Business Ethics Report

This report examines ethical issues within Medgulf Construction Company, focusing on the Human Resource (HR) department's practices. The report highlights several key problems: unethical recruitment favoring local employees over those from other countries, disregard for organizational policies and procedures, discriminatory attitudes among employees, lack of respect between employees of different cultural backgrounds, and differing work ethics between local and international employees. The report analyzes these issues through the lens of employee honesty and trust, organizational policies, employee attitudes, lack of respect, and work practices. Recommendations include providing diversity training, replacing the HR manager, establishing and reinforcing recruitment policies, implementing a robust ethical policy, and adopting performance management systems. The report concludes that Medgulf Construction must prioritize ethical values to improve employee and organizational performance, meet project deadlines, and satisfy client needs in a competitive market.

BUSINESS ETHICS

Table of Contents
INTRODUCTION...........................................................................................................................3
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Business ethics refers to the values on which a business is carrying out their activities
from planning to controlling. It helps them to avoid unnecessary activities in organisation with
their consumers.. In Qatar from the last five years the contribution of international organisation
is increased by ten percent(Alsop, 2006).The workforce is mainly depends upon on local and
emigrated people from other countries for achieving organisational goals and objectives. Human
resource department plays a important role in recruiting employees for their organisation. In this
report whole discussion is totally depend upon on the Medgulf construction company, where
managers are not obeying ethical values of their business. In this present case, the study of these
ethical issues are given with some suggestions regarding to solve out those problems.
Critical issues of ethics: Human resource management of medgulf construction company
is harming the values of their organisation and also violating code of conduct of their
professionalism. They are getting fail to meet their employees objectives not only this they are
also not able to complete the mission of their firm and also got failed in making proper vision of
their objectives. The HR manager of an organisation are not follow the policies of recruitment
and procedure of selection process. Also they are fail to sort out all conflicts of their working
employees. It reduces organisation efficiency and effectiveness(Audi, 2009).Following are some
of the major issues in their firm are:
Employees honesty and trust: Managers of a firm are only recruiting those employees
which are mainly belong to their home areas or from Qatar. They are harming the values of their
workers from other countries. So,they are reducing working efficiency due to unsupportive
nature of their employees. They are not looking upon on all these problems. They are failed to
meet organisational goals and targets. Both managers and employees are failed to obey the
values of business. They are disrupting the code of conduct of their organisation. This has
resulted in the lack of honesty and faith at workplace. Along with this, when underperformance
reports are submitted to human resource managers obstruct process of performance and
disciplinary. Thus, it builds a disobey feeling in employees towards organisation and it leads to
wastage of firm resources. Thus unethical activities of HR manager hinders organisational
policies of decision making and that may result by getting a warning letter from higher authority

to the manager. It may also results as a losing of job by human resources executive (Bertland,
2009).
Organisational policies: It is already examined that there is grand violation in following
the procedure and policies of Medgulf construction company by their employees and also by
their management. Workers are totally disobey all the rules and guidelines which are made by
their executives like time management. Employees are coming in the office according their time
and leave by their own will. Their is lack of proper management by them. This unethical policy
making affect organisational performance but also it directly affects on an individual
performance. They are not going to attain objectives of organisation but also fails to meet their
own targets. They are always disrespect their superiors especially by those workers who belongs
to other culture. They are also not getting interact with other employees and always made
conflicts from each other (Brand,2009). It is observed that most of time employees of India are
getting disrespected by workers of Pakistan. If, some managers in past time tried to sort out
these ethical issues, human resource managers hampers them to sort out these problems. This
promotes unethical issues of the organisation which leads to violate principles of organisation.
And by not conducting all the principle an organisation heavy to suffer heavy loss from that.
Attitude: Their attitude towards each other is different. They are not treating every one as
equal. The human resource managers made a discrimination between all the employees. So, this
change in attitude arise conflicts between them. And HR managers support this type of
difference by not solving out these issues. Their attitude towards each other is not same. And it
is promoting by human resource managers also, so, attitude problem of local residential
employees is not good and it is promoting by human resource management.
Lack of respect: It has been observed that managers behave unethically between each
other. They are supporting those employees which are from their own culture and have a
negative attitude towards other culture members. This affects negatively in performance of
employees and laid down the morale of their employees (Brenkert, 2010). This may affect their
performance also. This may affecting company performance in competitive market and
decreases efficiency of their workers by not delivering project on time and also fails to complete
their consumers needs and demand. Organisation authority have to take some necessary

