Interpersonal Relations Case 151: The One-Cent Ethical Dilem

Interpersonal Relations Case 151 The One Cent Ethical Dilemma P 3

Interpersonal Relations Case 15.1 – The One Cent Ethical Dilemma, p. 375. Complete the case study by showing your understanding of the content in addressing the questions and directives in two to three pages, including a title page and reference page. The title and reference pages do not count toward the total page requirement. Answer the Case Questions at the end of the case on p. 375. In addition, answer the following directives to complete your case study: What actions do you recommend Rajah take about his concerns with respect to the new one-cent-in-change policy? Explain whether you think Rajah should blow the whistle on his employer. What is your opinion of the ethics of the new policy about withholding one-cent-in-change? Is there a need for ethics training? If so, why? How often should ethics training take place? Why? By having ethics training, what can the employer and employees learn?

Paper For Above instruction

In the realm of business ethics, seemingly minor policies such as withholding one cent during transactions may appear trivial but can reveal deeper ethical issues and organizational values. The case involving Rajah and the "one-cent-in-change" policy highlights the importance of ethical decision-making, organizational responsibility, and the role of ethics training in fostering an ethical corporate culture. This paper examines the appropriate actions Rajah should consider concerning the policy, evaluates whether he should blow the whistle, discusses the ethical implications of withholding one-cent-in-change, and explores the necessity and frequency of ethics training within organizations.

Firstly, Rajah's primary concern should be to evaluate the ethical implications of the policy systematically. If the policy intentionally withholds one cent from customers, even if seemingly insignificant, it raises questions about honesty, integrity, and respect for customers. Ethical decision-making suggests that even small acts of dishonesty can erode trust and tarnish the company's reputation over time. Rajah should consider addressing his concerns through internal channels initially, such as speaking with supervisors or the company's ethics committee, to advocate for transparency and honesty. Documenting his observations and arguments supports his position and ensures he acts in good faith and due diligence. If, after internal discussions, the policy remains unchanged and continues to conflict with ethical standards, Rajah might consider escalating his concerns externally, possibly by whistleblowing, especially if the policy is legally questionable or grossly unethical.

Whether Rajah should whistleblow depends on various factors, including the severity of the ethical breach, potential repercussions, and his role within the organization. Whistleblowing is a complex decision, balancing loyalty to the employer against ethical integrity and social responsibility. If withholding one cent constitutes fraudulent behavior or violates consumer protection laws, then whistleblowing becomes a moral obligation. Conversely, if it is a minor policy that does not breach legal standards, Rajah should weigh the potential harm to his career and the organization before taking such action. Ethical frameworks like Kantian ethics emphasize duty and moral principles, suggesting that Rajah has a duty to uphold honesty and transparency, which may support blowing the whistle if the policy is unjust.

The ethics of withholding one-cent-in-change are questionable as they lack transparency and can be viewed as deceptive. Even small acts of dishonesty can cumulatively damage trust and integrity. From a consequentialist perspective, if the policy leads customers to feel deceived or undervalued, it may result in long-term harm to customer loyalty and the company's reputation. Ethically, organizations should aim for honesty, fairness, and respect for customers, regardless of how insignificant the amount may seem. Withholding small change diminishes trust and emphasizes a culture of complacency towards ethical standards, which can have broader implications for organizational integrity.

Addressing the need for ethics training is crucial in cultivating an organization’s ethical climate. Ethics training educates employees on ethical standards, legal requirements, and the organization's core values. It provides tools for recognizing ethical dilemmas and making morally sound decisions. Regular ethics training fosters a culture of ethical awareness, accountability, and integrity, reducing dishonest practices and promoting compliance. Organizations vary in the frequency of ethics training, but at minimum, it should be conducted annually to reinforce standards and adapt to changing legal and social expectations. Frequent ethics education ensures employees remain vigilant and committed to ethical practices, preventing misconduct and enhancing organizational reputation.

Implementing ethics training offers several benefits. Employees learn about the importance of honesty, respect, and responsibility, which can improve workplace morale and cohesion. Employers demonstrate a commitment to integrity, building trust with customers, stakeholders, and the public. Ethical organizations are more resilient, attract and retain talented personnel, and avoid legal penalties associated with unethical conduct. Moreover, fostering an ethical culture through consistent training can influence employee behavior positively and reduce the likelihood of misconduct arising from ignorance or complacency.

In conclusion, Rajah's dilemma with the policy on withholding one cent-in-change underscores the significance of ethical decision-making at all organizational levels. The best course of action involves internal discussions, advocating for transparency, and considering whistleblowing if the policy violates legal or ethical standards. Organizations should promote ethical standards through comprehensive and regular ethics training, which benefits both employees and the organization by cultivating a culture of integrity and trust. Upholding honesty in all business practices, regardless of how minor they seem, is essential for sustaining long-term success and reputation.

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