Model Answer

Introduction

The presented case study highlights a complex ethical scenario involving a nationalised bank, where compassion intersects with professional integrity. It revolves around a colleague whose father required urgent heart surgery, leading to a series of ethical considerations regarding the actions of the bank manager.

a. Ethical Issues Involved

1. Professional Integrity: The bank manager’s decision to release funds from a dormant account raises concerns about adherence to banking policies and ethical standards.
2. Power and Resource Use: Utilizing bank resources for personal reasons, even for humanitarian purposes, invites scrutiny regarding responsible use of authority.
3. Confidentiality: The lack of consent from the dormant account holder poses significant ethical dilemmas related to privacy and trust.
4. Moral Obligation: The situation underscores the moral imperative to assist those in dire need, complicating the ethical landscape.
5. Legal Compliance: Actions taken must align with regulations such as the Banking Regulation Act, 1949, to prevent legal repercussions.

b. Evaluation of the Bank Manager’s Behaviour

Supportive Arguments

• Compassion and Kindness: The bank manager’s actions reflect genuine empathy for a colleague’s crisis, embodying humanitarian values.
• Alleviating Suffering: Facilitating the surgery demonstrates a commitment to reducing distress, aligning with ethical principles of care.

Critical Arguments

• Legal Violation: Using funds without the account holder’s knowledge could be deemed misappropriation, violating legal norms.
• Breach of Ethics: Such actions may undermine professional standards and set a troubling precedent within the organization.
• Erosion of Trust: Favoritism could damage morale and trust among staff, contradicting principles of fairness.

c. My Reaction to the Situation

I would first express empathy towards my colleague, recognizing her distress. However, I would emphasize the importance of adhering to legal and ethical standards, discussing the need for transparency in financial transactions.

Exploring alternative funding sources, such as charitable organizations or government schemes, would be essential to mitigate the financial burden without compromising ethical integrity. Additionally, I would advocate for clear guidelines to prevent similar situations in the future, ensuring fairness and maintaining the bank’s reputation.

Conclusion

In conclusion, balancing compassion with ethical integrity is crucial. Reflective decision-making must encompass both moral imperatives and legal compliance to navigate such complex scenarios effectively.

Model Answer

Introduction

The case of Rashika, a Joint Secretary, illustrates the ethical challenges of balancing demanding professional responsibilities with family obligations. Her commitment to her career has led to an imbalance that raises important ethical questions.

Ethical Issues Involved

1. Personal Well-Being: Rashika’s long working hours jeopardize her physical and mental health, raising ethical concerns about employee welfare in high-stress positions.
2. Family and Social Obligations: Her inability to fulfill family duties due to work commitments highlights the ethical dilemma of prioritizing career success over essential personal responsibilities.
3. Work-Life Balance: The struggle to maintain a healthy work-life balance poses ethical questions about the sustainability of such commitments and the impact on family life.
4. Ethical Boundaries of Work Ethic: Rashika’s contemplation of setting limits on work ethics challenges the notion of selfless service and dedication, questioning how far professional responsibilities should encroach on personal life.
5. Challenges for Women in the Workforce: The case underscores systemic issues women face in leadership roles, as societal expectations often pressure them to excel in both professional and domestic spheres.

Laws Enacted for Women’s Working Environment

1. Maternity Benefit Act, 1961 (Amended in 2017): Provides 26 weeks of paid maternity leave, ensuring health and well-being during pregnancy.
2. Sexual Harassment of Women at Workplace Act, 2013: Mandates a safe working environment and the establishment of Internal Complaints Committees to address harassment.
3. Equal Remuneration Act, 1976: Ensures equal pay for equal work, promoting gender pay equity in the workplace.
4. Factories Act, 1948: Regulates women’s employment hours and prohibits their employment in hazardous conditions, ensuring safety and equity.

Suggestions to Mitigate Working Conditions

1. Establish Clear Boundaries: Set specific working hours and communicate them to superiors to protect personal time.
2. Flexible Work Arrangements: Advocate for telecommuting or flexible hours to enhance work-life balance, similar to practices at companies like Runn.
3. Utilize Technology: Embrace tools for efficient communication and collaboration, such as video conferencing and cloud-based platforms.
4. Counseling and Support Services: Implement programs that offer counseling for work-life balance, as seen in initiatives like Microsoft Cares.
5. Emergency Leave Policies: Develop provisions for emergency leave to manage personal crises effectively, using frameworks like “The All India Services (Leave) Rules, 1955.”

Conclusion

Rashika’s situation emphasizes that work-life balance is not just a personal issue but a societal concern requiring a reevaluation of workplace norms. Implementing supportive policies can promote the well-being of employees, ensuring that personal needs do not take a backseat to professional obligations.

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.