Ethical Dilemma and its Importance and Relevance

Ethical Dilemma and its Importance and Relevance
Ethical Dilemma and its Importance and Relevance

An Example of an Ethical Dilemma and its Importance and Relevance

Order Instructions:

For this final part of the project, imagine that the CEO has asked HR to review the company’s policies. You have been personally asked to identify an issue you feel needs addressing, to evaluate different parameters for ethically deciding on how to address the issue, and then to evaluate various polices in order to propose a policy that the company can implement to addresses the issue you have chosen.

In completing this assignment:
• Describe an ethical dilemma and its importance and relevance.
• Identify the various stakeholders and their positions.
• Evaluate an ethical decision-making model, apply it to the chosen issue, and analyze options for resolving this ethical dilemma.
• Recommend a corporate policy for resolving the issue and support the recommendation with well-reasoned analyses and specific examples, including the impact on the various stakeholders.
• Recommend a policy that resolves the ethical dilemma and support the recommendation with well-reasoned analyses and specific examples.
• Analyze and recommend a strategy for communicating the policy to the organization in a manner that meets the needs of the audience.
• Specify potential limitations of the policy and strategies for monitoring and compliance.


An Example of an Ethical Dilemma and its Importance and Relevance

Within the business or organizational context, ethics involves making decisions, which align with the sense of wrong and right alongside various policies. Effective handling of ethical dilemmas in organizations is significant in ensuring that businesses meet their objectives (Vieito, 2012). One of the ethical issues that should be addressed in the company is discrimination. Since the organization is dominated by male employees, female employees experience problems such as inappropriate remarks from their male colleagues. Addressing this aspect is significant in ensuring that the organization achieves a coherent task force, which is vital in driving the company towards its success.

Identification of Various Stakeholders and their Positions

Stakeholders who are linked to this ethical dilemma are management, directors, employees and HR. The management is in charge of ensuring that all employees work towards the realization of an environment, which is free from discrimination. This goal can be accomplished by appointing supervisors to monitor the behavior of workers in relation to the aspect of gender discrimination. Moreover, the management’s position in relation to this issue is to implement a policy, which is aimed at get rid of the issue of gender discrimination witnessed in the firm (Dalton et al, 2014). Employees’ position is to ensure that they act in line with the organization’s policy on gender discrimination. Director’s role will involve conducting reviews the policies such as the gender discrimination policy, which have been proposed by the management, and making necessary adjustments to such policies. The HR’s role will be to offer adequate training to employees in relation to the issue of gender discrimination in workplace and its negative effects.

An Ethical Decision-Making Model, its Application to Gender Discrimination and Options for Resolving this Dilemma

Ethical decision-making takes into consideration the making of choices based on what is appropriate/good for all individuals. One of the frameworks that can be employed in handling the gender discrimination problem in the firm is the golden rule. Golden rule is based on the precept that an individual should treat other people in relation to how he or she would want to be treated (Vieito, 2012). As such, the application of this approach in addressing the aspect of gender discrimination in the company will be successful as all employees, management and stakeholders will treat each other with equality regardless of their genders. Implementation of this model in decision making will involve the formulation of decisions that takes into consideration the interests of all genders in the company.

The aspect of gender discrimination can also be solved by placing members of different genders in separate departments or workstations. However, this approach is ineffective as it does not take into consideration the various skills that are possessed by workers. For instance two individuals of different genders may possess skills in handling a similar task. As such, separating them might result into an employee being assigned a duty in an area in which he or she is not skilled (Dalton, et al, 2014). Moreover, this approach can lead to the intensification of gender discrimination in the firm due to rivalry between genders.

A Corporate Policy for Resolving the Issue

One of the most appropriate corporate laws that can be employed in resolving discrimination in the company is the policy, which advocates for the treatment of all employees with equality regardless of the gender to which they belong (Dalton et al, 2014). Implementation of this policy in the firm will help in ensuring that employees do not engage in issues of gender discrimination due to the fear of legal consequences associated with such actions. As such, the company’s management will manage to get rid of this problem.

Policy that Resolves the Ethical Dilemma

As one of the ethical issues affecting the company’s progress, discrimination can be avoided by implementing a policy, which requires all employees to undergo a reward-based sensitivity training on ethical issues such as discrimination, and those employees who demonstrate a high sense of concern for gender equality to be rewarded (Vieito, 2012). This policy will ensure that employees are made aware of the negative effects of discrimination on employees and company’s productivity. Moreover, the incorporation of the aspect of reward in this policy will ensure that workers are motivated to fight gender discrimination in the organization.

Strategy for Communicating the Policy to the Organization

Communication of this policy will take into consideration all stakeholders and management. The first process of communicating the policy will involve a consultation with the company’s management for necessary adjustments. The policy will then be taken to the firm’s board of directors for review. The management will then inform employees about this policy and its significance to the organization and workers via a meeting and notices. The last process will involve the implementation of the policy. Prior to the implementation of this policy, the company’s management will have to seek the views of employees on this regulation with the aim of identifying areas that need adjustments (Vieito, 2012). In this manner, all stakeholders and employees will feel as part of the process of implementing the policy.

Specific Potential Limitations of the Policy and Strategy for Monitoring and Compliance

One of the limitations of this policy is that it does not take into consideration the aspect of punishment, which is significant in discouraging ill acts such as gender discrimination. As such, employees may be tempted to involve in such actions as there are no punishments associated with them. The effectiveness of this policy will be determined by conducting internal surveys on the firm’s employees. These surveys will be done after every three months, and they will focus on issues concerning gender discrimination in the work place (Vieito, 2012). In relation to this, the policy will be considered effective when cases of gender discrimination register a declining trend. On the other hand, when the organization seems to continue witnessing cases of gender discrimination, the policy will have to be reviewed.


Dalton et al. (2014). Antecedent and Consequences of Perceived Gender Discrimination in the Audit Profession. A Journal of Practice & Theory, 33(3), 1-32.

Vieito, T. (2012). Gender, Top Management Compensation Gap and Company Performance versus Behavioral Theory. An International Review, 20(1), 46-63.

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