Ethics Of The Workplace : Business Application

Every day businesses are faced with making decisions that can have far reaching effects within their organization and the communities in which their business are based. Company Q is one of these businesses. Recent decisions made within this company have demonstrated a trend that would suggest Company Q has a negative attitude toward social responsibility. This attitude can be evidenced by the closing of two stores in high-crime rate areas because they were consistently losing money, offering minimal amounts of health-conscious and organic foods despite high demand, and declining donations of day-old products rather than donating these items to the local area’s food bank due to concerns of fraud and stealing by employees.

(Page 45) and Deontology is a moral theory that emphasizes one’s duty to do a particular action just because the action, itself, is inherently right and not through any other sorts of calculations such as consequences of the action (Page 171).

Deontological ethics is concerned with what people do, not with the consequences of their actions. Immanuel Kant (1724-1804) is credited for laying the foundations of deontology. Under this form of ethics, good consequences do not necessarily justify an action. Kant´s duty-based ethics was based on what he called the ´categorical imperative´ [4].

Deontology is an ethical theory that places ethical actions within society to be driven by an obligation toward duties or adherence to rules regardless of their consequences for human welfare (Rachael, 2003). Modern deontological ethics was introduced by a German philosopher named Immanuel Kant. Kant argued that it was not the consequences of actions that make them right or wrong but the motives of the person who carries out the action. Kant also argued that to act in the morally

I believe in the given situation that the most obvious solution is to publish it with both names, the fired colleague and myself, because being fired from a job for being honest and respectful to coworkers reflects well on you, and poorly on your boss. If, however, he does decide to fire you, it would be easy to explain to future employers the cause of your termination, and would hopefully to other companies, to prove you are a respectful and honest employee. The ethics codes that support this claim are as follows: I. Fundamental Canons: sub 3., 4., 5., 6.; II. Rules of Practice: e., f.; and III. Professional Obligations 1, 2, 4, 5.. "Issue public statements only in an objective and truthful manner, Act for each employer or client as faithful

The decisions of deontology may be appropriate for an individual but does not necessarily produce a good outcome for society. Deontology (also known as nonconsequential), by contrast, is dependent on moral laws, duties, rules and intuitions and centers on the principles of 18th century philosopher Immanuel Kant. These moral laws and duties declare that actions such as lying, murdering and breaking promises are fundamentally wrong and we have no duty to partake in these actions. (CRI) This moral theory stems from the Greek works “deon” and “logos”, which mean the “study of duty.” Deontology states that an action’s morality holds great value, and therefore the result of a wrong action does not make it’s outcome ethical. In other words,

Stating this new position, I was bright eyed and bushy tailed, I was not prepared for this at all. This make me wonder when people are facing an ethical dilemma, do we need to have crucial conversations? For example, what would you do if or what lines should never be cross in business. What is their thought process? Did the go into ethical dilemma with the intent to cover things up and deal with the consequences as it arrive? For instance, Volkswagen deliberately deceived consumers with its "Clean Diesel" campaign and decided to pay. Not one person involved went to jail. It makes me wonder, did anyone had any remorse. This is my third time bringing up the ethical dilemma, I was a part of, and I still cry about it. I'm not the same person;

In the last decade, the corporate ethic policy has evolved from a relaxed series of documents into a sequence of ironclad forms that define a defense from the actions of the generation at hand. Though I have not witnessed violation of company ethics by leadership, as a long term member of the management within a company, I have witnessed firsthand the ever-changing importance of having a policy for every employee as it relates to ethics within the workplace. Human Resource advisors have had to adjust to the needs for new discrimination protection; alongside the outline of a social media policy as it relates to standard forms of communication. With the explosion of social media such as Facebook, Twitter, Snapchat, and Instagram, every company instantly had to define what an acceptable action was, along with when communication through these mediums was acceptable. In the end, I view the management and definition of social media policy as the most important aspect of every corporation moving forward.

Kantian deontology is an ethical theory that was developed by the German philosopher Immanuel Kant. The founding principle of this theory is known as the categorical imperative. Within the categorical imperative, there are two fundamental formulations to be observed. The first formulation is specified as, “Act only on that maxim which you can at the same time will that it should become universal law.” In other words, one should consider if an action is right or wrong by asking themselves if they would endorse that action. The second formulation is stated as, “Act in such a way that you always treat humanity, whether in your own person or in the person of any other, never simply as a means, but always at the same time as an end.” In general, the second formulation is utilized and discussed more often than the first because it provides a more specific and applicable framework for different moral issues. Kantian deontology explains morality in terms of perfect and imperfect duties, both to others and to oneself. Perfect duties refer to acts that are absolutely forbidden and are impermissible under any and all circumstances because they treat oneself or others as mere means. Perfect duties to others forbid an individual to murder, lie, steal, or fail to uphold one’s promises. In terms of oneself, perfect duties include abstaining from drunkenness and suicide. Imperfect duties, on the other hand, offer more leniency, as they are not specific. Imperfect duties to others are

It is the responsibility of companies today to promote responsible business practices at every level of the company. Business should be conducted ethically and honestly. Companies should also foster environments that promote ethical conduct and comply with all requirements of the law that they fall under. This paper will examine the ethical practices of PharmaCARE. Stakeholders will be identified, and several scenarios will be evaluated and critiqued.

This article is aimed at providing the larger audience an overview of the ethics of the workplace related to the issues of ownership, privacy and monitoring in a working environment. There are practical examples to demonstrate how ethics play an important role in working environments related to information privacy but still there is less consensus on uniquely identifying specific ethical issues. Employees at different organization may define ethics from their own perspective which makes it difficult to implement code of conducts that have been suggested to be incorporated in the day to day activities at working places.

Galen McDowell was a good salesperson who knew how to purchase the higher performances out of the salespeople under him. Bob wanted to sign a big contract with Kinan Motor who

The judicial system in the United States is in desperate need of Christians with high ethic principles to take control of our courts. More Christian lawyers in our courts is one way of getting ethics into the judicial system. There are major controversial issues lawyers encounter when dealing with their clients and business in general.

This case study was a powerful example to illustrate the presence of ethics within the

Industrial relations study has generally revolved around institutions of workplace governance, and their effect on the interests of different parties, supplemented on occasion by concern for employee voice. Business ethics has focused on individuals’ actions and on policies or rules that ought to apply to them, but has neglected workplace institutions. Between the two areas there is a gap, where studies about institutions of workplace governance fail to deal with issues of ethics at work and where studies of business ethics neglect institutional arrangements. Attempts to bridge the gap do not seem to have considered the effects which institutions have on individuals as ethical decision-makers, and the way that arrangements like incentive structures or effi ciency requirements can place individuals in ethical dilemmas or encourage them to ignore ethics entirely. In the design of workplace institutions, consideration needs to be given not only to the