Ethical Analysis

As an employee do you ever take the time to sit and read through your jobs handbook or contract agreements? The truth is there are a very select few that really take the time to view the information that is set to inform you of the policies and procedures that are beneficial to your job. For Instance, organizational justice ensures that not only the organization but the employees are treated fairly and protected in case of an unlikely incident. Organizational justice as defined by our text is a more complete view of fairness within organizations and a process theory of motivation extending equity theory arguments (Giblin, 2014).

Another important factor to consider is if each of the organization's employees is being treated fairly. An organization should ensure that they create and follow a code of ethics in which employees feel that both the employee and the employer are held accountable and encouraged to be ethical in treatment to one another. This translates as a feeling by employees that the employer trusts them in their jobs and professions and that all employees are treated fairly and justly in all actions and company pursuits. This means that each employee should be treated

Differences in the employees’ pay and compensation can be a form of discrimination depending on whether it is guided by job position, experience, and qualification of the employee or not. Occupation differentiation and differentials in earnings is not necessarily a form of employment discrimination. However, the case in ABC Corporation which had led to disparate treatment of employees in terms of payment had created a form of unintended discrimination and trying to correct it cannot raise ethical conflicts between the employees (Clarkson, Miller & Cross,). Ethics are based on the principles of doing right or wrong, god or bad in a certain situation. In this case, ABC Corporation is trying to honor its moral obligation by doing what is right-balancing the pay of its work to solve differences in their pay. This does

Discrimination in the work, purposely or accidentally, not just harms the workers’ work knowledge, but it exposes the company to a lawsuit for violating the laws that defend races and groups. Discrimination against the smaller groups, based on color, race, ethnicity or other groupings,

Employers are required to treat all employees equally and give equal opportunity to all employees when considering performance management criteria. The employers should not have pre-judged views or biased views when approaching excellent or poor performing employees.

This gives the employees a level ground for all to work in since no one, after coming from work, can be prejudiced by the people around him or her. In addition, the society can give a chance to voice the people who are treated badly and try to be understood. If I were the CEO, I would implement policies like training. This will ensure that all the workers are familiar with discrimination laws. Another policy I would put up is like sticking to the job requirement when hiring. It ensures that the person working is equipped with the right requirements and was not chosen on the basis of any other factor except the job requirements. It also protects the company from discrimination lawsuits, (Osborne,

To influence a healthy work environment for all workers, companies need to implement programs, policies and practices that respond the cross-generational desires for respect, flexibility and total fairness in the workplace; a culture of inclusion should be built to directly address the negative stereotypes in the work

As we are moving in to a society of more and more people being diagnosed with some form of mental disability, the ethical boundaries that are set as a guide line for professionals are just that. A guide line. The article “The Conversation Continues… Historic Shifts in the Debate on Ethical Boundaries.” Ofer Zur uses real life scenarios about roads we as professionals might travel while dealing with clients in the Human Service industry.

Adam effectively identifies the ethical principles that apply universally to all employees by eliminating the gender bias and focusing on the employees’ rights as well as his duties

More specifically, the article relates to the concepts on “Challenges Faced by Managers and Organizations” as sexual harassment and discrimination are a major part of ethics. Which, in the workplace can be particularly difficult to address and regulate due to various inequalities within society. For example, Ellen Pao though her complaints in being discriminated against and being the target of sexual harassment because of her gender her case was dismissed and disregarded by most and in the end she lost. The discrimination Pao experienced was very subtle. Pao described it as “1000 paper cuts.” Many times Pao would receive written evaluations and performance reviews that were in the high rating area and would still be passed over for the higher level job. When this happens the management would give her contradicting answers. This is due to the fact that we have been socialized to regard certain experiences and treatment as acceptable; however, this does not make it right. It’s the management’s role to hire individuals for work performances instead of being gender bias. It is also the management role to give positive feedback to their employees to help improve their work habits instead of being contradictory. This makes ethics, sexual harassment and discrimination in the workplace a

In the workplace as well as one’s personal life is essential for ethics to be maintained; often taking the right action is not always the most popular choice. It is important for maintaining an upstanding ethical code of conduct to be a productive individual as well as function as an employee in the workplace.

Build a mirror CRM production system over the next two weeks so that a rebuilding of the main CRM system could occur to plug security holes and assure that another DoS attack would not be successful.

Organisations have sought out to have a more diverse workforce, as it is claimed to increase organisational effectiveness. A team with individuals from different social group, personalities, values and beliefs, and etcetera, when managed well, can be an asset to the organisation. More often than not, there will be some sort of discrimination in the workplace, especially with a very diverse workforce. Therefore, with proper training and benefits to ensure the development of these employees, and legislation and policy to ensure equality and reduce discrimination within the workforce, it can drive competitive advantage and organisational profit. When looking at diversity in the workforce, the business case and the moral case justification are often necessary. The following paragraphs will talk more about the business case and moral case, and the linkages between them, as well as the theories and conceptual frameworks for the business and moral cases justification for diversity management in organisations.

Three frequently problematic ethical issues within the workforce are harassment, discrimination, and retaliation. Harassment and discrimination in the workplace occur in different methods. Workplace harassment in any manner of unwanted behavior toward an employee that leashes obstacles in performing job duties and/or making the employee feel he/she is working in an unwelcoming environment. Harassment can be a result of several factors such as, race, gender, culture, age, sexual orientation, national origin and/or religion. For the most part there are various countries that have laws in place to safeguard

The human resource management has been highly shaped by such cases by ensuring that there is discipline, respect and code of ethics in the organization. This is a step that the management has to take in order to evade the liability issues which may cost the company a huge sum of money. A major step that the human resource management has taken is formulating policies that prohibit sexual harassment, retaliation and other forms of discrimination. This has been the case since most prospective job applicants’ lookout for employers who comply with the governing laws that prohibit discrimination. The human resource management that has taken this step has contributed to building a good reputation for the company. Through the policy planning, the management is able to communicate to their officials and employees that the company would not be liable for any discriminatory misconduct. The human resource management has also been able to come up with penalizing measures for those who fail to comply with the policies. This keeps the