Individual Ethical ExperienceEssay Preview: Individual Ethical ExperienceReport this essayIndividual Ethical ExperienceI experienced an ethical issue with a co-worker while employed at Motorola. The management had created a team to help solve the problems of too many rejects entering QA and also errors made the customer. I was named the leader of the team due to my experience, time on the job, and my quality and quantity of work I had achieved. One person on the team, Olivia, did not approve of the choice of me as the team leader. She confronted me personally at work using many inappropriate words and telling me that I was a favorite and that is the only reason I was named the team leader. I did not take this personally or got into an argument with her as this was my work place and such words and confrontation was not professional. The others on the reject reduction team were pleased that I was chosen and glad to help me. Many on the team were not comfortable speaking in front of others and felt I would do a great job in representing them. I felt we were going to be a great team with many ideas to reduce rejects.
There was not a difference in the power of authority as we both held the same job title. I had many more years with the company than she did, but we both filled the same position. The ethics in question in my opinion was the confrontation, the inappropriate words used on her part, and her loss of control on the job. The personal conflicts involved were the fact that I had worked many positions in that department and knew it well. The management depended on my skills as I had shared many ideas for improvement that were implemented. I felt she viewed me as a favorite, but the fact is I was good at what I did and strived to do better myself and the job I had to do.
The potential outcomes from this issue could have been either one of us being written up or terminated. I was to involve myself as she had, we would have been both at fault and no positive conclusion would have been fulfilled. The outcome was that I chose to try to talk to her reasonably without inappropriate words and suggested that we talk about the issue when there wasnt any anger. We did have witnesses that observed the conversation but they did not get involved, just observed. The outcome from the incident was positive as she realized the potential consequences for us both and understood that we did need to talk later when her anger was gone. We talked at length a week later and gained a lot
The Independent
May 20, 2012: “A letter I sent to my employer on February 15 showed that there were some serious issues we are having with our senior executive. It said: ‘As long as the employer is satisfied that the relationship between my senior executive and a company employee remains stable, there is no basis for the employer to take any action that would lead to my termination.’ I did ask why he did this. It was clear that it was only a matter of time until a termination letter was issued. I could not hear back of my supervisor so I decided to wait. I told him that the fact that I had made such an error is only going to encourage people to do it again.” – From a memo sent by the “employee” who was placed on notice
The Independent
May 27, 2012: “As the job, it is now easier and more flexible than before. There is a more open and transparent process for hiring managers, especially for senior managers, and every manager, business and government employee working in this sector. I was able to find out that there are three reasons for this change – not an outright denial of work, for the sake of a change, and not an indication that something is wrong. I did manage to contact the HR department and ask that their head of HR to clarify their decision. In my final reply, a full explanation was given, and there was even a statement on the subject by a senior colleague in the IT departments. There is a need for better ways to make hiring managers more transparent and to have the decision-makers understand the process better. The problem with the ‘assignment process’ is there is no separation between individual decision-makers and their supervisors. The HR department has a policy that that any change must be made within four business days, but I am still waiting to hear back from HR about this because it is clear that they are making huge mistakes. I have contacted management and are waiting for an outcome and all parties are following a similar process. ” – From a memo sent by the “employee” who was placed on notice A copy of my correspondence that was sent to the HR department
The Independent
June 1, 2012: “We are dealing with a situation that we do not appear to be able to resolve. It seems to me that we have been going through periods of pain at work and are now able to talk to them in good faith. This experience also shows the problems the HR department are having with their senior managers, many of whom did not make a recommendation to me.” – From a memo sent to the HR department The same memo was sent to the HR department on June 4. The wording was very similar to an earlier email sent to me two days later. Although I can only conclude