Ethics Simulation Essay

Ethical dilemmas are a constant in the business world. In order for an individual to be adaptive to the ever changing rolls of their jobs it is in their best interest to research their companys standard operational procedures as well as being aware on in the buff company policies that are being implemented. In doing this research however, the individual entrust notice that specific bothers are not always documented or covered in these manuals. In the area of ethics, concourse who are apt(p) authority must(prenominal) use various lenses to ensure that the company is coming together 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 positive reputation. Although there are more ways to resolve an intercompany dispute, the most ethically sound determination comes from people in positions of power being informed of the issue and setting their sights on ensuring fairness and ruling in favor of the alternative that creates the greatest overall good. This paper will examine the two Ethics Game examples and occur the worksheet format for answering questions.The issue presended in dilemma number unrivaled arises from an employee named Aaron Webb who posted sensitive company information. His posting was not derogatory in nature however the information is considered mystical. Many companies guard their information and tutelage their pump competencies sacred in order to remain competitive. Another employee named Jamal Moore sent an anonymous message revealing through hacking into Webbs computer that Webb has umteen of these sensitive files loaded on his individualized 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 shareowners, the General Counselor, the Director of IT, the VP of HR, Jamal Moore, and Aaron Webb. somewhat of the duties that the company makes clear are allowing the employee the right to voice their opinion, as guaranteed by the first 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 pursuit of all other stakeholders. There is a duty to address concerns approximately the company. By allowing this type of communication, problems are clarified and avoided. Employees should be happy when their rights to silence are protected, their concerns are heard, and important information is guarded. In this dilemma, shareholders have a medium impact. How the company is viewed and evaluated by the public may decrease shareholder confidence and decrease its value.The CLO has a medium impact because his or her conceit may be called into play and reflect their decision making abilities. The VP of HR and the Director of Safety and Security have low impact when it comes to this problem as huge as they have both fulfilled their obligations with intercommunicate the ultimate decision makers of the problem. Jamal Moore and Aaron Webb have gritty impact on this decision because this dilemma could potentially end their employment abilities or lead to punishment. My pith values of the particular are embodied by recognizing loyalty.Although these employees may be misguided, more information given to them on the issue at top could serve to make them better employees and avoid litigation. All members of the company must come to a deeper understanding that sensitive materials should be crossd with care. As long as the integrity of the department is secured, the company can still benefit. In the wink dilemma, there is a need for a credentials insurance policy that provides for the safety of employees and overly accommodates special needs, such as for Aisha Mullah, who is muslim and conscientiously not al lowed to uncover her face in the work environment.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 unitarys 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 trunk and to make accomodations for individuals with special needs. This will have a positive event on the stakeholders, demonstrating the companys ability to adapt to the needs of various individuals and be progressive in a diverse world. This decision reflects my core values by not excluding anyone on the basis of religion. Managing diversity fashion providing the climate for a productive workpl ace and seeking out satisfactory employees who should not be the subject of judgment or overlooked out-of-pocket 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 better-looking timely feedback to Aisha, treating her fairly, and upholding the company values, the company is strengthened. As a person of power, ego development is a continual process and allows an individual to prepare for effortful decisions such as these. On the first simulation, a score 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 intimately no risk. Overall points earned were 25,600 out of 29,000. Important rights to remember for this jump out are the first amendment to the Constitution, and Title VII of the Civil Rights Act. People of the unite 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 sensitive 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.