Assignment 3business Ethics And Organizational Social Responsibilityde ✓ Solved
Assignment 3 Business Ethics and Organizational Social Responsibility Deadline:16/04/2021 Instructions – PLEASE READ THEM CAREFULLY 1- All answered must be typed using Times New Roman (size 12, double-spaced) font . No pictures containing text will be accepted and will be considered plagiarism). 2- Zero plagiarism 3- Avoid misspellings and grammar. 4- Citing of references is also necessary . 5- Students must mention question number clearly in their answer .
6- All students are encouraged to use their own word Assignment Question(s) : LO 6: The capacity to write coherent project about a case study or an actual research about ethics. Critical Thinking Questions: (5 Marks) 1. You are the CEO of a small manufacturing company. One of your employees has dumped toxic waste in a nearby stream. Who would you call into your office and what would you want to know?
Develop a short-term and long-term action plan for dealing with the crisis. Who would you communicate with and why? ( 3 Marks) (450 WORD) 2. How will you characterize the ethics efforts in this organization as taking a value, compliance, or combination approach? Is it effective? Recommend improvements. ( 2 Marks) (350 WORD) Answer: 1.
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Assignment 3: Business Ethics and Organizational Social Responsibility
Critical Thinking Questions
1. Crisis Management: Immediate Response to Toxic Waste Dumping
As the CEO of a small manufacturing company confronting the alarming incident of an employee dumping toxic waste in a nearby stream, it is crucial to promptly assemble a crisis management team. The key individuals to bring into my office would include the following:
- Environmental Health and Safety Manager: To provide an analysis of the environmental impact and identify pathways for remediation.
- Legal Counsel: To ensure that the company acts within legal parameters and to mitigate any liability.
- Public Relations Officer: To manage communication with stakeholders, the public, and the media.
- Operations Manager: To look into internal operations and to understand the circumstances under which the incident occurred.
Upon gathering these individuals, I would pose a series of questions aimed at understanding the full scope of the situation:
- How did the employee come to dump toxic waste in the stream?
- What specific type of toxic waste was involved, and what are its potential environmental and health impacts?
- What immediate steps are necessary to contain the problem and prevent further environmental damage?
- How can we communicate this incident internally and externally to stakeholders, including employees, local communities, and regulatory bodies?
Following this discussion, a short-term action plan will be established which would include:
- Immediate Containment: Secure the area, prevent further leakage, and initiate a temporary halt on any activities contributing to further contamination.
- Engagement of Environmental Authorities: Report the incident to the relevant environmental oversight bodies to ensure proper protocols are followed.
- Communication to Stakeholders: Issue a preliminary statement acknowledging the incident and reassuring stakeholders of the company's commitment to environmental safety and regulatory compliance.
For the long-term action plan:
- Conduct a Thorough Investigation: Ensure a complete investigation into the incident, including interviews with the involved employee and potential witnesses.
- Implement Training and Awareness Programs: Develop and conduct comprehensive training for employees on waste management and corporate responsibility regarding environmental practices.
- Review and Revise Policies: Evaluate existing policies and protocols to identify gaps that allowed this situation to arise. Revise policies to strengthen compliance with environmental regulations.
- Establish a Continuous Monitoring Program: Set up ongoing environmental assessments to prevent future occurrences and promote sustainable practices within the company.
In conclusion, transparent and proactive communication will be paramount in handling this crisis, both to manage the company's reputation and to restore public trust. The company must communicate details about remedial actions taken during this crisis to ensure accountability (MindTools, 2023).
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2. Characterizing Ethics Efforts and Recommendations
To classify the ethical efforts within the organization in response to the recent crisis, a combination approach can be observed. This approach synthesizes both value-based ethics and compliance-driven strategies.
1. Value-Oriented Ethics: The company appears to maintain ethical standards based on core values, particularly regarding its commitment to environmental safety as illustrated in its immediate containment measures post-incident. Such values foster a culture of integrity and social responsibility. However, this was contradicted by the employee's actions, suggesting gaps in engagement with these values.
2. Compliance-Driven Ethics: The company evidently adheres to regulatory compliance in its operations; however, the incident highlights the inadequacy in facilitating a culture that surpasses mere compliance. The reactive nature of the incident indicates that ethical considerations were not deeply ingrained into everyday practices.
In evaluating the effectiveness of this combined approach, it appears that while the company possesses foundational values and a compliance framework, additional reinforcement is needed. The recent incident suggests that employees may not be adequately aware of these ethical expectations or how to exercise them in practice (Carroll & Buchholtz, 2014).
Recommendations for Improvement:
- Enhancing Training Programs: It is essential to implement ongoing training sessions that not only educate employees about legal compliance but also instill the importance of ethical decision-making as part of the organizational culture. Workshops and case studies can illustrate the long-term repercussions of unethical behavior.
- Establishing a Reporting Mechanism: Develop anonymous reporting channels for employees to voice ethical concerns or report unethical behavior without fear of reprisals. This initiative can serve to empower workers to uphold ethical standards actively.
- Regular Ethical Audits: Conduct regular audits to assess the ethical climate within the organization and identify areas for improvement. This initiative can also help reinforce a culture of accountability.
- Leadership Involvement: Top management and supervisors must demonstrate ethical leadership, embodying the values they advocate. Regular engagement with employees can serve to reinforce the importance of ethics in their daily tasks.
In summary, while the integration of value-oriented approaches and compliance mechanisms offers a framework for ethical operations, proactive measures must be employed to ensure that ethics is not just an obligation but a deeply held organizational value. This will ultimately fortify the organization’s reputation and enhance its social responsibility efforts (Freeman, 2010).
References
1. Carroll, A. B., & Buchholtz, A. K. (2014). Business and Society: Ethics, Sustainability, and Stakeholder Management. Cengage Learning.
2. Freeman, R. E. (2010). Strategic Management: A Stakeholder Approach. Cambridge University Press.
3. MindTools. (2023). Crisis Management: How to Prepare and Respond to Crisis Situations. Retrieved from https://www.mindtools.com/pages/article/newTMC_036354.htm
4. Schwartz, M. S., & Carroll, A. B. (2003). Corporate Social Responsibility: A Three-Domain Approach. Business Ethics Quarterly, 13(4), 503-530.
5. Treviño, L. K., Hartman, L. P., & Brown, M. E. (2000). Moral Person and Moral Manager: How Executives Develop a Reputation for Ethical Leadership. California Management Review, 42(4), 128-142.
6. Jones, T. M. (1991). Ethical Decision Making by Individuals in Organizations: An Issue-Contingent Model. Academy of Management Review, 16(2), 366-395.
7. Kaptein, M. (2008). Developing and Testing a Measure for the Ethical Culture of Organizations: The Ethical Culture Index. Journal of Business Ethics, 82(3), 613-633.
8. Schwartz, M. S. (2011). Corporate Social Responsibility: An Ethical Approach. Inquiries Journal, 3(4).
9. McDonald, G. (2008). Corporate Governance: Putting Principles into Practice. Journal of Business Ethics, 79(3), 377-387.
10. Waddock, S. (2005). Leading Corporate Social Responsibility: Lessons from the World of Business. Harvard Business Review, 83(9), 77-89.
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