Twenty-first centuries is considered as the era of business as massive business developments can be seen in this era all over the world. It can be seen that the businesses all over the world are developing from different aspects like technological development, financial development, infrastructure development, business process development and many others. Thus, one thing is prominent that businesses are developed from every angle and they are developing in a fast pace. However, in this process of development, there is a major aspect that most of the businesses are lacking and it is Ethics (Crane and Matten 2016). One of the major requirements for the businesses is ethics and it implies that all the business organizational people need to act and behave ethically. Being ethical does not demand any resources like capital, but still it has been seen that big corporations all over the world are falling short to comply with the ethical standards and principles while operating their business. The thrust of making more revenues and profits outnumbers the standards and principles of ethics (Trevino and Nelson 2016). This has become of the major concerns in business all over the world. Ethical Dilemma is also related with business ethics. It can be said that ethical dilemma and ethics are two sides of the same coin. Ethical dilemma is also considered as moral dilemma. Ethical dilemma refers to a particular situation where choice needs to be made between two or many situations and any of the selected situation will not solve the matter in the ethical way (Weiss 2014).
Thus, these types of situation are very much tough and complicated situations for the organizational managers or management of the companies. In order to come out from these situations, it is needed to apply the principles and standards of business ethics (Hoffman, Frederick and Schwartz 2014). From the provided situation, it can be seen that a medium-level manager of a business organization has been provided with the responsibility to undertake a research program. The managing director of the company has given the manager with this responsibility. The main aim of this research is to identify the reasons of job dissatisfaction of the employees. From the provided situation, as the part of the research program, there will be a questionnaire that will be filled with the answers of the selected employees of the organization. The managing director of the company has prepared the list of the participants that includes senior level employees of the research manager and senior level manager of the research managers. From the provided information of the case study, it can be seen that there are some specific reasons that are responsible for ethical dilemma for the research manager on this particular situation (Hartman, DesJardins and MacDonald 2014). All these issues need to be analyzed and evaluated in order to get the suitable solution of the ethical dilemma. Proper insight of all these issues will assist the research manager to develop the solution for this ethical dilemma or to select the correct option from all the options.
From the provided information, it can be seen that there is high job dissatisfaction among the workforce of the company. According to the provided situation, it can also be seen that there trust factor is a major issues of the organization as there is mistrust among the employees and management of the company. It is certain that there are some specific reasons that lead to high job dissatisfaction of the employees and mistrust among the employees (Rössler 2012). As per the provided situation, it can be seen that the managing director of the company is an Autocratic Leader. Autocratic leaders are also known as Authoritarian Leaders. There are some specific characteristics of these kinds of leaders. Autocratic leaders control all the employees of the organizations with their sole decisions (Bhatti et al. 2012). It implies that they do not invite any kind of input from the employees in the decision-making process. The managing director of the company is in the same line of these kinds of leaders. According to the above discussion, it can been seen that the managing director of the company has order to carry on a research program in order to find out the reasons of employee dissatisfaction in the organization. For this purpose, he developed a list of employees that will take participate in the research questionnaire. In this regard, it needs to be mentioned that the managing director of the company did not take the concerns of the respective employee before selecting their names for the questionnaire. In addition, they are bound to participate in the survey as per the order of the managing director without even knowing the subject of the research (Rast III, Hogg and Giessner 2013).
It is not the ethical way to behave with the employees of the organizations. Each employee of the organizations has the right to share his/her view on the important matters of the companies. The managing director of the company has done an unethical thing by not inviting the decisions of the employees for the research. According to the provided case study, the managing director of the company wants the research manager to provide him all the details of the research program so that he can identify the results of all the participates by their names. This is a highly unethical practice from the end of the managing director of the company. As per the rules and regulations of all the research programs, the researcher cannot disclose the name of the participants. It will be an unethical practice in case the research manager provides the name of the employees to the managing director of the company. Thus, from the above discussion, it can be seen that these are the unethical issue in the business organization of the case study. Out of these issues, the research manager has been facing ethical dilemma regarding the right and wrong option of this research program (Prasad 2013). The research manager must apply the principles of ‘acting and behaving ethically’ in order to come out from the ethical dilemma. The process to come out from the ethical dilemma is discussed below.
