Презентация на тему "Business ethics"

Содержание

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  Business ethics

  Case study Students: Shelomentsev E.E. Instructor: Stepura S.N.

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  New Boss

  Characters: Eric Johnson, an accounting supervisor Kim Rose, his boss

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  I am an accounting supervisor with a medium sized service based organization and I really enjoyed by my job. I had 15 years of accounting experience and was able to meet his responsibilities quite successfully. But…

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  Six months ago I began to report to a new manager, Kim, at which point everything changed for the worse.

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  Kim was very controlling and seemed to believe that management by intimidation was the best way to motivate employees. Kim was critical with all of her staff but paid particular attention to me.

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  She was constantly finding fault with my work and no matter how hard I tried, she was never satisfied with my work

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  After a couple of months Kim became more aggressive with me. She started yelling at me several times a day for seemingly trivial issues. She called me stupid and incompetent and made these statements in front of my co-workers and my subordinates. Sometimes she got so angry that she banged her fists on her desk and would spit on me while she spoke.

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  I felt humiliated and diminished in the eyes of my staff. During staff meetings, Kim encouraged input from other employees but whenever I made a suggestion she ignored me, rolled her eyes or dismissed my suggestion in a patronizing and sarcastic manner.

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  I was frustrated by this behaviour, which seemed to go unnoticed by senior management. Kim was quite charming and personable when dealing with her superiors who viewed her as an effective, assertive manager.

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  The stress of working for Kim took its toll on me. I began experiencing headaches and back pain. I couldn’t concentrate, my self-esteem fell down and I became clinically depressed. My doctor prescribed medication and recommended me quit my job.

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  Irequested that my hours be reduced and that my workload be modified to help me cope with the effects of my depression. For the first three days Kim complied with this request but then became impatient and said she would not give out “special favours to an incompetent employee”.

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  Iapplied for a transfer within the company but was told that my performance had to improve before I could be transferred. I believed that as long as Kim was my manager, she would never consider my work satisfactory.

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  The end

  Author: Lauren M. Bernardi

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  Workplace bullying

  like childhood bullying, is the tendency of individuals or groups to use persistent aggressive or unreasonable behavior against a co-worker or subordinate. Workplace bullying can include such tactics as verbal, nonverbal, psychological, physical abuse and humiliation. This type of aggression is particularly difficult because, unlike the typical forms of school bullying, workplace bullies often operate within the established rules and policies of their organization and their society. Bullying in the workplace is in the majority of cases reported as having been perpetrated by management and takes a wide variety of forms.

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  Bullying in the workplace is an increasingly important issue to employers and employees alike, particularly in light of some recent, high profile incidents of workplace violence. This paper explores the legal remedies available to victims of bullying in the workplace. It centreson a fictional case study of a typical victim of workplace bullying. Although this example may seem unusual, it really isn’t. One U.S. study found that workplace bullying is more common than racial or sexual harassment and 1 in 5 employees have been the victims of it. Women are targeted more often than men but they are equally as likely to be the bullies. The vast majority (81%) of bullies are in supervisory roles while 14% are at the same level as their targets.

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  Typology of bullying behaviours

  With some variations, the following typology of workplace bullying behaviours has been adopted by a number of academic researchers. The typology uses five different categories: Threat to professional status - including belittling opinions, public professional humiliation, accusations regarding lack of effort, intimidating use of discipline or competence procedures Threat to personal standing - including undermining personal integrity, destructive innuendo and sarcasm, making inappropriate jokes about target, persistent teasing, name calling, insults, intimidation Isolation - including preventing access to opportunities, physical or social isolation, withholding necessary information, keeping the target out of the loop, ignoring or excluding Overwork - including undue pressure, impossible deadlines, unnecessary disruptions. Destabilization- including failure to acknowledge good work, allocation of meaningless tasks, removal of responsibility, repeated reminders of blunders, setting target up to fail, shifting goal posts without telling the target.

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  Effects of Bullying

  Bullying has pretty much the same impact on victims as racial, sexual or other forms of discriminatory harassment. For example, victims of bullying may: • blame themselves and doubt their self-worth • be seen as weaker or less competent by their co-workers • be less productive • suffer from stress-related illnesses, including headaches, inability to concentrate, sleeping and eating disorders, depression, muscle pain and panic attacks • be at greater risk of alcoholism or suicide • feel the effects in their home lives as the stress is carried over; or • be fired, miss out on a promotion, or quit their jobs without having a new job in place For the employer, allowing bullying behaviour in the workplace can lead to higher turnover and absenteeism, decreased morale, losses in productivity and legal costs incurred to defend the kinds of claims explored in this paper.

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  Solution

  In Eric’s situation, as in so many, the bullying was so extreme that it resulted in both physical and mental illnesses. These illnesses would most likely be considered handicaps under the Human Rights Code. This would trigger the employer’s duty to accommodate Eric short of undue hardship. Accommodation might include a transfer away from the bully or modified duties to allow him to cope with the effects of his illnesses. Kim’s statement that she would not show favouritism to Eric demonstrates a flagrant disregard for the Code and could lead to a finding that she and the company violated its provisions.

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  Solution (continuation)

  As with many bullying scenarios, Eric’s problem does not involve discrimination so the matter could not be deferred to the Human Rights Commission. It also falls short of criminal assault so the criminal justice system is not the preferred course. Therefore, there is a strong case to be made that he is entitled to the protections offered under the Occupational Health and Safety Act. The statements made by Kim alleging Eric’s incompetence would most likely have the effect of lowering the esteem or respect that his co-workers and, especially his direct reports, have for him. This would certainly enable Eric to assert that he was defamed by Kim’s comments and would provide a separate claim to add to his considerable list.

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  Thank you for your attention!

  Composed by S.E.E.