Providing counseling to the local native American tribes aligns with the ethical considerations in terms of ensuring their wellbeing. However, doing this task without the permission of the managerial authorities is unethical. Along with this, accessing the client records without taking the approval of the managers is a heinous crime (Vardaman, Gondo & Allen, 2014). Using the information for giving wrong advises to the clients is also unethical, as it contradicts the advices provided by the professionals of the agency. In spite of several warnings, the member carried on with the practice.
Looking at the age of the member, it can be considered as his consciousness towards ensuring the wellbeing of the Native American tribes. His consciousness is justified as the higher authorities express careless attitude towards the upliftment of the tribes. Although he is not qualified in this service, he is counseling the clients. Here, the dilemma is firing the member, where the clients are opposing the decision. Delving deep into this aspect, the human service agency personnel face issues in taking decisions for preserving the human rights of the clients (Noval & Stahl, 2017). If the members are counseling the clients, the employment of the nonclinical staffs is at stake. Disobeying the instruction and orders of the agency is an unethical act performed by the member of the housekeeping staff.
Approaching the clients for confirmation regarding the truth of the housekeeping staff is ethical and in alignment with the process of investigation. Looking into the age and designation of the housekeeping staff, the support provided by the clients reflects their humanitarian approach towards his initiatives. However, as the suggestions and advices given by the housekeeping staff is contradictory to the decisions of the human service agency, therefore termination is the appropriate step (Ferrell & Fraedrich, 2015). This is in terms of averting the undertaking of any wrong step towards protecting the human rights of the native tribes of America.
Considering the case of the housekeeping staff, the following decision tree can be proposed:
Figure 1: Decision tree for the case
The main issue here is the unethical practice of the housekeeping staff. The possible action, which the personnel of the human rights agency can take are termination, retention and promotion. If the housekeeping staff is terminated, then the personnel would be compelled to encounter oppositions from the clients, as they are against the decision. If the termination process is not implemented then the clients would be satisfied and the agency personnel would achieve loyalty, trust and dependence (Valentine, Fleischman & Godkin, 2015). This would be further assistance in terms of protecting the human rights. This protection, in turn, would help in introducing schemes for the upliftment of the local tribes of America.
If the housekeeping staff is retained, then consistency would be maintained in the unethical practices. Then, the actions and initiatives towards mitigating it would be nullified, acting as a compromise with the needs, demands and requirements of the local tribes of America. In this perspective, preservation of the rights becomes a difficult task.
If the member of the housekeeping staff is promoted, it would be a valuation towards his age and profession. However, as he is not qualified for providing counseling to the clients, promotion cannot be implemented (Crane & Matten, 2016). Along with this, giving promotion to the housekeeping staff would distort the hierarchical order of the human services agency. This distortion would deviate the staffs from the focus.
Being an administrator, I need to expose rationality in my decisions. This rationality would help me in protecting the individual sentiments of the people. The case of the house keeping staff has made me confused. Looking at his age and the activity, I cannot convince myself that he is capable of doing such unethical tasks. Reading the case, I was surprised at the activities of the housekeeping staff. I personally believe that, counseling has the power to solve most of the problems. However, performing this task without the permission of the higher authorities is unethical (Ferrell, 2016).
I feel employing administrators for taking ethical decisions is appropriate in terms of adhering to the workplace norms. According to my opinions, guiding the personnel in taking the decisions enables them to enhance their corporate social responsibility. This guidance strengthens the bondage between the agency personnel and the clients, which, I think is necessary in terms of introducing beneficial schemes for upgrading the condition of the local American tribes.
I should not be partial while helping the human service agency personnel. This is in terms of practicing transparency in my business. This transparency would help me in averting any illegal instances. I believe that meetings and conferences would act as a platform for the personnel to voice out their opinions regarding the issues, which they are facing in the workplace. Involving both the victim and the opposition would act as a settlement for the issue (Culiberg & Miheli?, 2016). This is because open communication would clarify all the doubts, enabling me to deduce relevant conclusions and implement the decisions.
I also feel that taking feedbacks from the client is necessary in terms of gaining an insight into their approaches. If I miss this step then it would be my unethical approach in terms of not valuing the viewpoints of the clients. My believes and perceptions regarding old age people being incapable of doing such tasks is shattered after reading the case study. However, if I stick to this belief, the clients would be satisfied. On the other hand, the initiatives of the agency personnel would be nullified in terms of protecting the rights of the clients (Dane & Sonenshein, 2015). If I support the decision of the agency personnel, I would be doing partiality with the clients, which would be my disrespect towards the age and experience of the housekeeping staff. This reflects my ethical dilemma.
