Case Analysis To promote or Not

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Feb 20, 2024

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Mikhael Mirahmadi ENGL 205 Professor Kimmerly December 5 th 2023 Case Analysis: To Promote or Not to Promote Alma Review The story unfolds with Alma, a standing employee who has shown skills and reliability in the insurance companys adjustment department. Alma has been, on a path for promotion due to her work performance, adherence to guidelines and positive relationships with colleagues and clients. However a recent revelation has raised concerns about her character. This revelation stems from Almas involvement in cyber bullying a situation that tragically resulted in the suicide of thirteen year Callie. Alma created an identity online. Engaged in a deceitful relationship with Callie ultimately sending harmful messages that contributed to the young girls untimely death. The severity of this revelation forces us to reassess Almas judgment as we weigh her life against the decision regarding her professional advancement. Ethical Issue The ethical dilemma revolves around whether it is appropriate to recommend Alma for promotion despite her participation, in cyber bullying. The conflict arises from considering Almas actions which involved online behavior leading to significant harm. The situation prompts us to think about the balance, between a persons qualifications and their moral character when it comes to deciding on career advancement. The main question is whether Almas ethical lapse in her life should have an impact on her growth within the company. Solutions The first solution would be to promote Alma; Despite her behavior we can consider promoting Alma based on her performance at work. Another solution could be to decide against promoting Alma; We can refrain from giving Alma a promotion due to her involvement in cyber bullying. Lastly take measures before making a promotion decision; Prioritize addressing Almas behavior before considering any promotions. Outcomes 1 If we decide to promote Alma despite the concerns it could have negative outcomes for the workplace. Firstly colleagues who learn about Almas actions might feel betrayed. Doubt the companys commitment to values. This disillusionment could lead to a decline in morale affecting collaboration and teamwork among employees. Additionally such a decision may erode trust in leadership as employees perceive a disconnection between the companys professed values and its actual choices. Trust, which is vital for fostering a work environment would be at risk, as a result. From a standpoint stakeholders such, as clients and partners might perceive the promotion in a light associating the company with someone involved in cyber bullying and its tragic consequences. This could potentially harm the companys reputation. Additionally promoting Alma despite her lapse may send a message that performance is prioritized over behavior, which

poses a risk to the established ethical standards within the organization. Moreover this situation could lead to challenges in retaining employees who find it ethically difficult to work alongside Alma. This could result in a loss of talent and difficulties in retaining ethical staff members. Likely Impact 1 Implementing Solution 1 which involves promoting Alma despite her involvement in cyber bullying is likely to have implications for stakeholders beyond just the company itself. Internally this decision may lead to increased distrust and dissatisfaction among employees who become aware of Almas promotion. Elevating someone, with a history of cyber bullying can create a sense of betrayal within the workforce possibly giving rise to a work environment. Furthermore promoting Alma could have effects, on team cohesion. Colleagues who are aware of Almas behavior may struggle with collaboration and trust resulting in a decrease in team effectiveness. This decision may also cause employees to experience levels of stress. Knowing that the company supports individuals involved in lapses can create fear of consequences and undermine the commitment to ethical standards. This in turn can significantly increase stress. Additionally employees might question the credibility of guidelines when they see a discrepancy between these principles and the decision to promote Alma. Such skepticism could lead to non compliance with established policies and a decline in discipline. The impact extends beyond work related concerns. Affects the mental and emotional well being of employees who value an ethical workplace culture. Promoting Alma might result in turnover rates, increased absenteeism. Decreased employee engagement levels. Moreover external stakeholders, like clients, partners and the public might scrutinize this decision by the company potentially leading to publicity. This criticism, from sources has the potential to damage the companys reputation and standing within the industry. Furthermore this decision could attract attention from bodies or legal entities that are concerned with ethics. While it may not be inherently illegal promoting an individual who has been associated with cyberbullying might lead to investigations into the companys commitment to cultivating an ethical work environment. It is important to note that these implications extend beyond stakeholders and also impact both the grieving family and Almas family, which adds complexity to the considerations surrounding Solution 1. Values 1 The promotion of Alma despite her involvement in cyberbullying raises concerns about violating the principle of honesty. Almas deceptive actions, including creating an identity to emotionally manipulate Callie directly contradict the concept of honesty. This deceptive behavior brings doubts about Almas trustworthiness and integrity which're crucial qualities for someone in a position of responsibility. Moreover promoting Alma also raises questions related to the principle of "Do No Harm." Almas previous actions played a role, in Callies suicide highlighting the consequences of her behavior.

