The present work is devoted to the discussion of ethical dilemmas, which arise at work places. There will be described the specific case, its possible and real consequences, together with the ethical issues of the problem. The paper makes the discussion of ethics through the previous and present experience, thus making it clear, what could be different in the behaviour of both participants of conflict from the viewpoint of the gained knowledge. Professional Workplace Dilemma Paper The described situation is very usual and widely-spread, and it shows, that the conflicts between the workers dont appear out of the blue. The division of the enterprise I was working in before I started my major study course at the University, had the task of making its work faster, through speeding up the flow of documents. The two workers were involved into the conflict: Ann has been working in this firm for a very long time, and had her own old approaches to the work. I was new there, but I had some experience at work process organizing and automation. It was of no doubt, that Ann would meet my innovations with animosity, because she had already got used to work in her own way, and she was afraid to show, that she was not able to work in other way. The problem was in fact, that Ann didnt possess enough mental outlook, skills and preparation and thus was not able to accept new suggestions. It appears, that there is created the conflict of interests, and thus the inner conflict.
At the same time, I did not feel Anns support, for she did not want to share her experience and the ultimate work was becoming ineffective. The ethical problem lied in clear and soft explaining my position to Ann, without involving senior managers into the conflict. Other workers were good to both Ann and I, and they all understood, that if we could find the common language, the whole work of the firm would become more effective, thus making it beneficial for both of us. Another ethical side of the problem was that neither I, nor Ann, would go complaining to our bosses, which could lead to one of us being fired. I understood that if any of us were fired, the other one would have to follow her, for she would serve as the guilty side for the whole enterprise. This ethical dilemma can be analyzed from the following points of view. Both Ann and I had equal positions, and none of us had more power and authority, but Ann, having worked there for several years, was of course better accepted by other individuals and in case of any problem, they would for sure protect not me, but her. So, from the ethical point of view, I had to make my position clear to Ann and to other workers, without making all of them my enemies.
The Term Paper on Work Family Conflict
Consequences Associated With Work-to-Family Conflict: A Review and Agenda for Future Research Tammy D. Allen, David E. L. Herst, Carly S. Bruck, and Martha Sutton University of South Florida A comprehensive review of the outcomes associated with work-to-family conflict was conducted and effect sizes were estimated. A typology was presented that grouped outcomes into 3 categories: work related, ...
In this case I had to use all my personal potential for negotiations and creating positive image and good relations with Ann and other workers. Anns dignity and working experience were in conflict with my desire to fulfill my tasks and the wish to change the work of the enterprise for the better. Ann opposing to my innovations, infringed my striving for making career and achieving better position. There could be several potential outcomes in this situation. First of all, I could go to the senior management and make a complaint, that Ann was preventing me from effective working. This seemed to be the simplest way out, but at the same time, this outcome was posing too many ethical problems, starting from Ann becoming a potential candidate for being punished, to me becoming an outcast of the staff. The second potential outcome lied in staff trying to explain to Ann the situation which she had created, but during the first three weeks of my work, no one offered me help, and I understood, that I had to do everything myself. Besides, no one of the staff wanted to be involved into the conflict, as all of them have been working with Ann for a long time, and she was really good worker, thus there was not a single individual who wanted to become Anns enemy.
The Dissertation on Article Summary on Work to Life Conflict of Communication Technologies
The study also focuses on three conceptual elements and possible traits of the individuals using communication technologies out of hours; they were affective commitment, ambition, and job involvement. There are suggestions a person’s attachment and career aspirations to the organisation changes their responses towards working beyond the call of duty. Method Non-academic staff employees and a ...
The real outcome of this story was the following: I went to the senior managers, but not for complaining, but with my suggesting the innovations and thus making this policy public and obligatory for all the workers. Ann had finally to submit to this situation and accept my ideas. My attempts to explain to her the benefits of my innovations only led to the conflict becoming deeper. Looking at that conflict from the present viewpoint, I have got some knowledge in ethics and the main principles, which are now familiar to me, are as follows: 1. Workplace ethics revolves around each worker making choices, and no handbooks or managers can change this each worker is responsible himself for his choice. Ann made her choice, stressing the unwillingness to find any compromise with me.
2. Any ethical beliefs should be supported by the correspondent behaviour. At times we believe that we are ethical, but behave in different way, thus humiliating personal values of other people. 3. Behaviour at work may influence the whole organization in two ways it can either build trust or it may tear it down. (Ellet 2003, p. 91) From the viewpoint of the above mentioned statements, my behaviour was both right and wrong.
On the one hand, it was right in the part of my attempting to find the common language with Ann without involving anyone into it. It was wrong in the part of my going to the senior managers for supporting the indirect solution of the problem. Looking back at the outcome of the situation at the time, I think something could be changed then. I didnt possess enough communicative skills to persuade Ann in the fact, that our cooperation could become beneficial for both of us. I didnt possess enough knowledge on the ethical issues and going to managers was not the best way out. From the ethical point of view, I suppose the best way out could be the general unofficial meeting of the lower staff, as people, who used to work with Ann for many years, were in good relations with her, knew her well and knew how to softly persuade her change her mind towards me.
The Essay on Field Marshall People Managers Work
1. Meyers-Briggs Keirsey Sorter Personality Test classifies temperament into four general types - i) Artisans ii) Guardians iii) Idealists iv) Rationals Each of these temperament categories are further subdivided according to specific traits and characteristics into INTO, ENTJ, INTO, ENTJ etc. After taking the Keirsey Sorter Personality Test I found myself belonging to the Rational Temperament ...
Choosing out of the two evils, it is better to take the smaller one, thus involving staff into the conflict would have been better, than involving managers into it. In addition, I still believe that I have used all ethical methods in my attempt to change the overall attitude of Ann to the way she had to work. References Ellet, Bill. (2003, November).
Who knew? Ethics matter. T&D, 57, 88-96 Levine, I. David. (1995).
Reinventing the Workplace: How Business and Employees Can Both Win. Washington, DC: Brooklings Institution, 31-46 Thompson, Carla. (2004, June).
Hows your performance workplace evaluations can work to your benefit. Black Enterprise, 34, 88-92.
