The issue of managers executing normative policies but at the same time not discussing them in ethical terms points to serious organizational culture issues. The organizational culture is essentially a set of moral, ethical, cultural, and managerial rules that regulate the interpersonal relationships in an organization, as well as communicate its agenda to the outside world. It is the concern of organizational culture to establish appropriate terms for discussion of normative acts. If the managers do not speak ethically about these acts, it implores that the culture lacks the guidelines for such occurrences. The consequences can affect not only specific employees that are the causes or targets of the normative acts and managers’ unethical discussions but the whole organization. While employees, indeed, should complain to the higher authority about the disrespectful language of managers, it can significantly disrupt the company’s working processes. Misunderstandings and conflicts may arise, and the organization’s staff might grow cautious and disrespectful of the managing lead if the issue is not resolved properly.
Seeing as utility is the basis of any action in utilitarianism, its concept differs from one person to another. To make a decision based on utilitarianism, one should first review the advantages and disadvantages of both the action and the inaction, as well as their respective consequences. It is a strategic task that requires a person to assess the situation from the view of potential benefits which represent the utility. Moreover, moral and ethical aspects also come into action: to properly evaluate the utility, one must determine whether the action (or inaction) aligns with their personal and general societal values. Thus, the utility here is established as the course that will not only bring the most benefit but will also be sufficiently moral, as well.