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Recommended: Employee ethics
It Wasn’t My Fault Tia Benjamin, writer of organizational policies, procedures, and management training programs for more than a decade, suggests: “Irresponsible employees have a direct impact on productivity and the bottom line,” and goes on to explain that irresponsible workers can actually harm the morale of those around them (n.d.). The article Client Obligations and Handling your Boss by Jessica Silliman brings to light just one example of an epidemic that is sweeping modern America. There is a clear lack of personal responsibility. Recap of Relevant Facts A new employee, Rosie Alexander, was given a task from her supervisor, Conor Hall. The task was answering a few questions about a recent acquisition of new stock for a long-term client. Rosie, unable to answer all of the questions and provide a comprehensive response, sent her draft back to Conor requesting additional information. She expressly stated in her response that the information that she provided should not be sent to the client due to the informal nature of the response. A few days later when the client followed up with her request Conor, who had not yet done anything with Rosie’s response, forwarded the incomplete response to the client. When client then complained that the response lacked detail, instead of taking any form accountability or responsibility, Conor placed the blame on Rosie. In doing so he put her in a difficult position and made her look unreliable. The next day Rosie decided to approach her supervisor and tell him that he should tell the client the truth to which Conor agreed. The Root of the Problem We have forgotten, or are no longer being taught, what it means to have any sort of personal or professional responsibility. Problem C... ... middle of paper ... ... become all too rare in today’s leaders,” and went on to explain that unfortunately the trend of irresponsibility is introduced to us as children at a young age. It can begin with waivers which abdicate responsibility of the school or institution should one decide to have their child play sports (2013). Unfortunately it does not end there; more often than not we purchase goods and services which come with notices that limit the company’s liability if their product does not perform necessarily as intended. Sadly, with lawsuits such as Liebeck v. McDonald’s Restaraunts, which awarded an undisclosed amount of money to the defendant due to the coffee being “too hot,” these types of limited liability notices, that most would call common sense, are going to become much more common. After all how is one supposed to know that the coffee is hot without the warning label?
• Accountability: We don’t say, “It’s not my fault” or “It’s not my job.” We take responsibility for meeting our commitments – our personal ones as well as those of the entire organization. We take ownership of the
Kellerman, B. (2004). Bad Leadership: What it is, How it Happens, Why it Matters. Boston, Massachusetts: Harvard Business Press.
ability to give off responsibility has created a lazy society where people of all parts of life have
employee tends to rise to his level of incompetence." 5 With such a thought in mind, how
Different levels of breach among different levels of management can cause a lack of concern for ethics as the level of trust between manager and subordinate differ in the amount (Mclean, Litzky, Holderness, 2015). Ultimately, an employee with a high threshold of trust will be more affected by a lack of ethical behavior from their manager than that of a lower trusting employee with less of a relationship with their manager (Mclean, Litzky, Holderness, 2015). The other disconnect is that can occur is the dislike for the company an employee works for (Mclean, Litzky, Holderness, 2015). Organizational cynicism is caused by the negative attitude towards the company and in turn causes the employee to disregard the rules and regulations. Employees who have high levels of corporate distrust will be more inclined to have organizational cynicism (Mclean, Litzky, Holderness,
Good Boss, Bad Boss by Robert Sutton PhD tells what good bosses do and learn what not to do by bad bosses. Dr. Sutton breaks the book down into nine chapters that cater from having the right mindset to it is all about you. The book breaks down situations into common sense thinking.
On February 27, 1992 Stella Liebeck of New Mexico went to purchase coffee from Mc. Donald in her grandson’s car. Liebeck’s grandson then parked the car to give her an opportunity to put her cream into her coffee. The car transporting her at the time, had no cup holder so she improvised and placed the cup between her legs. During that process Liebeck spilled all of her coffee and was rushed to the hospital, because the coffee burn through the pants that she was wearing. Upon arriving at the hospital she was informed by the doctors that she suffered third degree on six percent of her skin. Liebeck suffered tremendously as a result of the burn. She was hospitalized for eight days and had to undergo surgery. Apart from that she was somewhat disabled for two years. Liebeck made attempts to settle with McDonald, she wanted them to be accountable for the injury she suffered. She wanted them to pay for the incurred expenses as well as the expense she anticipated in the future. McDonald on the other hand agreed to pay $800.00 but Liebeck was asking for $20.000. This case wasn’t settled using ADR methods so it became a trial (Wiki, n.d).
