ACCT19083 Final Assignment: Ethics, Bullying, and Whistleblowing

This assignment solution addresses ethical issues in workplace bullying, discipline, and whistleblowing, using a case study to illustrate key points. It discusses the ethical challenges inherent in bullying and harassment, linking them to management styles and highlighting the importance of normative and process-oriented models for prevention. The solution further explores the ethical considerations involved in employee discipline and dismissal, balancing the rights of employers and employees. Finally, it examines the complexities of whistleblowing, emphasizing the need for ethical conduct and assessing whether the case study exemplifies ethical whistleblowing. This document is available on Desklib, where students can find a wide range of academic resources and solved assignments.

ACCT19083 Final Assignment
Term 2, 2018
Student ID:………………………………. Student name……………………………………………………..
Marker’s overall comments: The markers may include any
final comments here.
Overall Mark (Total) out of 40:
0

Part A Question 1: Describe the ethical issues inherent in bullying and harassment in the workplace. Can
bullying be linked to management style? Use the case study to inform your answer (300–400 words).
Answer:
Workplace bullying has become rampant over the time and although it is regarded as the biggest ethical challenge but there is
no as such conceptual models for preventing bullying at workplace. In order to take effective measures for understanding the concept
of workplace bullying a proposition has been given (Rhodes, Pullen, Vickers, Clegg & Pitsis, 2010). This proposition is sure to assist
the practitioners as well as academics to address issues related to bullying at the workplace. Origin Energy in the current case has
deliberately ignored coal seam gas wells, which has been leaking along with an offshore gas well. McDow alleged several issues where
Origin hid with failing to comply with legal or regulatory requirements. The company did not adhere to ethical aspects and preferred
paying fine instead of meeting statutory requirements. There will be a brief discussion about normative as well as process-oriented
models. These two models will allow the practitioners to establish interactive as well as preventive frameworks for workplace bullying.
The normative model has been taken from the moral principles framework. There are almost five types of moral principles that are
found in moral principle framework.
The five principles include virtue ethics, utilitarian, care ethics, moral rights and distributive justice. It can be said that these
moral principles needs to be put into practice in different areas of human resource management by the future researchers. The author is
of the view point that this framework is suitable for making ethical decisions in regards to workplace bullying.
The management style defines the interaction between employee and the employers. This management style can vary from military
style to coaching in a friendly manner. There are times when people tend to take strict management style as a way of bullying
employees. In such cases, the subordinates feel as if they are working under pressure and they might also feel uncomfortable. Bully-
style management can be defined as the situation when a manager becomes a bully among the subordinates due to their strict nature
(Fahie, 2014). One example of bullying is to shout at employees in a meeting. Another form of bullying is when an employer tries to

criticize the employees harshly instead of advising them is called bullying. Workplace bullying often become physical violence. At
Origin Energy, McDow states that almost 35 managers reported of having ignored multiple serious issues, which earlier was not where
reported. She highlights that the management culture was in support of such culture, where often there was physical abuse and
intimidation as well.
References:
Fahie, D. (2014). Doing sensitive research sensitively: Ethical and methodological issues in researching workplace
bullying. International Journal of Qualitative Methods, 13(1), 19-36. Retrieved on 28th September 2018, from
http://journals.sagepub.com/doi/abs/10.1177/160940691401300108
Rhodes, C., Pullen, A., Vickers, M. H., Clegg, S. R., & Pitsis, A. (2010). Violence and workplace bullying: what are an organization's
ethical responsibilities?. Administrative Theory & Praxis, 32(1), 96-115. Retrieved on 30th September 2018, from
https://www.tandfonline.com/doi/abs/10.2753/ATP1084-1806320105
Marker’s Comments: The marker will provide feedback here. Mark (5):
0
Exceeds Expectations
(High Distinction) 85-100%
Exceeds Expectations
(Distinction) 75 - 84%
Meets Expectations
(Credit) 65 – 74%
Meets Expectations
(Pass) 50 – 64%
Below Expectations
(Fail) below 50%
Demonstrates a balanced and very
high level of detailed knowledge of
core concepts by providing a very
high level of analysis. Utilises
current, appropriate and credible
sources.
Demonstrates a balanced and high
level of knowledge of core
concepts by providing a high level
of analysis. Utilises mostly current,
appropriate and credible sources.
Demonstrates a good level of
knowledge of some of the core
concepts by providing some level
of analysis. Utilises some current,
appropriate and credible sources.
Demonstrates limited knowledge of
core concepts by providing a
limited level of analysis. Utilises
few current, appropriate and
credible sources.
Demonstrates little, if any,
knowledge of the core concepts
with extremely limited, if any,
analysis. Utilises little, if any,
current, appropriate and credible
sources.
Quality of writing at a very high
standard. Paragraphs are
Quality of writing is of a high
standard. Paragraphs are mostly
Quality of writing is of a good
standard. Few grammar, spelling
Some problems with sentence
structure and presentation
Quality of writing is at a very poor
standard so barely

