Abusive Workplace Behavior: Dona Recently Started A New Indu

Abusive Workplace Behaviordona Recently Started A New Industry Researc

Reviewing and applying what you have learned in this course about the importance of ethical principles and their significance in the life, discuss the following questions: Q1. Four fundamental ethical principles play an important role in our life and in workplace operations-- justice, autonomy, beneficence, and non-maleficence . These principles play an important role when taking important decisions in the workplace. What of the ethical principles was violated by Mark’s abusive behavior? Q2. Up using power is one of the most serious global threats of our time as it has important effects on the environment and economy, and is linked to a crisis of democracy and rising inequalities. a. Do you think that leadership style and poor working conditions are directly accusable of abuse of employees’ integrity? b. Does Mark’s retaliation demonstrate a violation of any of the ethical principles? Can we consider it as a clear abuse of power that limits women team members’ fair access to the work environment? Q3. In organizations, when important decisions are to be taken, mostly a conflict arises between the leader’s choice and the employee’s duty. a. How do you evaluate Taylor’s advice to Dana and his inaction behavior? By allowing Mark’s behavior to continue unchecked, did Taylor fail to support the HR policy that reflect ethical principles? b. How can the ethical code principles help to create better decisions and resolve conflicts? Q4. Some specialists argue that “most employees and workers are victims to excessive working hours, job insecurity, exhaustion, sexual harassment, and mental stress? For managerial application, how can Ethics code principles make a great difference in developing HRM systems and programs?

Paper For Above instruction

The workplace environment plays a crucial role in shaping ethical behavior, ensuring fairness, respect, and integrity among employees. The case involving Dona and Mark highlights significant ethical violations, especially concerning abuse of power and workplace harassment, which are critical issues discussed within organizational ethics. This paper explores the application of fundamental ethical principles—justice, autonomy, beneficence, and non-maleficence—in the context of abusive workplace behavior and analyzes leadership styles, organizational responsibilities, and the importance of ethical guidelines in HR management.

Violation of Ethical Principles in Mark’s Behavior

Mark’s abusive conduct violates several fundamental ethical principles, notably justice and non-maleficence. Justice emphasizes fairness and equitable treatment for all employees. Mark’s selective removal of women from project manuscript submissions and his verbal assaults undermine fairness, fostering a discriminatory environment. Non-maleficence, the obligation to do no harm, is also contravened by Mark’s aggressive outbursts, which damage employees’ mental health and undermine their dignity. Autonomy, the capacity for individuals to make free and informed decisions, is also compromised when employees, especially women, are subjected to retaliation that curtails their participation and access to fair opportunities. Beneficence, which advocates actions that promote well-being, is neglected when an environment becomes toxic and abusive, damaging the organizational culture and employee morale.

Leadership Style, Abuse of Power, and Ethical Violations

Leadership style and working conditions are directly linked to ethical misconduct. Authoritarian or abusive leadership models, exemplified by Mark’s aggressive managerial style, can foster environments where abuse of power flourishes. Such environments often perpetuate harassment, intimidation, and inequality, violating ethical principles related to justice and respect for persons. Mark’s retaliation against Dona and other female team members exemplifies abuse of power—an unethical exercise of authority that restricts fair access, perpetuates gender discrimination, and undermines autonomy and fairness in the workplace. This behavior reflects a broader societal concern where power imbalances threaten democratic ideals and promote inequality, especially against vulnerable groups.

Organizational Decision-Making, Leadership Responsibility, and Ethical Codes

Taylor’s advice to Dona to “grow up and get over it” exemplifies a dismissive attitude that neglects the importance of ethical leadership and organizational responsibility. Taylor's inaction signifies a failure to uphold ethical principles, particularly justice and beneficence, by not addressing the toxic environment created by Mark. Organizational leaders have a duty to foster an ethical climate, which involves intervening against misconduct and supporting policies that align with ethical standards. Ethical codes serve as guiding frameworks that promote transparency, fairness, and accountability, leading to better decision-making and conflict resolution, and protecting employees’ rights and dignity.

The Role of Ethical Principles in HR Management

Ethical principles are fundamental in shaping HRM systems to protect employees from adverse conditions such as excessive hours, insecurity, harassment, and stress. Implementing ethical guidelines ensures that HR policies promote equitable treatment, respect employee autonomy, and prioritize well-being. For example, codes of ethics can inform anti-harassment policies, fair workload distributions, and stress management programs, creating a supportive and inclusive workplace. Such principles also help to build organizational trust, reduce retaliation, and ensure compliance with legal and moral standards, fostering a culture of integrity and social responsibility.

Conclusion

To cultivate ethical workplaces, organizations must prioritize fairness, respect, and integrity by adhering to core ethical principles. Leaders must be proactive in addressing misconduct, creating policies aligned with these principles, and fostering an environment where employees feel valued and protected. Ethical codes are essential tools that guide decision-making, conflict resolution, and organizational culture, ultimately contributing to sustainable and equitable workplace environments.

References

• Friedman, M. (1970). The social responsibility of business is to increase its profits. The New York Times Magazine.
• Kidder, R. M. (2005). How Good People Make Tough Choices. Harvard Business Review Press.
• Johnson, C. E. (2017). Meeting the Ethical Challenges of Leadership. SAGE Publications.
• Rest, J. R. (1986). Moral development: Advances in research and theory. Praeger Publishers.
• Treviño, L. K., & Nelson, K. A. (2016). Managing Business Ethics. Pearson.
• Hollensbe, E., et al. (2014). Creating an ethical culture. Harvard Business Review, 92(1), 34-41.
• Schwartz, M. S. (2017). Ethical Leadership and Organizational Integrity. J. Bus Ethics.
• Choi, S., & Mai, Y. (2018). Organizational ethics and employee well-being. Journal of Business Ethics, 150(2), 357–370.
• McDonald, G., & Donnellan, G. (2015). Ethics in Human Resource Management. Routledge.
• Wang, J., & Jing, F. (2020). The impact of ethical climate on workplace outcomes. Journal of Business Ethics, 161, 71–85.