ITC 506 Assessment Item 2: Ethical Dilemmas in the Workplace

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ITC 506-Assessment Item 2
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Contents
Introduction......................................................................................................................................3
Identification of ethical dilemma.....................................................................................................4
Analysis of Ethical dilemma............................................................................................................6
Recommendations............................................................................................................................7
References........................................................................................................................................8
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Introduction
Assessment 2 is based on knowing the issues that could be raised between the employees and
employer as well. These issues can be increased by the lack of connection, communication and
better relationships between the employees and employers. The assessment would provide
different abstracts that could be responsible for the dissatisfaction of employees. The below
report will provide help for understanding the different abstracts that can analysis the employers
and employees. The below report will provide help to understanding a different kind of issues
which that can be related to an organization. By the help of below report a different type of
solution can be found that could apply in the organizational culture. The report also will describe
the different circumstances that can become a cause of negative employee relation.
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Identification of ethical dilemma
As per the given scenario, there is an ethical dilemma which is related to professionalism. As per
the scenario, there is an employee named "Ken" and there is a situation where Ken launched
some different system of working in the organization. The situation is explaining that Ken did
not tell anything about this new system to the employer and other employees in the organization.
Ken was well aware of the policies and procedure of the organization and it was the
responsibility of Ken that the knowledge of the new system must be provided to the other
employees and the employers. The organization felt a critical situation when Ken left the job
without giving any prior information.
It can be said that it was a situation of unprofessionalism where the employee showed the
inappropriate working for an organization. It was a wrong way of working and it shows that the
organization needs to do something about this kind of situation. Ken neglected the level of
responsibility for the organization which can become a cause of hazard for the organization. As
per the code of conduct of professionalism, a worker should try to take responsibility for the
work which they can do with proper responsibility. The employers should try to neglect the work
which includes less professionalism. Besides this, the managers should not accept the work
which is ahead of the capability of a professional.
The manager of an organization called Ken and tries to collect the needed information about the
new system but they found a situation of failure. Ken was not available anywhere and did not
provide any information regarding the latest system. There was a situation of lack of
professionalism in Ken and the organization was also responsible for this kind of situation. As
per the code of conduct, Ken should not have accepted a work which he thought he cannot do
professionally. Further, if ken was facing any kind of problem or conflict regarding work than
the necessary advice could be taken from the experienced people and managers of the
organizations (Karlsson, et. al., 2019).
However, there was an unethical step which was taken by Ken as he resigned from the job
position. This decision was so unprofessional from his side because Ken resigned without giving
any prior information to the employers and managers. It became a cause of difficulty for the
organization and the other employees as well. The organization is also taken an action as they
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refuse to pay the salary of Ken. It was a needed action by them because they never have a piece
of knowledge about the latest system which Kent launched in the organization without taking
any kind of advice from the seniors (McGee, 2018).
As per the code of professionalism, there are certain outlines and principles of this code which
need to be followed by an employee during their duty. It also contains the need for behavior
which an employee should try to maintain in the organization. The scenario explained that Ken
should try not to give resignation from his post and there is no need to give resignation. Later,
the organization faced a very difficult situation as they were unable to provide necessary
information about the use of a new system in the organization. The code of conduct also states
that an employee should try to avoid any unethical act that can negatively influence their market
image. There can be a situation where the clients and competitor of their organization can
negatively influence by this and organization can lose the trust of them.
Thus, it can be recognized that the lack of professionalism can negatively impact the entire
operations of an organization. It needs to make some restrictions and limitations on the workers
to reduce this kind of situation. The management also tries to regular track the work which they
provide to their employees (Tirkkonen, 2015).
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Analysis of Ethical dilemma
The three videos which are provided in the case study explained about the unprofessional
behavior of Ken which he did with the organization. Because of the unprofessional attitude the
organization faced a difficult situation where there is no clarification about the new system. The
organization found that the unprofessional attitude can harm their organizational activities and
productivity also can be affected by this kind of situation. The management found that Ken is
well aware of the new system and if he wants then he can explain it in front of the employees but
the unprofessional behavior of Ken cannot allow him to do so. This situation can destroy the
market image of the organization. It also not good for organizational goodwill. Ken is the main
defaulter of this organization and he also resigned from his post which made huge negativity in
the organization. ken can secure the organization from a loss of productivity and time but the
decision of resignation made a negative circumstance for the organization (Huang, et. al., 2018).