Exceeds Expectations
(High Distinction) 85-100%
Exceeds Expectations
(Distinction) 75 - 84%
Meets Expectations
(Credit) 65 – 74%
Meets Expectations
(Pass) 50 – 64%
Below Expectations
(Fail) below 50%
coherently connected to each
other. Correct grammar, spelling
and punctuation.
well structured. Few grammar,
spelling and punctuation mistakes.
and punctuation mistakes. Frequent grammar, punctuation
and spelling mistakes. Use of
inappropriate language.
understandable. Many spelling
mistakes. Little or no evidence of
proof reading.
The assessment presents a
detailed and focused summary of
the ideas presented; drawing clear
and well thought-out conclusions.
The assessment presents a fairly
detailed and focused summary of
the ideas presented; drawing fairly
clear and well thought-out
conclusions.
The assessment presents a
somewhat detailed and focused
summary of the ideas presented;
providing some evidence of
conclusions.
The assessment provides limited
detail with no clear summary of the
ideas presented; drawing limited
conclusions.
The assessment fails to provide
any clear evidence of the ideas
presented; drawing no clear
conclusions.

Part A Question 2: What are the ethical issues involved in cases of discipline and dismissal? Make sure that you
discuss the rights of employers and employees, and use the case study to support your answer (300–400
words).
Answer:
In order to terminate an employee, legal challenges are associated with it. Based on the employer’s policies and also whether
the employees bound by employment contract, an employee can possess wrongful discharge claim. However, the at-will employers are
free from the bond of such claims as they can terminate employees without any valid reason. But an at-will employer needs to get
worried about other types of claims (Liao, Gurung, Luo & Li, 2009). The employees need to increase their awareness on the claim of
discrimination that might occur as a result of employment termination. In order to persuade the claims, the former employee need to
give adequate proof that the he/she was terminated due to their employer’s protected status that include age, gender, race, disability,
origin and so on. In the current case example, several employees alleged that they faced bullying from their organisation when they
raised ethical concern of serious incidents. The employees were punished, physically tortured and even there were incidents of bullying
post which they left the organisation. The organisation on short did not at all follow any ethical policy in regards to discipline and
dismissal.
Along with this, the employees can even claim that they were terminated by their employers due to the following reason:
 Employer had terminated them through legal rights like reporting discrimination.
 Making defamatory comments about them in front of other staffs.
 Employer has disclosed reason for involuntary termination by invading their privacy.
 The behaviour of their employer has resulted in emotional distress.
The terminations can be defended if a termination is justified by an appropriate business reason even after the at-will employers
tried to terminate their employees without or without valid reason. An employer had to give justification that the employee had been
terminated due to his/her misconduct, problems arising due to his/her contribution to the organization and also financial consideration

of the employer (Pilbeam & Corbridge, (2010). It is the responsibility of an employer to specify rules and regulations regarding
termination. The at-will employers are required to include in their rule list that company rules will not change the at-will status of nay
employee. Nonetheless, an employee should include that they have the right to terminate employee other than the stated rules in case
an employee has anyway display behavior of misconduct.
References:
Liao, Q., Gurung, A., Luo, X., & Li, L. (2009). Workplace management and employee misuse: does punishment matter?. Journal of
Computer Information Systems, 50(2), 49-59. Retrieved on 30th September 2018, from
https://www.tandfonline.com/doi/abs/10.1080/08874417.2009.11645384.
Pilbeam, S., & Corbridge, M. (2010). People resourcing and talent planning: HRM in practice. Prentice Hall. Retrieved on 27th
September 2018, from https://researchportal.port.ac.uk/portal/en/publications/people-resourcing-and-talent-planning-hrm-in-
practice(a1089f50-0fc1-4665-b1f7-daa50e971950).html
Marker’s Comments: The marker will provide feedback here. Mark (5):
0
Exceeds Expectations
(High Distinction) 85-100%
Exceeds Expectations
(Distinction) 75 - 84%
Meets Expectations
(Credit) 65 – 74%
Meets Expectations
(Pass) 50 – 64%
Below Expectations
(Fail) below 50%
Demonstrates a balanced and very
high level of detailed knowledge of
core concepts by providing a very
high level of analysis. Utilises
current, appropriate and credible
sources.
Demonstrates a balanced and high
level of knowledge of core
concepts by providing a high level
of analysis. Utilises mostly current,
appropriate and credible sources.
Demonstrates a good level of
knowledge of some of the core
concepts by providing some level
of analysis. Utilises some current,
appropriate and credible sources.
Demonstrates limited knowledge of
core concepts by providing a
limited level of analysis. Utilises
few current, appropriate and
credible sources.
Demonstrates little, if any,
knowledge of the core concepts
with extremely limited, if any,
analysis. Utilises little, if any,
current, appropriate and credible
sources.
Quality of writing at a very high
standard. Paragraphs are
Quality of writing is of a high
standard. Paragraphs are mostly
Quality of writing is of a good
standard. Few grammar, spelling
Some problems with sentence
structure and presentation
Quality of writing is at a very poor
standard so barely

