Class Assignment Week 37

Class Assignment Week 37class Assignment Week 3roshawnda L Tho

Analyze the ethical issues surrounding Jeffrey leaving work early without reporting to management, and Cindie's responsibility to address or report this behavior, considering character ethics and moral development theories, particularly Kohlberg's stages. Discuss appropriate actions for Cindie based on ethical principles, workplace norms, and potential conflicts, supported by scholarly sources.

Paper For Above instruction

In the contemporary workplace, ethical behavior and character integrity significantly influence organizational culture, employee relationships, and overall operational effectiveness. The scenario involving Cindie Rosen and Jeffrey Lyndell at Better Boston Beans provides a compelling case to analyze employee misconduct through the lens of ethical principles, moral development theories, and professional responsibility. Jeffrey's consistent early departures without reporting to management raise questions about honesty, responsibility, and fairness. Conversely, Cindie's dilemma emphasizes her moral agency and the importance of ethical decision-making in maintaining workplace integrity.

Introduction

Workplace ethics fundamentally involve adhering to moral standards that promote trust, respect, fairness, and responsibility among employees. Ethical dilemmas frequently arise when personal interests conflict with organizational policies or when individuals violate social norms, as seen in Jeffrey's case. The scenario underscores the importance of character strengths, especially honesty and accountability, in fostering a healthy work environment. Understanding these principles through the philosophical framework of Kohlberg's moral development theory further enriches the analysis of appropriate responses to such misconduct.

Analyzing Jeffrey’s Behavior Through Ethical Principles

Jeffrey's actions of leaving work early without informing management violate several pillars of character, including responsibility, fairness, and trustworthiness. Responsibility entails being accountable for one's actions, which Jeffrey neglects by not reporting or justifying his absences. Fairness requires unbiased treatment and honesty, which Jeffrey compromises by potentially stealing company hours and, consequently, misrepresenting his work hours. Trustworthiness is foundational in any professional setting, and Jeffrey's behavior erodes this trust, potentially damaging organizational integrity.

Employees are expected to adhere to workplace policies that safeguard operational efficiency and fairness. When Jeffrey leaves early without authorization, he not only breaches company policy but also unfairly burdens colleagues, in this case, Cindie, who may have to cover additional responsibilities without proper acknowledgment. The ethical breach extends beyond individual misconduct, impacting team dynamics and organizational trust.

Moral Development and Kohlberg’s Stages

Applying Kohlberg's moral development theory offers insights into the ethical reasoning of the involved parties. Jeffrey's behavior positions him within the preconventional level — primarily motivated by self-interest and avoidance of punishment. His actions suggest a focus on satisfying personal needs without regard for societal or organizational rules. In contrast, Cindie demonstrates postconventional moral reasoning, contemplating the broader consequences of Jeffrey’s misconduct and considering reporting to uphold organizational integrity and ethical standards.

Cindie's stance reflects a recognition of her moral obligation to act responsibly, aligning with Kohlberg's later stages that emphasize adherence to universal ethical principles and societal contracts. Her willingness to possibly report Jeffrey's misconduct illustrates moral maturity, emphasizing accountability, respect for rules, and concern for organizational well-being.

Implications of Employee Actions and Ethical Responsibilities

The ethical breach by Jeffrey could be viewed as a violation of professional norms and company policies that require accurate reporting of work hours. The potential theft of approximately ten hours constitutes a serious violation, equating to stealing from the employer, which breaches ethical standards and legal obligations.

Cindie, on the other hand, bears the responsibility to address the issue constructively. Her obligation involves gathering all pertinent facts, communicating with Jeffrey, and if necessary, reporting the misconduct to management. This aligns with ethical practices emphasizing honesty, transparency, and accountability. Delaying action or ignoring Jeffrey's behavior could undermine ethical standards and set a precedent for laxity in organizational discipline.

Recommendations and Ethical Justification

Given the scenario, Cindie's ethical course of action involves a series of deliberate steps. First, she should privately address Jeffrey to understand his reasons for leaving early and communicate the importance of reporting or seeking approval for such deviations from policy. This initial step respects Jeffrey's dignity and provides an opportunity for rectification.

If Jeffrey's explanations are unsatisfactory or if he continues to leave early without approval, Cindie has a moral obligation to escalate the issue to management. Reporting misconduct aligns with the principles of honesty and responsibility, ensuring organizational policies are upheld and financial integrity is maintained. As an employee guided by ethical standards, Cindie must prioritize transparency and fairness over personal discomfort or loyalty that may inadvertently enable unethical behavior.

It's noteworthy that cultural and gender dynamics influence how employees approach such dilemmas. Coworkers' perceptions, as surveyed in the case, reveal varying attitudes toward reporting misconduct, emphasizing the need for environmental policies that promote ethical accountability while respecting diversity.

Conclusion

Maintaining ethical standards in the workplace necessitates that employees act with integrity, responsibility, and fairness. Jeffrey's unauthorized early departures breach these ethical principles, risking organizational trust and operational efficiency. Cindie's moral development reflects an awareness of her responsibility to uphold these standards, advocating for transparency and accountability. Ethical decision-making, guided by Kohlberg's moral development theory and core character pillars such as trustworthiness and responsibility, supports the recommendation that Cindie should first seek to clarify Jeffrey's reasons and then report the misconduct to management if necessary. Organizations must foster environments where ethical behavior is reinforced through clear policies, open communication, and a culture that values integrity, safeguarding both individual rights and organizational health.

References

• Mintz, S. M. (2016). Ethical Obligations and Decision Making in Accounting (2nd ed.). McGraw-Hill Irwin.
• Kohlberg, L. (1981). Essays on Moral Development, Vol. I: The Philosophy of Moral Development. Harper & Row.
• Rest, J. R. (1986). Moral development: Advances in research and theory. Praeger.
• Trevino, L. K., & Nelson, K. A. (2017). Managing Business Ethics: Straight Talk about How to Do It Right. Wiley.
• Kidder, R. M. (2005). How Good People Make Tough Choices. HarperOne.
• Velasquez, M., Andre, C., Shanks, T., & Meyer, M. J. (2010). Thinking Ethically. Wadsworth Cengage Learning.
• Martin, R. (2014). Managing Business Ethics: Communication and Stakeholder Management. Routledge.
• Schwartz, M. S. (2017). The role of compliance and ethics programs in organizational ethics. In L. Ferrell, O. C. Ferrell, & J. Fraedrich (Eds.), Business Ethics: Ethical Decision Making & Cases (11th ed., pp. 183–204). Cengage Learning.
• Ferrell, O. C., Fraedrich, J., & Ferrell, L. (2019). Business Ethics: Ethical Decision Making & Cases. Cengage.
• Kidder, R. M. (2003). Moral Courage: The Ethics of Leadership. HarperBusiness.