Waters appears to have fairly limited ethics. His moral imperative appears to be guided by whatever will benefit him the most personally. Under his watch, the organization has become less effective and has seen its size reduced by 60%. Waters does not feel the need to work hard, so he provides a poor example for his team as well. He is an ineffective leader, and is not respected by his charges. Beyond that, he is failing in his responsibility to the shareholders. As a manager, he has a duty to act as an agent of the shareholders (Donaldson & Davis, 1991). This means that he should be pursuing tactics that will earn the company the most profit. Waters instead is pursuing self-interest to the detriment of earning the most profit.
The corporate culture appears to be contributing to the dilemma. Nobody in senior management appears to be especially concerned with Waters, although they did reduce the size of the unit. That nepotism appears to be tolerated at the firm shows immediately a poor ethical guidepost for the other employees. The culture is not one where excellence is promoted, nor is hard work. As a result, Waters is able to believe that he can get away with his activities.
The low morale also contributes to the development of ethical problems. Vitell and Davis (1990) identified that...
Therein was her first ethical dilemma: should she remain quiet about this, or should she share this information with others and see what their response will be? Her boyfriend gave her worthy advice: keep this to yourself because if your boss is found to be accepting kickbacks, and this revelation results in his removal from the company, her unit may well be disbanded, or otherwise affected in a way unfriendly
Basically, she is confronting the issue of role ambiguity. Is it really her job to monitor corporate ethics and compliance or should she simply wait until her manager hangs himself through his own carelessness? This introduces another stressor that she faces, that is, one of career development. Turning her boss in jeopardizes her upward mobility. Ambiguity and threat to her career are big factors. The interpersonal relationships she has developed
Valerie's Dilemma The instruction file attached. "How Personal Can Ethics Get?" Discuss how personal differences and preference can impact organizational ethics. An organization is only as 'good' as its people. Vigilant ethical policies in writing are only useful if they are diligently upheld by the organization's leadership. In the case of Valerie's company Wilson Fragrance, this is obvious, as her superior Lionel Waters has engaged in flagrantly unethical policies virtually since his first days
She has two strong motivating reasons to not report the bribery. She could lose her work status in the United States and she would jeopardize her ability to receive her education. She owes herself and her partner a duty of care as well, to place value on her education and her ability to live in Chicago and therefore maintain the relationship. For Valerie, these considerations are powerful, since Waters'
Clearly from this case and others there is a critical need for the development of safeguards on consumer data captured over the Internet, both of the opt-in (where the customer approves the data being captured) and the non-opt-in variety. An Explicit Requirement for Transparency and Ethical Use of Data Consumers have become increasingly concerned that their data, however acquired, will eventually be sold without their knowledge, eventually leading to the potential
Woman Clings to Hope of Having Dead Fiancee's Baby Today medical science is capable of things only imagined in the past. One of these possibilities stems from the technique of Invitro fertilization and cryobiology. It is now possible to freeze a man's sperm and impregnate a woman with it at some future time. This practice raises many ethical issues as far as the legal professions are concerned, primarily informed consent, ownership
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