AnyConv.com__FSS Advance Retail & Distribution - 15.06.17.ppt
The ethics of job discrimination (chapter 7) and The individual in the organization (chapter 8)
1. Chapter 7
The Ethics of Job
Discrimination
Zane Fauziah Baity / 344144
Muhammad Heickal P/ 350168
2. Rules of The Game
1. Please sit within your group
2. You need to have the highest point to get the prize
3. To get points, you need to answer the questions during the
presentation and Please raise your hand when you want to
answer!
4. We will give you 30 seconds to open your book before
answering.
5. Good Luck!
3.
4. Discrimination
The wrong act of distinguishing illicitly among
people not on the basis of individual merit, but on
the basis of prejudice or some other invidious or
morally reprehensible attitude.
6. What is Affirmative Action?
Program designer to ensure that minorities,
women, or members of some other group are
adequately represented within an organization
and its various levels by taking positive steps to
increase their number when underrepresented
7. Discrimination and the Law
Civil Rights Act of 1964
Executive Order 11246
Equal Employment Opportunity Act of 1972
8. Controversy over Forms of
Discrimination
1960
Individual and Intentional
1970
Institutional and Unintentional
1980
Individual and intentional
1990
Institutional and unintentional
9. Prima Facie Indicators of
Discrimination
Average Benefits minorities and women receive
compared to others
High proportions of minorities and women at
lowest economic level
Low proportions of minorities and women at
highest economic level
13. Increasing Problem for Women
and Minorities
Women and minorities make up most new
workers, but face significant disadvantages
Women are steered into low paying jobs and
face “glass ceiling” and sexual harassment
Minorities need skills and education but lack
them
15. Sexual Harassment
Unwelcome sexual advances, requests for sexual
favor and other verbal or physical contact of a
sexual nature constitute sexual harassment :
Submission to such conduct is made either explicitly
or implicitly a term or condition of an individual’s
employment
Submission to or rejection of such conduct by an
individual is used as the basis for employment
decisions affecting such individual
Such conduct has the purpose or effect of
unreasonably interfering with an individual’s work
performance or creating an intimidating, hostile or
offensive working environment
16. Moral Objections to Sexual
Harassment Guidelines
Guidelines prohibit “Intimidating, hostile, or
offensive working environment”
But it sometimes hard to distinguish this from male
rudeness not intended to degrade women
Guidelines prohibit “Verbal or Physical contact of
sexual nature” when it has the “effect of
unreasonably interfering with an individual’s work
performance
But this seems to require use of purely subjective
judgments
17. Verbal conduct that can intimidating or offensive
working environment
The right of speech
18. Other Type of Discrimination
Age
Sexual Orientation
Transsexual Status
Disability
Obesity
19. Legal Status of Affirmative
Action
It’s used to correct racial or sexual imbalance
from previous discrimination
It can be used in hiring
It can be used to achieve educational diversity
and broadcast diversity
It’s used to correct egregious discrimination
which is not caused by previous discrimination
20. Legal Status of Affirmative
Action
Can’t use inflexible quotas
Can’t be used layoffs
Can’t overrule seniority
Can’t be used in government set aside programs
except as a last resort in an extreme case
involving previous racial bias by the government
21. Compensation Argument for
Affirmative Action
It’s criticized unfair because those who benefit
were not harmed and those who pay did not
injure
Discrimination has harmed all minorities and
women and all whites and males have benefited
from it
22. Equal Justice Argument for
Affirmative Action
Affirmative action will secure equal opportunity
by a fairer distribution job
23. The Underlined
Valuing and managing diverse workforce is more
than ethically and morally correct
It’s also a business necessity
Companies that fail to do excellent job of
recruiting, retaining, developing and promoting
women and minorities simply will be unable to
meet their staffing needs.
24. 1. A minimum weight requirement for a job
a. Intentional Discrimination
b. Unintentional Discrimination
c. Specific Discrimination
26. Executive order is a landmark piece of civil rights legislation in
the United States that outlawed discrimination based on race,
color, religion, sex, or national origin
True False Help
30. The wrong act of distinguishing illicitly among
people not on the basis of individual merit, but on
the basis of prejudice or some other invidious or
morally reprehensible attitude.
32. Supposed that you are the manager of Fox
corporation, what will you do to Bill? And What
will you do to prevent sexual harassment?
