Employees' Rights and Responsibilities

A1. Employees' Rights and Responsibilities

Conflict of Interest: It is a joint responsibility for employ the er and the employees to avoid conflicting interests for the betterment of the company. As they conduct their activities, they sometimes get to work with other organizations. If there were conflicting interests within, the activities would be derailed. The integrity of the organization would be in question which would result in the bad image. Conflicts should be solved as soon as possible.

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Honesty: Employer and the employees should be candid in issuing instructions and following them respectively. This would enhance a proper decision-making process and decisions made by workers would be informed. It would go a long way in helping the company. For an auditing company, workers must not manipulate or interfere with relevant information which would deter proper reporting.

Personal principles: It is for the workers to uphold their personal morality. If the employer imposes morally inappropriate activities on workers, it is their responsibility to refute being coerced into engaging in such activities. Auditing firms have to be keen with the anticipated results, and an employer should not push the workers to engage in acts that would negatively change the reports.

A2. Employers' Ethical Responsibilities

An employer has a responsibility to compensate their workers financially adequately. This would also involve proper benefit packages. The workers should also deliver quality services (Greenwood & Freeman, 2018). For example, if an employee decides to work for extra hours to complete an intensive task, it is the responsibility of the employer to compensate for overtime work.

It is a responsibility for both (employer/employee) to create and maintain a conducive working environment free from integrity and honesty issues. An employer should not keep pertinent information from the workers. For marketing firm, the workers need to have correct content to enhance the marketing process (DesJardins, 2017). The employers have to offer the recommended course of action in training. If an employee is not honest with the delivering the correct information in the process of marketing, it will damage the reputation of the organization. The reputation of the company is built over time and if any dishonest information leaks to the public it can lead to bad image.

A3. Ethical Business Dilemma

While handling a rather challenging task, one would find out that the company has altered their ledgers and overestimated the profits when they have not done well in bringing new clients onboard. When the manager in charge is approached, they ignore this serious matter, and they even attempt to talk it off using incentives to ignore the same. The response to this would be quite intriguing.

A4. Ethical Business Dilemma: Evaluation

Utilitarian perspective: This view would portray that the final results justify the methods and also it does not really matter so long as the outcome is great. Ideally, a utilitarian would give a thought on those who do not benefit in the course but rather getting best results. In this regard, a question of who altered the ledgers would rise. If it allowed for the organization to get assistance to get off the errors, it was bound to make. Or it was just due to the negligence of the workers. It would then be established why they made the alterations and then make a decision based on that later (DesJardins, 2017).

Relativistic perspective: each decision is by being relative. In this essence there would be no wrong or right approach, it is merely what is right in the circumstance that is considered. What is correct for one is not to another. The truth may also be described as relative. The workers would have to choose the reason for making the alterations and if it had a sense of truth in it. The situation could be opposed by maybe the government or the public, but to the company, it was a rational move. As such, a relativistic view is not the best to have in an ethical marketing situation.

A5. Ethical Decisions

Telling the truth or keeping it to oneself. It is quite a common ethical dilemma that some workers face regularly. Sometimes workers may get to know a lot of information than required and may be faced with the decision of whether to inform the employer or not. In this regard, it is imperative to tell the entire truth and not manipulate it in their own interests. Through telling the employer some of the vital information they might not know, the worker gets to uplift their integrity and trust standards regardless of the outcome.

Boundaries: Sometimes keeping personal life at bay may be challenging. Usually, people are influenced by personal life while at work. Sometimes keeping a good relationship with the manager and supervisors is monumental. To make professional relationship sometimes calls for one to keep private life secret to fellow workers. When some of the secrets of personal life spill to work setting, it becomes hard to handle the situation and may be detrimental to effective work. Sometimes it can cause the respect one holds in high regards to deteriorate completely.

A6. Ethical Decisions: Explanation

Telling the truth to most people is a hard challenge in work setting. Apparently, workers have to encounter situations where they have to keep their employers with correct information affecting their businesses regardless of the outcome. Lies are always quite an easy option to resort to especially if the correct information would trigger an argument or is informing on the company's bad state. The consequences of hiding information may be more detrimental than speaking up. Giving incorrect information may sometimes lead to a pool of continued lies which becomes complex at some point to tackle at the organizational level. Holding information may also affect one's personal life in the form of psychological torture.

For self-preservation and maybe self-interest, some workers might attempt to legitimize their action of withholding pertinent information. It drives the element of dishonesty in the workplace. Sometimes the information may appear to be insignificant to the employee, but in the long run, it surmounts to substantial implication on operational activities which is an inconsequential excuse.

Maintaining boundaries and differentiating work and personal can result in an ethical dilemma in quick escalation. For instance, if a senior worker engages in intimate affairs rather than work alone, both of the parties can get into an awkward position and the center of ridicule from other employees. In many situations, the senior worker may treat the individual involved intimately with a lot of favoritism. It leads to prejudice when other employees in same job group discover the same. It is essential to keep workplace rules at hand and ethically notable to maintain work relationship formal.

When emotions are part of the decisions, some decisions are made irrationally. Many people fall into this trap in work setting and bring problems with the employer.

References

DesJardins, J, R. (2017). An introduction to business ethics. (5th ed.). New York, NY: McGraw Hill Education

Greenwood, M., & Freeman, R. (2018). Deepening ethical analysis in business ethics. Journal of Business Ethics, 147(1), 1-4. doi:10.1007/s10551-017-3766-1