Here are five ethically questionable problems you may face in the workplace and how you can respond: Unethical leadership. From working conditions in factories in the early 20th century to the current emphasis on diversity training, the story of workplace ethics is the continuing story of the relationship between employees and employers. These cases are expected to continue to increase due to the increasing number of family members with disabilities, the increase in the number of people aged 65 and over who need care, the increase in men becoming caregivers, and the increasing expectation of employees that they can work and provide family care. Employers will need to adapt to these employee perspectives and restructure the way they can work to reduce FRD.
If we look even more closely at this ethical issue, we find that 54% of women say they have suffered unwanted sexual advances in the workplace and 23% say that the sexual harassment case actually involved a superior. The most important step in addressing sexual harassment as a serious ethical dilemma in companies is to implement employee training. Start by making sure that everyone who works for you knows the rules, that those rules are posted in the workplace, and that you apply a zero-tolerance policy for sexual harassment. From there, you'll want to ensure that your company's leaders set a good example, that you continuously monitor inappropriate behavior, and that you provide employees with a safe and discreet way to report cases of harassment.
In addition, there should never be any fear of retaliation for reporting sexual harassment; victims, whether presumed or proven, should receive their full support. It's also best to take preventive steps to reduce the risk of sexual harassment. This may include having employees sign agreements in which they commit to following company rules, not allowing “little things” to go unnoticed, limiting the serving of alcoholic beverages during company events, and so on. If sexual harassment occurs in your company, recognize the allegation, investigate the case thoroughly, respond carefully, and administer disciplinary action if necessary.
One of the most current ethical issues in business is the question of the personal behavior of employees on social media outside of working hours. Of course, there's still a big gray area of situations that may or may not make it ethically justifiable to fire an employee for their conduct on social media. When it comes to employee etiquette on social media, the bottom line for most companies is that the employee can be rightly fired if the activity is considered unfair or financially damaging to the company. Of course, neither you nor your employees would want to get to a point like that, so what can you do to minimize employee “bad” behavior on social media? Addressing ethical issues in companies related to social networks can be complicated, mainly because most situations will fall into the gray zone.
To help eliminate confusion or lack of clarity for you and your employees, the best thing you can do is create a set of rules and policies that clearly describe what is (and isn't) acceptable for employees to do on social media. Your company's guidelines on employee behavior on social media should be accompanied by training sessions and regular reminders for the entire company via email. Likewise, if there is ever a case of misconduct on social media and you are forced to fire an employee, it may be a good opportunity to bring the subject up again with other employees. However, it's not all pessimism; of course, there are steps you can take to ensure health & of safety at work.
All that said, a recent study found that a whopping 78.2% of small businesses haven't designed or implemented an environmental management system. However, it should be noted that small businesses have reasons not to implement environmental management systems. Those reasons include the financial burden of making changes, the complications that may arise when implementing the changes, the lack of sufficient guidance on how to adopt an ecological attitude in the company, and so on. How can your company avoid these obstacles? Last but not least, theft is one of the most common phenomena worldwide.
According to a Finance Online survey, 39% of companies have suffered more than one case of employee theft. But what exactly does that mean? Does stealing from employees involve more than “simply stealing inventory”? The answer is yes. Employees also have their own personal values, which can differ widely, as they are affected by a variety of factors, such as education and culture. While people are entitled to their personal values, this does not always apply in the context of the workplace and the relationship between employer and employee.
The company may welcome those with perfectly ethical values, but that doesn't apply equally to employees at the other end of the value spectrum. . .
