Ethical Expectations:

Employers & Employees

 The Organization of Works

People make up organizations, and how an organization imposes on

the lives of its own members is amorally important matter. For an
organization some important matters are very sensitive these are;

■ Hiring
■ Interviews
■ Screening
■ Tests
■ Job Discrimination
 Arguments for and against Discrimination

In Favor of Discrimination

1. A business’s employment practices are its own affair

2. Past Experience.
3. Employers should not be forced to pay for old mistakes.
4. Employers should not have to hire less qualified people to make
up for past errors.
5. Business should not responsible for their burden alone.
6. If employers are left alone, things will eventually work
themselves out in a fair manner.
7. Force hiring of minorities.
Against Discrimination

1. Stopped immediately.
2. Human being.
3. Every efforts must be made immediately to put
affirmative action into effect
4. Reverse discrimination may take place.
5. Government at all levels should mandate affirmative
action and legal means available
 Step against Sexual Harassment

1. Taking the initiative to implement a meaningful program

that addresses personal biases and values that foster
harassment of individual based on sex
2. Securing commitment form top management, since without
it all efforts are doomed from the start
3. Developing and implementing a program that strives to
change behaviors, not just attitudes, in the short run
4. Using the resources of an employee assistance program to
develop a company policy regarding sexual harassment
 Nepotism

Nepotism is the practice of showing favoritism to

relatives and close friends. Not all instances of
nepotism raise serious moral concerns.
 Wages & Benefits

Every employer faces the problem of setting wages

rates and establishing salaries. The issue of a fair
wage is not as morally difficult as it might appear.
 Working Conditions

Health and Safety

Day Care and New Health

Maternity Working Conditions
Challenges
Leave
 Employee Rights
The Right to Employment

The right to equal opportunity

irrespective of sex, race,
complexion, etc.

The right to have assurance

The Right to strike
of job security

Civil Rights and rights to The Right to Treatment The Right to Organizing
Equal Treatment with Respect Unions

The right to The right to The right to Right to

physical freedom of a fair trail Hiring,
security & speech and with due Promotion,
privacy association process and Firing
 Disciplining

The point discipline, although desirable and necessary, raises,

concerns about fairness, non-injury, and respect for persons
in the way it’s administered.
 Guides to Disciplinary Action

1. Disciplinary action should be taken in private

2. Promptness is important in the taking of
disciplinary action
3. Consistency in the administration of disciplinary
action in highly essential
4. A n immediate supervisor should never be
disciplined in the presence of his own
subordinates
5. Disciplinary action should be applied by the
immediate supervisor
 Gifts & Entertainment

Business gifts and entertainment of clients and business

associates are a familiar part of the business world. A bribe is
a remuneration for the performance of an act that’s
inconsistent with the work contract or the nature of the work
one has been hired to perform. The remuneration can be
money, gifts, entertainment or preferential treatment.
Expectation to and from Employers & Employees

• Employers to Employees

• Employees to Employers
 Whistle Blowing

Whistle blowing is a term used for a wide range of activities that

are dissimilar from a moral point of view. Sometimes the term
refers to disclosers made by employees to executive in a firm,
perhaps concerning, improper conduct of fellow employees or
superiors who are cheating on expense accounts or are engaging
in petty or grand theft.
 Whistle Blowing as Morally Required

• The whistle blowers must have, or have accessible,

documented evidence

• The employee must have good reasons to believe

that by going public the necessary changes will be brought
about
IBM Guidelines on Employee Privacy

•Entry to Firm

•Record Maintenance

•Access