Fast, N., & Chen, S. (2009). When the boss feels inadequate: power, incompetence, and aggression. Psychological Science, 20(11), 1406-1413. doi:10.1111/j.1467-9280.2009.02452.x
Cross, Frank B., and Roger LeRoy Miller. "Ch. 13: Strict Liability and Product Liability." The legal environment of business: text and cases, 8th edition. Mason, Ohio: Cengage Learning Custom Solutions, 2012. 294-297. Print.
Human Resource Action: Schedule a meeting with discuss her inappropriate workplace behavior, and next steps. First, thoroughly review the complaint against John. Secondly, schedule a meeting with Jill to discuss her inappropriate comments and workplace behavior. Assured Jill that her sexual harassment complaint is being investigated. However, it does not excuse her inappropriate comments or behavior, which should cease immediately, or result in a disciplinary actions. Furthermore, recommend Jill contact the confidential Employee Assistance Program (EAP) service to discuss this matter, which is obviously causing
Responsibility is something our parents teach us at a young age by being examples themselves in their daily lives. My father as a Police Officer has taken the Oath of Honor to uphold the Constitution and protect the rights and lives
There's no one to blame but there are a million or so of us to take responsibility, to fix it from within, and that is the hallmark of a nation and a people. That's leadership, management, tradition and spirituality. Granted, the solutions don't come easy. I know that from my personal experience, just as we know that it's the willingness to struggle towards the ideal that elevates us as individuals, communities and societies. Therefore, leadership plays a very important role in our lives. The ethics of leadership rests upon three pillars: (1) the moral character of the leader; (2) the ethical legitimacy of the values embedded in the leaders vision, articulation, and program which followers either embrace or reject; and (3) the morality of the processes of social ethical choice and action that leaders and followers engage in and collectively pursue. Such ethical characteristics of leadership have been widely acknowledged (Wren, 1998). Transformational leaders set examples to be emulated by their followers. And as suggested by Stevens et al., (1998) and demonstrated by Conger & Kanungo (1998) when leaders are more morally mature, those they lead display higher moral reasoning. But not all leadership fits the same pattern and ethical analysis shifts with varying leadership modalities. In the societies of the western world the subject of responsibility is increasing in importance. (Moran, 1996) Issues of responsibility arise in small social units as well as in global societal structures. Responsibility establishes a connection between person and society. Mothers and fathers who care for their children or a person who warns his colleague about taking up business with a questionable partner are examples of responsibility within small so...
Good employees see others not following ethical guidelines and it causes them to lose faith in their coworkers. Bad employees see the same thing then believe they can get away with it. Both scenarios can cause horrible things to happen very quickly. It is even worse when employees see management take the wrong path. Managers are the ones that should be setting the example. That is like a five-year-old watching his or her parents take illegal dr...
Another thing I have seen is when employees take small things from the company they work for. I have seen an employee who used to have another coworker clock her in if she were going to be late. Although this annoyed me, I cannot say I opened my mouth about it. I did not feel it was ethical. However, I did not want to be involved and turned a blind eye to that situation. I think in part was because the moral was not a good one in our office and I noticed that my immediate supervisor would show up late and intoxicated. In some ways I believed all parties would eventually be caught for what they were doing. I knew one day I would own my own business and just took a mental note of some of these inappropriate actions that people partake in. Each and every day we face whether we will act in an ethical fashion. It is more of a struggle for some than others. Now that I am a business owner and a parent of three now adult children, I have really tried to instill what was instilled in me. When you become responsible for not only yourself but for other human beings that rely solely on you to teach what are the right and wrongs of this world, it is a huge responsibility. I am aware that my children and family
Ethics is the responsibility of each individual person, but starts with the CEO and the Board of Directors, setting the right tone at the top and moves down through the organization, including setting the tone in the middle. A company’s culture and ethic standards start at the top, not from the bottom. Employees will almost always behave in the manner that they think management expects them, and it is foolish for management to pretend otherwise (Scudder). One of the CEO’s most important jobs is to create, foster, and communicate the culture of the organization. Wrongdoings or improper behavior rarely occurs in a void, leaders typically know when someone is compromising the company