Case Study Of Techfite

A. As Human Resources Director for Techfite’s new location in Dellberg, I feel it is necessary to implement policies that reflect and maintain our company culture of workplace collaboration and leadership development. In an effort to also encourage employee empowerment and engagement in corporate decision making, I propose the following corporate policies that reflect a virtue-based perspective of ethics, be implemented immediately.

1. Techfite must keep promises made to the community in which the factory is located.

2. Techfite must organize the budget so as not to constrain full time benefits for employees.

3. Techfite must limit bonuses paid to top executives.

A1. Rationale behind the preceding policies:

• To gain trust from the community,

It is desirable for a company to be socially responsible. For example:

• Employees proud to work for a good company and under guided ethics will work harder. Internal society will flourish, as first-line management will spend less time on issues and more time on quality and production. At Techfite, time managing employee’s concerns about hours and benefits can now go toward building a strong workforce.

• A socially responsible Techfite, will be viewed by Dellberg as a company that is good for their community. Techfite will have the support of the city and have a good reputation, making recruiting and retaining employees far easier. If Techfite follows through with the youth leadership plans it has promised, we will see support, as well as future leaders going into the workforce in the immediate area.

• To become a presence of being a company that is good for the community, Techfite must hold to the promises it has made. Dellberg is a bankrupt city and investments to rebuild in environmentally responsible ways have not been funded. Once this has been addressed and realized, Dellberg will not only see Techfite as a company that is great for their community, but our employees will also feel like this is a great place to