By endorsing Almas promotion the company might be seen as accepting actions, which raises ethical concerns, about the companys commitment to preventing harm. This endorsement could create distress among colleagues and stakeholders who may question the companys standards and its responsibility to protect employee well being. On the hand choosing not to promote Alma is crucial in maintaining trust among employees within the organization. This decision plays a role in preserving trust by demonstrating a commitment to ethical principles, especially those related to confidentiality. It fosters a sense of security and confidence within the workforce strengthening trust among colleagues. Furthermore deciding not to advance Alma reinforces the companys dedication to upholding standards and values. It sends a message that individuals involved in activities conflicting with these established standards will not be rewarded with advancement highlighting the unwavering importance of ethical behavior within the organization. This decision also has an impact, on team dynamics. Has the potential to boost team morale. Colleagues who are aware of the decision to not promote Alma might feel a boost, in morale knowing that the company values behavior over performance metrics. This focus on values can strengthen team unity. Increase employee morale. Moreover choosing not to promote Alma plays a role in shaping a company culture that prioritizes integrity and ethical conduct. By establishing this precedent the company actively encourages a work environment where employees feel safe and supported in upholding standards. This fosters a culture of accountability and awareness towards ethics. From a perspective the decision to not advance Alma could be received positively by clients, partners and the public. It serves as a demonstration of the companys commitment to upholding ethical values potentially enhancing its reputation among external stakeholders. This alignment with principles contributes to a perception externally and solidifies the companys position as an ethically responsible corporate entity. Outcomes 2 The choice not to promote Alma carries implications for stakeholders both within and, outside the company. This decision has the potential to strengthen employee confidence, in the organizations leadership. When employees witness a commitment to decision making they feel trust and support for their own ethical concerns. This in turn fosters a work environment where employees feel valued and aligned with the companys principles. Moreover choosing not to promote Alma is a measure to prevent legal issues. While Almas actions may not have consequences promoting her could be seen as endorsing unethical behavior and may attract legal scrutiny. By not advancing Alma the company takes a stance reducing the risk of challenges and protecting its legal standing. Likely Impact 2

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Externally stakeholders such as clients, partners and the public are also affected by this decision. Aligning with expectations regarding ethics is crucial. Regulatory bodies often emphasize the significance of upholding standards and choosing not to promote Alma demonstrates a commitment, to meeting these expectations. This alignment has the potential to positively impact the reputation of the company, among stakeholders. It contributes to creating a perception of the organization as one that places a priority on ethical considerations when making decisions. Values 2 The decision to not promote Alma is in line with principles, particularly the Principle of Confidentiality. Almas actions, involving the creation of an identity, violate confidentiality norms by exploiting personal information shared online. By choosing not to advance Alma it sends a message against endorsing breaches of confidentiality. Emphasizes the importance of maintaining trust and privacy for individuals within the workplace. Furthermore this decision also upholds the Principle of Lawfulness. While Alma may not face consequences for her actions opting not to promote her clearly demonstrates the companys commitment to lawful behavior within its workforce. This decision reinforces expectations that employees adhere to standards, in situations where legal consequences are not imminent. It underscores the companys dedication to nurturing an environment where ethical conduct is both valued and expected regardless of circumstances. Outcomes 3 By implementing measures Alma has the opportunity to redeem herself through guidance and training. This approach allows her to learn from the cyberbullying incident promoting professional growth. The focus, on redemption demonstrates the companys commitment to supporting employees facing challenges. Emphasizes a workplace culture that values giving second chances. Furthermore these corrective actions reinforce the companys standards by addressing the issue of cyberbullying through targeted training. This conveys a promotion of behavior fostering a workplace environment that prioritizes integrity and responsible conduct. The emphasis on ethical expectations aligns with the companys dedication to cultivating an atmosphere where employees understand and adhere to established principles. The implementation of actions also contributes to Almas professional development. Ethics training serves as a catalyst for career advancement instilling a sense of responsibility and awareness. This outcome reflects the companys commitment to supporting growth within its framework while upholding fidelity, towards employee well being and progress. Moreover taking actions acts as a step to prevent potential ethical issues in the future by addressing the underlying cause of Almas lapse, in judgment. This showcases the companys dedication to preventing incidents and creating an environment that actively discourages and prevents unethical behavior. The proactive approach aligns with the companys commitment to maintaining an ethical work environment for all employees.

