Part 1. Respond to the following in a minimum of 175 words:
Provide an example of how you could apply the 3-Step Approach to solve an ethical problem you are experiencing at work or have experienced at work (current or former workplace).
Part 2. Reply to the follow post in a minimum of 100 words:
“I would have to say that one problem that we have at our workplace is people coming into work and then punch in on the time clock. Instead of going to their work place, they go into our break room and eat breakfast. Since we are medical provider, we get food brought in for us all the time by drug reps. I consider this an ethical problem because the employees are stealing time from the company. The three-step approach to solve this would be identify the problem, which is them stealing time from the company. Step two of the problem is finding out if this is really a problem and what are the causes of this problem. The main cause of this problem is that we get free food deliver to us in the mornings and employees want to eat for free. Possible solutions to this would be to get rid of the free food, but then that takes away our perks for the employees that are following our policy. The other solution is to tell the employees that they have to come in early if they wish to eat food before they are supposed to be at their workstation. So, I would pick the solution where the employees would have to come in early if they wish to eat food before they are supposed to be at their workstation.” – Leo R.
Part 3. Respond to the following discussion in a minimum of 100 words:
“For this assignment I would like to begin with a specific example that that we can assess. Let’s imagine that we are a senior sales representative and one of the newest salespeople assigned to our division is constantly causing issues within the department by failing to turn in assignments on time, showing up to work late, and always displaying unprofessional behaviors within the work place. After the first week you inform your supervision as to the situation and your told that he’s related to the company president and that it would cause you problems if you were to take any actions against the individual for the problems that he’s causing. What do we do with a situation like this? He’s obviously setting a bad example for other employees on your staff and if something doesn’t change it could possibly affect the moral and work performance of other people as well. If your supervision and the company president hold different perspectives, then your own on the situation and you still decide to take the initiative to resolve the situation what steps should be taken.
According to the three-step process we are to begin by defining the problem in terms of desired outcomes. In this situation it would probably be difficult to control the individual’s actions outside of the workplace in regards to him always being late. If I can’t get him to show up on time. I simply can’t. So logically, what is the result of this? More work for the rest of us, and since I’m already outnumbered by my superiors, I would attempt to obtain some sort of leverage in the situation. I would seize the opportunity of him being late and take the initiative to speak to my other staff members about the situation and question them as to how the feel about it and what they think should be done. If I was bold enough to play all of my cards upfront then I would explain the situation in full detail in order to gain support from others and then approach my superiors once again. If I were wise, I would establish a clear criterion for judgement and also begin to remediate the issue on my own standing and authority without the help of my superiors. To begin this process I would first begin to delegate the assignments of this individual to others on my team. I would treasure them that I will be address the problem after I get my arguments in order and that I will seek compensation for them as well for performing beyond the scope of their original responsibilities.
In this situation, I would first define my overall purpose for being so adamant about disciplinary actions being take. I would define the problem in light of implications of other employees and the consequences as well. I would refer to any company codes of conduct or work ethics that had previously been outlined as well so that I appear as professional and concerned with company policies as I can and not just serving my own agenda or personal issues. This is important in my opinion because it provides a frame of reference and proper perspective that is purely professional. I would then outline the functions that are failing to be met by the person himself, then actions I took to complain and the results of that conversation. I would then describe the actions that I took on my own to remediate the situation before my second approach to final resolutions and then begin to emphasis the perspectives of other employees and not just my own as to instate the fact that I am not alone in my stance and this will most likely protect me from being dealt with unfairly myself and dismissed for not following the recommendations of my supervisor.
Finally, I would make recommendations as to how we can keep this individual in some sort of good graces. I would emphasize whatever positive aspects I could and also include some sort of basis that says he’s wanted and appreciated by others in regard to this or that and then I would offer ideas and possible solutions that would benefit everyone.
How does this sound to you? How would you add to my initial thoughts on the situation and how can you help me strengthen my approach to all of this?” – Justin A