I Hate Jesse Case Study

4.) Employee Compliance to the Code: The entire staff is expected to be compliant to the rules and regulations set forth by Company X. Reported accounts of non-compliance will lead to an internal investigation of both the accuser as well as the accused; disciplinary action will necessarily follow if company rules and regulations have not been adhered to or improperly dismissed. Granted that there are many different situations that could arise in which one would believe unethical behavior or misconduct transpired; therefore, it is suggested that first the issue in question is evaluated before presenting to one’s direct

Brenda Franklin had been serving Allied Tech for the past 8 years. As any other organisations, Brenda used to be a part of the lunch hour conversations with her colleagues. One day when her colleagues were discussing about corruption and politics, something occurred to her. As a result she prepared a list called “Ethically Dubious Conduct” and pasted it on the common notice board. Her colleagues were taken by surprise. Brenda was now anticipating the next lunch where she was expecting her list to be analysed among her colleagues.

What about taking matters into our own hands? Desiderius Erasmus, a 15th century catholic priest and philosopher, said: "Prevention is better than cure". What can WE do to avoid health issues or minimize their impact on our well-being? The purpose of this website is answering the above question. There is a myriad of ways to do just that. And a journey of a thousand miles begins with a single

“Prevention is better than cure.” This common statement could not relate any better than it does with the controversy surrounding the morality, effectiveness, and safety of childhood immunizations. The major argument is whether or not laws should be established to declare vaccination mandatory for all children. “The US food and Drug administration (FDA) regulates all vaccines to ensure safety and effectiveness,” (ProCon.org, 2012) therefor there should not be any reason to risk the health of any child. Vaccinating our children not only ensures their safety but also that of their future to come.

Signatures are obtained on the Verification of Training forms and are to be submitted to Human Resources for retention in the employee’s personnel folder. Employee misconduct will be monitored in by supervisory review of actions taken by employees, by conducting yearly surveys and also by implementing a reporting system. In our monitoring, we will be reviewing compliance and targeting deviations to our established ethical behavior. When the method of surveys is utilized, they will be nameless and must be completed within the thirty day allotted time. One feature of our reporting system is the establishment of our APEX Ethics Hotline, (800) 555-5555. This line is monitored by the Ethics Office and is open to anyone, the public, employees and customers to anonymously report unethical behavior or to ask ethics questions. With this system we are able to effectively monitor and evaluate unethical behavior and to take corrective action as required. The Ethics Officer compiles this data monthly and reports to the CEO with the trends and analysis.

Every employee at Company X is required to take a new hire class on the policies and procedures of the company. There will also be training that is required on a quarterly basis. If for any reason the training is not completed an employee is subject to disciplinary actions. All training classes will have tests and records will be kept in employee files. Employees will receive certificates of completion for their records as well. Weekly department meetings will be held to discuss any issues that may arise during the work week. Ethic issues may be brought up during these meetings, with anyone in a supervisory position, or by calling the anonymous tip line. If an ethical issue is brought to a supervisor, the supervisor must

prevent deaths among kids but it won’t be big enough until children are totally safe from

As, the internal affairs investigator assigned to examine the allegations, I would immediately have charge and filed charges of anyone who had conducted or had any formal knowledge about these acts toward any Muslim or any inmates. Supervisor’s would have had charges such as; failure to supervise, failure to conduct any investigation, failure to

Upon the first 30 minutes into work today, my superiors gave me the task of creating a policy on the investigation of officers within a 24-hour notice. Now how in the world was I supposed to do this task in short period of time? Needless to say, I forgot all about Internal Affairs may already have the necessary information I’m looking for in the first place. Any deliberation may circle about the environment and harshness of the responsibility as well as the worker’s previous working profile. I would ensure that this policy conforms to the basic considerations presented in the Garrity case by explaining the history of the case, and challenge each student by asking questions until I gave each of them a fair exam. Prior to the examination, I would

