Parameters of Ethical Decision Making - Paper Example

Introduction

The paper will evaluate the parameters of several ethical decision-making approaches. The paper will also assess the validity of a selected approach to solve an issue with employees who want to be employed permanently. Various approaches that are used when making an ethical decision include justice approach, the right approach, and utilitarian approach.

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The utilitarian approach was developed by John Stuart Mill and Jeremy Bentham to help lawmakers decide which regulations are morally best. The approach evaluates the outcome of choices on different individuals. Mill and Bentham suggested that moral actions are those that offer the greatest balance of good over evil. The best choice when using the utilitarian approach is the one that provides the best (benefits) for many people.

The rights approach was conceived by Immanuel Kant and it focuses on individuals' right to truth, privacy and free from harm. People have a right to voluntarily agree upon an action that they feel will benefit them. Individuals have free will to choose whatever they want in lives and everyone should respect these choices (Rendtorff, 2009). People cannot be manipulated like objects it is a violation of human dignity to use people in ways they do not freely choose.

The justice or fairness approach holds that people who are equal should be treated equally and vice versa. When evaluating how ethical an action is using the fairness approach one should assess how fair a choice is. The action chosen must treat everyone equally without discrimination or favoritism. Fairness approach is the most utilized by the company for most of the decision that is made for the company.

Analyzing the Ethical Dilemma

After examining the three approaches, I conclude that the fairness approach is the best to solve the ethical issue with employees. In the ethical dilemma, issue employees trusted that their employers will grant them lifetime employment. The employers want to terminate the employment contract and argue that they never paid more for benefits or been more accountable for their behavior toward d employees.

The company can decide to make the best of this issue by asking how fair the action of terminating employees is. Does the action show favor or discriminate the employees? The company has to determine the biggest liability and negotiate with employees on their contracts. The company may decide to ask employees what they believe is a fair action. Should employers be liable for their bad behaviors toward the employees? The employees may respond secretly and this would help the employers to make a decision that is fair and free from discrimination (Rendtorff, 2009). When employees are worried about their work, they may not satisfy the needs of customers. The management should be keen on the needs of customers as they resolve the contract issue with employees' union.

The Validity of the Solution

The employment negotiations can take up to two weeks before the management come up with a final decision. The company can utilize the justice method the company will come up with a solution and ensure that customers are well taken care of and that business interruptions are minimized. The organization evaluates the risks that will result if they fail to offer employees permanent contracts. Temporary employees would not enjoy additional benefits hence this would be a case of discrimination or favoritism.

Using the justice approach, the company would be able to solve the employment issue in a timely manner.

References

Rendtorff, J. D (2009). Responsibility, ethics, and legitimacy of corporations. Copenhagen Denmark: Copenhagen Business School Press.