Utilitarian and Deontological Considerations
Today, many places of work require their employees to adhere to a prescribed dress code. In basic terms, a dress code is essentially a guide on what employees should or should not wear to work. In this text, I concern myself with utilitarian and deontological considerations in relation to dress code regulations in the workplace.
Workplace Dress Code Regulations: Utilitarian and Deontological Considerations
In an attempt to design an appropriate image for their companies, employers routinely demand that employees adhere to a prescribed dress code. For instance, Company A could demand that all its male employees be dressed in a business suit and a tie. On the other hand, Company B. may take a less relaxed approach to dressing and allow its employees to report for work dressed in what is often referred to as 'business casual' wear. Although setting a dress code could help a company project its image appropriately, not everybody views dress codes positively. For instance, there are employees who claim that some dress codes are rather restrictive and discriminative. Given these varying views and...
genetic testing work place? EXPECTATIONS: Please read: Genetic Testing Future Disability Insurance: Thinking Discrimination Genetic Age Paul Steven Miller. The Journal Law, Medicine & Ethics. Genetic testing in the workplace There is presently much controversy regarding genetic testing in the workplace, as even though it is not yet a common occurrence, employers appreciate the fact that it is very likely to assist them in experiencing as little loss as possible. Genetic
Powell points to the fact that "in Georgia, for example, the time between the date of the murder and the murderer's execution (if it occurs) averages close to I0 years 25 Although the average lapsed time in Georgia may be the highest, the same situation generally prevails in a number of other states. No one would suggest that this is satisfactory." (Powell, 1038) Indeed, according to Calvert (1993) it demonstrates
Legally, forcing Ford to make costly payments to the families of the victims of its maleficent inaction was good for society as well as for the individuals who were harmed. Companies are less likely to make such criminally negligent risk/benefit calculations when they know the legal system will penalize the organization financially and legally. Only by increasing the hazardous potential of financial loss from acting immorally can the tort system
Business Ethics When the Truth Takes a Stretching Class Maria Bailey clearly and blatantly misrepresented the size of her start-up business, but shrugged it off saying she knew what she was "capable of doing" and just wanted to show potential clients "what we were going to be," rather than tell them the truth about how fledgling her business actually was at that time. Was it immoral for Mary Bailey to misrepresent her company? Looking
Disabled Veterans In U.S. history, the term affirmative action is of relatively recent origin, and first came into use under the Kennedy administration in 1961, when it ordered federal contractors to speed up the employment of minorities and banned discrimination on the basis of color, religion of national origin. Lyndon Johnson expanded the use of affirmative action in federal hiring and contracts in 1965-66, although the Civil Rights Act simply forbids
In the case considered, there are two possibilities for the award of the contract: The first is that there may have been no companies on the applicant list that met the minority standards. The second is that non-minority companies far outweighed their minority counterparts in the level of service that would be provided. In the first case, the deontological viewpoint would not have been applicable, as there were no companies
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