The organization tried to contact Ken but there was not any support which he provided to the
organization. To its reaction, the management not gave any kind of salary to Ken for his
unethical step. A new customer system was introduced by them but there were no clarifications
about this from his side. Ken did not follow the protocol of their organization and it becomes a
cause of loss for him also. The organization ceases his accounts and did not allow to provide any
kind of salary to Ken. An organization faced some issues Ken also faced some financial issues
and he called to the payroll department of their organization. The payroll department then
forwarded his request to the HR department. Ken did not get any kind of proper response from
the management and HR department of the organization. Ken made a mistake which affected the
organizational activities. It can be said that Ken needed to convey his problem with the
management for getting the best solutions.
On the other hand, employers are also responsible for this situation because there was a lack of
proper framework. The management needed to maintain a better and proper framework for their
employees. There is also a situation where the employer does not meet with their employees
directly which became a cause of this situation. The employers were needed to introduce a
culture where the employers could make better communication with their employees. A clear
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communication system may become helpful for them to fight with this situation (Linehan and
O’Brien, 2017).
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Recommendations
By the help of the above assignment, it could be concluded that the identification of ethical
dilemma is necessary for an organization. It can provide an idea about the relation between the
employee and employer as well. The ethical dilemma can be increased in an organization when
both the employees and employer cannot provide their proper efforts to the organizational
activities. Both parties of organization faced financial issues due to the lack of professionalism in
their organizational operations. The consumer of this organization also got affected due to the
lack of professionalism in the company's activities.
So, an employee needs to make a better behavior towards their organization for making a better
relationship with their employers also. The employers must take important feedbacks from their
employees regarding their works. It can provide them a better level of results for their
organization. It is the responsibility of employers to make a better relationship with the
employees and trying to know the problems which they are facing in their working activities.
The employers should try to know about the conflicts and then they should try to apply better
solutions for this. The employer needs to provide better information regarding the new system
included in the organization and they also should try to provide a training session regarding the
new system included in the organization.
Besides this, employees are the major factor connected with this kind of issues. They should try
to maintain professional behavior. They also try to understand their responsibilities towards their
organization. They should know that some information is necessary to provide the organization
for their further activities. The professional behavior must not be supportive by the organizations
and there is a need to take some strict actions against the unprofessional behaviors of employees.
Employees also should try to avoid this kind of conflicts because it is not good for their future
and development. They should try to understand their job duties and responsibilities for their
organization.
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References
Huang, H. L., Yao, C. A., Hu, W. Y., Cheng, S. Y., Hwang, S. J., Chen, C. D., ... & Chiu, T. Y.
(2018). Prevailing Ethical Dilemmas Encountered by Physicians in Terminal Cancer Care
Changed After the Enactment of the Natural Death Act: 15 Years' Follow-up Survey. Journal of
Pain and symptom management, 55(3), 843-850.
Karlsson, M., Karlsson, N., & Hilli, Y. (2019). Ethical dilemmas during cardiac arrest incidents
in the patient’s home. Nursing Ethics, 26(2), 625-637.
Linehan, C., & O’Brien, E. (2017). From tell-tale signs to irreconcilable struggles: The value of
emotion in exploring the ethical dilemmas of human resource professionals. Journal of Business
Ethics, 141(4), 763-777.
McGee, M. E. D. B. (2018). 3.2 Approaching Ethical Dilemmas in the Treatment of Infant
Delirium. Journal of the American Academy of Child & Adolescent Psychiatry, 57(10), S5.
Tirkkonen, J. (2015). Detecting and reacting to in-hospital patient deterioration-Studies on the
afferent and efferent limbs of the Rapid Response System.
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