Exceeds Expectations
(High Distinction) 85-100%
Exceeds Expectations
(Distinction) 75 - 84%
Meets Expectations
(Credit) 65 – 74%
Meets Expectations
(Pass) 50 – 64%
Below Expectations
(Fail) below 50%
coherently connected to each
other. Correct grammar, spelling
and punctuation.
well structured. Few grammar,
spelling and punctuation mistakes.
and punctuation mistakes. Frequent grammar, punctuation
and spelling mistakes. Use of
inappropriate language.
understandable. Many spelling
mistakes. Little or no evidence of
proof reading.
The assessment presents a
detailed and focused summary of
the ideas presented; drawing clear
and well thought-out conclusions.
The assessment presents a fairly
detailed and focused summary of
the ideas presented; drawing fairly
clear and well thought-out
conclusions.
The assessment presents a
somewhat detailed and focused
summary of the ideas presented;
providing some evidence of
conclusions.
The assessment provides limited
detail with no clear summary of the
ideas presented; drawing limited
conclusions.
The assessment fails to provide
any clear evidence of the ideas
presented; drawing no clear
conclusions.

Part A Question 3: What are the ethical issues involved with “whistleblowing”? For whistleblowing to be
conducted in an ethical manner, how should it be done? Does the case study describe ethical whistleblowing?
Explain your answer (300–400 words).
Answer:
Whistle blowing is regarded as a complex mater and it has been found that fares and loyalty comes in collision with each other
while discussing whistle blowing. This can be explained through an example: promotion of a skilled worker due to their talents often
collides with promotion of an unskilled employee (Mansbach & Bachner, 2010). On the basis of loyalty whistle blowing can include
agonizing conflicts. It can be said that loyalty should never be placed above ethical obligations for acting responsibly for an
employee’s actions that involves wrong doing for the organization. It is commonly believed that a responsible person tend to blow
whistle they are more pre-occupied with negative than positive impact. However, ethical considerations are followed by virtuous kind
of whistle blowers as they try to take responsibility solely for safeguarding interest of the public. These kinds of virtuous whistle
blowers are sure to accountable for their actions. The case study reveals corporate example of whistleblowing, which is done by filling
a suit against the Company. The procedure has been conducted in an ethical manner, by reporting several instances in which the
organisation did not follow legislations. Corporate loyalty cannot ever come before ethical concerns; therefore McDow did the right
thing by reporting.
Perhaps intentions serve as the guiding principle behind deciding whether a whistle blower is ethical or not. It is to assess that a
whistle blower is able to give voice to the values of the employee of a particular organization or not. Another thing which is also to be
considered is whether the whistle blower is influence by greed (Liyanarachchi & Newdick, 2009). It might happen that financial
perspective has been taken into consideration for blowing the whistle. It can be said that external context can influence perception even
though reporting of wrongdoing is accepted a part of organizational governance. Whistle blowing is not considered to be a negative
practice in those organizations that are able to conduct good practices related to corporate governance. My argument might indicate to
my readers that I am of the viewpoint that whistle blowing is filled with ethics. I am quite aware of the fact that ethics followed by

