Discuss about the Learning for Future Career.
Rees et al. (2014) states that a situation that signifies the conflict between moral imperatives of an individual in the work they are preceding in their daily life is known as an ethical dilemma. This report highlights some of the ethical dilemmas that a human faced in the workplace. Out of 120 million employees in Australia, half of them witnessed ethical misconduct in their workplace (Fahie, 2014). In addition, with the ethical conflict that human faces some ethical question will also be provided that will be linked with the raised ethical dilemma. Moreover, effective approach for overcoming with the dilemma and an overall conclusion will also be provided.
Reilly et al. (2012) defines that an employee can raise a situation of misconduct in the workplace by numerous approaches.
Misusing Company Time
According to Perryer and Scott-Ladd (2014), the maximum amount of time of an employee spends in the workplace and hence they do have much time to do their personal work. It has been found that misusing the office time to complete their personal works like paying electric bills by using office internet, setting up doctor's appointments on company phone lines and working for multiple organizations like freelancing are some examples of misusing company’s time (Trujillo, 2014).
Taking Other’s Credit
Every person in the workplace intends to earn more than their salary by doing extra work or by overshooting their targets (Whitaker & Godwin, 2013). However, there is some employee having the tendency to take other credit and Andrews (2014) mentions that this nature is primarily seen in high-designated people. These people take the credit of their hard-working juniors and gain financial profit themselves.
Theft of Company’s assets
It is found from the survey by Mironov and Srinivasan (2013), that a company usually stocks extra inventory like stationery such as staplers, pins, papers and other small accessories. All these small things are gone undetected by the cameras. Thus, taking away company’s assets for personal use by not informing the company is an ethical misconduct.
Some people in the workplace are closer to the managing authorities and they always get more preferences regarding promotions and bonuses over other eligible employees. Ramachander (2012) also states that some of the employees often get termination without any notice as their favorite candidate want them not to be present at the office. Moreover, these terminated employees do even get their provident fund and gratuity amount that is a significant example of a breach of professional ethics.
- Is it considerable to steal the stationary products from the office?
- Is misusing office time for personal work an ethical dilemma?
- If the manager in the workplace were supporting an employee, who is not correct then would you consider it as an ethical misconduct?
- If credit is given to a person, while some other colleague does most of the work, should accept the appraisal alone for the work would be ethical?
Ethical Learned Lesson
The lesson that is learned from the above ethical dilemma some people accomplishes their personal work in the office when they are supposed to do the official work for achieving organizational objectives. In such circumstance, they willingly or unwillingly are diminishing the success of their organization. Reilly et al. (2012) also illustrates that there are some methods of employee theft- larceny/embezzlement, skimming, fraudulent disbursements and stealing business opportunities.
In the circumstance when an organization stocks enough inventory for useful products like papers, pen and staplers, an employee has a tendency to take few of them by thinking that it will not harm the organization. It has found that, out of every 40 employees, five employees possess the tendency to take away the office product (Reilly et al., 2012). The problem gets worst if this misconduct affects crucial details regarding the organization like- not recording actual sales in a database or filing inaccurate financial detail to show the profit into a loss.
The next dilemma is when an employee took other credit and they do not fight the urge to accept the compliment wholeheartedly. In such circumstance, Fahie (2014) stated that they develop an untruthful relation with their colleagues and as a result, they will never work with those employees and the team spirit of the organization may get lost.
Lastly, the scenario is when the managers support their favorite candidate over the eligible and offer them better salary and appraisal. In such circumstance, the motivation of the suitable candidate gets lowered that affects the productivity and profitability of the organization. Abusive behaviour of the managers also comes into consideration when they started disliking some employees. Norsilan et al. (2014) depicts that this misuse can be the analyzed in the difference in behavior regarding employee's race, gender, ethnic origin or can based on either mentally, sexually or physically. They either harass them verbally or provide more work that is not possible for them to do in the designated hours.
It is concluded from the entire discussion that in place of work, every employee faces an ethical dilemma in their workplace and it affects the overall productivity and profitability. It is also said, “If they are ethical in their behavior, it lends more credibility to the code of ethics." This ethical misconduct occurred due to ambition and discrimination, negotiation tactics, other personal needs or due to intentional behavior. Some of the ethical dilemmas that are considered in this report are- misusing company time, taking other’s credit, theft of company’s assets and favoritism. In all these ethical misconducts, the nature of these ethical dilemmas is difficult for workers to grapple relying on the organizational guidelines.
Every company should have an ethical policy and some penalties if an employee does not follow them properly. Moreover, these organizations should provide ethical training to its employees so that they can identify unethical behavior in the workplace and can take appropriate step to mitigate the adverse situation. They can also implement a regulation to reward for ethical behavior not only continues to adhere to the ethical practices but it will also motivate another employee to proceed with the same code of ethics. Moreover, managers must realize that they are the role models and they should support employee ever with the same priority.
Andrews, W. A. (2014). Identifying, Resolving, and Managing Common Ethical Dilemmas in the Workplace: An Experiential Approach.Developments in Business Simulation and Experiential Learning, 27.
Fahie, D. (2014). Doing sensitive research sensitively: ethical and methodological issues in researching workplace bullying. International Journal of Qualitative Methods, 13(1), 19-36.
Mironov, M., & Srinivasan, S. (2013). Auditors and corporate theft: evidence from Russia. Working paper, IE Business School and Harvard Business School.
Norsilan, I. N., Omar, Z., & Ahmad, A. (2014). Workplace Deviant behavior: A Review of Typology of Workplace Deviant behavior. Middle-East Journal of Scientific Research, 19(6), 34-38.
Perryer, C., & Scott-Ladd, B. (2014). Deceit, Misuse and Favours: Understanding and Measuring Attitudes to Ethics. Journal of business ethics, 121(1), 123-134.
Ramachander, A. (2012). Dealing with favouritism at the workplace.
Rees, C. E., Monrouxe, L. V., & Ajjawi, R. (2014). Professionalism in workplace learning: understanding interprofessional dilemmas through healthcare student narratives. Exploring the Dynamics of Personal, Professional and Interprofessional Ethics, 295-310.
Reilly, N. P., Sirgy, J., & Gorman, C. A. (Eds.). (2012). Work and quality of life: Ethical practices in organizations. Springer Science & Business Media.
Trujillo, J. J. (2014, May). The Most Personal Training of All. In New Labor Forum (Vol. 23, No. 2, pp. 92-94). SAGE Publications.
Whitaker, B. G., & Godwin, L. N. (2013). The antecedents of moral imagination in the workplace: A social cognitive theory perspective. Journal of Business Ethics, 114(1), 61-73.