Metz Management 306 Ethics The Circle Round And Round We Go ✓ Solved

Metzmanagement 306ethics The Circleround And Round We Go A Circle H

The assignment involves understanding core concepts of business ethics as discussed in lectures and the film "The Circle." The questions examine ethical principles, personal experiences related to knowledge and sharing, perceptions of workplace behavior, and the ethical implications of surveillance and privacy. Additionally, the task requires designing a comprehensive study on physical activity methods for employees at Owens Corning, including study design, variables, population, data collection, analysis, and ethical considerations.

Specifically, you will need to answer questions about the rationale for studying employee physical activity, formulate hypotheses, identify target populations, tailor interventions, select activity components, measure productivity and health outcomes, consider ethical approvals, and describe data collection and analysis methods. Further, you should address bias reduction, confounding variables, and appropriate statistical tests to validate findings, all within a critical and detailed framework.

Sample Paper For Above instruction

Introduction

Business ethics play a vital role in shaping organizational culture and guiding employee behavior. The film "The Circle" highlights significant ethical considerations around privacy, surveillance, and transparency, which are increasingly relevant in today's digital age. This paper explores key ethical concepts related to knowledge, sharing, privacy, and surveillance, drawing insights from personal experiences and the film. Additionally, a detailed study design is proposed to examine physical activity interventions among employees at Owens Corning, aiming to improve productivity and health outcomes.

Understanding Business Ethics and "The Circle"

The central theme in "The Circle" revolves around the dangers and benefits of a surveillance society. Mae Holland's journey underscores the tension between transparency and privacy, illustrating how surveillance can influence behavior. Situations where individuals behave differently when watched suggest that observation can curb misconduct but also raise ethical concerns about autonomy and consent. As JK Rowling states, "A circle has no beginning or end," symbolizing the perpetual cycle of privacy, knowledge, and ethical boundaries in modern workplaces.

Personal Reflection on Knowledge and Sharing

Regarding Eamon's statement, "Knowing is good, but knowing everything is better," I reflect on my own experiences. For instance, in academic settings, accessing comprehensive resources and information often enhances understanding and decision-making. However, knowing everything can sometimes lead to information overload or ethical dilemmas pertaining to confidentiality, emphasizing the need for responsible knowledge management. Conversely, the principle of "Sharing is Caring" suggests openness contributes to collective growth, but in my life, oversharing can compromise privacy or cause misunderstandings. Therefore, the ethical application of sharing must balance transparency with discretion.

Work Environment Perspective

From my perspective, the best part of working for a company like "The Circle" would be the opportunity to engage with innovative technologies and foster a culture of openness. For example, the concept of transparency could streamline communication and enhance collaboration. However, it is crucial to consider the potential downsides, such as loss of privacy or pressure to conform, which may impact employee wellbeing.

Behavior and Surveillance in the Workplace

Mae's assertion that she behaves better when watched resonates with psychological theories on accountability and self-regulation. Research indicates that monitoring can influence individuals to adhere to ethical standards, reducing misconduct. Nonetheless, humans are complex; some may feel coerced or anxious under surveillance, which can diminish trust and morale. Ethical work environments should therefore balance oversight with autonomy, fostering self-motivation rooted in ethical principles rather than fear of punishment.

Study Design for Physical Activity and Productivity

Introduction and Rationale

The purpose of this study is to evaluate various physical activity methods for employees at Owens Corning, aiming to identify those that most effectively enhance work productivity and health. Studying employees in a major business provides insights into practical, scalable interventions that can improve corporate wellness initiatives and overall organizational performance.

Research Hypotheses and Testing

The primary hypothesis posits that employees participating in tailored physical activity programs will show higher productivity levels compared to those who do not. Secondary hypotheses include improvements in physical health parameters such as BMI and blood pressure. These hypotheses will be tested through pre- and post-intervention assessments, with control and experimental groups, using validated productivity measures and health metrics.

Target Populations and Tailoring Approaches

The study will target adult employees across multiple departments. Inclusion criteria include full-time employment, age between 25 and 60, and no contraindications for moderate exercise. Tailoring interventions will accommodate different ages, genders, physical capabilities, and health conditions, including pregnancy. For example, low-impact activities may be recommended for pregnant women, and modifications will ensure accessibility for individuals with mobility issues.

Physical Activity Components and Engagement Strategies

The activity menu will include walking groups, stretching sessions, yoga, and station-based exercises. To enhance engagement, activities will be gamified with challenges, rewards, and social elements. Incentives such as wellness points and recognition will motivate participation and foster a fun environment.

Measuring Work Productivity and Data Collection

Productivity will be assessed through supervisor evaluations, self-reported performance ratings, and objective metrics such as sales or output data. Data collection will involve surveys, direct observation, and company records. Pre- and post-intervention assessments will measure changes in productivity, while ongoing data during the program will track participation rates and physical health metrics.

Health and Demographic Data Collection

Pre-intervention, baseline health data including weight, blood pressure, and blood glucose will be collected, with participant consent and by qualified personnel. Demographic data such as age, race, education level, and medical history will be obtained via questionnaires and possibly from employee health records (with permission). During the program, ongoing health assessments will monitor progress and potential health improvements.

Ethical Considerations

IRB approval will be sought prior to implementing the study, ensuring participant rights and data confidentiality are protected. Inclusion criteria will focus on those capable of safe participation, while exclusion criteria will exclude individuals with severe health issues or contraindications to exercise. Data collection methods will emphasize accuracy, privacy, and minimal bias.

Data Analysis and Handling Confounding Variables

Statistical analyses will include paired t-tests for pre-post comparisons, ANOVA for group differences, and regression models to control for confounders such as age and baseline health. Variables like department, job type, and working hours will be considered to identify potential confounders, ensuring valid attribution of outcomes to interventions.

Conclusion

This comprehensive study integrates ethical principles with practical research methodologies to assess the effectiveness of physical activity programs on employee productivity and health. Ethical considerations, tailored interventions, rigorous data collection, and analysis will support meaningful conclusions and potentially guide corporate wellness policies.

References

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• World Health Organization. (2022). Workplace health promotion. Retrieved from https://www.who.int
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