The organization needs to consider how its activities will influence others and good results. In the detailed analysis it alludes to organizations who sidestep the law by offering the items independently and later join them to make the item that is illicit, despite the fact that this could be viewed as lawful it is just a terrible good decision. It is ethically wrong to settle on a decision to ensure one gathering of individuals while disregarding the wellbeing of an alternate, which is precisely what happens at the present time
My recommendation is to mediate the charge, to talk the charge out with the EEOC representative. According to Section 703 of Title VII of the Civil Rights Act of 1964, there are certain elements for employment practices to be considered unlawful. Section 2000e-2 states for an employer to limit, segregate, or classify his employees in any way that would deprive or tend to deprive an individual of employment opportunities or adversely affect his status as an employee, because of that individual’s race, color, religion, sex, or national origin is an unlawful employment practice (Title VII of the Civil Rights Acts of 1964, 2013). The law requires an employer to make reasonable adjustments such as flexible scheduling so that an employee would be allowed to practice his religion. Based on the new work schedule, an allowance is made for employees to practice their religion.
Ethical standards are the code of conduct required by the organization for workers to follow. The relationship between organizational culture and ethics is that the organizational culture guides workers when faced with ethical problems. If the organization culture counters what they are required to do ethically, workers may put the organization in jeopardy by not act ethically. When a worker is faced with a decision that others within the organization think as appropriate, though it is unethical, the worker may follow what is acceptable as per the culture. It is the relationship between organizational culture and ethics that can get businesses into significant trouble in the long term.
Together, policies and procedures ensure that a point of view held by the governing body of an organization is translated into steps that result in an outcome compatible with that view. Policies and procedures, involve Legislations, which are protected by law. If law is violated, then prosecution procedures take place, it is a nonstop circle. Grievance- procedure Is a written complaint about work conditions, that doesn’t satisfy, upset worker. They can make a formal grievance complaint if they’ve tried solving a problem by talking to manager but they’re not satisfied.
To maximize profitability among competitors, an organization might need to realign its business lines by centralization or outsourcing. Wherever there is change, there is resistance. Resistance to change stems from human characteristics such as perceptions, personalities and needs. Change can be frustrating if it is perceived as disruption to routines or status quos. This is threatening because it creates a fear of the unknown future as well as failures.
. information relating to a violation of the securities laws to the Commission in a manner established, by rule or regulation, by the Commission.” There are two types of whistle blowers: external and internal. An internal whistle blower is a person who reports misconduct on a fellow employee or superior within their company. One important ethical question with respect to internal whistleblowers is why and under what circumstances people will either act on the spot to stop illegal and otherwise unacceptable behavior or report it? Conversely, an external whistle blower reports inappropriate conduct to an outside source.
Dillard’s can’t afford any negative publicity regarding such issues. Dillard’s has to be aware of the potential devastation of laws suite involving discrimination of any type. There should be a training program set up for employees in order to educate and avoid potential litigation. Foreign trade can be a very risky business. Among all the risks involved with international trade, the political ones are more difficult to measure.
However, performance appraisals do have the potential for discriminatory effect. Discrimination may exist in the way that the employer utilizes the evaluations, as well as the manner in which the appraisal is conducted. As the employer, we must consider the impact that the test may have on protected groups as it is being developed. Basically, we need to make sure that we avoid any liability for disparate impact
However, what I want to say is that if the company behave unethically as a whole, it may lose its consumer trust and undermine the firm’s reputation, then how can an employee realize his personal value? So we must try to avoid
Definitions and conditions of whistleblowing “A whistleblower is an individual that believes that his or her organization is engaged in or willingly permits unethical, unlawful or otherwise reprehensible activities. Whistleblowers bring attention to the objectionable activity and attempt to effect change. Whistleblowers generally report these actions internally and may ultimately resort to reporting these activities to external authorities or interested parties.” (http:cosign.scu. edu505set01003WhistleblowerProfile.htm) In the essay “Whistleblowing and Professional Responsibility” published in Ethical Theory and Business (1995), Bok spells out the conditions needed for whistleblowing. They are: “it singles out specific persons or groups as responsible for threats to the public interest, the accusation of the whislteblower, moreover concerns a present or an imminent threat and a concrete risk must be at issue rather than a vague foreboding or a somber prediction” (p. 330).