Step 1: Case Scenario Read The Following Case First Then Pro

Step 1 Case Scenarioread The Following Case First Then Proceed To Th

Step 1: Case Scenario Read the following case first; then proceed to the next steps. Thomas is a new addition to your company. He is an excellent worker and has been named employee of the month four times, and just this past week he was named employee of the year. Thomas is up for his first yearly evaluation; and as part of the process, the human resources department reviews his employment file. Upon reviewing Thomas’ file it comes to light that he was not completely truthful on his resume.

The inconsistency does not involve his work history or the training he has to make him qualified to do his job. What the human resources department discovers is that Thomas claims some educational success that is untrue. The policy of the company is: “Any employee that has been found to make false or misleading statements to the company during the hiring process in order to obtain a position within the company shall be terminated.”

Paper For Above instruction

The scenario involving Thomas, an employee who fabricated part of his educational background, presents a compelling ethical dilemma within a corporate setting. This case invites an exploration grounded in philosophical principles—specifically those of Aristotle and religious philosophers Augustine and Aquinas—concerning honesty, justice, and fairness in the context of organizational ethics. Analyzing their perspectives provides insight into how moral philosophy can guide practical decision-making when confronting issues of dishonesty in the workplace.

Introduction

Organizations rely heavily on trust and integrity among their employees to function effectively and uphold ethical standards. When an employee deceives during the hiring process, it challenges the moral fabric of the organization and raises questions about accountability and fairness. The organization's policy clearly states that dishonesty warrants termination, emphasizing the importance placed on truthfulness. However, applying philosophical perspectives can deepen the understanding of what is morally appropriate and perhaps suggest avenues for fairness or forgiveness, reflecting the complex nature of ethical decision-making.

Aristotle’s Perspective on Honesty and Justice

Aristotle’s virtue ethics emphasizes character and moral virtues as foundations for ethical behavior. For Aristotle, honesty—or truthfulness—is a vital virtue that cultivates trust and fairness within society (Aristotle, Nicomachean Ethics). In this scenario, Aristotle would likely emphasize the importance of piety (integrity) and justice in maintaining social harmony. He believed that justice involves giving each individual their due, and honesty is integral to the social good.

Regarding Thomas’s dishonesty, Aristotle might argue that his success and recognition, based on false educational claims, distort this moral fabric. Aristotle might advocate for proportional justice; thus, if Thomas's dishonesty is discovered, a fair response should restore balance. He might suggest that the employee’s prior virtue—heralded by awards—should be weighed against the moral breach. If honesty is a core virtue, then the breach undermines the moral character, demanding corrective action such as termination, especially considering the company's policy and the importance of integrity in professional roles (Nicomachean Ethics, Book V).

Augustine’s View on Truth, Grace, and Justice

Saint Augustine’s theology centers on the importance of truth as a reflection of divine order and the necessity of divine grace for moral action (Augustine, Confessions). Augustine would likely interpret Thomas’s dishonesty as a moral failure rooted in human weakness, which can be remedied through repentance and divine grace.

From Augustine's perspective, truth is a divine attribute—the lie is an offense against divine law. However, Augustine also recognizes the potential for moral growth and forgiveness. He might argue that, although dishonesty is serious, the moral obligation of the organization should consider the possibility of repentance and moral conversion. Augustine might suggest a disciplinary approach that includes correction and repentance, emphasizing that justice must serve both fairness and spiritual growth.

Aquinas’s Natural Law Theory and Justice

Thomas Aquinas’s natural law theory combines divine law with human law, emphasizing that moral principles are rooted in human nature and reason (Aquinas, Summa Theologica). Honesty aligns with natural law’s good and the common good. For Aquinas, truthful communication is essential for human flourishing and societal stability.

In Thomas’s case, Aquinas would argue that intentionally misrepresenting educational achievements violates natural law's requirement for honesty and justice. Yet, he also emphasizes mercy and the possibility of moral correction. Aquinas might propose that the organization's policy be enacted with a sense of justice tempered by mercy; in cases where the breach is not directly related to performance or safety, disciplines might include correction or explanation rather than immediate termination, especially if the employee has otherwise demonstrated virtue (Summa Theologica). Nonetheless, given the importance of honest testimony for organizational integrity, some form of corrective action aligned with the policy would likely be justified.

Application of Fairness and Justice

Both Aristotle and the religious philosophers agree on the importance of virtue and moral integrity. While strict adherence to the policy may seem harsh, their philosophies suggest that justice involves not only enforcement of rules but also consideration of intent, character, and moral growth. Aristotle’s emphasis on virtue suggests that fairness involves nurturing moral character and encouraging moral development. Augustine and Aquinas also advocate for compassion and correction over punitive measures when appropriate.

Applying these perspectives, a balanced approach might involve a formal investigation and, if dishonesty is confirmed, a proportionate response that considers Thomas's overall character and past virtuous conduct. This approach aligns with the philosophical emphasis on fairness—rewarding moral virtue and correcting faults—while upholding organizational policies and promoting moral growth among employees.

Conclusion

In conclusion, Aristotle’s virtue ethics and the religious philosophies of Augustine and Aquinas underscore the primacy of honesty, justice, and moral character in organizational ethics. While their perspectives support enforcing policies against dishonesty, they also highlight the importance of compassion and moral development. Organizations should aim for a just response that maintains integrity but also considers the potential for moral correction, fostering a culture rooted in virtue and fairness.

References

• Aristotle. (1985). Nicomachean Ethics (R. Crisp, Trans.). Cambridge University Press.
• Augustine, S. (1998). Confessions. Oxford University Press.
• Aquinas, T. (2005). Summa Theologica (F. Shaw, Trans.). Christian Classics Ethereal Library.
• Hare, R. M. (1997). The Language of Morals. Clarendon Press.
• Nicomachean Ethics, Book V. (Aristotle).
• Augustine, S. (2006). The Confessions of Saint Augustine. Digireads.com Publishing.
• Aquinas, T. (2012). Selected Writings. Hackett Publishing.
• MacIntyre, A. (2007). After Virtue. University of Notre Dame Press.
• Swanton, C. (2018). Aquinas on the Natural Law. Journal of Moral Philosophy, 15(3), 325–345.
• Williams, B. (2006). Ethics and the Limits of Philosophy. Routledge.