An Ethical Dilemma Of Sexually Oriented Jokes

• Harassment: behaviour deemed offensive by the recipient. Employees can claim they find something offensive even when it's not directed at them.

In this paper, we are dealing with matters of ethics and profession from a contemporary perspective. Diseases also come in when you look at matters of employment and what the disease can do to someone in a particular profession. From an ethical perspective, one needs to stay honest in what they do. In this case of ours, Andy Beckett is forced to conceal his secrets about his health status and sexual orientation for fear of rebuke and rejection. These actions proves that he is unethical in his profession. However, it can be rightfully argued that he was right to stay like that. This is a condition of ethical dilemma whereby if one decides to be very honest as they are required they will lose

In one’s professional career one might be in a situation to consider not only the ramifications of one’s ethical choice, but also how ethical one’s decision is as a whole. In my career, I have never been put in an ethical dilemma, but at a juncture in my career in the finance industry, it is possible I will. In the industry of finance, one could be in a position that enables them to embezzle, whether this is in an accounting position, a financial advisor, or even a bank teller. In each of these positions, one could be in a dilemma of considering embezzling, otherwise known as stealing. To most people stealing is clearly unethical, but it could depend upon to which ethical approach one subscribes. This paper will discuss; what options one has in this dilemma, how certain ethical approaches would guide one’s decision, and my personal opinion on which approach I would utilize.

I would listen to Muhammad’s concerns completely and would not interrupt. This would give him time to express his feelings about the topic. Then, I would talk with Bill and listen to his side of the story and hear what he said. In the end, there would be a conversation with Bill reviewing the rules and guidelines of the policies at the company. I would let Bill know up front if there is any more talk regarding these types of issues he will be terminated from the company with no questions asked. I would let Muhammad know there was action taken and there should not be any more trouble regarding the issue. The warning and review were set in place in case Muhammad did not tell all the facts or even add a few of his own. Bill is now aware of the rules at the company and this behavior will not be tolerated.

One morning at work I was confronted by a staff member called * Amy who began to yell at me. *Amy has always put me down, bullied me. I was working a day shift with *Amy. She wouldn’t talk to me or help me transfer a resident who wanted to have their shower. This continued all day, the Registered Nurse was helping me transfer and attend to personal care as *Amy refused to help me.

However, being of the Managerial status in the workplace, I feel subject to report to my supervisor and would then tell Emily that. I would tell Emily that I am inclined to notify my supervisor, but will respect Emily’s decision; whether she confronts Susan on her own, or would rather another supervisor intervene and handle the situation accordingly. Contingent upon the fact that Susan stops, there is no need for the supervisor to intervene with the situation if it is corrected and no longer a hostile environment. In writing an email to my supervisor to notify them of this situation, I would tell them what derogatory comments and cartoons Susan has said and shown her co-workers that has caused an increasing discomfort in one employee, Emily. In addition to informing them of the situation, I would add in what advice I gave to Emily and that it is ultimately her decision what she wants to do, and that we should let her come to us if she wants a supervisor to intervene. One way or another, the issue must be resolved through disciplinary

One of my colleague have verbal expressed some racial derogatory comments, and as a result, I have noticed over time that I am receiving some very harsh behavior from this colleague. I have expressed this with my supervisor, and he suggested that I speak to you to take proper actions; since the colleague I am referring to works in HR.

LeSaint Logistics is a third party logistics of PPG Inc. This organization is mostly an automotive paint distribution warehousing company, though they do store and ship for other companies like 3M. LeSaint Logistics employs roughly 1000 people directly. Some locations have PPG employees working alongside LeSaint employees. There are different levels of management and supervision throughout the organization. Typically at the warehouse level there are three supervisors; one in receiving, one in shipping, and another in customer service. They report directly to the warehouse distribution center (DC) manager, who manages the entire warehouse. The DC then reports to the regional distribution center manager, who then reports to the Vice-President

