scenarios are reduced productivity and performance brought about by isolation; low morale, distraction and collapse of work relationships; subordinate turnover; demotivated and miserable subordinates; waste of management time in looking into and tackling complaints; injured reputation; constant conflicts leading to unhealthy company atmosphere/culture; negative publicity; and costly litigation procedures (Hrhero, 2015).

Inappropriate Internet Use One among the most widespread ethical violations, perpetrated by employees on a daily basis, is abusing the Internet use policy of one's organization. At my place of work, staff members constantly surf the internet during work hours; my colleagues are hooked on social networking, gambling, news, and shopping websites and this addiction is brought with them to the office (Hrhero, 2015). Such activities negatively affect employee work-hours, amount of concentration on job-related tasks, and general productivity.

Uncomfortable situations may crop up among coworkers in case personal Internet usage involves the use of inappropriate websites, such as pornography; employee morale may be adversely impacted. When each bit/sec on the company connection is important, inappropriate and personal usage (e.g., uploading photos, downloading music, or streaming videos) can impede normal operation. Harmful malware can find its way into the company's system via several inappropriate sites (particularly, pornographic websites and some downloading sites), thus risking the integrity and safety of one's organizational information and network infrastructure (Mercer, 2015).

Social Networking and Blogs These are twenty-first century sensations that have burst in on the Internet and taken the world by storm. People may have accounts on Facebook, Twitter, MySpace, and LinkedIn, as well as personal blogs that they just have to update and check daily. They fail to realize that tweeting, adding blog entries and updating their Facebook profiles aren't exactly ethically-correct, unless they form part of one's job.

There are most likely company policies that forbid personal Internet usage, and these might also address the issue of blogging and social networking during office hours (Hrhero, 2015). Participation in or Response to the Situation In the first case, i.e., harassment, my advice to the affected subordinate was to ignore the insulting and critical remarks of the superior he was previously dating. I offered him psychological support for coming out of the situation.

I made it a point to inform our team leader, who then took this issue to the top management. His situation was greatly improved after the superior in question was strictly warned by top management to refrain from such behavior. In the second scenario -- inappropriate internet usage -- I approached my team leader once again and reported the issue. He made the concerned employees understand that they were misusing company assets, and warned them against such activities in the future. Gradually, misuse of the Internet stopped (Hrhero, 2015).

In the third scenario, I, yet again, informed my leader, who offered valuable guidelines to ensure appropriate online communication and non-violation of ethical principles. Usage of social networking and blogging websites negatively impact one's personal time; it has no bearing on the equipment or time of one's employer. Whether or not you think the situation was handled correctly There was still room for lots of improvement in the aforementioned situations.

When the leader wasn't present, harassment, and inappropriate internet and social media usage occurred, indicating that these issues hadn't been completely eliminated from my workplace. Detrimental effects of the above issues began surfacing in the form of a drop in company profitability and performance levels. In the harassment case, the subordinate grew mentally weaker and was contemplating quitting the job. In the second scenario, company personnel used the internet for various inappropriate purposes, wasting precious time that could be devoted to doing job-related tasks.

In the final case, whenever the leader wasn't around, people opened up blogs and social media sites, even when workload was immense and tight schedules had to be adhered to (Kunz, 2015). Suggestions for how the situation could be better addressed in the future Organizations have to actively involve themselves in instances of ethical violation, and prevent the issue from assuming huge proportions.

Taking appropriate action in a timely manner may help adequately resolve a situation; this is crucial not just for individuals, but for the organization too, as it can prevent the issue from negatively affecting the overall image of the company, its operations, and productivity. Firms can implement the following plan: Call a Meeting The meeting must communicate to staff members that they watch out for instances of workplace harassment; also, it is their duty to speak up if they know of any such incident.

They must be encouraged to intervene when appropriate (if there is no personal risk in intervening). Company personnel should know that they need to report such incidents to their superiors, rendering a detailed account. They must be given the assurance that there will be no reprisal or embarrassment for them if they come forward. Diversity issues are something management must understand to avoid social exclusion of certain employees, particularly where one of the factors is mental-well-being concerns.

Additionally, national/state laws pertaining to ethics violation need to be communicated appropriately (Workplace Strategies for Mental Health, 2015). Provide Training to Managers to Adopt Certain Leadership Style Organizational leaders must be trained to tackle cases of harassment, blog/social media usage, and improper internet usage. In this regard, both leaders who have a command-and-control leadership approach (emphasis on punishments and rewards) and those who seldom offer feedback or remark on employees' performance will increase the probability of workplace bullying and harassment cases.

Studies have proven that improved outcomes are generated by transformational leaders (who positively motivate and encourage their team to accomplish job tasks) (Workplace Strategies for Mental Health, 2015). Conduct Facilitated Group Sessions These sessions must be carried out for reinforcing organizational policies with regard to harassment, improper internet usage, and blogs and social media usage; the sessions must also serve the purpose of encouraging organizational members at every level to ruminate on how their behavior at the workplace affects others.

Awareness must be created among company personnel to ensure that all organizational members, including new members adequately know the regulations and policies (Workplace Strategies for Mental Health, 2015). Take Complaints Seriously Personnel should know who they can approach if they are victims of workplace harassment, or witness others engaging in inappropriate social media or internet usage. Aside from this, there must be specific procedures in place so that employees can report the above-mentioned ethical violation incidents to any supervisor, senior leader, or representative of the company.

In harassment cases, the company may choose to institute the position of an employee advocate. Management must bear in mind that those suffering from mental health problems generally lack the strength to personally get involved in complaint processes. Furthermore, leaders must decide how complaints will be initiated (whether informally or formally), how to tackle trivial or irksome complaints with evil intent, and how to protect employees, and what their role.