In general implementing actions has an impact on workplace culture by conveying faith in the possibility of rehabilitation and personal growth. This fosters an atmosphere of support and empathy contributing to a work culture that values learning from mistakes and encourages improvement. Likely Impact 3 Adopting actions as a solution is poised to yield outcomes for various stakeholders extending beyond individuals within the company to include the grieving family. This approach is likely to strengthen employee relationships with colleagues appreciating the companys response that prioritizes measures rather, than punitive actions. It fosters unity and understanding among coworkers thereby positively influencing their relationships and contributing to a work environment. Moreover the implementation of measures plays a role, in establishing trust in leadership. When employees witness a commitment to addressing lapses constructively it is likely to foster increased trust in the fairness of leadership their dedication to growth and their concern for individual well being. This positive outcome contributes to a perception of leadership within the organization. Can potentially enhance overall trust and confidence in the companys decision making processes. Furthermore deciding to implement actions also underscores the companys dedication to maintaining a work environment. This outcome reinforces the belief that the company actively invests in its employees growth and well being thereby cultivating an ethical workplace culture. The emphasis on creating such an environment extends beyond stakeholders as external parties like bereaved families may appreciate the companys commitment to ethical principles and its efforts towards prioritizing employee well being. In conclusion implementing actions not strengthens internal employee relations and fosters trust in leadership but also serves as evidence of the companys unwavering commitment, to upholding a supportive work environment. These positive impacts contribute to fostering an environment characterized by unity, trust and ethical considerations. This in turn benefits both the external stakeholders, including the grieving family. Values 3 Taking steps to address the issue by providing ethics training, for Alma aligns with the principle of autonomy. It recognizes that individuals have the ability to learn from their mistakes and make decisions. By offering Alma an opportunity to rectify her behavior this approach respects her autonomy while emphasizing the importance of conduct within the workplace. Moreover implementing actions demonstrates loyalty towards Alma as an employee. Than blocking her promotion outright the company invests in her growth by addressing the ethical lapse through targeted training. This nuanced approach reflects a dedication to supporting employees in their development while upholding fidelity to standards. It underscores a belief in rehabilitation and improvement potential aligning with the principle of prioritizing employees well being and growth. To summarize implementing actions in this manner not respects