33. Supposed that Mrs. Sumantia lives and works in
Indonesia. As we know that Indonesia is really
strict regarding social norm and ethics, one day
she confessed that she used to be a man and he
did transgender. All of the staff starts to talk
about her and treat her differently, because it’s
really inappropriate in Indonesia. If you’re the manager or
boss, what will you do to Sumantia? Will you fire her to
satisfy the employees or keep her working in your
company? Your company is really reputable and famous.
35. Rational Organization
A structure of formal relationship design to
achieve some goals with maximum efficiency.
Formal hierarchies of authority:
1. Operating layer
2. Middle management
3. Top management
The glue that holds these layers together is
contracts
36. Employee’s obligations to
the firm
Work towards the goal of the firm
Obedience to the superiors
Avoidance of activities which might be harmful to
firm
An employee might fail to live up to this duty in
several ways:
act on a conflict of interest
might steal outright from the firm
use his position to leverage illicit benefits out of
others.
37. The Firm’s Duties to the
Employee
The fairness of wage
The fairness of employee working condition
Health and safety
Job satisfaction
39. The Political Organization
A view of the organization as a system of
competing power coalitions and formal and
informal lines of influence and communication
that radiate from these coalitions.
40. Employee Rights
Corporate management is similar to a
government:
A company’s management is a centralized
decision-making body that exercises power.
– Managements wield power and authority over
employees.
Moral rights of employees are:
The right to privacy
The right to consent
The right to freedom of speech
41. Right to Privacy
The right people have to determine what, to
whom, and how much information about
themselves shall be disclosed to others.
Three elements are relevant when considering
this balance:
Relevance
Consent
Methods
42. Freedom of conscience
Must be balanced against the legitimate rights of
the firm, its stockholders, and also employees.
employee should not be forced to cooperate in
immoral activities
43. Whistleblowing
An attempt by a member or former member of
an organization to disclose wrongdoing in or by
the organization.
Take two forms:
Internal
External
44. Employment at will
The employer has the right to decide freely who
will work for the business.
The employer has the right to hire, fire or promote
the employees of the business.
The employee has no right to criticize or object
on his or her decision.
45. Employee rights and Plant
Closings
Utilitarian principles suggest that the harm
caused by layoffs should be minimized.
Companies that have to close plants can
minimize the harm they cause individuals and
their communities by giving:
advance notice
severance pay
health benefits
early retirement
transfers, retraining
phasing out local taxes.
46. Unions and the Right to
Organize
The worker's right to organize derives from the
right to be treated as a free and equal person.
Unions have traditionally been justified as an
important and legitimate means of balancing
the power of large corporations.
47. Organizational Politics
The process by which individuals or groups within
an organization use non-formally sanctioned
tactics (political tactics) to advance their own
aims
Such aims are not necessarily in conflict with the
best interests of the organization.
48. Political Tactics in
Organizations
Some of the most frequent political
tactics encountered in business
organizations are:
Blaming or attacking others.
Controlling information.
Developing a base of support for one's ideas.
Image building.
Ingratiation.
Associating with the influential.
Forming power coalitions and developing strong allies.
Creating obligations.
49. The Ethics of Political Tactics
Approaches to the ethics of Political Tactics:
Utilitarian : Are the tactics used intended to
advance socially beneficial or harmful goals?
Rights : Do the tactics employed treat others in a
way that is consistent with their moral rights?
Justice : Will the tactics lead to an equitable
distribution of benefits and burdens?
Caring : What impact will the tactics have on the
relationship within the organization?
50. The Caring Organization
a network of connected individuals all concerned with
each other.
Problems for the Caring Organization:
The problem of caring too much
leading to burnout
Conflict is between the needs of others and the needs of self
The needs of those for whom we care can demand a
response that conflicts with what we may feel we owe others
The problem of not caring enough
because of fatigue to live up to the demands of caring
self-interest
disinterest
54. The right to privacy
The right to consent
The right to freedom of speech
55. Supposed that you’re an employee of a company
and you find out that the financial managers
manipulate the data for their interest. Choose
between these two conditions and why
1. Will you report this to the CEO? but the
company will be collapse if investigation be
hold and all of the employees (including you)
will be fired. Since your report leads to
investigation, you will have a whistleblower
label which hamper you to find another job.
2. Be quiet