As I am employed by the human service agency, I think I should take decisions, which are in favor of the agency. Delving deep into the case of the housekeeping staff, I feel he is following unethical practices. Performing activities without the permission of the managerial authorities is unethical. I need to consult the administrators of the agency before taking any decision. This is to pay due respect to their responsibilities. In terms of the activities, the housekeeping staff has performed, I would affirm the termination decision of the agency. However, I would indulge in personal conversation with the housekeeping staff for assessing the main reasons for which he is disobeying the instructions of the higher authorities. This might raise suspicion over the minds of the managers regarding some conspiracy (Chughtai, 2015). However, I need to assure the managers about the purpose of this conversation. Hiring psychology experts would enable me to delve deep into the mindset of the housekeeping staff. The results of the tests can be discussed with the managers of the agency for deciding the further course of action. I would keep the agency personnel informed about my actions for averting any misunderstanding. Within all these, my focus would also be on the upliftment of the local tribes of America through the preservation of their rights.
Compromise with ethics indicates risks. This compromise reflects the lackadaisical approach of the personnel towards ensuring the wellbeing of the clients. Lethargy in the management and regulation of the employees’ behavior adds to the potential risk of the clients. This approach adds vulnerability towards the productivity of the business of the human rights agency (Trevino & Nelson, 2016). Therefore, the managers need to develop frameworks for managing the risks. Typical example of this can be risk assessment, which would make the personnel aware of the intensity of the risks. This awareness, in turn, would help in achieving solutions for mitigating the risks.
Along with this, developing policies would help the managers to regulate the behavior of the employees. This regulation would upgrade the infrastructure. Typical example in this direction can be accidental policies for the employees in terms of averting accidents in the workplace. In terms of avoiding the financial risks, the personnel of the human service agencies need to indulge in partnership with the trade union members. This would assist them in coping up with the financial instabilities like high exchange rates (Ayoun, Rowe & Yassine, 2015).
Lack of planning before implementing any decision would add to the potential risks of the clients. The case study indicates the investigations, which reflects planning. However, evaluation of the developed plans is crucial in terms of assessing the effectiveness, appropriateness and feasibility in terms of the identified goals and objectives. Consistency needs to be maintained in the execution of evaluation. This is in terms of preserving and protecting the rights of the clients (Hartman, DesJardins & MacDonald, 2014).
References
Ayoun, B., Rowe, L., & Yassine, F. (2015). Is workplace spirituality associated with business ethics?. International Journal of Contemporary Hospitality Management, 27(5), 938-957.
Chughtai, A. A. (2015). Creating safer workplaces: The role of ethical leadership. Safety science, 73, 92-98.
Crane, A., & Matten, D. (2016). Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press.
Culiberg, B., & Miheli?, K. K. (2016). Three ethical frames of reference: insights into Millennials’ ethical judgements and intentions in the workplace. Business Ethics: A European Review, 25(1), 94-111.
Dane, E., & Sonenshein, S. (2015). On the role of experience in ethical decision making at work: An ethical expertise perspective. Organizational Psychology Review, 5(1), 74-96.
Ferrell, O. C. (2016). A framework for understanding organizational ethics. In Business ethics: New challenges for business schools and corporate leaders (pp. 15-29). Routledge.
Ferrell, O. C., & Fraedrich, J. (2015). Business ethics: Ethical decision making & cases. Nelson Education.
Hartman, L. P., DesJardins, J. R., & MacDonald, C. (2014). Business ethics: Decision making for personal integrity and social responsibility. New York: McGraw-Hill.
Noval, L. J., & Stahl, G. K. (2017). Accounting for proscriptive and prescriptive morality in the workplace: The double-edged sword effect of mood on managerial ethical decision making. Journal of Business Ethics, 142(3), 589-602.
Trevino, L. K., & Nelson, K. A. (2016). Managing business ethics: Straight talk about how to do it right. John Wiley & Sons.
Valentine, S., Fleischman, G., & Godkin, L. (2015). Rogues in the ranks of selling organizations: Using corporate ethics to manage workplace bullying and job satisfaction. Journal of Personal Selling & Sales Management, 35(2), 143-163.
Vardaman, J. M., Gondo, M. B., & Allen, D. G. (2014). Ethical climate and pro-social rule breaking in the workplace. Human Resource Management Review, 24(1), 108-118.
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