Assume You Are Employed As A Programmer At An IT Company ✓ Solved

Assume You Are Employed As A Programmer At An It Company You Are One

Assume you are employed as a programmer at an IT company. You are one of three finalists for a significant promotion and are part of a team working on a major project with an upcoming deadline. You begin feeling slightly ill and show signs of a virus. Although you still feel capable of working, you face a dilemma: reporting your symptoms would require you to stay home, potentially missing your deadline and losing the promotion. If you choose not to report your illness, there is a risk that an older co-worker could become seriously ill or die. This raises ethical questions about honesty, responsibility, and professional conduct.

Sample Paper For Above instruction

The ethical considerations surrounding workplace health disclosures are complex, especially within the context of competitive environments and team responsibilities. As an employee at an IT company, confronted with symptoms of illness that potentially indicate a transmissible virus, the decision to report or not report embodies various ethical principles, including honesty, duty of care, loyalty, and concern for others' wellbeing.

Firstly, from an individual ethical standpoint, honesty and integrity are fundamental. According to Kantian ethics, withholding truthful information—such as symptoms of a contagious illness—is morally problematic because it involves deception or concealment that may harm others. If an employee chooses to hide their illness to avoid jeopardizing their promotion and project deadlines, they are prioritizing personal gain over collective safety. This act constitutes a violation of ethical responsibilities that include safeguarding colleagues' health and maintaining trust within the team.

Conversely, some might argue from a consequentialist perspective that the employee's decision to continue working could be justified if the overall benefits (much-needed project progress, personal career advancement) outweigh the potential risks. However, this approach neglects the possible severe consequences of virus transmission, which could include the illness or death of vulnerable colleagues, including older employees or those with compromised immune systems. Omitting health disclosures can then be seen as ethically irresponsible because it disregards the potential harm to others.

The company's policy and ethical stance on health disclosures also merit scrutiny. If the organization discourages employees from reporting symptoms due to competitive pressures or fear of losing promotions, it fosters a workplace culture that may inadvertently encourage risky behavior. Ethically, employers have a duty to protect their workforce, which includes establishing policies that do not penalize health disclosures, especially during outbreaks of contagious illnesses. Not promoting an employee who reports illness can be viewed as punitive and unfair, contradicting the principles of justice and employee welfare.

Furthermore, the broader ethical dilemma involves contemplating what actions are appropriate if the employee does not report and an older coworker eventually becomes seriously ill or dies. Such a tragic outcome raises questions about personal responsibility and moral culpability. While it would be incorrect to categorically state that failure to disclose constitutes murder, neglecting to act in a way that prevents known harm can be morally condemned as reckless or negligent. It reflects a failure in moral duty, especially when the employee's actions have direct implications for others' health and safety.

If I were the employee, from an ethical perspective, I would prioritize transparency and responsibility—reporting my symptoms to prevent potential harm to colleagues, especially given the risk of contagion. Protecting community health aligns with principles of beneficence and non-maleficence—doing good and avoiding harm. Even if this jeopardizes my personal promotion, maintaining integrity and safeguarding others is ethically paramount.

As for the supervisor’s role, they hold an ethical obligation to foster a safe work environment. Encouraging honest health disclosures, providing sick leave without penalization, and promoting a culture of transparency are essential. The supervisor should support employees in reporting illnesses without fear of negative repercussions, aligning organizational policy with ethical standards rooted in employee wellbeing and social responsibility.

In conclusion, honesty and responsibility should guide behavior in workplace health matters. While competitive ambitions are understandable, they must not come at the expense of ethical obligations toward colleagues' health and safety. Employers and employees share a moral duty to prioritize collective wellbeing, especially during health crises, emphasizing transparency and compassion over individual gain.

References

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