Ethics Simulation Essay

Ethical dilemmas ar a constant in the business world. In order for an one-on-one to be adaptive to the ever changing rolls of their jobs it is in their scoop out interest to research their accompanys standard operating procedures as well as be informed on new company policies that are creation downed. In doing this research however, the individual leave al superstar(a) notice that specific problems are not always documented or covered in these manuals. In the area of ethics, people who are given authority must use various lenses to en certainly that the company is meeting the expectations of its employees to guarantee their rights and fair treatment.Developing these virtuous attributes is geared at create cohesion amongst employees, efficiency, and developing a ordained reputation. Although thither are many ways to resolve an intercompany dispute, the most ethically ripe decision comes from people in positions of power being informed of the issue and setting their sights on ensuring justice and ruling in favor of the selection that creates the greatest overall good. This paper will examine the twain Ethics Game examples and fol broken the worksheet format for answering questions.The issue presented in dilemma number one arises from an employee named Aaron Webb who posted sensitive company instruction. His posting was not derogatory in nature however the information is considered private. Many companies guard their information and keeping their core competencies sacred in order to remain competitive. another(prenominal) employee named Jamal Moore sent an anonymous message revealing through hacking into Webbs computer that Webb has many of these sensitive files firm on his personal computer.The issue arises of how to respect the personal views of employees outside of the workplace. The primary stakeholders for this issue are the shareholders, the ecumenic Counselor, the Director of IT, the VP of HR, Jamal Moore, and Aaron Webb. Some of the duti es that the company makes clear are allowing the employee the right to voice their opinion, as guaranteed by the scratch amendment to the constitution. However, an employer may legally limit this right if the information is considered private and proprietary.Management has the duty to make sure that its information isnt leaked for the sake of all other stakeholders. There is a duty to address concerns close the company. By allowing this type of communication, problems are clarified and avoided. Employees should be happy when their rights to privacy are protected, their concerns are heard, and chief(prenominal) information is guarded. In this dilemma, shareholders have a medium impact. How the company is viewed and evaluated by the public may hang shareholder confidence and decrease its value.The CLO has a medium impact because his or her judgment may be called into play and reflect their decision making abilities. The VP of HR and the Director of Safety and Security have low imp act when it comes to this problem as long as they have both fulfilled their obligations with informing the eventual(prenominal) decision makers of the problem. Jamal Moore and Aaron Webb have high impact on this decision because this dilemma could potentially end their participation abilities or lead to punishment. My core values of the situation are embodied by recognizing loyalty.Although these employees may be misguided, more information given to them on the issue at hand could serve to make them emend employees and avoid litigation. All members of the company must come to a deeper understanding that sensitive materials should be handled with care. As long as the integrity of the department is secured, the company can still benefit. In the second dilemma, there is a need for a security policy that provides for the safety of employees and also accommodates special needs, such as for Aisha Mullah, who is muslim and religiously not allowed to uncover her face in the work environm ent.The stakeholders in this situation are the company shareholders, the VP of HR, the Associate Director of Operations, other employees, the Training Manager, and Aisha Mullah. As an employee, you should be guaranteed that processes be followed. The right to be informed about security policies and exceptions should also be guaranteed. Arguably the most important, the right to express ones opinion about policies and their impact should be guaranteed as well. The option that best suits this situation is to implement a photo I. D.security system and to make accomodations for individuals with special needs. This will have a positive effect on the stakeholders, demonstrating the companys ability to adapt to the needs of various individuals and be state-of-the-art in a diverse world. This decision reflects my core values by not excluding anyone on the reason of religion. Managing diversity means providing the climate for a productive workplace and distinguishking out qualified employe es who should not be the subject of judgment or overlooked due to their race, creed, disability, sex, or place of origin.Other employees see this fairness and view it as attractive. A harsh, less understanding work environment drives employees away. By self-aggrandizing timely feedback to Aisha, treating her fairly, and upholding the company values, the company is strengthened. As a person of power, self development is a repetitive process and allows an individual to prepare for difficult decisions such as these. On the first simulation, a earn of 1 out of 5 was achieved which demonstrates a relatively low risk.On the second simulation a score of 0 out of 5 was achieved which shows virtually no risk. Overall points earned were 25,600 out of 29,000. grievous rights to remember for this project are the first amendment to the Constitution, and Title VII of the Civil Rights Act. People of the United States are guaranteed the right to freedom of speech, and expression. People of the United States are also guaranteed that employers will not discriminate on the basis of religious beliefs.By using the ethical lenses which were demonstrated through this simulation, future leaders of the States can be more informed on how to best handle intercompany issues while providing for the best option to all the stakeholders involved. We must be aware of the four lenses and know how to identify the key factors. By being informed and choosing the most virtuous choice available, companies will poise themselves to achieve high praises from their communities, their shareholders, and the stakeholders, down to the individual whose liberties and rights were defended.