Please Respond To Each Prompt In At Least 100 Words 948495

Please Respond To Each Prompt In At Least 100 Words These Are Thought

Please Respond To Each Prompt In At Least 100 Words These Are Thought

Please respond to each prompt in at least 100 words. These are thought responses and will require no references, just your thoughts on the prompts. Prompt 1: Discrimination is an ethical violation that I have witness, not personally, but it happened to three of my previous co-workers that were in leadership. The executive director decided to fire three black administrators. He did not turn to the agency’s human resources or the attorney general for advice, instead he consulted with his wife who is a lawyer to assist him with what to say during the “firing meeting”. The three administrators claimed the ED, who is white, fired them because they were black. All of this eventually led to a lawsuit for wrongful termination and discrimination, which they won. It was an ethical violation because the Equal Employment Opportunity Commission (EEOC) enforces federal laws prohibiting discrimination against a job applicant or an employee during work situations including: hiring, firing, promotions, training, wages and benefits. Learning from this situation, I first would learn the EEOC laws to ensure this mistake is not repeated, because it ultimately caused the agency to lose A LOT of money – 1 million dollars to be exact! Next, I would educate myself and others in the agency about the company's workplace policies. And finally, attend training on EEO and be pro-active. Prompt 2: Something that I believe is a Ethical Violation is something that I experienced a lot as a manager at Panera Bread. There are a lot of things I could match to a Ethical Violation but one that I really hated from other managers involved sickness. It is sad to say that a lot of managers did not take sickness serious. There are strict roles on it and just as a person you know it sucks to work when you are sick. I was one of the only managers that no matter what if someone showed proof or seemed unwell I immediately sent them home no matter what. When I was a associate (before I was promoted to management) there were several times that I got the flu or something else serious that I was not able to go home, the manager didn’t believe me. There was actually a time that I got a serious infection that the doctor recommended I stay out of work for a minimum of 7 days as a MANAGER that I worked two full 9 hour shifts feeling like trash. Even my boss noticed that other managers weren’t believing me and he had to step in and tell the manager on duty that I am sick and need to go home. When I went home I happen to be off the next day and went to the doctor and she said I should not have been working I have a serious infection. To me that’s just ridiculous. I have never made someone work while they were sick and making someone work in food while they are sick is bad for the customers. I believe that it’s unethical for a manager to do that to the associate and to the customers.

Paper For Above instruction

Discrimination and Ethical Violations in the Workplace

Discrimination in the workplace constitutes a significant ethical violation, as it infringes upon fundamental principles of fairness, equality, and respect for human rights. An illustrative example from my personal experience involves an incident where a former executive director (ED) unlawfully dismissed three black administrators. Instead of following proper procedures—consulting Human Resources or legal counsel—the ED relied on his wife, a lawyer, to guide him during misconduct conversations. This breach of ethical standards led to a lawsuit demonstrating racial bias, resulting in a Financial penalty of approximately one million dollars. This case underscores the importance of understanding and adhering to anti-discrimination laws, particularly those enforced by the Equal Employment Opportunity Commission (EEOC), which prohibits discrimination in employment practices such as hiring and firing. To prevent future violations, organizations must proactively educate staff about workplace policies, emphasize compliance with EEOC regulations, and foster an environment of accountability through ongoing training. Ethical leadership hinges on respect for laws and the equitable treatment of all employees, regardless of race or background, ensuring a fair and just workplace environment.

In my opinion, proactive and continuous education about workplace ethics is crucial in preventing discrimination. It is essential for management to understand that ethical violations, especially discrimination, not only harm individuals but also pose significant legal and financial risks to organizations. Organizations should prioritize ethical training programs that highlight the importance of diversity, equity, and inclusion, demonstrating that such principles are integral to organizational success. Moreover, ethical violations like wrongful termination damage the organization’s reputation, diminish employee morale, and increase turnover rates. Therefore, leaders must embody integrity and fairness, ensuring that policies are transparent and that their application respects the rights of employees. When ethical standards are maintained, organizations cultivate a healthy, productive, and respectful workplace environment where all employees feel valued and protected. The case I observed has reinforced my belief that adherence to legal and ethical principles is a cornerstone of responsible leadership.

Regarding workplace health and ethics, my second experience involves the management of sick employees, specifically in the food service industry at Panera Bread. Many managers displayed a negligent attitude toward sick staff, disregarding established rules designed to protect both employees and customers. As a manager, I prioritized safety and well-being by insisting that anyone showing illness or evidence of sickness be sent home immediately, regardless of external pressures. This approach aligns with ethical principles centered around nonmaleficence—the obligation to avoid causing harm—and justice, ensuring fair treatment and safeguarding public health. Conversely, other managers often dismissed sick employees, compelling them to work in environments where their illnesses could spread, increasing health risks for customers and staff alike. I encountered instances where employees, myself included, worked through serious illnesses, sometimes with medical restrictions but without acknowledgment or accommodation. This conduct is unethical because it compromises people's health, violates basic human dignity, and undermines public safety, especially in food service. Ethical leadership in such settings should prioritize health, safety, and dignity over temporary operational convenience or managerial complacency.

My personal experience highlights the necessity of fostering a workplace culture that values employee health and enforces policies with integrity. Employers and managers have an ethical obligation to protect their staff from harm, which includes recognizing when an employee is unwell and allows them adequate time for recovery. This duty extends to preventing the spread of contagious illnesses, particularly in industries involving food preparation and customer interaction. Allowing sick employees to work not only jeopardizes their health but also risks infecting clients and colleagues, ultimately damaging the organization’s reputation and operational continuity. Responsible management involves clear policies that support staff taking necessary sick leave and ensuring managers adhere to them faithfully. Fostered ethically, such policies build trust and loyalty among employees and customers alike, reinforcing the organization’s commitment to well-being and ethical standards. Therefore, I believe that ethically managing sickness in workplaces is fundamental to upholding human dignity, public health, and professional integrity.

References

1. American Psychological Association. (2020). Ethical principles of psychologists and code of conduct. Retrieved from https://www.apa.org/ethics/code
2. Equal Employment Opportunity Commission. (2020). Laws enforced by EEOC. Retrieved from https://www.eeoc.gov/statutes/laws-enforced-eeoc
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