In this particular case, the research manager of the company has some specific option to choose from in order to solve the ethical dilemma. The first option is to agree with the terms and conditions of the managing director of the company. Thus, the research manager will have to provide all the details of the research program to the managing director of the company so that he can identify the specify employees that are not satisfied with the job. In addition, the research manager needs to comply with the autocratic leadership of the managing director that is not effective. However, in the process of doing so, the research manager will not be able to act and behave ethically as all these activities are against the business ethics. As the target is to carry on the research process ethically, the research manager has some other options to choose from:
First, the researcher needs to talk to the managing director of the company regarding the fare procedures of the research program. The research manager needs to show the wrong impact of the actions of the managing director on the employees of the organization. In case the managing director identifies the specific employees and punishes them, it will create a negative impact on the other employees of the company and they will be de-motivated and dissatisfied from theist jobs too (Nicol?escu 2013).
Second, the research manager needs to talk to all the participants’ employees about the research program. As per the above-discussion, it can be said that most of the employees do not even know the topic of the research. Thus, it is the responsibility of the research manager to inform them about the details of the research program. Only then the employees will be able to contribute to the actual cause of the research program. In this process, the research manager will be able follow the principles of business ethics in the organization (Smith 2014).
Third, the research manager needs to convince the managing director of the company to leave the autocratic leadership style. It has been seen that the autocratic leaders most of the times fail to develop trust among the organizational people. In addition, they also most of the times fail to develop job satisfaction among the employees. The employees of the organization do not feel themselves as the vital part of the company as the managing director do not demand any output from them. This particular aspect needs to be changed in case of this organization. The managing director of the company needs to invite the decisions and views of his employees. Only then, it will be possible to complete the research process by acting and behaving ethically (Dierksmeier et al. 2016).
Thus, from the above discussion, in case be observed that in case the research manager chooses the second way, he will be able to complete the research process ethically. In addition, with the help of this strategy, the research manager will be able to overcome the ethical dilemma.
In this assignment the main aim is to test the employee satisfaction at a company ABC. To run this test, a sample of 30 respondents has been chosen at random from all the employees of the company. They have been provided with a questionnaire containing 15 questions. The responses of the employees have been recorded and thus analysis has been run on the basis of their responses. The questions in the questionnaire have five possible choices of answers. The answers are represented in the likert scale. The age of the person is the only variable in which the responses are not rated, but the original ages are recorded.
The data has been analyzed quantitatively using the descriptive statistical techniques. The summary statistics of the data has been calculated and the results show that, most of the employees of ABC Company have been employed for more than year but less than three years (Survey Question 1). From the figure 1, it can be seen that, most of the employees are new and working for less than 3 years. There is not much employee in the company who has been working for more than three years.
Most of the employees work under the job grade of junior management. Since most of the companies employees are working for less than 3 years, it is evident that most of them will have a lower job grade as they did not work in the company long enough to get promoted to a higher rank. Majority of the employees are working in the job profile of non management.
The average age of the employees when they will be completing this is 35.6. Most of the people will be completing this at the age of 41. From the data, it can also be seen that the minimum age and the maximum age in which a person will be completing this is found to be 18 years and 63 years respectively.
While working for this company, it can be seen from the analysis that most of the people agree to the fact that they get accomplishments for their work and they strongly agree to the fact that they feel like a valued member of this company.
It can also be seen that they mostly disagree to the fact that they get paid appropriately for the post and the job role they have been hired for (Survey Question 6). There is a problem with the salary structure between the employees. This may be one of the reasons why the employees do not work for the company for more than three years.
The company provides its employees with benefits that satisfy them quite a lot so as to meet their own and their family needs. Most of them are greatly satisfied with the benefits provided for them. This is a major factor for the company in accordance to the method of employee retention.
Most of the employees agree to the fact that they receive the recognition that are necessary for them on behalf of the performance they make. The employees may not be well paid but they get their recognition for what they do for the company. This might give them immense satisfaction and thus this can be another important factor for employee retention.
Most of the employees also agree to the fact that they get adequate training for their job. The company trains them to what is needed of them for their job role. Though there are some employees who claim that they do not get well trained, most of them do agree to the fact of getting trained well. Thus, this is also an advantage to the company. Most of the employees also believe the fact that this training procedure for the employees is supported by the company to a great extent. They want their employees to be well trained and developed so that they can serve the company better.
Most people agree to the fact respect towards the employees make a company a better and satisfying place to work. In this case, company ABC do not much treat its employees with due respect. Most of the employees feel that they are not treated with respect at work.
Despite of the salary problems and the problem the employees face about they being respected as employees, they are all dedicated in making their company ABC very successful. They also fell that despite of all these problems, the company is a good place to work in and they will recommend their friends who are job seekers at this moment to work for ABC. Whatever the problems are with the company, it is still a nicer place to work in and the employees are satisfied enough to work for the company.
The company only needs to develop the salary structure and work on their attitudes in treating the employees with respect. This will result in making ABC perhaps one of the best companies to work in and people will be extremely eager to work for the company.
