Ethical_Issues

Ethical Issues Managers are occasionally faced with ethical issues. These references can help us and our people understand the consequences of choices in business. Employers limited management discretion and decision making about individual employee situations and instituted policies to govern the many. You can build a similar case for most organizational policies. The failure of some employees to practice principled workplace ethical decision making results in policies that cover all employees. Managers can avoid potential conflicts with employees by anticipating behavioral issues which typically occur in the workplace, even under the best of circumstances. Some employees conducted themselves in ways that were unacceptable to the business. Ethical issues can be resolved if proper procedures for the same are in place in any given organization. Upholding ethics promotes a better working environment, and at the same time a good reputation for the business. Both of which contribute to high work productivity and profits. Harassment in the workplace is a serious issue every manager should educate themselves on. Codes of conducts or business ethics exist to guide the expected behavior of honorable employees, but much of their origination occurred for the same reason as policies. Some employees conducted themselves in ways that were unacceptable to the business. Some ethical issues affect individual employees. Ethical issues may affect whole work groups, and in particularly egregious instances. Each failure to practice value-based workplace ethics affects your self- image and what you stand for far more than it affects your coworkers. Harassment in the workplace can put an effect of your behavior on your fellow employees is real, tangible, and unpredictable. Many workers in the legal industry experience workplace harassment demeaning, abusive or authoritarian behavior when employees don't take action about harassment issues, they are far less productive in the workplace. One form of harassment in the workplace is sexual harassment, is a form of discrimination, in the United States, that violates one of our civil rights acts of 1964. This occurs when one employee makes continued, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, to another employee, against his or her wishes. In the workplace can take many forms and may begin looking like a simple flirtation which eventually turns into a full blown affair. Although sexual harassment may start as a seemingly innocent gesture, the effect of sexual harassment in the workplace on its victim can be debilitating and may cause serious distress both professionally and personally. Harassment at the workplace can also flaunt its ugly head in the form of sexual harassment, one of the most common sexual harassment can occur in a variety of situations. These are examples of sexual harassment is unwanted jokes, gestures, offensive words on clothing, and unwelcome comments. Touching and any other bodily contact such as scratching or patting a coworker's back, grabbing an employee around the waste or interfering with an employee's ability to move are other examples of sexual harassment many face on the job daily. Sexual harassment may start as a seemingly innocent gesture, the effect of sexual harassment in the workplace on its victim can be debilitating and cause a distress both professionally and personally. Most of it often creates tension in the workplace that goes beyond the two individuals involved. Most who have found themselves victims to this type of behavior have often felt that they had no real choice in the situation. They often feel they may lose their job. Ethical dilemmas are a part of life in the workplace. Employees must deal with a range of ethical issues, and it is in a company's best interest to supply them with the information to make the right decision. Each person has his or her own moral imperatives and personal ethics which compel them to act in a particular unique way. Most dilemmas arise when there is a conflict between these individual opinions. The best approach to preventing harassment in the workplace is to be proactive. Don’t wait until an incident occur .By making sure all associates are well aware of company policies and federal laws. Many associates may not realize what they are doing can be considered harassment. When you hear about or notice behavior that could be seen as harassment hold a meeting with all associates. Do not single out an instance or a person, but merely read relevant parts of your harassment policy. This act alone will usually stop such behavior. Employees will always know you are aware and that you take such behavior seriously. Never ignore a complaint about harassment. You could be held liable for not taking prompt action. Don’t think the problem will just go away. Harassment must be dealt with immediately to protect ones selves, the company and the workplace environment. As a manager you should always create a written record describing the appropriate behavior, the date, time and place it occurred, and who else was present. If a company has an employee manual, determine if there is an official policy regarding harassment. The topic is currently receiving a great deal of attention and rightly so the awareness of a potentially hostile situation will hopefully be taken seriously. Almost all small to large business have harassment policies that can potentially capture bullying behavior. Most of the time as many sexual harassment victims can attest, these complaint processes are far from effective fixes in many harassment scenarios and employees exercising their rights under such policies can sometimes be targeted for retaliation. If the bully has targeted the victim, but his motivation is not based on the victim's race, gender, disability, age or other protected category, the employment laws probably don't protect the victim from being retaliated against by the employer. Victims of workplace harassment should immediately report the misconduct to their supervisors and to human resources.