Workplace Conduct

Despite the existence of norms of behavior in firms, employees frequently depict their utilization of the workplace and daily activities differently. Three full-time employees of an organization provided comments during the interviews conducted for the article’s appendix regarding the use of codes of conduct in the workplace. Companies’ codes of conduct offer a methodical way to observe company ethics and consideration in day-to-day operations. The majority of employee cases would depend on the observation of these by any means. However, manipulation of the ethical concepts is sometimes practiced in cases where a breach of the ethics was done with good intentions. This entails the application of the idea that “the destination justifies the means.”

There seems to appear a case of disagreement on the action to take and the application of the code of conduct in this case (Ambrose, Arnaud, and Schminke). Of all the interview conducted, two of the three interviewees agree while the other disagrees. The disagreement, in this case, is the use of ethical approaches in handling the case. Both John and Harriet decide on reporting the incident to the necessary authorities in the organization. Susan, however, claims that she would not report the case due to the intentions behind the fraud case. The manager has good intentions for the company, and in the process, he also benefits. These are the reasoning behind Susan’s claims that she cannot report the case. However, the other to recognize the intentions and the benefits associated with the fraud but however do not agree on the breach of ethics which in this case, they perceived as corruption.

A portrayal of the level 2 of healthy moral development is seen to be applied by the respondent sin this case (Gibbs). This entails the use of law and order as the base for the decisions made. The defendants, John and Harriet base the reason why this case is wrong and should be reported by basing it on the application of the laws and authorities of the organization. These ethical considerations reveal a case of general moral development based on level 2 stage 4. This is the reason they use reasoning such as “it is against the company regulation despite the intentions.”

Both John and Harriet portray as a similar pattern in their responses that fraud case is wrong and should be reported and they follow to give reasoning based on the law to back their arguments and a reason why the case should be declared. Based on this respondents’ views, the recommendation on the firm is that it ought to have absolute rules and stipulation for the preparation of reports such cases of fraud despite the intentions behind the fraud cases.

Works Cited

Ambrose, Maureen L., Anke Arnaud and Marshall Schminke. “Individual moral development and ethical climate: The influence of person–organization fit on job attitudes.” Journal of Business Ethics (2008): 323-333.

Carr, David. Educating the virtues: An essay on the philosophical psychology of moral development and education. Routledge, 2011.

Gibbs, John C. Moral development and reality: Beyond the theories of Kohlberg, Hoffman, and Haidt. Oxford University Press, 2013.

APPENDICES

Responses.

John

Question 1: What would you do and why?

I would report them to the relevant authorities. In most cases, we do this reporting to the human resource, so these are where I would report. Despite the good intentions on reducing the cost of acquisition, the manager is playing a case of frauds which is not approved by the organization. This might imply that they are deeply corrupt and digging further in the case can reveal that they probably encountered the supplier through fraudulent means.

Question 2: Does your employer have a code of conduct?

Yea we do have a code of conduct.

Question 3: What type of ethics training does your employer offer?

Ethical training in this company is majorly based on the decision making and how to base them on the organization culture. Values are encouraged such as honesty and hard work.

Question 4: Is the training face-to-face or on the computer?

The training is on a computer system where at the end of the training, a test is done on ten questions involving decision making and handling of sensitive information.

Question 5: How long does the training last?

The training has no definite time it is supposed to take. However, one should have completed it within ten weeks into the organization.

Susan

Question 1: What would you do and why?

I would not report them. Despite this being against the organization policies, it raises and saves the company of costs. However, a warning to the individuals would be sufficient for them to know that people are aware of the case. Any person would do the same provided it is with good intentions of the organization.

Question 2: Does your employer have a code of conduct?

Yes, they do.

Question 3: What type of ethics training does your employer offer?

Most of the training is based on free will and how to use it in decision aiming in the organization.

Question 4: Is the training face-to-face or on the computer?

Computer based.

Question 5: How long does the training last?

Two days.

Harriet:

Question 1: What would you do and why?

The organization policies and code of conduct dictates that such activities ought to be reported so that I would report them. This is a form of fraud in the organization and entails some foul play and corruption. Corruption being a vice in the organization and the society, I would make sure they are known.

Question 2: Does your employer have a code of conduct?

Yea, I guess there is one. Have been here for a long time.

Question 3: What type of ethics training does your employer offer?

Decision making a protection of sensitive information of the company is the base of the training on ethical conduct in this business. However, some more emphasis is encouraged on the relationship between the employees.

Question 4: Is the training face-to-face or on the computer?

Most of the training is done in a face to face forum or boot camps where the employee groups are involved in the process.

Question 5: How long does the training last?

Most of the boot camps take a week on every new batch of employees in the organization.