Table 2.1: Descriptive statistics for the survey questions
|
Summary Statistics |
Q1 |
Q2 |
Q3 |
Q4 |
Q5 |
Q6 |
Q7 |
Q8 |
Q9 |
Q10 |
Q11 |
Q12 |
Q13 |
Q14 |
Q15 |
|
Mean |
2.4 |
2.2 |
35.6 |
2.0 |
2.2 |
2.8 |
2.1 |
1.8 |
2.0 |
2.2 |
2.2 |
2.4 |
3.1 |
2.4 |
2.5 |
|
Median |
2 |
2 |
36.5 |
1.5 |
2 |
3 |
2 |
2 |
2 |
2 |
2 |
2 |
3 |
2 |
2.5 |
|
Mode |
2 |
1 |
41 |
1 |
1 |
3 |
1 |
1 |
1 |
1 |
2 |
2 |
3 |
2 |
2 |
|
SD |
1.4 |
1.0 |
12.4 |
1.3 |
1.3 |
1.3 |
1.2 |
1.1 |
1.2 |
1.3 |
1.0 |
1.0 |
0.8 |
1.0 |
0.9 |
|
Variance |
2.1 |
1.0 |
154.1 |
1.7 |
1.7 |
1.7 |
1.3 |
1.2 |
1.6 |
1.6 |
1.0 |
1.1 |
0.6 |
1.0 |
0.8 |
|
Range |
4 |
3 |
45 |
4 |
4 |
4 |
3 |
4 |
5 |
4 |
3 |
4 |
3 |
3 |
3 |
|
Minimum |
1 |
1 |
18 |
1 |
1 |
1 |
1 |
1 |
0 |
1 |
1 |
1 |
1 |
1 |
1 |
|
Maximum |
5 |
4 |
63 |
5 |
5 |
5 |
4 |
5 |
5 |
5 |
4 |
5 |
4 |
4 |
4 |
|
Count |
30 |
30 |
30 |
30 |
30 |
30 |
30 |
30 |
30 |
30 |
30 |
29 |
30 |
27 |
28 |
In this assignment, a random sample of 30 people was selected from all the employees of the company. Thus, there is a high chance that these results will not represent the whole population of employees properly. Instead, samples could be selected in equal number from all the job categories provided by the company. This would have given an estimate on what the employees of the particular rank think about the company rather than getting an overview. Then the company would understand much more specifically what their areas of problem are and what is needed to be improved at the prior.
In the interview method of collection of data, the investigators gather the desired data directly from the field of enquiry. Each investigator, carrying with him some questionnaire/schedules, meets the informants of the area which is allotted to him and tactfully collects the relevant information from them by way of interrogation. The investigator has the responsibility to convey the purpose of the enquiry to the respondents and also to record their answers to different questions (Fowler Jr 2013).
It is noteworthy that the investigators are imparted suitable training before performing the survey. The advantages and disadvantages of the survey are given below.
To avoid these disadvantages, another method can be used. It is known as the mail questionnaire method. A questionnaire is the main tool used in this approach. A questionnaire, along with a letter informing the objectives of the investigation is sent to each of the informants by electronic mail. The individuals are requested to reply via electronic mail the appropriately completed questionnaires within a stipulated period. Specific instructions (if any) are also sent to the informants during the enquiry. In this procedure, the respondents are generally assured that their information would remain secret (Fowler Jr 2013). It can be said that
With this method, the responses will be compiled in a spreadsheet just like the interview method and the analysis will also be done in the same as the previous method. Only the procedure of collecting the data is different. This method minimizes the errors in data collection as obtained from the semi-interview method.
When a sample is drawn from a population, there arise some errors in predictions. These errors are known as sampling errors. The sampling errors reduce with the increase in the sample size. The error is given by the difference in the values obtained of the sample statistic and the population parameter. For example, if the mean or average of a value is recorded for a sample of the whole population, it is evident that the value will change if another sample of the same size is taken from the same population (Edjabou et al 2015). The same concept is applicable to some other measures such as percentages. For example, if the number of males and females in a sample of size 20 be 5 and 15 respectively, then another random sample from the very same population may contain different number of male and female members. Thus, the percentage of male and female members of the population will change (Rao 2015). This is what is meant by sampling error. For this reason, a specific sample size is needed, which can represent the population to its nearest. A sample of size lesser than that cannot represent the population in the right manner.
In this problem, the total number of employees of the company is not known. Thus, a sample of size 20 that has been considered for the study is appropriate or not cannot be established from here. At least the size of the population is necessary to be known. Around 80 percent of the population size should be considered as the sample size so as to get an estimate about the population which will be 95 percent accurate. There will always be a margin of error in predicting about the population from the sample. It has to be kept in mind that the margin of error has to be minimized. It can only be eliminated if the whole population is considered.
