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The purpose of this paper is to describe moral and ethical issues faced by managers. The paper will also explain the relationship between social issues and ethical responsible practices managers are faced within the workplace. Along with the analysis, an example is provided to paint a picture of ethical dilemmas and legal issues that may arise in the workplace.
Ethical development can be a lifelong process. Developing ethics and skills, guides one to learn what risks one may be willing to take when a conflict arises. People are generally raised with a specific set of moral values. As individuals get older those same set of ethics or values are brought into their social and work environments. Managers must develop an ethical framework and be able to think logically to overcome ethical challenges that may be presented in the work environment. For instance, my parents have a strong religious background; therefore, they raised me with those values. The challenge is to not allow yourself give others preferential treatment or treat other with less respect because they don’t share my value or ethics.
In the military my leadership perspective was highly influenced by the Military Commanding officer on my first job. He exhibited favoritism with the staff, as evidence by his granting promotions to those with whom he was friendly rather than basing them on performance. Favoritism is being shown to another employee or applicant if a supervisor gives unauthorized preferential treatment to any Navy civilian employee or applicant, or, takes specific personnel actions based on nepotism. (Bostic, 2008) This officer further showed bias by allowing certain personnel to view the work schedule before it was posted in order to ensure that they agreed on work days that he had given them off and the first opportunity at overtime. This was all because they were his buddies. I was further influence by another military officer before becoming one myself. This officer attempted to instill in me the magnitude of avoiding let my person belief interfere with work. She stressed that the commanding officer should always support and stand behind the staff. She emphasized that areas of concern should be handled between the office manager and the staff without personal bias. I have used some of these moral teachings during my tenure as an officer. I find it important that when I make decisions in the office environment that I look at it from all perspectives without bias if possible.
The social issues that I have personally faced are imbedded in my religious beliefs. I believe that one should be treat people in the manner that they would like to be treated; all people have the right to make his or her own choice or not to choose at all. I took an ethics class earlier this year and I identified myself as favoring the catholic moral tradition. I felt connected to this because of my background in the church. I especially believe in the bible. The bible is considered the theory of God’s plan for man with the Universe. However, as time has passed, even though I still believe in the bible, I have found I identify with feminist ethics. One would ask why? The answer is because of my social background, I always saw issues from a man’s perspective. Working in a business environment, if one is ethical he she will have to take the time to understand the other genders perspective in order to be fair in the work environment. This is a big social barrier for some men because they view the bible in a traditional since rather than in its actual context. What I mean by this is they view the bible with a period eye because in the past generations women did not work outside the house. So, I view traditions not the bible as a social issue. All people have a belief system, and should receive a certain amount of respect for that. Multiculturalism’s imperative to respect diverse cultures carries a corollary that is too often overlooked. The corollary is that where there a duty to respect others’ cultural values and practices, there is a reciprocal right to have one’s own cultural values and practices respected. (Prago, 2006) I would, therefore, treat each person with respect, loyalty, dignity, and “autonomy.” The next step in overcoming social issues is viewing situations with a rational mind, making a decision that is not based on emotions, or on past situations; focusing on the facts of the current situation.
Managers are faced with moral dilemmas more than anyone else. They are faced with decisions between right and wrong and sometimes choosing which choice is better even though they may both be right. Sometimes the decision can result in lawsuits and possible termination from their jobs. The magnitude of making ethical decisions has never been more prevalent in society than in today’s business world. According to Joseph Badaracco, “We have all experienced situations in which our professional responsibilities unexpectedly come into conflict with our deepest values…we are caught in a conflict between right and right. And no matter which option we choose, we feel like we’ve come up short.” I don’t know if there is truly ever a clear choice. I personally believe that based on the circumstances of the situation there may be a better choice rather than a wrong choice.
Ethical issues are something that can take a lifetime to master. As long as individuals come from different backgrounds and have different belief there will be a need to study ethics. Studying and having an open mine will help alleviate some issues but will certainly never eliminate ethical issues for arising. One employee’s actions can cause a major ethical breach whether he or she works for a Fortune 500 company or an indoor tanning salon. We all need to understand the importance of good business ethics. (Bucaro, 2007) People are shaped by all aspects of their lives but ultimately the individual will decide who they will become as a person or manager. My belief is as long as a manager makes unbiased decisions based on the facts; he or she meets the minimum standard of ethical management.
Bostic, J. (2008). What is favoritism? Retrieved from http://www.ig.navy.mil/Complaints/Complaints%20%20(Favoritism).htm
Prago, C. (2006). Culture and Respect. Retrieved from http:///personalethics.suite101.com/article.cfm/cultureandrespect
Bucaro, F. C. (2007). If Good Ethics Is Good Business, What’s The Problem? Retrieved from http://www.lookingfit.com/articles/781market.html
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