Individual Ethical Decision Making Process

After studying the model for making moral decision outlined in Rae (2009), the proposed facts is the patient is an elderly illegal immigrant that is in a comatose state. This patient is without insurance. The patient throughout the portfolio will be referred to as Sue Ellen. Sue Ellen was admitted to this facility with a diagnosis of stroke. This is a patient that currently has a history of liver cancer. The ethical dilemma that is now being faced by the healthcare facility is whether or not Sue Ellen should be removed from the Acute Intensive Care Unit (AICU), so that her current room can be occupied by a revenue producing patients that is coming to the healthcare facility to seek care. The hospital business

Decision making model is a process in which individuals or organizations choses the best alternative to achieve their objectives. The DECIDE model is the acronym of 6 particular activities needed in the decision-making process: (1) D = define the problem, (2) E = establish the criteria, (3) C = consider all the alternatives, (4) I = identify the best alternative, (5) D = develop and implement a plan of action, and (6) E = evaluate and monitor the solution and feedback when necessary. The DECIDE model is intended as a resource for health care managers when applying the crucial components of decision making, and it enables managers to improve their decision-making skills, which leads to more effective decisions.(Nursing Center n.d.).

In this week’s application we are review the case study and then describe any ethical issue in which I have identified. We are then asked to apply any ethical decision making model then describe two solutions with the ethical issue. In this case it was about a prison psychologist that is having some difficulties when being asked to be in charge of a difficult situation. The psychologist came back from vacation and was asked to be in charge of the hospital because another supervisor was going away for a while. The psychologist was given direct instructions regarding a specific client who has suicidal ideations and has been on watch for 3 weeks. The issue is that because the client was very aggressive and suicidal

In Scenario 2 Catalina must decide whether or not to report and cancel three sales so that she and her coworkers can receive their bonuses. Using the consequentialism philosophy, this was kind of two-sided. If Catalina took the advice of her fellow employee, she would report the three sales in order for everyone to get their vacation packages, larger bonuses, and new equipment, then cancel the three sales the next year. This would seem to be the result to bring the greatest good to the greatest number of people. However, there would be negative consequences that should not be overlooked. She would be costing the company and the stakeholders by causing the entire branch to receive benefits that otherwise would not be paid. She would also know that she was not honest in her reporting. As a consequence, she could lose face with the company and could lose her job. She should not report sales that she did not make.

Layoffs are an inevitable part of any business that affects both employer and employees. Companies usually decide to do layoffs when they have financial problems such as a decrease in their profit, or when they want to reduce their cost by reducing a number of employees. Laying off employees is one of the toughest decisions that management has to makes. Employee reduction is a decision that must be made carefully and with cautious because it not only involves legal issues, but also affects moral in the company.

Receiving notice that your position will be impacted by a reduction in force, downsizing, or outsourcing, regardless of what it is called, it has the same effect and that is a loss of employment and security.

What you have to realize is that you must do the ethical thing. By Joe deciding to take the unethical route not only make himself a stakeholder but also Lee & Han, and all other employees at risk. He had an ethical di-lemma or choice to make but he violated many ethical obligations six pillars for the most part. He had an selfish act which can back fire and come back in hunt not only himself but the whole company. Just for Joe trying to save one client from leaving business could put his job at risk if not his career because his unethical behavior will be reported to the SEC and many other higher

The first step of the Ethical Decision-Making Procedure is stated as, “1.0 Become Aware of Dilemma” (McNamara). According to the given case scenario, the dilemma is clearly stated. It reads that the client (mother) does not believe in rewards or support the use of them for her son. The mother is going against what the BCBA believes in and stands for, thus causing a direct dilemma. Removing reinforcers is not feasible for the professional BCBA, and this must be properly addressed with the client. Situations like these are where the Ethical Compliance Code comes into place for the sake of the clients and professionals involved.

Management constitute amongst major components of a company, organization or a business. As such, management oversees employees interactions with their supervisors and also control of people within a particular organization. Also, it includes critical and ethical decision-making process so as to address various ethical dilemmas experienced by employees while undertaking their respective assigned duties within the company. Ethical dilemmas are hereby to stay as issues usually arise now and then and place a variety of options that bear different repercussions. Therefore, it calls for ethical and critical decision-making skills so as to make the most appropriate option that bears more benefits in comparison to other options presented. While making ethical decisions, it 's substantially important to play heed to a certain ethical decision-making theory. This would enable an individual making the decision to ripe best possible consequences rather than living to regret. Moreover, ethical decision making is typically important in business as making a wrong decision may result not only in huge losses but also poor relationship amongst colleagues and miserable life for employee(s) working in a particular company or business in question.

In review of the literature, there exists a great deal of research regarding best downsizing models, practices and prescriptions. The most common themes across reviewed articles are 1) Participating employees in the decision making process; 2) Planning ahead of official announcement; 3) Extending open, direct and honest communication; 4) Considering all downsizing alternatives other than layoffs and 5) Providing economic, psychological and career-related support to both victims and survivors of downsizing. We will discuss these and more in the context of some of the major articles on this topic.

ANALYSIS: Deontological theory calls for the “duty to do the right thing, regardless of the outcome”. That means an ethical decision would be only a choice that everyone would see as acceptable. The manager has the duty to act in the best interest of the organization. Had he decided not fired Jane, it will create a hostile work environment that will have some repercussions on the employees and the company. He should not let one person to poison the future of many others. The situation makes it easy for employees to accuse the manager of preserving his own interest and playing favoritism. He should not only access the consequences derived from it, but he should be ethical in his decision by acknowledging that it is wrong to keep Jane employed. Employees have the right to work in a good work environment. For example, if it was another employee other than Jane, the manager would not be

Employee and Organizational Data. To prepare for the downsize effort, we will protect employee and organizational data and safeguard against potential legal liabilities by a thorough review of the company records privacy policy and employee files will include their name, position, salary, date of hire, work records, attendance, appraisals, EEO information, along with a review of employment files for completeness and consistency. Finding a lack of proper record keeping, control, security or failure to

Over the past couple of decades it is almost expected now for a business to have either experienced a “Downsize” or be dealing with one. A lot companies are pulling from every angle to keep the business running in today’s economy. Businesses are expected to provide goods or a service to the consumer at a price to beat the competitor. Setting this type of expectation will cause a company to have to restructure how they do day to day business. That type of change will affect someone in almost every department. This is where the “Downsize” comes in at.

Ethnical background also has to be taken into consideration. Concerning IHG, the majority of members come from Europe and US; they are missing Asian, despite one, and EMEA’s representatives (IHG, 2014b). It meets another important requirement which is to have half of the board non-executive.

Management has to create policies for reduction in force keeping in mind if the layoffs are absolutely necessary. Oracle Corporation rewarded few executives with bonuses for the merger while creating job losses for many which did not sit well with the larger work force. In my opinion, an organization has to make sure to frame policies in the best interest of the employees by reducing gains of few and securing the jobs of many. Also in the absolute necessity of layoffs, each employee’s situation in the sensitive matters of health and immigration has to be considered. Giving an option of voluntary retirement is also a great option in such circumstances. Had