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Importance of ethics in everyday life
Impact of ethics on decision making
How ethics affect decision making
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Recommended: Importance of ethics in everyday life
We have covered many topics during the last five weeks, including decision-making models, fallacies and their significance to critical thinking, analyzing work-related situations, and tools and techniques that we can use to solve, fix and head off problems. I would like to sum up the course reviewing how ethics influence our daily decision-making as well as touching on the impact technology has had on work-related stress.
The Influence of Ethics on Decision-Making
Most businesses that offer leadership-training courses stress the need for human skills throughout all managerial levels. One of these skills is the ability to successfully deal with conflicts and disagreements that occur within departments. Many companies, like Daslos Inc., who have a large numbers of employees, are moving more towards the trend of having employees working in smaller subcultures, or departments. With this trend also comes a higher occurrence of conflicts and disagreements among workers.
There are many causes for conflicts among coworkers, as was witnessed in previous writings from Team A’s assignment “Problem Analysis Summary” paper. Some of these causes can come from within the organization through unethical or unprofessional behavior among management, or outside environments, such as clients or vendors. When the problem arises from management, a subordinate may feel helpless in dealing with conflicts and disagreement. For this reason, it is important to have a bipartisan resolution team in place. Daslos Inc. has a free 1-800 employee dispute resolution hot line set up for employees. The employee is guaranteed anatomy and will have a dispute resolution team assigned to work on resolving the problems employees are experiencing with management or coworkers. Daslos Inc. also has an Ethics Hotline set up for all employees to report unethical behavior. The following is found on our intranet under Code of Ethics and is available to all employees:
• Ethics Helpline
To report violations of the law or the Code of Business Conduct you may call the Daslos Inc. Ethics Helpline. The Helpline is open 24 hours a day, 7 days a week, and is operated by an independent company. You may remain anonymous and translators are available. (Daslos Inc., 2006)
The Ethics Helpline lists phone numbers in the US, the UK, Indonesia as well as including a number that be used for all countries. (Daslos Inc. Intranet)
Previous to the problems that the Houston department experienced, this company’s management team as well as the entire organization, has provided a friendly, upbeat, and positive atmosphere and continue to do so today.
Ethical decision-making is the responsibility of everyone, regardless of position or level within an organization. Interestingly, the importance of stressing employee awareness, improving decisions, and coming to an ethical resolution are the greatest benefits to most companies in today’s world (Weber, 2015).
When I sat on the floor for 10 minutes, facing the corner, and talking to no one, while groaning. It felt weird because I could sense people glaring at me, and I could predict, what they are probably saying. They would probably think I am crazy or have some mental issue because of the way I am behaving. It also felt very lonely because I wasn’t able to talk to anyone, and that’s when I started to think deeply about something. During the 10 minutes, the time seems to go slower, especially when you are thinking deeply. 5 minutes in real life seemed like 30 minutes, when I was in the corner. I learned that caring for Christopher must have been hard for the parents, and it is understandable that time to time, the parents could lose their temper.
Huan, L. & Yazdanifard, R. (2012). The Differences of Conflict Management Styles and Conflict Resolution in Workplaces. Business & Entrepreneurship Journal. 1(1), 141-155.
While our organization prides itself in a well-defined and thorough code of ethics, there are occasions where situations arise, but the solution is not clearly defined within our code. In such a case, it is critical to develop a decision making framework that allows our employees to make a decision while operating within the moral guidelines of our corporation. In the hope that we can eliminate discrepancies, Royal Dutch Shell has created an ethical decision strategy that will make clear the ethical standings of our corporation and ensure a consistent decision making process. Our decision making process is focused on our stakeholders, and how we can maximize their benefit.
While the semester is over and the deadline has expired, I thought I would write this to express my true intended thoughts.
Team Dynamics - Conflict Resolution Strategies People work in groups or teams every day, whether in their career, education, political organization, church, or any other social setting. Conflict while working in teams or groups is inevitable. When taking people of different backgrounds, personalities, moral and ethical beliefs, and putting them together in a group, conflict will arise. The key to achieving your team goals is to construct and conquer your goals while keeping the greater good of the team in mind. Conflict, as it arises, should be combated and abated through swift and thorough resolution techniques.
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
...he who, what, where, why and when methodologies of conducting reprimands, redirects and reinforcement of motivation. Chapter 7 showed me how to manage any type of conflict within the workplace regardless of the situation in an expedient, safe, and effective manner. I also enjoyed learning more about conflict management, strategies used in handling conflicts, and the relationship between each level of conflicts and organizational outcomes.
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
Roughly, the concerns surrounding problems for which ethics consultation may be requested consist of; refusal of treatment, surrogate decision m...
Critical thinking is a significant and essential topic in recent education. The strategy of critical thinking skills helps identify areas in one's courses as the suitable place to highlight, expand and use some problems in exams that test students' critical thinking skills.
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
Knowledge is generated through critical and creative thinking. Creative thinking is something new or original that is created with value. Critical thinking is a type of thinking that questions assumptions and validates or invalidates a current belief or something that is said to be previously true. Knowledge is created through the culmination of generally accepted assumptions and creativity. How do you separate general assumptions and creativity? These two types of thinking can be easily separated in regards to concrete or realistic ideas compared to abstract or original ideas however to generate new, acceptable knowledge critical and creative thinking must interact together. The questioning of established beliefs with the creation of unorthodox new ideas will expose the most beneficial knowledge for the world.
Conflict exists in every organization as a result of incompatible needs, goals, and objectives of two people while aligning to the overall business requirements. Though disagreement is linked with negative impact, the approach has healthy considerations (Leung, 2008). For instance, some conflicts create an avenue for the exchange of ideas and creativity to meet the set organizational purposes. However, damaging disagreement in organizations results in employee dissatisfaction, turnover, and poor services and reduced productivity. The paper establishes different types of interpersonal conflict and key resolution strategies used to address the problem. Human resource managers need to have the capacity to identify different levels of conflicts and the best methods to negate them.
In the workplace, disagreement or arguments may arise due to several reasons. This can further result into a state of antagonism or opposition, resentment, avoidance, verbal assaults, and inability to work together. Such may arise due to personality clashes, differences in style, differences in leadership, interdependence conflicts and differences in the background or gender. With reference to the conflict between Norm and Norma, disagreement arose due to differences in styles. This is because Norma was after quick result from the initiated project while Norm believed he could work from home and still meet the expected standard. However, Norma expected full commitment from all the staff under her. For good working relations, conflicts should always be resolved and hence improve good working relationship among the employees both the juniors and seniors. Professionally, conflicts can be solved via two models; circle of conflict and triangle of satisfaction (Susan Holton, 1998).