Assignment 05.

1: Applying Ethical Decision Making Models

Selene De León

Business, National American University

MT4441 Business Review Law

Professor Corey Vaughn

11th December 2022

1. Describe the problem or dilemma bv including all related facts.
I own an online lingerie business, currently I have three employees, a supervisor
and two saleswomen, one of them is stealing products from the store (office). When
doing the monthly inventory, the system shows that 12 sets of lingerie are missing
and sometimes does not report the actual sales of the day.
It is difficult to accuse either of the three employees. Being a small business, I have
security systems and cameras in the office, but not in the warehouse.
2. List everyone who may be involved in or affected by the decision.
Employees: Supervisor and 2 Saleswoman
Owner: Me
3. List all the values that are involved in the decision
The values involved in the decision include honesty, integrity, loyalty,
confidentiality, fairness, kindness, respect for others, and accountability.
4. List all possible alternatives actions you could take to resolve the problem/dilemma.
Theft is considered a serious misconduct and, therefore, a punishable conduct, as
defined in the Penal Code. In other words, it is a breach of contractual good faith.
But how should a small and medium-sized company act if it suspects that its
employee is misappropriating company property?
According with Valente (2016) there is no universal procedure, as each case is
different. The most important thing is to collect valid evidence, but without
violating the privacy of individuals. Otherwise, it is inappropriate to sanction and
the dismissal is considered unfair, which implies the payment of compensation.
The firm can punish or dismiss the employee. In this case, I as the manager will
have to demonstrate the reality of the facts with reliable evidence because it is the
judge who determines whether they are valid.
Search for witnesses and gathering information a mismatch in the number of stocks
are clues that can be used to examine a possible serious misconduct.
Installing video cameras. "It is the most effective control mechanism," guarantees
Ángela de Miguel (2021), partner and director of Negotia Abogados, who explains
that "nowadays you can record employees and customers without prior notice, it is
enough to have an information sticker in the establishment."
 Once a series of evidence has been compiled and before making a final decision,
"the employer must open an investigation file," says Valente (2016). In other words,
he must give the employee an opportunity to express himself and justify what has
happened. From this point on, the manager has to assess the employee's conduct to
determine what action to take.
Alternative #1
Warn the employee, in writing or by conversation, to perform his or her duties
properly and not to repeat misconduct.
Alternative #2
Relocate her to a lower position. For example, if she is a supervisor, demote her.
Alternative #3
Offers a voluntary discharge to avoid criminal prosecution.
Alternative #4
Penalize with a reduction in salary for a certain period of time.
5. Which individual who is involved in or affected by the decision do you believe is
the most important in this situation?
I would be me, the work team that I have formed has been there since my
beginnings, they have accompanied me throughout the process since I launched the
brand and I consider them important human capital, a support team that always
reaches the sales goals.
6. Which value do you believe is the most important in this situation?
Honestity and Loyalty.
7. Which of the possible alternative actions do you believe will cause the greatest good
and the least harm?
The possible alternative actions that I believe will cause the greatest good and least
harm is warn the employee, in writing or by conversation, to perform his or her
duties properly and not to repeat misconduct. But there is a risk that the behavior
will recur.
8. Priorize #5, #6 and #7 to identify the most important consideration in this situation.
 The most important consideration in this situation is showing honesty and loyalty,
both on the part of the employees and the employer, even though, as I said before,
they were part of my company from the very beginning.
Establish preventive measures so as not to go to the extreme of firing an employee
for immoral acts. For example, withdrawing money from the cash register every day
once a certain level of turnover has been reached makes workers feel more
controlled.
9. Select an alternative and document your decision, based on the process above.
Alternative #1 Warn the employee, in writing or by conversation, to perform his or
her duties properly and not to repeat misconduct. It is not enough to simply inform
an employee of his/her conditions, but it is recommended to provide him or her with
a performance manual that establishes rules to encourage correct behavior.

Reference List

Valente, P. C. (2016, May 24th). Su empleado le roba, ¿qué debería hacer para no acabar en un
juicio? Retrieved
from:https://www.expansion.com/pymes/2016/05/24/573d9ce7468aeb517c8b4625.html

Miguel, A. (2021, June 9th) Despacho de Abogados Negotia. Retrieved from:

https://www.abogadosnegotia.es/noticias/