Non-sampling errors refer to the factors of poor method of sampling used, invalid questionnaire, errors in measurements or behaviors of the respondents. Even if the sample size is proper, it cannot be said that this sample will represent the population. The sampling should be appropriate. For example, if the interest of the researcher is to study the marks distribution of the first year students of a college. The researcher has collected a sample from the whole college. There will be students of first year as well as other years too in the sample. The study does not need data about the students who are not in their first year of college study (Moser and Kalton 2017). Thus, the sampling method is inappropriate for the study of interest. This is an example of non-sampling error. The researcher had to select students who are in their first year of studies.
Another non-sampling error can be invalid questionnaire. The questions stated in the questionnaire should be relevant to the study that is to be conducted. Irrelevant questions will not give a proper result of analysis as the main factors will not be considered for the study. Instead, the factors that has nothing to do with the study have been taken into consideration. This will not give correct inferences of the study.
The researcher also has to identify what techniques they have to use in order to conduct the study. If the researcher uses the wrong technique to analyze what they require, the result will not at all be appropriate. These are the errors in calculations that the researchers can perform during analysis. This is also another type of non-sampling error.
The behavior of the respondents is also important in case of sampling. In case of door to survey, the surveyor going to people’s houses and collecting data can miss a house they have selected as a result of sampling. The surveyor did not miss the house because of his fault. The residents of the house might not be present in the house at that moment. Another cause may be that the respondents might give wrong answers to the questions asked in the questionnaire. For example, in the questionnaire there can be the presence of a question asking for the respondent’s monthly income. The respondent might not want to disclose the correct amount he or she earns in a month. They give a wrong estimate of the monthly income (Fowler Jr 2013). This can give a wrong estimate of the analysis. Thus, all these factors have to be considered while sampling. Some of these factors cannot be controlled by the researcher. Thus, these are known as non-sampling errors.
The non-sampling errors are much more vital than the sampling errors. In this study, the sampling method could have been improved in order to understand the problems much more vividly. The sampling could have been done in equal numbers from all the four job ranks provided in the company and their responses could have been recorded. In that case the difference in opinions between the job ranks could be identified.
References
Bhatti, N., Maitlo, G.M., Shaikh, N., Hashmi, M.A. and Shaikh, F.M., 2012. The impact of autocratic and democratic leadership style on job satisfaction. International Business Research, 5(2), p.192.
Crane, A. and Matten, D., 2016. Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press.
Dierksmeier, C., Amann, W., Von Kimakowitz, E., Spitzeck, H., Pirson, M. and Von Kimakowitz, E. eds., 2016. Humanistic ethics in the age of globality. Springer.
Edjabou, M.E., Jensen, M.B., Götze, R., Pivnenko, K., Petersen, C., Scheutz, C. and Astrup, T.F., 2015. Municipal solid waste composition: Sampling methodology, statistical analyses, and case study evaluation. Waste Management, 36, pp.12-23.
Fowler Jr, F.J., 2013. Survey research methods. Sage publications.
Hartman, L.P., DesJardins, J.R. and MacDonald, C., 2014. Business ethics: Decision making for personal integrity and social responsibility. New York: McGraw-Hill.
Hoffman, W.M., Frederick, R.E. and Schwartz, M.S. eds., 2014. Business ethics: Readings and cases in corporate morality. John Wiley & Sons.
Moser, C.A. and Kalton, G., 2017. Survey methods in social investigation. Routledge.
Nicol?escu, E., 2013. Business ethics, corporate governance, and social responsibility. Journal of Self-Governance and Management Economics, 1(1), pp.86-92.
Prasad, Y., 2013. ETHICS IN BUSINESS. Asia-Pacific Journal of Education, Business and Society, 1(1).
Rao, J.N., 2015. Small?Area Estimation. John Wiley & Sons, Ltd.
Rast III, D.E., Hogg, M.A. and Giessner, S.R., 2013. Self-uncertainty and support for autocratic leadership. Self and Identity, 12(6), pp.635-649.
Rössler, W., 2012. Stress, burnout, and job dissatisfaction in mental health workers. European archives of psychiatry and clinical neuroscience, 262(2), pp.65-69.
Smith, N.C., 2014. Morality and the Market (Routledge Revivals): Consumer Pressure for Corporate Accountability. Routledge.
Trevino, L.K. and Nelson, K.A., 2016. Managing business ethics: Straight talk about how to do it right. John Wiley & Sons.
Weiss, J.W., 2014. Business ethics: A stakeholder and issues management approach. Berrett-Koehler Publishers.
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