principle of ethics, so that managers and employees will going to think beyond from their
personal interest and start working as a team.
Work and practise: It is also determined that people who are coming from other
countries are more hard-working and helpful in achieving the goals of organisation as compared
to local residents. Local residents are work without any interest and will. They are lazy and only
think about their personal interest. Also, international employees are work with more will and
respect. Because these workers are coming from other country and they have a fear of losing
their job. So, for this fear they have to adopt those policies which are in favour of organisation.
They are follow organisational policies and code of conduct of work. They are helpful for
attaining goals in a specified time period (Cavico and Mujtaba2008). They are also respect each
other and work as a unit. But as compared to local employees they are not obeying rules of firm
and always disrespect their superiors and managers (Christensen and et. al.,2007).
Managing analysis summary
Mr. Robert Kinyo and Mr. James West Baradhuli are more focused on the Medgulf
Construction Company strategic affairs. Whereas, Human resource department is managed by
Mr. Amu Chaiya Mvumbani and the office is located at Emporer complex, Doha Qatar. The
project head is Ms. Jamila Kinembe who is also responsible for client communication
department. On the other hand, the charge of administration department by Mrs. Jaxy Habib. She
is also responsible for the client satisfaction and other function such as invoicing, permitting,
and book keeping. The firm also operate their business operation in Qatar and Bahrain which is
handled by Mr. Pinky Mukunduni. The major role and responsibilities of Mr. pinky coordinating
all project management such as different stakeholders of the company(Corner, 2009).
Recommendations and suggestions for ethical issues:
1. Training of employees: Medgulf Construction Company having employees from different
countries at workplace. Therefore, company have to manages all cultural diversified
issues amongst employees by way of providing training to them to manage diversity
workforce. It can help to create and build awareness regarding the organisational culture
and which can enhance performance and productivity of the employees. Training also
help to the staff regarding the ethical issues which can help to improve overall
performance of the company and build a sound image in the public(De George, 2011).

2. Replace HR manager: The human resource manager is changed due to unethical issues
were being followed by them while in practice and this also impacts the performance of
the company. As usually unethical issues are not to be entertained in the organisation. If
someone will conduct such kind of activities in the firm then strict action will be taken
amongst such HR managers. Company's HR will play a crucial role in entertaining the
ethical issues in the organisation. If HR policy will be great then everyone in the
organisation will follow company's code of ethics(DesJardins and McCall, 2014). As it
also enhance the moral of the employee in the organisation and also make them to
provide great sense of respect amongst them rather then creating negative attitudes and
also create discourtesy against the senior managers and the company as well. HRM
policy in the company create a flexibility in the company as it tries to achieve the
operational as well as strategical goals and objectives in the organisation. The HRM
policy and strategy increase the concern of the employees along with an attachment to
their designation in the company. As HRM policy of the company is trying to achieve
achieve, retain, attract, motivate and proving training to the employees in order to feel
them associated to the organisation. Inequality in terms of recruitment will also create
unethical concern in the organisation it provides partiality amongst the employees in the
organisation(Elms and et. al.2010).
3. Establish and reinforce recruitment policies: In any organisation it is essential that the
company need to recruit the talented people for attaining the objectives of the company.
As it is necessary to make structure in the firm for getting the better talent from the
outside and it can be done with the help of appropriate human resource policy in the
organisation. Effect of change of HR can create confusion amongst the employees as they
feels a sense of inferiority regarding their job. So the company will have frame a structure
in their recruitment process for providing assurance about the job and equal treatment
must be followed to reduce the risk of unethical issues amongst the employees. ethical
values are based on global standard where all employees are treating equally. These tasks
can only be done if each and every worker should keep their cast, religion, culture and
race aside candidates(Grace,2006).
Performance management: In order to improve the performance, company have to adopt
those policies which help them to correct their employees performance. An organisation have to

