AEREN FOUNDATION’S Maharashtra Govt. Reg. No.: F-11724
SUBJECT : BUSINESS ETHICS
COURSE : Total Marks : 80
CASE -1 (20 Marks)
Joan, an employee of Great American Market, was warned about her excessive absenteeism several times, both verbally and in writing. The written warning included notice that "further violations will result in disciplinary actions," including suspension or discharge.
A short time after the written warning was issued, Joan called work to say she was not going to be in ...view middle of the document...
It appears to me that only a suspension would drive the point hard in this case.
2. Did Joan act responsibly?
No, I don't think Joan acted responsibly. In spite of receiving verbal and written warnings numerous times, Joan just did not put in efforts to make a backup plan for her baby's care. Joan acted irresponsibly by not finding an alternate babysitter or daycare center. Added to this, Joan did not even try to swap shifts with a co-worker.
3. Should she be fired?
Not yet. I think Joan should be given another opportunity after her 15-day suspension period. Joan can use this time to make up a good plan for her baby's care, probably by making an arrangement with an alternate babysitter who can step-in when the regular babysitter is unavailable, or by considering a regular, nearby day care center.
CASE-2 (20 Marks)
You own a cement company, and deal with most the local contractors for cement, sand, etc. You have a reputation of high quality products, and for good customer service with your customers. Your foreman has just run the standard quality control tests you have performed regularly on your products.
When the test results are ready, you discover that the new batch of product is 9% less durable than your usual material. It is still well above all industry standards and meets all building codes and requirements for the purposes for which it is intended, but it is, nevertheless, not up to your usual standards. Throwing it away would cost your company many thousands of dollars.
You decide to sell the cement anyway.
1) Should you tell your customers?
2) Should you discount the price?
3) Should you tell your employees, so they will be knowledgeable with the customers?
4) Would you use this cement on foundations for your own house?
CASE-3 (20 Marks)
Fred, a 17-year employee with Sam's Sauna, was fired for poor job performance and poor attendance, after accruing five disciplinary penalties within a 12-month period under the company's progressive disciplinary policy. A week later, Fred told his former supervisor that he had a substance abuse problem.
Although there was no employee assistance program in place and the company had not been aware of Fred's condition, their personnel director assisted Fred in obtaining treatment by allowing him to continue receiving insurance benefits and approved his unemployment insurance claim.
Fred subsequently requested reinstatement, maintaining that he had been rehabilitated since his discharge and was fully capable of being a productive employee. He pointed to a letter written by his treatment counselor, which said that his prognosis for leading a "clean, sober lifestyle" was a big incentive for...