Sexual harassment is the act of making sexual comments or advances to a person who is unwilling for this action to be made towards them. It is an act that is made primarily to show dominance over the other person. Sexual harassment can be considered morally wrong because it makes the victim feel distressed and takes away their moral right to feel stable and safe. However, the problem is that sexual harassment is subjective to a person’s view- something that one person considers to be sexual harassment will seem harmless to another. Therefore, it is hard to apply and justify a select ‘punishment’ to somebody who has sexually harassed another person due to the fact that the severity of the issue can always be debated. However, there is a general consensus that when a punishment does occur, it should always be implemented by a legitimate authority, and the punishment should hold an equal severity as the crime did. Within this essay, I aim to examine each of the Theories of Punishment and apply them to the situation of someone who has been sexually harassed. I will then use my own knowledge and other sources to determine whether the way that the group of women reacted was either punishment or revenge, and what this outcome means for whether or not their actions can be morally justified. But first,

They say that controversy creates cash, but in the case of BetBright it may prove be the opposite. On Good Friday BetBright sent out a casual promotional e-mail to members, with the brand’s marketing team not thinking too much of it. The email read "[Jesus] would probably frown on you betting on a holy day, but he 's been dead for years", with this statement followed up by comments relating to how players should not let Jesus spoil their day off. Considering the nature of the email, many deemed it insensitive on religious grounds, with a backlash ensuing.

This informal attitude of employees has led to an unprecedented state of affairs wherein Susan needs to step in and take a stance between her moral beliefs and gains of a more personal nature. She needs to analyze the pros and cons of each dilemma that she faces. As the student management is not willing to take action on this matter, Susan could, abiding by her values, approach the co-workers and demand that this immoral activity be stopped. However, this may turn the group against her and she may, eventually, be forced from her position.

Relevant law and Legal standard: When deciding whether unlawful conduct has occurred or if the company faces a legal risk it is important to know the policy, and in this case the company needs to know about the sexual harassment policy done by the US department of state. The US department of state defines sexual harassment as “unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitutes as sexual harassment when an employment decision is made that affects that individual because the individual rejected or submitted to the unwelcome conduct or the conduct unreasonably interferes with an individual’s work performance or the conduct creates an intimidating, hostile or abusive work environment” (State, n.d.). This policy also gives examples of what unwelcome actions could be that could make an individual feel sexually harassed, some of those are, sexual pranks or repeated sexual teasing, jokes in person or via email, verbal abuse of a sexual nature, repeatedly standing too close to or brushing up against a person, repeatedly asking a person to socialize during off duty hours, making or posting sexually demeaning or offensive pictures, cartoons or

The first topic I would like to discuss is sexual harassment. This is something I am going through at work. I have a co-worker, who for years, will say inappropriate, offensive, sexually explicit comments during work. These comments are sometimes directed at someone or sometimes just about him. In the past, when he would say these inappropriate comments, I would personally tell him, his comments were inappropriate. Doing this, did not ever stop him from continuing to say such things. A few months ago, during a staff meeting, he again said an inappropriate comment which was a sexual innuendo referring to me and my character. I had finally had enough. I vented to my boss about the incident and she asked me if I would like for her to talk to him. I agreed, and here I am. I don’t know what kind of disciplinary action was given to my co-worker, if any, but ever since then, he stopped talking to me and he displays so much anger towards me. I have never received an apology from him and he behaves as though I am at fault. Why do some women refrain from trying to stop or report harassment? Often women fear retaliation even when no explicit threats have been made (Cooper-White, 2012, p. 94). Honestly, I do

On the other hand there has been a reported case of verbal harassment on the job was reported. This is the case of Holt Eulisses and Angela Rhew. Angela Rhew reported Eulisses to human resources for telling obscene jokes. This resulted the two going to court and Rhew winning the case against Eulisses. Eulisses in turn lost his job and unfortunately killed himself (Esquire 86). This is one of many cases where the court system was in the woman's favor.

First and foremost, XYZ has a zero-tolerance policy for workplace bullying, sexual harassment and discrimination. Not only do we strive to be compliant with federal civil rights law: we also strive to create a workforce in which every employee feels comfortable, and does not feel threatened based upon his or her gender, ethnicity, religion, sexual orientation, or other personal characteristics. Please consult your employee manuals if you have any question about what constitutes bullying, sexual harassment or discrimination; further training on how to recognize these practices is forthcoming. Remember that jokes and innuendos that might seem appropriate with friends may not be acceptable to make to your colleagues in the workplace.