They could have explained to the managers that immediate termination is not the proper form of discipline for the offenses mentioned. They would have also told them that all employees involved would have to have the same disciplinary action taken to show that they are not being bias to some employees and not others. By law, generally, we go by legislation, statutes, and regulations made by states and by the federal government on multiple subjects for the good of the public and public welfare. “Laws do not, and are not intended to, incorporate ethical principles or values, but sometimes ethical standards will be reflected in laws.” (The Importance of Ethics in Criminal Justice. ( n.d. ) p. 12).
In the primary interest of our entity, its incumbent upon employers to find a right balance between the exceptions to the employment-at-will doctrine to avoid liabilities associated with the violations of the exceptions. The company in this scenario has grounds to terminate the supervisor, but I would issue him/her a written warning hoping that this situation can be resolved among us within our company. This is the case where the potential act of whistle blowing would help reveal the wrongdoing of the business world. I strongly believe that it takes a special person with strong morals to take the ramifications of whistle blowing. Losing a prized job, having to down size your life, and your life being wide open to scrutiny are effects of whistle blowing.
Contracts give obligations to both people in the agreement. Right to anonymity when wrong-doing is being exposed. (Incorrect) The United States Constitution gives us the right to confront those who accuse us of wrong-doing. Many are afraid to come forward because of fears of reprisals or punishment. Balancing the need to expose wrong-doing with the need to protect “whistleblowers” requires wisdom.
How might a company be rewarded or punished for making an ethical or unethical decision? DQ 3: Review the case study “It Seems Right in Theory but Does It Work in Practice?” in Perspectives in Business Ethics. How is ethical theory applied in practice? DQ 4: Review the case study “Where and Why Did Business Ethicists Go Wrong? The Case of Dow Corning Corporation’ in Perspectives in Business ethics.
Torture is sometimes used when a suspect is believed to have information on a catastrophic event or might know of a terrorist organization. The suspect is then exposed to a painful series of different mental and physical methods to give up the desired information. Torture has been used in times of war and in situations where the information could save a society form danger. However, torture should never be justifiable or acceptable because it usually doesn’t provide reliable information, the person that we want to torture might truly not know the information that we would like to obtain, and it would degrade our nations integrity. “Suspects that are inflicted with torture will say just about anything to
It is important not to speak out of angry emotions, and again sometimes it is best to tell an employee that one may need to think on the matter first before responding. While it may not seem like a "big deal" it is important to make sure that the words that are used when speaking to employees are simple and clear. Some employees may not understand the use of large words, and therefore the message that the manager / supervisor is trying to convey may be lost. Good grammar is also a must for every type communication. Use of slang terms is not a wise idea, as what is acceptable in generation / culture could be offensive to the next.. We must make sure we are saying exactly what we mean to and clearly enough that so that others are going to hear exactly what the manager / supervisor is trying to say.
In the scenario, Emergency department staff members were likely shaken by this poor outcome of Mr. B., and would be motivated to change to a safer model just to avoid a repeat in the future. Staff members may be reluctant to change because of established habits in patient flow. This reluctance to change would be an identifiable restraining force, which opposes process improvement. Implementing a model which allows for rapid, safe adjustment to increasing acuity would help avoid poor outcomes in the future. Follow-up is
I recommend the company should respond to the former employee’s charge of constructive discharge by first apologizing. This former employee has had a negative impact on their life do to our company, and an apology would not hurt the situation. The government has various laws and statues pertaining to constructive discharge, management needs to avoid anything that could be misconstrued as discrimination in the work place. Alternative Dispute Resolution (ADR) refers to processes and techniques of resolving disputes that fall outside of the judicial process (Alernative Dispute Resolution Law & Legal Definintion, 2011). Legally, this could save the company bad publicity, a great amount of stress, and money that isn’t necessary to spend.
The problem with this lies in that others may commit fraud or continue to commit fraud because they know the company won’t prosecute. Law enforcement officials could make it a law that companies have to come forward when they are aware of fraud and prosecute the perpetrator. Another thing that can be done, since companies are afraid of this being public, law enforcement can make it more private. If employees know this is implemented, then they will be less likely to commit
Think on this the next time you observe discrimination taking place and ask yourself if you really want to sit back and let it happen. Even telling friends a joke isn’t funny or asking a co-worker not to use a particular slang term makes a difference towards ending discrimination in our society. If you answered “yes” to between five and eight questions then you may challenge discrimination consistently. It is likely that you recognise many different types of direct and indirect racism, and that you understand how discrimination against one person or group ends up hurting all people. You may not realise, however, that each time you are silent against discrimination you become part of the problem rather than the solution.