“Compare and Contrast intuitionism and Emotivism” Both Intuitionism and Emotivism are meta-ethical concepts to explain the terms “good” and “bad” without being caught in the naturalistic fallacy described by GE Moore. Moore’s theory states that good cannot be categorised in any physical manner as theories – but instead “good” can not be defined in terms of anything but itself, and following this through to a moral theory we can conclude “that neither science nor religion can establish the basic principles of morality.” Intuitionism holds that there are objective moral truths, but rather than reasoning or deducing these truths, they are self evident to the “mature” mind. Moore contends that just as we know there is a world out there, we know objective moral truths – they are just common sense or intuition. These truths are universal and beyond human experience and reasoning, and from them we gain our sense of what is “good” and what is “bad”. Moore would say we can see these self evident truths when, in an argument, we are reduced to “it’s just wrong,” they require no further explanation, proof or justification.
When unethical decisions are made, everyone involved in the corporation and its well being are affected in a negative way and will jeopardize the well being of the business. “Ethical responsibilities of an organization’s management are to follow the generally held beliefs about behavior in society” (Wheelen and Hunger, pg 58). An ethical role within the corporation is not mandatory, however it is practiced in most businesses would be giving employees notices of
In fear of losing her job, she does not report the mistake to her supervisor. How should the employee have handled this situation and what should the supervisor do when the situation is disclosed? How does the AICPA Code of Professional Conduct relate to ethics? Provide examples to support your response. The CFO for a corporation deliberately misstates expenses on the income statement purely out of a sense of loyalty to his CEO and the company.
It is a federal law which is known to protect one’s job although it does not pay you (Bennett-Alexander, 2007). It is Cost Club law that you cannot use sick leave to care for your children, it would be discrimination based on family relations. You can’t discriminate for or against. Cost Club will allow you the opportunity to use FMLA or prepare adequate accommodations in taking care of your children. The company does not release employees on the basis of your children being ill, although any job can dismiss an employee for missing too much work.
Why or why not? The statements made by the employer appear to coincide with an unlawful promise of benefits, and therefore, are unacceptable in relation to the act. The concept of “positive coercion” is addressed in the case study, and these actions directly influence the manner in which employees may view the union and its possible entrance into the organization. In this context, the company does not possess a right to actively or even passively coerce employees into making a decision on one side or another, as this should be an independent decision that is left in the hands of employees without any type of influence. This is an important factor in demonstrating the value that is placed upon organizations and their ability to coerce employees to make decisions in one way or another, and how this type of behavior is unacceptable in all cases.
In this paper Team B will explain the scope of Title VII and its applications in the workplace. We will address the history and evolution of Title VII and its amendments, the application of Title VII and amendments in the workplace, who is covered and not covered under Title VII and its amendments, how disparate impact discrimination and disparate treatment discrimination occur under Title VII and their implications. Lastly, we will also discuss policies that companies must have in place to avoid violations of Title VII and its amendments and how the law defines sexual harassment and employers’ responsibilities for addressing employees’ complaints in the work place. The History & Evolution of Title VII & its Amendments (PDA, ADA, ADEA) Today's employment practices were
You would not share information about your personal life as you would with your friends. This is important as it keeps the work place professional. As with working relationships with service users the employee must ensure they stick within the boundaries set out in the employers policies. The employee must never let a relationship with a service user turn into a personal one as this would clearly infringe on the employer policies and could lead to either service user or the employee been left in a vulnerable position. 2.
If no proof is provided, under the minority view of The Specific Intent Test, it could be concluded that the company did not want the employee or any other employee to quit, but to abide by the new policy in order to keep up with the demand of the company’s growth. If the company’s working conditions are found by the court to be reasonable, the claim will fall short under both tests. With regards to the current claim against the company, the change in the work schedule policy affects all production employees. It was not the intent of the company to make the change to cause working conditions to be so unbearable that an employee would quit, therefore it is not constructive discharge. For the protected class of Religion, Title VII states that covered employers shall not treat employees differently based on religion, harass employees based on religion, deny reasonable accommodation requests, or retaliate against employees (EEOC, 2012).
Utilitarians fixate on this exact notion. The idea is that nothing is intrinsically right or wrong, consequences are all that matter. Utilitarians focus primarily on welfare in order to make the best decision, or rather the more just decision. It is based on maximizing pleasure and minimizing pain, in the long run. Utilitarianism emphasizes the idea of welfare as a means for justice because it primarily defers to the masses.
Working towards our moral sensibilities will reflect the fact that there is no distinction between dutiful acts and supererogatory acts. Supererogatory acts are something that is nice to do for others yet we are not obligated to do