PLEASE READ THE INSTRUCTIONS. This is Doctoral work!! Provide one response to EACH student’s POST. Each response should be 250 words. PLEASE KEEP IN ORDER; the responses must be relevant to the student’s post. LET’S MAKE SURE ALL QUESTIONS ARE COVERED AND ANSWERED, and no negative responses to each student’s post.
Sean O'Leary Thanks for your post-Marcus. I agree that a code of ethics is a must. I also believe there have to be clear consequences for all employees from the top to the bottom that are articulated and enforced. I always tell leaders that they will be held to the highest standard of ethical conduct and I back it up with enforcement. You do not get a pass if you are the CEO; you will be held to ethical conduct standards like any other employee. Any disconnect between how you treat senior and junior personnel is an ethical trap. :-) Cheers, Clara Castillo Considering Managerial Ethics in the Workplace Leaders are responsible for using their leadership abilities to cultivate a workplace that upholds and appreciates ethical behavior (Gonzalez-Padron, 2015). I'm drawn towards the solution "Use the global benefits approach to rate possible outcomes." This solution stands out to me as it aligns with my leadership philosophy. The principle behind it, evaluating actions based on their net benefit or harm to all involved parties, echoes the utilitarian ethical theory, which promotes measures that maximize overall well-being and minimize damage. Suppose we face an ethical dilemma in our organization related to a significant downsizing decision due to a recent financial crisis. Here, the chosen solution using the global benefits approach would help make the decision ethically sound and fair. Firstly, I would identify all parties affected by the potential layoffs – employees, stakeholders, the local community, and customers. Then, I would consider the interests of each group and weigh the benefits and harms of the potential outcomes. For instance, while layoffs could improve the financial health of the company (a benefit to stakeholders), they would also cause job losses (harm to employees) and potentially impact service quality (harm to customers). To minimize harm and maximize benefits, I might consider alternatives to layoffs, such as reducing work hours, implementing temporary pay cuts, or offering early retirement packages. I would also involve the employees in decision-making to ensure transparency and fairness. By applying the global benefits approach, as described by Pastin in Zwilling (2013), I aim to make a decision that, while not ideal for everyone, is the most ethical considering the overall interests of all stakeholders. This approach encourages dialogue, transparency, and empathy, crucial elements of ethical leadership. However, it's important to note that ethical dilemmas often have no perfect solutions, and even the most considered decisions can still lead to adverse outcomes for some parties. The goal is to mitigate harm as much as possible and aim for the most equitable result. Reference Zwilling, M. (2013, November 17). How to make an ethical difference in your business links to an external siteLinks to an external site.. Forbes. http://www.forbes.com/sites/martinzwilling/2013/11/17/how-to-make-an-ethical-difference-in-your-business/Links to an external site. Gonzalez-Padron, T. (2015). Business ethics and social responsibility for managers. Zovio. The full-text version of this ebook is available in your online classroom through the Constellation suite accessed through your online classroom, mobile app, or the ConstellationLinks to an external site. Lakesia Colomb I have chosen the ethical problem of standing in the shoes of affected parties. Ethics in a sales environment can be difficult because buyers feel entitled when it comes to returns. Many times, a customer that is making a return would like their cash back in replacement and many times a retail store can only provide an instore credit for the return. There is an exception for those customers wanting cash back and it is if the customer has the receipt of the purchase. Retail stores have these policies in place, so they do not get taken advantage of. It can be good to put yourself in the shoes of the customers trying to return an item for cash but without a receipt it is not fair to the company. The customers must also put themselves in the owners of the stores shoes as they are running a business and need to make their money as well. For example, if a customer asks for the refund in cash without the receipt because we can see on their account that they are a loyal customer, would it then be fair? “These situations are related to consumer ethics, defined as “the moral rules, principles and standards that guide the behavior of an individual or groups in the selection, purchase, use, or sale of a good or service” (Gonzalez-Padron, 2015). I understand where the customer is coming from but as a leader or business owner, I would then have to question what if that customer tells their friends and family of the great customer experience they had, and the situation then arises with one of them? The situation would become one of the he said, she said scenarios and can spiral out of control. A leader must lead by example for all and when they don’t, they are failing. When a leader can step into the affected parties’ shoes it shows moral and ethics. As a leader our feelings most of the time need to be put aside so that everyone is treated ethically right and fair. A duty of a leader is to also treat employees and customers with respect in hopes it will create a chain reaction to keep everyone on the right path. References: Gonzalez-Padron, T. (2015). Business ethics and social responsibility for managers. Zovio. Zwilling, M. (2013, November 17). How to make an ethical difference in your business. Forbes. Retrieved from http://www.forbes.com/sites/martinzwilling/2013/11/17/how-to-make-anethical- difference-in-your-business Sean O'Leary Thanks for your post-Marcus. I agree that a code of ethics is a must. I also believe there have to be clear consequences for all employees from the top to the bottom that are articulated and enforced. I always tell leaders that they will be held to the highest standard of ethical conduct and I back it up with enforcement. You do not get a pass if you are the CEO; you will be held to ethical conduct standards like any other employee. Any disconnect between how you treat senior and junior personnel is an ethical trap. :-) Cheers, Clara Castillo Considering Managerial Ethics in the Workplace Leaders are responsible for using their leadership abilities to cultivate a workplace that upholds and appreciates ethical behavior (Gonzalez-Padron, 2015). I'm drawn towards the solution "Use the global benefits approach to rate possible outcomes." This solution stands out to me as it aligns with my leadership philosophy. The principle behind it, evaluating actions based on their net benefit or harm to all involved parties, echoes the utilitarian ethical theory, which promotes measures that maximize overall well-being and minimize