Embellished Resume You Are The Ethics Officer At Friendly Di

embellished Resumeyou Are The Ethics Officer At Friendly Digit

As the ethics officer at Friendly Digits, a respected social media company in Colossal Corporation's technology group, you face an ethical dilemma involving Tara King, a long-standing employee recently promoted to a senior vice president position. A voicemail from Vice President Ernst Blofeld suggests that King may have falsely claimed that she completed her MBA, raising questions about her qualifications and honesty. The company’s policy requires transcripts for degrees listed on resumes, but this policy was not in place when King was hired ten years ago. Furthermore, King has a record of excellent performance, and her leadership has positively impacted the company. Human Resources has requested you to analyze the situation using the Badaracco framework, considering right-versus-right dilemmas, and applying relevant ethical tests to determine the best course of action. You are also to assess the legal implications, including potential issues of fraud and employment law, and then prepare a memo with a well-reasoned recommendation.

Paper For Above instruction

The ethical and legal challenges facing Friendly Digits in this scenario revolve around the integrity of employee qualifications, corporate reputation, and the potential consequences of confirming or challenging the veracity of Tara King's academic record. To navigate this complex right-versus-right problem, it is essential first to understand the framework established by Badaracco, which emphasizes evaluating the ethical decision through four key questions and three fundamental tests. Applying these tools facilitates a balanced approach, considering both moral principles and practical consequences.

Analysis Using Badaracco's Framework

The four questions posited by Badaracco guide ethical decision-making in this context:

1. Which way of proceeding is going to achieve the best net-net consequences?

   Assessing the options, establishing whether to confront Tara about the alleged falsification or to ignore the incident for the sake of her valuable contributions to the company. Ignoring the issue might preserve her current role, avoid potential discontent, and uphold the company's reputation for rewarding loyalty. Conversely, addressing the issue could correct a factual misrepresentation but risk damaging her career and disrupting the organizational harmony.

2. Whose rights must be respected?

   Tara's right to privacy and fair treatment must be balanced against the company's right to maintain integrity and ensure honest representations. Additionally, the company's stakeholders—including shareholders, employees, and clients—have an interest in ethical governance.

3. What messages will this decision send about the ideals and principles we stand for?

   A decision to tolerate dishonesty could send a message that performance can be prioritized over integrity, undermining organizational ethics. Conversely, taking a firm stance on honesty reinforces the company's commitment to transparency and fairness.

4. What will work in the world as it is?

   Considering the practical implications, a pragmatic approach might involve validating Tara's educational background discreetly, perhaps through verification of her credits or a discussion about her career trajectory, thus aligning ethical standards with realistic business practices.

Application of the Three Ethical Tests

• The newspaper test: Imagine this scenario front-page news. Would the company’s reputation survive scandal or dishonesty surrounding Tara’s credentials? If exposing the issue would lead to negative publicity or legal repercussions, then transparency must be weighed carefully.
• The golden rule: Walk a mile in Tara's shoes. If she publicly discovered the company doubted her honesty, how would she feel? This perspective emphasizes fairness and compassion, considering her longstanding service and personal circumstances.
• The best friend test: How would a trusted mentor or close colleague advise? Likely, they would suggest balancing integrity with compassion, highlighting the importance of resolving the issue with fairness and discretion.

Legal Considerations

Legally, misrepresenting academic qualifications can constitute fraud, especially if the false information was material to the hiring decision or promotion. Federal and state employment laws prohibit misrepresentation in employment applications, and employers have a duty to ensure honest documentation. However, because the policy requiring transcripts was not in place when King was hired, and her performance has been exemplary, the legal risk may be mitigated if the company opts to address the situation judiciously. Potential legal issues include claims of wrongful termination if King is unfairly dismissed, or liability for failing to verify credentials, which underscores the need for careful documentation and legal advice prior to any action.

Recommendations

After applying the Badaracco framework, ethical tests, and legal analysis, the most balanced and principled course of action is to verify Tara King’s educational background through discreet, non-confrontational means. This could involve HR conducting a confidential background check or requesting official transcripts, especially since she has not claimed in recent years to possess an MBA. Given her record of excellence and the potential damage to her reputation and the organization’s morale if she is found to have falsified her credentials, it is advisable to offer her the opportunity to clarify her situation. If it turns out she only partially completed her degree, this should be acknowledged and addressed openly, perhaps by stipulating that her promotion remains contingent upon her completing her degree in the future or accepting her current role based on her proven capabilities.

This approach respects her rights and contributions, aligns with ethical principles of honesty and fairness, and minimizes legal risks. It also reinforces the company's values of integrity and transparency, which are vital for long-term reputation and stakeholder trust.

Implementation Plan

1. Initiate a confidential verification process with HR to confirm Tara King’s educational credentials.

2. Engage in a respectful conversation with King to explain the company's interest in accurate records, emphasizing her valued contribution and the importance of honesty.

3. Based on the verification results and her response, decide whether to uphold her promotion, offer a modified role, or discuss additional qualifications or remedial measures.

This plan balances ethical considerations, legal obligations, and practical business needs, enabling the organization to uphold its integrity while respecting individual rights.

Conclusion

In weighing the options, the recommended approach aligns with the ethical and legal standards critical to maintaining organizational integrity. By verifying Tara King's educational background discreetly and compassionately, Friendly Digits can uphold its values of honesty and fairness without risking unjust repercussions or damaging its reputation. This balanced decision exemplifies responsible leadership, ensuring that organizational principles are upheld while honoring employee contributions and rights.

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