Jesse comes from a single-parent home, where he was raised by his mother and his father was absent. When there is an absence of one parent in the home the relationship between the child and the custodial parent can suffer. This is one family issue that has a great impact on how he behaves and acts. Jesse could be showing an outburst of anger in school because of his home life. This could also be the reason why when he’s upset he tells his mother he doesn’t like his life. Another family factor that can cause strain on Jesse’s behavior is poverty I think poverty might be a component that his family suffers because of some of the remarks that some of his peers made about him being dirty and smelling. Some ways that we can use intervention to solve

This case was prepared as a basis for class discussion rather than to illustrate either effective or ineffective handling of an administrative situation. Copyright © 1983 by the President and Fellows of Harvard College. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means — electronic, mechanical,

The Sandusky scandal at Penn State affected many organizational functions for the esteemed university and the impact covering illegal activity was intensified. The crisis negatively affected the organization and its functions. Graham Spanier, Gary Schultz, Timothy Curley, and Joe Paterno had an obligation to disclose the crimes of Sandusky (Crandall, Parnell, & Spillan, 2013). These four men were in management/leadership roles and their actions affected their respective departments, as well as other organizational functions throughout the university. Another function that immediately comes to mind is human resources, as human resources is responsible for human capital. The loss of key staff and the knowledge that goes with that personnel must be replaced. Furthermore, human resources must step in along with other members of the crisis management team to attempt to contain and limit the damage.

Ethics and moral obligations are issues we all encounter at one time or another. In the professional setting, all people should act in a manner that would uphold the good of society. To be ethical, one has to determine their obligations, moral ideas, and moral philosophy (Boatright, p. 19, 2009). The case analysis involving Jacob Franklin was a perfect example of how an individual can face the dilemma of doing what is right or wrong. Businesses have their own code of ethics, and the employees within the business have to determine whether or not they will follow the company’s code of conduct. I will discuss several ethical issues in the case analysis including; failure to report information, remaining silent regarding faulty equipment,

Martin Marietta took a hands-on approach in creating their Ethics Program, but monitoring 60,000 employees “ethical decisions” took a large workforce. In 1986, a committee including Martin Marietta and several other defense contractors created “A Defense Industry Initiative on Business Ethics and Conduct (DII).” Martin Marietta placed their entire company under a voluntary disclosure program, which required all employee misconduct to be reported, monitored, and resolved. To achieve this task, an audit committee was formed which tripled in manpower between 1986 and 1991. George Sammet was placed in charge of the Ethics program by insuring the employee’s complaints, questions, and concerns were heard and dealt with. “Ethic Officers” were placed at all of Martin Marietta’s branches to handle employee related issues. Ethical complaints could be made anonymously or vocally to field “Ethic Officers.” Once complaints were made the ethic officers would report them for investigation through audit, personnel, security, or legal staff. Almost half of the complaints which were reported were personnel related cases including salaries, promotions, and poor supervisory skills. But, with such an elaborate program, employees quickly became aware of possible retaliation for reporting issues. Once the issues were reported, they then needed to be dealt with. This could include verbal or written reprimand, transfer, or possible

Laura, a student at a university in California, was chosen to participate in a two-month internship in India which focused on collecting data about the progress of a Corporate Social Responsibility (CSR) project. At the end of the internship, Laura was to present the information at the company’s headquarters. While Laura was in India she struggled with communicating with people because she did not speak the native language and her translator, Ravi, often did not show up or was incredibly late to meetings. Ravi was also Laura’s CSR project coordinator and supervisor. The staff informed Laura that Ravi had not been preforming weekly meetings as expected. After relying on limited English to perform interviews with the staff and students, Laura discovered that there had been financial mismanagement of student tuition fees, rapid staff turnover and a drop of females attending the college. Laura informed Ravi of the issues that she had discovered. Ravi told Laura to not report her findings to the company’s headquarters since they had little involvement in the project and would not be able to make any improvements but that he would handle them internally. Since Laura was new to CSR work she was scared that she might cause consequences for the staff and students that she built connections with. As an intern, Laura knew her job was to document the setbacks of the project but Ravi was discouraging her to do so which made it hard for Laura to honestly report her findings to the