each of the individual are strongly influenced by culture. It is quite essential to bring forth ethical consideration in an organization. One
of the worst things that organizations have to face is when the employers themselves do not follow ethics due to their behaviors.
References:
Liyanarachchi, G., & Newdick, C. (2009). The impact of moral reasoning and retaliation on whistle-blowing: New Zealand
evidence. Journal of Business Ethics, 89(1), 37-57. Retrieved on 2nd October 2018, from
https://link.springer.com/article/10.1007/s10551-008-9983-x
Mansbach, A., & Bachner, Y. G. (2010). Internal or external whistleblowing: nurses’ willingness to report wrongdoing. Nursing
Ethics, 17(4), 483-490. Retrieved on 1st October 2018, from http://journals.sagepub.com/doi/abs/10.1177/0969733010364898
Marker’s Comments: The marker will provide feedback here. Mark (5):
0
Exceeds Expectations
(High Distinction) 85-100%
Exceeds Expectations
(Distinction) 75 - 84%
Meets Expectations
(Credit) 65 – 74%
Meets Expectations
(Pass) 50 – 64%
Below Expectations
(Fail) below 50%
Demonstrates a balanced and very
high level of detailed knowledge of
core concepts by providing a very
high level of analysis. Utilises
current, appropriate and credible
sources.
Demonstrates a balanced and high
level of knowledge of core
concepts by providing a high level
of analysis. Utilises mostly current,
appropriate and credible sources.
Demonstrates a good level of
knowledge of some of the core
concepts by providing some level
of analysis. Utilises some current,
appropriate and credible sources.
Demonstrates limited knowledge of
core concepts by providing a
limited level of analysis. Utilises
few current, appropriate and
credible sources.
Demonstrates little, if any,
knowledge of the core concepts
with extremely limited, if any,
analysis. Utilises little, if any,
current, appropriate and credible
sources.
Quality of writing at a very high
standard. Paragraphs are
coherently connected to each
other. Correct grammar, spelling
and punctuation.
Quality of writing is of a high
standard. Paragraphs are mostly
well structured. Few grammar,
spelling and punctuation mistakes.
Quality of writing is of a good
standard. Few grammar, spelling
and punctuation mistakes.
Some problems with sentence
structure and presentation
Frequent grammar, punctuation
and spelling mistakes. Use of
inappropriate language.
Quality of writing is at a very poor
standard so barely
understandable. Many spelling
mistakes. Little or no evidence of
proof reading.

Exceeds Expectations
(High Distinction) 85-100%
Exceeds Expectations
(Distinction) 75 - 84%
Meets Expectations
(Credit) 65 – 74%
Meets Expectations
(Pass) 50 – 64%
Below Expectations
(Fail) below 50%
The assessment presents a
detailed and focused summary of
the ideas presented; drawing clear
and well thought-out conclusions.
The assessment presents a fairly
detailed and focused summary of
the ideas presented; drawing fairly
clear and well thought-out
conclusions.
The assessment presents a
somewhat detailed and focused
summary of the ideas presented;
providing some evidence of
conclusions.
The assessment provides limited
detail with no clear summary of the
ideas presented; drawing limited
conclusions.
The assessment fails to provide
any clear evidence of the ideas
presented; drawing no clear
conclusions.

Part A Question 4: Use the AAA Ethical Decision-making model to review the decision by Sally McDow to “blow
the whistle”. Was her decision ethical? Use the facts from the case to support your responses to each step of
the AAA model (300–400 words).
Answer:
The American Accounting Association (AAA) model provided by Langenderfer and Rockness (1990) includes a seven step
process for decision making encompassing ethical issues in consideration (Lin & Ho, (2008). Applying the case study of Origin Energy
and whistleblowing by McDow, decision making for evaluating ethicality can be understood. In the first step of the model, the facts of
the case is evaluated that has been uncovered and then ethical issues are evaluated. Facts related to the case can be said not only several
spills or accidents that the organisation was involved in; rather it included various decision and dismissal allegations against
employees. At the third step principles and values are evaluated, where it can be said that the organisation did not follow moral conduct
for the society or community or environment. The organisation did neither adhere to legislations or ethical proceedings for employees
of the organisation (Cooper, Leung, Dellaportas, Jackling & Wong, 2008). The organisation did not knowingly wanted to report the
several instances of unethicality that it was committing and as ready to pay fine. It found the legislations and regulations difficult as
well as expensive to follow. McDow did the right action by reporting against the Company, though there were other options to accept
some payment in favour and keep quite. McDow undertook the best course of action that is consistent with principles, norms and
values. In accordance to the fifth step, there could be highlighted instances where such reporting has been avoided. Consequences of
each possible course of action would be to adopt ethical course of action. Reporting against the Company such that possible course of
action can be undertaken. Therefore, in accordance to the above procedure, McDow decided to report incidents as there was grave
moral misconduct that was taking place. The Company was supposed to adhere to regulations and follow environmental as well as
ethical codes of conduct.
References:
Cooper, B. J., Leung, P., Dellaportas, S., Jackling, B., & Wong, G. (2008). Ethics education for accounting students—A toolkit