Ethical Perspectives Essay

The cardinal h atomic number 53st dilemmas presented in the simulation involved possible internal harassment in the body of work and the coverage of inaccurate scientific data. Using a five- graduation mode referred to as the Baird Decision position, matchless make the almost honourable close based on quaternary contrary perspectives. The perspectives, referred to as the Rights and Responsibilities, Results, consanguinity, and Reputation lens of the eyees, required integrity to take into account various aspects when ascertain the best ending to make for from separately cardinal dilemma. In the case of the dim Roses, the estimable inconvenience presented in the simulation was how the managing director of gross revenue could ensure an employee could colloquy rough possible cozy harassment from a coworker magical spell the music director of Sales enured any employees fairly in the investigation (University of Phoenix, 2013). To address the issue, one used the five-step affect, cosmos attentive, intelligent, reasonable, responsible, and reflective (University of Phoenix, 2013). Using the Rights and Responsibilities lense, one accompanied to the context by reading all emails, conservatively considering all assertation presented (University of Phoenix, 2013). nigh one explored the values in tension to determine a proper bidding of the issue (University of Phoenix, 2013). later stating the issue, one unconquerable who were the stakeholders involved. Next the film director of Sales identify his or her duties owed to the stakeholder and determined the degree, low, medium or high, of the impact the termination would have on each stakeholder (University of Phoenix, 2013). In the next step, the theatre director of Sales acted with courage and chose what he or she believed to be the best option to fragmentize the issue (University of Phoenix, 2013).The utmost step was reflecting on his or her decision (University of Phoenix, 2 013). However, when using the Results Lens, by and by attending to the context, properly stating the issue, and determining the stakeholders involved, one identified the ethical desires of each stakeholder (University of Phoenix, 2013). Next, the coach of Sales chose the best option corporate trust his or her stakeholder impact analysis with his or her association of what allow satisfy each stakeholders ethical desires (University of Phoenix, 2013). Last, one reflected on his or her decision (University of Phoenix, 2013).The Rights and Responsibilities perspective leaned toward rationality, influencing the coach of Sales decision to inform Gayle the director of Sales can keep ad hominem matters confidential, but whitethorn have to wrap up the problem if it is work-related. The Director of Sales excessively encouraged Gayle to review the Company enchiridion before meeting with him or her. The decision allowed the employee to maintain responsibility for her take in fulfils while the Director of Sales fulfilled his or her duties (University of Phoenix, 2013). The Results perspective leaned toward sensibility, influencing the decision to inform Gayle the Director of Sales can non guarantee confidentiality until the employee tells the Director of Sales what the issue is. The decision encouraged the employee to talk about the situation so the Director of Sales can assist the employee (University of Phoenix, 2013). In the case of Cold Feet, the ethical issue was how to resolve a false cover while preserving the integrity of G-BioSport (University of Phoenix, 2013). Using the five-step process from the Relationship Lens perspective, one be to the context by reading the emails, carefully considering the information presented, as well as determined the stakeholders involved (University of Phoenix, 2013). Next the senior Scientist recognized the basic liberties, the undecomposed to notice, the right to voice, and the right to have contracts recognise, of the members of the community (University of Phoenix, 2013). After recognizing the basic liberties, the Senior Scientist determined which two stakeholders were the most and the least advantaged, combined this knowledge with the identified basic liberties, and chose the best option for resolving the issue (University of Phoenix, 2013). The final step involved reflecting on ones decision (University of Phoenix, 2013). When using the Reputation Lens perspective, after the Senior Scientist determined the stakeholders, he or she defined his or her own role according to his or her ethical values (University of Phoenix, 2013). Next the Senior Scientist acted with courage, choosing the most ethical option and in the final step, reflected on his or her decision (University of Phoenix, 2013). The Relationship Lens perspective leaned toward rationality, influencing the Senior Scientist to inform rejuvenate Waters the Senior Scientist will begin an in-house investigation without mentioning the whistleblower (University of Phoenix, 2013). The decision based on fairness, allowed the Senior Scientist to deliver the goods the letter of policy by confronting his or her colleague and informing the Chief intelligent Officer of the situation (University of Phoenix, 2013).The Reputation Lens perspective leaned toward sensibility, influencing the Senior Scientist to inform determine Waters of the concerns without mentioning the whistleblower and informing the ecumenical Counsel of possible misconduct if Doctor Waters did not admit or explain the problems (University of Phoenix, 2013). In this decision, the Senior Scientist gave his or her colleague the benefit of the doubt and may have to work with the Chief reasoned Officer to determine an appropriate method of resolving the issue (University of Phoenix, 2013). The concept of not tolerating sexual harassment in the workplace relates to my workplace because a certain jockstrap coach-and-four briefly dated a discover seduce . After the line nominate ended the relationship, the suspensor manager continually commanded the line bushel to perform tautological duties and reprimanded the line cook for any mistakes make either by the line cook or any other employee as well as insisted the line cook resume dating the assistant manager. The line cook informed the general manager of the situation and supplicateed a change to another store. The general manager honored the line cooks request and disciplined the assistant manager. Although the relationship was consensual between the line cook and assistant manager, after the line cook trenchant to end the relationship, and the assistant manager move to pursue the line cook, a sexual harassment issue ensued. Ethical decisions made in the workplace can be difficult for one to make, but the four perspectives or lenses, Rights and Responsibilities, Results, Relationship, and Reputation, along with the Baird Decision Model can make choosing the best action easie r. The goal to making the most ethical decision for a dilemma is to downplay any negative effects on any of the stakeholders involved while universe attentive, intelligent, reasonable, responsible, and reflective. Depending on which perspective one uses, one will lean toward either rationality, such as with the Rights and Responsibilities as well as the Relationship Lens, or toward sensibility, such as with the Results and Reputation Lens. .ReferencesUniversity of Phoenix. (2013). ETHICS GAME The Mysterious Roses and Cold Feet Assessment. Retrieved from the University of Phoenix, ETH316-Ethics and Social Responsibility kind website.