Abstract
A case is presented about a company who has hired a supervisor from another subsidiary in the company. In an open department meeting, the system department manager described a concern that promotions were given based on likeability not work quality. The new supervisor met privately with the assistant department manager and exclaimed that she would not accept individuals that are not team players. She requested the managers’ names and expressed if he did not provide information about anyone hurting the company, that he would be considered part of the problem. The following analysis will explore ethical issues from the justice perspective of the assistant manager, supervisor, the company, and stakeholders. Various alternatives will
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Should Steven comply with one, both, or none of those requests? (b) Honesty and integrity - Steven may be making inaccurate accusations which could blemish the reputation of the named managers. (c) Conflict of Interest – Where is Steven’s loyalty? To himself, his coworkers, other managers, or the company? (d) Trust - Why did Stephen bring the topic up in the team meeting in front of everyone rather than in private to a manager?
Stakeholders
Stakeholders include: (a) Steven, as he brought up the concern to the new supervisor. (b) Kristin, as an ambitious supervisor, new to this subsidiary. (c) The company and its parent company based on implications of favoritism. (d) The other employees and managers in the firm are stakeholders as they may be affected by an investigation of the allegation. (e) Former employees, if the allegation is found correct, and they want to return to work at this company. (f) Stockholders, as they would not want a reputation blemish of this nature.
Possible Alternatives and Ethics of Alternatives from a Justice
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(a) The ethics are, Steven could unfairly jeopardize his job if he does not provide the names. He could also be unfairly protecting unethical managers. (b) Practical constraints are that Kristin might be trying to make a name for herself (Butts, 2018) by cleaning up favoritism. Kristin might fire him or have him watched. Steven publicly accused managers without proof. Other employees heard Steven’s claim at the reception and unfair rumors might be created.
Alternative 5 – Steven retracts his accusation. (a) The ethics are that others at the reception heard Steven’s claim so the managers and Steven’s reputation may be blemished. It is not fair to the managers if they did not do what Steven accused. If they did, then Steven is effectively letting it continue by not whistleblowing. (b) Practical constraints are; Kristin might watch him and prevent promotions for him. Steven might not prevent the continuation of a favoritism problem that other employees will be subject to.
Recommendation and
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Many managers and organisations make the mistake of assuming that what’s wrong is illegal and what’s legal is right and if it’s legal it must be ethical. Yet many ethical dilemmas present themselves before the decision makers where right and wrong can not be clearly identified. They involve conflict between interactive parts – “the individual against the organisation or the societ...
The way to handle this issue is to confront this employee. This employee may have inner lying issues of