A Clouded Promotion
Traditional ethics can be an argument for promoting an employee because she has performed well, and what is legitimate is right. Intuition ethics can also come into play, where the firm director interprets the ethical problem for himself (Business Ethics Cases, Issues, & Stakeholders 242). The counterarguments to this situation are the doctrine of “average” when an employee without a diploma should leave the job without promotion and professional ethics because colleagues may not understand this personnel decision. The most logical option seems to be to increase the employee’s salary but not to introduce her into the circle of managing partners.
The Admiral and the Thieves
The ethics of proportionality shows that the good consequences will outweigh the evil, and the number of thefts will decrease. Ethical relativism leads that this decision was right for the admiral, so others should also accept it. The golden rule may oppose such choices since it is likely that the shipyard director would have hoped for less punishment when faced with this situation, as well as the doctrine of “average,” since the admiral’s choice was the most radical in the position (Business Ethics Cases, Issues, & Stakeholders 242). It is likely that less harshness should have been exercised, and simply depriving the employees of their monthly salaries and threatening dismissal would have had the proper effect on all of the shipyard’s employees.
A Personality Test
In taking the test, the rights and freedoms of others are not violated. In terms of the egalitarian principle, these actions are ethical. Since the goal of labor can be considered worthy, especially if the person is a good professional, such a goal is justified by dishonest actions. Against such behavior is Kant’s categorical imperative since dishonest passing of a test is not a universal code of conduct for all other people (Abbreviated Index of Summarized Ethical Theories 1). The disclosure rule is also not on the side of the tested person since not every family and friend would agree with this action. The most appropriate course of action is to take the test honestly because the company may be looking for unequal talent, and if the candidate starts by lying, it will end badly.
AL
Market ethics are on Al’s side, for his actions, though they violate company rules, are virtuous. Virtuous ends also justify unscrupulous anti-corporate means (“means-targets”). In terms of professional ethics, these actions are not entirely appropriate since colleagues may condemn such acts (Business Ethics Cases, Issues, & Stakeholders 242). The theory of justice requires that all rules be enforced equally, so Al has gone beyond it. The right thing to do is not to fire Al and not to punish him because he is a very valuable employee of the company, and his violations are not significant.
The Tokyo Bay Steamship Company
The company’s managers may have used the ethics of intuition since making money from suicides is not morally taboo. It is the same in ethical relativism since the company does not consider its actions wrong. Two theories can be used to criticize the position of the steamship company. Situational ethics forces managers to put themselves in the shoes of suicidal people and ask whether they are willing to give up a huge amount of money to leave their lives (Business Ethics Cases, Issues, & Stakeholders 242). The “means-ends” ethic shows that the end is unworthy in this situation, so the company’s behavior is not justified (Abbreviated Index of Summarized Ethical Theories 2). The right solution is to cooperate with the police to help identify potential suicides, lower ticket prices, and publicly condemn the enrichment of bones to improve the image at the cost of falling income.
Works Cited
Abbreviated Index of Summarized Ethical Theories. Hanna-West, 2022.
Business Ethics Cases, Issues, & Stakeholders. University of South Florida, 2021.