work out on those employees with the help of maintaining management performance system in
which they have to observe all the activities of their workers so, that they can remove lazy
employees and rectify their performance. With the help of this system it helps them to observe
workers objectives (Heath, 2006). This helps in recovering firm performance not only this it can
also help them to boost out their employees performance. A entity also have to give reward to
their workers not only for their best performance but also helps them to maintain code of conduct
of organisation. This helps other to obey all the ethical guidelines of entity and change
organisational culture according to them. These sorting out issues helps an organisation to
achieve their goals effectively and helps an individual to get motivated through these practises
and achieve their individual goals and targets (Ip, 2009).
4. Implement ethical policy:An organisation have to maintain ethical policy which helps
them to fulfil organisational expectation with their employees for taking an ethical
decision. They have to establish that framework in which all the duties are clearly
attainable and can be easily applied in every field of organisation. Dow Jones invented
their own code of ethics. During implementing ethical policies in the business, company
have to make their customers the centre of attraction while implementing ethical policies,
making a strong organisation for its colleagues, investing in society for prospering the
surrounding environment, consistently work on to limit environmental impacts, acting
with full integrity. This can help in fostering out positive attitude and values in the
organisation. It is their moral duty to maintain strong organisational culture which helps
in establishing an friendly environment so, each and every individual can perform and do
their best for achieving organisational objectives.(Ishida, 2006).
5. The policies have to be made in keeping their employees in mind that how their policies
attracting other workers to give their best so that they can maintain performance with
good members. Another principle is virtue based theory. In this theory, organisation have
to take necessary steps for their employees in their development and made virtues instead
of just observing rules. Another significant theory is right based theory, according to this
employees have also a right to participate in organisation decision making process and
become essential part for firm. Also, they have to take care that those rights are
completed or not (Different Approaches towards Ethical Behaviour in Business.2016).

CONCLUSION
It is concluded from all the points of this report is that Medgulf construction company
have to follow ethical values of firm so that their performance of both organisation and
employees can be increased and also helps in complete all the target set by firm. The delivering
of project on time, fulfilment of consumers need can be only complete if workers are skilful and
have a felling of compete in market. In competitive market stakeholders made pressure on firm
to increases their employees and management performance. An ethical business with strong
organisational culture emphasises to maintain such business activities at workplace where all
employees and workers perform their best. This can only be achieve when ethical awareness
workshops are conducted and trained to all employees to respect each other and keeps their
individual interest aside while doing organisational activities.
REFERENCES
Books and Journals:

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Audi, R., 2009. Business ethics and ethical business. (p. 21). Oxford: Oxford University Press.
Bertland, A., 2009. Virtue ethics in business and the capabilities approach.Journal of Business
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Brand, V., 2009. Empirical business ethics research and paradigm analysis.Journal of Business
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Brenkert, G.G., 2010. The limits and prospects of business ethics. Business Ethics Quarterly.
20(04). pp.703-709.
Cavico, F.J. and Mujtaba, B.G., 2008. Business ethics: the moral foundation for effective
leadership, management, and entrepreneurship.
Christensen, L.J., and et. al., 2007. Ethics, CSR, and sustainability education in the Financial
Times top 50 global business schools: Baseline data and future research
directions.Journal of Business Ethics. 73(4). pp.347-368.
Corner, P.D., 2009. Workplace spirituality and business ethics: Insights from an Eastern spiritual
tradition. Journal of business ethics. 85(3). pp.377-389.
Cosans, C., 2009. Does Milton Friedman support a vigorous business ethics?. Journal of
Business Ethics. 87(3). pp.391-399.
Crane, A. and Matten, D., 2007. Business ethics: Managing corporate citizenship and
sustainability in the age of globalization. Oxford University Press. USA.
De George, R.T., 2011. Business ethics. Pearson Education India.
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Elms, H., and et. al., 2010. New directions in strategic management and business ethics. Business
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Grace, D., 2006. For business ethics. Australian Journal of Management.31(2). pp.371-381.
Hartman, E.M., 2008. Reconciliation in business ethics: Some advice from Aristotle. Business
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Ishida, C., 2006. How do scores of DIT and MJT differ? A critical assessment of the use of
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Online:
5 Different Approaches towards Ethical Behaviour in Business. 2016. [Online]. Available
through<http://www.yourarticlelibrary.com/business-management/5-different-
approaches-towards-ethical-behaviour-in-business/3443/>. [Accessed on 17th March
2017].