damage. Suppose we face an ethical dilemma in our organization related to a significant downsizing decision due to a recent financial crisis. Here, the chosen solution using the global benefits approach would help make the decision ethically sound and fair. Firstly, I would identify all parties affected by the potential layoffs – employees, stakeholders, the local community, and customers. Then, I would consider the interests of each group and weigh the benefits and harms of the potential outcomes. For instance, while layoffs could improve the financial health of the company (a benefit to stakeholders), they would also cause job losses (harm to employees) and potentially impact service quality (harm to customers). To minimize harm and maximize benefits, I might consider alternatives to layoffs, such as reducing work hours, implementing temporary pay cuts, or offering early retirement packages. I would also involve the employees in decision-making to ensure transparency and fairness. By applying the global benefits approach, as described by Pastin in Zwilling (2013), I aim to make a decision that, while not ideal for everyone, is the most ethical considering the overall interests of all stakeholders. This approach encourages dialogue, transparency, and empathy, crucial elements of ethical leadership. However, it's important to note that ethical dilemmas often have no perfect solutions, and even the most considered decisions can still lead to adverse outcomes for some parties. The goal is to mitigate harm as much as possible and aim for the most equitable result. Reference Zwilling, M. (2013, November 17). How to make an ethical difference in your business links to an external siteLinks to an external site.. Forbes. http://www.forbes.com/sites/martinzwilling/2013/11/17/how-to-make-an-ethical-difference-in-your-business/Links to an external site. Gonzalez-Padron, T. (2015). Business ethics and social responsibility for managers. Zovio. The full-text version of this ebook is available in your online classroom through the Constellation suite accessed through your online classroom, mobile app, or the ConstellationLinks to an external site. Lakesia Colomb I have chosen the ethical problem of standing in the shoes of affected parties. Ethics in a sales environment can be difficult because buyers feel entitled when it comes to returns. Many times, a customer that is making a return would like their cash back in replacement and many times a retail store can only provide an instore credit for the return. There is an exception for those customers wanting cash back and it is if the customer has the receipt of the purchase. Retail stores have these policies in place, so they do not get taken advantage of. It can be good to put yourself in the shoes of the customers trying to return an item for cash but without a receipt it is not fair to the company. The customers must also put themselves in the owners of the stores shoes as they are running a business and need to make their money as well. For example, if a customer asks for the refund in cash without the receipt because we can see on their account that they are a loyal customer, would it then be fair? “These situations are related to consumer ethics, defined as “the moral rules, principles and standards that guide the behavior of an individual or groups in the selection, purchase, use, or sale of a good or service” (Gonzalez-Padron, 2015). I understand where the customer is coming from but as a leader or business owner, I would then have to question what if that customer tells their friends and family of the great customer experience they had, and the situation then arises with one of them? The situation would become one of the he said, she said scenarios and can spiral out of control. A leader must lead by example for all and when they don’t, they are failing. When a leader can step into the affected parties’ shoes it shows moral and ethics. As a leader our feelings most of the time need to be put aside so that everyone is treated ethically right and fair. A duty of a leader is to also treat employees and customers with respect in hopes it will create a chain reaction to keep everyone on the right path. References: Gonzalez-Padron, T. (2015). Business ethics and social responsibility for managers. Zovio. Zwilling, M. (2013, November 17). How to make an ethical difference in your business. Forbes. Retrieved from http://www.forbes.com/sites/martinzwilling/2013/11/17/how-to-make-anethical- difference-in-your-business Considering Managerial Ethics in the Workplace-MY POST Marcus Mccall-MY POST An effective way to deal with the moral problem raised by conflicts of interest in the healthcare organization's procurement department is to develop a clear code of ethics. Leaders may reduce the risks posed by personal connections and prejudices in the procurement process by implementing the following procedures and ensuring fairness, honesty, and accountability (Al Halbusi et al., 2021). First, the leader should work closely with relevant parties to create a code of ethics, including department heads, legal counsel, and ethical consultants. Conflicts of interest should be addressed explicitly in this code, which should also state the organization's commitment to impartial and fair procurement procedures. The leader may guarantee that including essential stakeholders in the development process enhances the efficacy and acceptability of the code among employees and considers all viewpoints. Once the code of ethics has been developed, it is critical to convey it across the organization properly. The leader should provide training sessions and seminars to inform staff members about the value of moral decisions and the rules mentioned in the code. Employees may comprehend the relevance of upholding ethical standards more clearly, by being given real-world examples and discussing the dangers and repercussions of conflicts of interest. The leader should implement clear, effective policies to encourage impartiality and openness in vendor selection (Remišová et al., 2019). This may involve assembling a varied committee with members representing several departments to assess and choose providers. A third-party expert or auditor might be added to the process to guarantee objectivity. These steps strengthen the organization's dedication to fair procurement practices by reducing the impact of personal connections or prejudices. It is essential to establish a reporting structure to motivate employees to report suspected unethical behavior, including conflicts of interest. The leader should set a confidential reporting mechanism that shields informants from reprisals. Employees will feel more comfortable coming forward with concerns if assurance is given and the value of reporting is emphasized. This will enable the organization to identify and investigate suspected ethical infractions quickly. Finally, yet importantly, the leader must monitor adherence to the code of ethics and promptly look into reported occurrences. Assessing adherence to moral norms can be aided by routine audits, internal reviews, and