Ethical dilemmas occur when someone has to make a choice that may press against their convictions or personal values. Regularly organizations build up moral tenets or policies in advance when the employee is procured with the goal that they are sure about what is and what isn't normal for them as a worker. These moral principles are normally composed of business experts and represent the organization’s views of moral conduct. The vast majority spend a lot of their weekdays at their workplaces or employment locales. It's not astonishing, at that point, that workers confront ethical situations there. A few of these issues come up all the time. Since employees tend to spend such an extensive amount their weekday hours at work, they regularly are enticed to direct private concerns on organization time. This can incorporate setting up medical checkups on organization telephone lines, reserving get-away spot utilizing their manager's PCs and Internet associations or notwithstanding making telephone requires an independent side business while on organization time. At first look, this moral issue is genuinely clear: It is an abuse of one’s employer to handle one's private issues on organization time. In any case, some situations bring about a dilemma. Imagine a scenario where your companion calls to disclose to you that your kids are sick. Is it OK for you to plan a physical checkup? A decent general guideline is for a worker to check with his director or supervisors to clear up what is considered a significant offense in the organization (Wittmer, 2016). With some good judgment and a touch of analysis, employees can resolve normal working environment problems without losing their occupations or conveying mischief to their boss.
At one of my past occupations, there was an issue with workers directing their private issue, errands, or pastimes all while on the organization's opportunity. Many times, employees were discovered shopping on organization PCs, playing games or getting too long range interpersonal communication destinations, browsing individual email records, and taking intemperate breaks without the organization's endorsement. It started to be an issue because while individuals are doing these things on organization time, they are not doing the activity that they are being paid to perform. These actions can be harmless. However, it can bring about real issues in the work environment since individuals start to quit investing energy in the given work undertakings and start investing a greater amount of their opportunity doing individual things (Dane & Sonenshein, 2015). In one particular instance, a colleague’s child was sick, and she had to rush home to take care of them. My employer was not at work that day, and I had to fill up the vacancy left and cover up for the other employee who had gone home. I, however, failed to inform my employer of the situation. I justified my failure to do so by reasoning that nothing had changed since I filled in for her and finished up the tasks she had not completed and those that had been assigned to me. The other colleagues too kept silent about the issue, and when our employer got to know of the issue, it led to the entire department being penalized. We were then required to work on the weekends for that whole month with huge amounts of work assigned to us. It served as a lesson to us that we ought to recognize and respect the authority over us in the workplace as well as observe the set ethical standards. They also modified their company “code of ethics” so that it was more clear as to what was expected of the employees and the consequences that would happen if they did not abide by them.
Delegate your assignment to our experts and they will do the rest.
The principle of Utilitarianism best describes my reasoning because I only focused on the good consequences of the situation that we were faced with in our workplace (Broad, 2014). I argued that all the work had been handled regardless of the fact that my colleague had gone home. I did not consider the choice that I was making as a moral one because the alternative act of informing my employer of the situation seemed as not being a great one. I knew that the employer would have objected to my colleague going home and this would have resulted in the sick child not being helped. I was not conscious of having acted on this moral principle of utilitarianism. It was only until after the ethical dilemma had passed that I realized that my line of reasoning was that of a utilitarian. The reason for this is because I had never before known about the different principles of ethical decision making. Had I have aware of these moral principles before I had been faced with the dilemma, I would have encouraged my colleague to inform the employer of the issue and sought for their permission before making any rash decision.
References
Broad, C. D. (2014). Five types of ethical theory (Vol. 2). Routledge.
Dane, E., & Sonenshein, S. (2015). On the role of experience in ethical decision making at work: An ethical expertise perspective. Organizational Psychology Review, 5(1), 74-96.
Wittmer, D. P. (2016). Developing a behavioral model for ethical decision making in organizations: Conceptual and empirical research. In Ethics in public management (pp. 57-77). Routledge.
