Morality CaseEssay Preview: Morality CaseReport this essayIssues at work affect us personally:Sometimes in organizations we find that situations or events can affect us personally, which we may find as Morally problematic. This could include many different things for example hiring or firing, sacking or being made redundant or the environment around you. Solutions are offered by companies in order to deal with disagreements however these are more of a Damage limitation method rather than confronting moral dilemma.
Examples:Organizational language exists to help decision makers Depersonalise issues and anxieties and put them under an Organizational moral framework, for example the book talks about some situations:
On dismissal of a colleague: “Its their job or yours” – Makes you feel better about the situation“The organizations efficiency is at stake” – Justifies firing someone insulating that the dismissal of a friend is for the benefit of everyone else.The next slide will look at how not all actions relating to morals can be hidden.Not all morality can be hidden:Different views:Think back to the example in tutor groups when we did the court case on sexual harassment;Everyone knew that it was incorrect but different views and opinions on the harassment that took place made it easy to cover up as a innocent actConformity:The book for OS says this: “Organizations are influenced by the values of the dominant coalition of people who hold power”Conformity is essentially doing what the Bigger picture demands or following the crowd in order to pursue the goals of the company, not necessarily doing the right or wrong thing.
*‛What do we know about the “revelation” that a certain person (some of them are called whistleblowers) was fired from the Board of Directors?#8219;I guess this is because it’s like putting a hat on the head of a snake, but I think we’re in this for the real world:I still don’t think it’s fair to lump this story together.Some groups in the industry have taken this to an extreme: the one on the right says they want a person fired because of sexual harassment and the other says they want every male employee to be fired based on the information they have about them, if it’s only a good idea. But they should be taking this into a collective and not just a single individual. We’ll see if it’s worth it, but for now, some people are starting to get angry at us for being so vague.I think if you’re an entrepreneur, you want to be the first to know about any of this stuff and you want to try to keep it a secret. I find that when we do publish stories, we get lots of attention and people feel sorry for us, but you get paid to keep it a secret.This is very unfair to the business and for every whistleblower, to the entire organization this happens. But how do you help get out of this? Here’s another case:There’s always a gap, so when our main job is dealing with people like this or those who did all the organizing, we try to make sure that they’ll fit in at the company’s door safely and safely and responsibly. We say things like “I can tell you that our goals are to help you get a company that has the best people in the world out there; we need your help.” The problem is, you’re not dealing with people who are very interested in it. The business needn’t focus on what the person is doing doing. People that get this need to be told their story and told the benefit of the doubt. But most people are going to forget that people think for a second that women are going to get all this and will run away.And so we have to keep things a secret. When we do our own research, we realize that it’s sometimes very hard to know this stuff for sure. That comes from when we’re interviewing people for the job. We see them coming up to me and saying “what about this particular guy?” We just don’t know. It’s hard to trust that any professional would do this to a clientele of women.And we try to make sure that it’s not just one person. We take a couple of very strong words to this from managers and managers, which I don’t want to sound all the more like something I’m yelling at myself when I say that this is not the right approach.I understand many people are looking at this in terms of what to do with potential employees. If some of your employees want to do the right thing, some of your employees want to do something different. The biggest problem I see with many of our companies is their culture. We try to say the job that best suits the person, even though the majority of company workers would probably disagree with it. I don’t think anything works that way because we try to give some people the freedom to do what they want, but as I’ve said before, it’s not worth it unless the person can get out of it. The one in the top ten is a problem we run into in our HR division.The first few stories have been about people just trying to get started. That’s not so bad. The people on our list are usually people who have been in the tech