autonomy but also showcases commitment towards Almas professional advancement and an overall dedication, to ethical standards. Evaluation The three proposed solutions lead to outcomes that have implications, for the organization and the people involved. Choosing Solution 1 which involves promoting Alma despite concerns is a decision. It could potentially harm workplace morale erode trust in leadership and damage the companys reputation externally. Additionally this choice may lead to difficulties in retaining employees. Pose a threat to established standards. Ultimately it would negatively affect both the grieving family and Almas own family. On the hand Solution 2 which suggests not promoting Alma aligns with ethical principles like confidentiality and lawfulness. This decision maintains employee trust, reinforces standards and fosters a company culture. It may also have an impact on team dynamics by boosting morale. Externally this choice meets expectations. Contributes positively to the companys reputation. However Solution 3 presents itself as a looking alternative by implementing actions. This approach offers Alma an opportunity, for redemption while reinforcing expectations and supporting professional development. By addressing the root cause of the lapse through this solution. Addressing issues, through actions also has a proactive role in minimizing potential future problems, which has a positive effect on the overall workplace culture. These effects go beyond the company itself. Extend to strengthening relationships among employees building trust in leadership and creating a work environment that even extends to supporting grieving families. Upon evaluating each solutions alignment with values Solution 1 is found to contradict the principles of honesty and "Do No Harm." In contrast Solution 2 aligns with maintaining confidentiality and adhering to requirements while Solution 3 respects autonomy demonstrates loyalty and upholds ethical standards. Considering the impact on stakeholders Solution 1 has consequences for morale, trust levels within the organization and external perception. On the hand Solution 2 brings about effects such as increasing employee trust levels boosting team morale and improving external perceptions. However it is Solution 3 that stands out due to its impact on employee relationships across all levels of the organization well as building trust in leadership. It also helps foster a work environment for both members of the organization and external stakeholders. Regarding mitigating concerns specifically endorsing behavior and violating the principle of honesty Solution 1 carries a higher risk, in this regard. Solution 2 prioritizes upholding principles of confidentiality and lawfulness while Solution 3 actively embraces autonomy, fidelity and fosters a culture of redemption and improvement. Considering the term implications Solution 1 carries the risk of compromising established ethical standards and potentially causing a talent drain. On the hand Solution 2 promotes a company culture that aligns with regulatory expectations. However Solution 3 takes measures to prevent ethical issues and supports ongoing improvement.

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Decision After careful consideration Solution 3—implementing corrective actions—emerges as the optimal choice, due to its alignment with ethical values, positive impact on stakeholders and long term commitment to fostering a supportive and ethically sound work environment. This solution not addresses concerns related to Almas behavior but also demonstrates dedication to employees well being and growth by promoting a culture of redemption, development and continuous improvement. Defense Some individuals may argue that choosing corrective actions indirectly endorses Almas past unethical behavior or potentially sets a precedent for leniency, in addressing serious ethical lapses. Some critics may raise concerns that focusing on Almas redemption could be seen as prioritizing the individuals well being, over the welfare of the organization and its stakeholders. They might also question whether ethics training is truly effective in bringing about change. However despite these objections Solution 3 remains the choice for several reasons. Firstly it upholds the principle of autonomy by giving Alma a chance for redemption. This acknowledges that individuals can learn from their mistakes and make choices. It recognizes that people can evolve and develop which aligns with an principle. Secondly implementing measures demonstrates the companys commitment to Alma as an employee. Than blocking her promotion they invest in her growth through targeted training to address the ethical lapse. This approach shows a dedication to supporting employees professional development while still adhering to standards. The decision reflects a belief, in rehabilitation and improvement potential, which aligns with the principle of promoting employee well being and growth. Moreover the focus, on taking corrective measures aligns with standards fostering a workplace culture that values the opportunity to learn from mistakes and continuously improve. By addressing the cause of Almas lapse in judgment the company demonstrates a proactive approach to minimizing potential future ethical concerns. This is crucial in cultivating an environment that actively discourages and prevents behavior reflecting the companys dedication to maintaining an ethical workplace for all employees. In contrast to alternatives Solution 3 not tackles immediate concerns related to Almas actions but also contributes to a positive and ethically sound work culture. It nurtures an atmosphere of support and empathy emphasizing the significance of learning from errors and fostering personal as professional growth. This long term commitment towards values and employee well being sets Solution 3 apart as the comprehensive and forward thinking choice. While acknowledging differences in opinion opting for actions for Alma is deemed as the optimal decision due to its alignment with ethical principles, positive impact on stakeholders and commitment, towards fostering a supportive and ethically sound work environment.

Case Analysis To promote or Not

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