ETHICAL DILEMMA Board Quotas

Questions

1. Given that women participate in the labor force in roughly the same proportion as men, why do

you think women occupy so few seats on boards of directors?

As we can see, women employees have the capabilities of what men employees are capable of doing. In
my observation as a practicum trainee last summer, my subject company has more female engineers
compared to male engineers and the one sitting in the presidency is also a female. However, in general,
there is still gender diversification in the organizations that don't depend on the physical and intellectual
capacity of employees. The expectations for women in the line of business is lower compared to men
because the society has so many expectations for women inside the house such as raising the children.
As we look at the labor code of the Philippines, there are articles for women because the law protects
women compared to men, which I think one of the reasons why there are few seats available for
women.

2. Do you agree with the quotas established in many EU countries? Why or why not?

I slightly agree with the board quotas established in many countries because the quotas demonstrate
how the role of women has definitely changed over the past generation. These board quotas present an
initiative that appropriately reflects the change in dynamics between men and women in the workplace.
However, my other side do not agree because I believe that we should all be selected on the basis of our
qualities and capabilities, we should never depend on one’s gender.

3. Beyond legal remedies, what do you think can be done to increase women’s representations on
boards of directors?

We can increase women’s representations on board of directors by implementing diversity management

in every organization. Diversity management is defined as the strategy of using best practices with
proven results to find and create a diverse and inclusive workplace. Successful strategies link diversity
progress directly to business results. I think this will help the organization to maximize the potential
contributions of employees in a diverse workforce.

4. One recent study found no link between female representation on boards of directors and these
companies’ corporate sustainability or environmental policies. The study’s author expressed surprise at
the findings. Do the findings surprise you? Why or why not?

The findings surprise me because the representation of women in governments, parliaments, and
institutions is an important avenue to making environmental policies more gender responsive. Greater
support is required in strengthening the capacity of women in political institutions, such as women
members of parliamentary committees on environment.

CASE INCIDENT 1 The Flynn Effect

Questions

1. Do you believe people are really getting smarter? Why or why not?

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 In my observation, people nowadays are getting smarter because we are more likely to use
technology. For instance, companies use machines for brainless works, therefore we are able to
utilize our capabilities in a creative and do do mental activities, such as thinking, reasoning, and
problem solving. Our life is so much easier compared to the early years.

2. Which of the factors explaining the Flynn effect do you accept?

The Flynn Effect has explained four different factors, such as Education, Smaller Families, Test-
talking savvy and Genes. Education has been changed a lot since past years. Nowadays, students
use the modern technologies for studying purpose. Internet is one of the most useful things for
studying. Moreover, students take a lot of tests during the semesters and they become a
professional. They know how to take tests and how to do well on them. It helps to new
generation to do well with IQ test and so forth.
3. If the Flynn effect is true, does this undermine the theory that IQ is mostly inherited? Why or
why not?

The Flynn effect does not undermine the theory that IQ is mostly inherited. There exist other factors
besides genetics that compose the Flynn effect; thus, genetics only occupies one aspect of the Flynn
effect. The remaining factors (education, smaller families, and test-taking savvy) also play an integral role
in the increase of the level of intelligence. The Flynn effect would only undermine the theory that IQ is
mostly inherited if genetics did not exist as a factor in the increase of the level of intelligence.

CASE INCIDENT 2 Increasing Age Diversity in the Workplace

Questions

1. What changes in employment relationships are likely to occur as the population ages?
There are several changes in employment relationships these days such as:
• Reduced hours and flexible schedules. Some employees are working on their home and
required only to go to the office if there are meetings.
More training tailored towards older people
• As the workforce ages it is likely that companies will look to other options such as outsourcing
make jobs more flexible.
2. Do you think increasing age diversity will create new challenges for managers? What types of
challenges do you expect will be most profound?
I believe that it will create new challenges for managers if there is an increasing age diversity for
they will find a way to balance motivation in the workplace. This is because what motivates a
younger person will not necessarily motivate an older person. Managers will need to find a way
to balance this when dealing with age diversity such as problem of how to form a cohesive
workplace by bridging the gap between the older and younger workers.
3. How can organizations cope with differences related to age discrimination in the workplace?
• By implementing strategies that place older people in positions best suited to their ability
without stereotyping them. • Organizations need to look for ways to make technology more
friendly to older people as this can enhance the workplace experience for an older population. •
Ensure that the reward system is based on performance and not tenure.

4. What types of policies might lead to charges of age discrimination, and how can they be changed to

eliminate these problems?

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 Not employing mature workers because it’s assumed that they’ll soon retire. • Not interviewing
someone because they are too old to ‘fit in’ with other staff. • Making choices during layoffs, or forcing
someone to retire, because of their age. • Advertising for someone to join a “dynamic, young team”

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