Ethics Case Studies

Model Answer

Introduction

The scenario involving Vinod, the Additional Director General, highlights critical ethical issues arising from workplace harassment and the management of team dynamics.

Ethical Issues Involved

1. Workplace Harassment
   • The Chief Architect’s aggressive behavior towards Seema constitutes harassment, undermining her confidence and well-being.
   • Source: The Occupational Safety and Health Administration (OSHA) defines workplace harassment as unwelcome conduct that creates a hostile work environment.
2. Unfair Competition
   • The Chief Architect’s insecurity leads to a lack of recognition for Seema’s contributions, fostering an unhealthy competitive atmosphere.
   • Source: The principles of teamwork and collaboration are essential for effective project management.
3. Gender Equality
   • Seema’s treatment may reflect gender bias, raising ethical concerns about equitable treatment in the workplace.
   • Source: The Equal Employment Opportunity Commission (EEOC) emphasizes the importance of gender equality in employment.
4. Suppression of Meritocracy
   • The Chief Architect’s behavior undermines meritocracy, preventing talented individuals from contributing effectively.
   • Source: Merit-based systems are essential for fostering innovation and productivity.
5. Abuse of Power
   • The Chief Architect’s actions demonstrate an abuse of his position, creating a toxic work environment.
   • Source: The United Nations Convention Against Corruption addresses the need to prevent abuse of power in organizations.

Options Available

Option 1: Mediation and Conflict Resolution

• Pros:
  • Encourages open communication and understanding.
  • Provides a structured method for addressing grievances.
• Cons:
  • Requires willingness from both parties, which may not be guaranteed.
  • Can be time-consuming and may delay project timelines.

Option 2: Training and Sensitization

• Pros:
  • Promotes a respectful and inclusive workplace culture.
  • Proactive approach to prevent future conflicts.
• Cons:
  • Cultural changes may take time to materialize.
  • Some employees may resist engaging in training.

Option 3: Reassign Roles

• Pros:
  • Reduces immediate tension and conflict.
  • Allows Seema to work without harassment.
• Cons:
  • Does not address the root cause of the Chief Architect’s behavior.
  • May disrupt team dynamics and responsibilities.

Option 4: Personal Counseling for Seema

• Pros:
  • Provides Seema with a safe space to express her concerns.
  • Encourages her professional growth and confidence.
• Cons:
  • Counseling alone may not resolve workplace issues.
  • Requires additional resources and time.

Preventive Measures

1. Implement Anti-Harassment Policies
   • Establish clear policies to curb harassment and foster respect.
   • Source: The Norwegian Working Environment Act provides a framework for workplace safety.
2. Recognize Merit and Contributions
   • Promote a culture celebrating innovative contributions and teamwork.
   • Source: The Performance-Based Incentive Scheme can be a model for recognition.
3. Establish Mentorship Programs
   • Encourage knowledge exchange and support between senior and junior staff.
   • Source: Mentorship has proven effective in professional development.
4. Regular Feedback Mechanisms
   • Implement systems for routine feedback to identify and resolve issues early.
   • Source: The 360-Degree Feedback process is a valuable tool for maintaining a healthy work environment.

Conclusion

This case emphasizes the critical need to uphold workplace values and address harassment effectively. By fostering a culture of respect and inclusivity, the organization can achieve project success while supporting employee well-being, ultimately leading to a harmonious and productive work environment.