etika oum chapter 10
TRANSCRIPT
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TOPIC~LOYALTY
TO
A COMPANY
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A COMPANY LOYALTY IS VITAL FOR A HAPPY MARRIAGE
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LOYALTY IN THE WORKPLACE
Do you think loyalty is important in theworkplace?
Employers value and expect loyalty from theiremployees.
Loyalty designates the moral obligation of
employees:1. To discharge their duties competently.
2. Obey the legitimate orders of their Superiors.
3. Keep proprietary information and tradesecrets confidential.
4. Avoid any conduct that is in conflict with thecompanys rightly interests.
3
YES
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WHAT LOYALTY MEANS
Loyalty is required from an employee by anemployer.
Loyalty is a prized virtue.
Moral obligation - expectations are essence of theemployment contract.
Employee will not share confidential information withoutsiders.
Subject to disciplinary action.
To shed light on matters related to loyalty:
1. Are these restrictions limited?2. Can companies compel managers to sign
agreements that appear to be all-inclusive inrestricting outside activities?
Doubtful - companies have the right to insist. 4
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WHISTLE-BLOWING A Whistle-blower, in the business world, is
one who reports on fellow employees,supervisors or company officers illegal orimmoral actions.
Divided into two categories:1. Internal Whistle-blowing - accusation made
within the company.
2. External Whistle-blowing - accusation
reported to other people e.g. governmentauthorities or the media.
A. When is whistle-blowing morally justified?
B. Is it morally obligatory? 5
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INTERNAL WHISTLE-BLOWING
Have good reasons to suspect that themanager is doing any one of the following:
1. Falsifying expense accounts;
2. Taking bribes from the suppliers;
3. Using companys resources or equipment for
personal use;4. Stealing supplies and materials from the
company;
5. Working for a competitor. Mark of loyalty to your company to blow the
whistle on the manager - obviously doing anillegal action. Will you blow the whistle?
7YES
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Criteria of Justification for Internal Whistle-blowing
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Significant Harm Should be evident.
CRITERIA OFJUSTIFICATION EXPLANATION
Accurate Facts Be sure of the facts.
Already knownby the
Management
Try to find out whether the suspects activity isalready known by management.
Reasonableexpectation Reasonable expectations that blowing the whistlewill be effective; Supervisor will put a stop.
Impact ononeself
- Has to consider possible damage to his ownreputation.
- Will the action be seen as a mark of loyalty, ortrivial talk, or an act of spite, chance to smear a
rival for promotion- Troublemaker?
Moral Obligation - Confronting the suspect with his wrongdoingmight stop it.
- Who has the primary obligation to watch out.- Investigate any questionable action by any
employee.
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Criteria of Justification for External Whistle-blowing
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CRITERIA OFJUSTIFICATION EXPLANATION
Internal report ofwrongful conduct
- Ensure that effort has to be made to report wrongfulconduct internally, through proper lines of organisation.
- Company should have a chance to clean up its act beforeit goes public.
External agencies
- Must be evident that external agencies are unable or
unwilling to report what is going on.
Degree of harm- Degree of harm that the company will suffer as a result of
the whistle-blowing.- Should be proportionate to the harm its wrongdoing is
causing.- Only when these conditions are satisfied, would external
whistle-blowing be justified.
Significant case ofharm
- Harmful to stockholders, employees or the publice.g. fraud, embezzlement, unsafe working conditions,illegal dumping of hazardous materials.
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Preventing and stopping wrongdoing lies witha degree of supervision.
The more responsibilities a manager has forcompany operations, the stronger theobligation.
Manager obliged to report wrongdoing to
outsiders only if serious harm is at issue. If it is evident that appropriate levels of
supervision are unable to stop it.
In the US, government employees who blowthe whistle are protected by law againstretaliation.
Private sector, regarded as informers.10
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Morality of termination whistle-blowers
Can companies fire, demote, cut shortcareers of whistle-blowers?
No legitimate grounds to discipline them solong as the cases are genuine.
However, a company can take action for the
following reasons:1. Lied about a case;
2. As an act of revenge;
3. As a protest over an unfavourable companypolicy;
4. To discredit a rival for the purpose ofpromotion.
11
NO
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IMPROPER LOYALTY
Does loyalty means covering up for the bossserious mistakes or wrongdoing?
Violation of duty to cover up.
A subordinate:
Has to carry out the legitimate orders of hissupervisor and keep him informed about theprogress of his work or task.
May even be obliged to tell the Supervisor
about the actions of other persons or groupsthat may adversely affect the bosssoperations.
Wrongdoing by his boss should NOT be
ignored. 12
No
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SUMMARYOF TOPIC~LOYALTY
TO A COMPANY13
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Employers value
and expect
loyalty from theiremployees.
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Employees have a moral obligationto be loyal to their employers by
doing their job competently,obeying the legitimate orders of
the supervisors, keeping
company information and tradesecrets confidential, and
avoiding acts that conflicts with
a companys rightful interests.
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Employers should not askmanagers to show their loyalty
by committing illegal orimmoral actions, engaging in
deceitful advertising, orharassing, demoting, or evenfiring employees for non-job-
related reasons.
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The obligation to blow the
whistle internally dependson who has primaryresponsibility fordiscovering andinvestigating an
employees questionableactions.
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An employees immediatesupervisor has to be alert to
any seriously questionableactions a subordinate might
perform. A companys securityorganisation, if it has one, isresponsible for helping to
protect the companysassets.
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A decision to blow the whistleexternally, to some outside party, is
justifiable when all the conditionsfor internal whistle-blowing have
been satisfied, and if the company
supervision knows about butrefuses to take action to remedythe harm posed to the interests of
the shareholders, employees or thepublic.
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There is no moral justification forfiring whistle-blowers who
uncover cases of wrongdoingthat involve serious harm to
people or the environment that
could not have been preventedthrough the usual company
channels. To do so would be to
unjustly punish someone fordoing what is morally right.
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Loyalty is sometimes
mistakenly taken tomean covering up
for a Supervisorserrors or
wrongdoing.
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THE END OF
TOPIC~22