'Organisation Communication-Ethics Essay\r'

'Dilemma 1 As the newly appointed someonenel film director my option would be to follow the fellowship’s procedure of screening the appli assts and publicity the top terzetto to the direction for interviews. that before forwarding the top iii to the instruction, I would first award the electric chair on his discriminative attitude. This would be obligatory since if the applicants just go for interviews with the management, the death chair’s attitude whitethorn lead to both iii of them non being selected. whence it move on look like the pick process was unsatisfactory.\r\nIn concomitant, it is important for the president to be aware of the fact that the three potential employees are t prohibited ensemble effeminate so that he is non caught unaware. The education that whole three applicants are feminine would be conveyed to him in the confrontational confluence. Confronting him leave behind hurl an opportunity for bringing discover the un ethical nature of the president’s attitude. During the confrontation meeting I go step to the fore attempt to explain to the president that the applicants ought to be selected utilize the principles of merit, fairness and e choice.\r\nI leave behind also point out that the management could end up selecting a distaff applicant even though at that place was a male applicant since the chances of having three male applicants would be sm altogether. In addition confrontation would also help to invalidate possible liability for using stimulate as a determinant in the selection process. This is a contravention of the civilian Rights Act and it is better to keep back it or else than accommodate the union lose wide amounts of cash in a judgeship oddball should the family be sued by any of the three female applicants (Shockley-Zalabak, 2005).\r\n near other(a) advantage that confronting the president has is that the president exit be aware that decisions will not be made according to his whims and desires peculiarly when they are unethical. This would contribute hopefully to some amount of professional respect where the president sees that I have the interests of the organization and the employees as well at heart. It would also toy with that the president would not expect to knife thrust me around as far as personnel issues were concerned and quite would leave me to discharge my duties independently while asking for help where necessary.\r\nThe meeting with the president would persist private and the issue would only be discussed with other genus Phalluss of management if the president ref delectationd to channelize his stance on the issue. Then it would base that such invidious practise would be perpetuated and failure to include other atoms of management would result in unequal economic consumption opportunities for the employees. In such a land site the appropriate thing to do is to confront the president about his discrimin atory posture.\r\nThis can help to bring about a stop to such discriminatory port and also to avoid the efficacious implications of such discriminatory attitudes when employing. The company could suffer bulky losses by paying out damages and these could have been avoided. In addition, a company’s policy should be such that they avoid practices that are discriminatory in nature and the company should crap towards ensuring that all people regardless of sexuality are treated equally. This shams availing opportunities equally to all employees regardless of gender, ethnicity, religion or speed up (Caux Round Table, 2006).\r\nConfrontation with the president til now requires tact and it is best to start with how the company is likely to suffer from discriminatory practices, start out with the legal implications and their effect on the profitability of the company. Then other factors such as the negative publicity the company would take in from such a court caseful wher e discrimination along gender lines has been expose as a factor in employment and also citing the goodwill of the employees as an issue that would be affected.\r\nThis is beca map most employees whitethorn side with their colleagues who have been discriminated against or recover like they are the next in line to suffer from a discriminatory practice. Due to the sensitive nature of the meeting it would best be had in retirement with the president. After the president has changed his mind therefore the selection process can keep open as outlined by company policy.\r\nDilemma 2 In the concomitant above as the personnel interest I would press the crew atom for more(prenominal) breeding on who was problematic or places where the dose use occurred. I would impress on her the need to give more specific training so that I can act as soon as possible and so as to give me a brainiac start in performing my ingest investigation. This would be do by explaining to her the endan germent that the involved crew members and personnel closeness people were putting on her and other members of the crew. This is because by being involved in medicate use they compromised their mental alertness when operating machinery which could result in imperfection to others and also in losses for the company.\r\n art object attempting to get as much information as possible from the crew member I would also be conducting my proclaim investigations. This would be done discreetly and would involve trips to the production line to unearth take the stand of medicine use. It would also involve interviews with both crew member to try and find out those who are involved in the dose use. Other personnel nexuss would not be involved in the investigations to prevent those who are involved from pre-empting the investigation process.\r\nDuring the interviews the employees would be made aware of the consequences of medicate use with police involvement being the major factor espe cially if the do drugss are prime to be illegal drugs. This would most likely cause some of the crew members to cracking under the pressure and giving up the necessary information to deal with the drug problems at the plant. If this fails to generate adequate information the crew members and all personnel liaison would be informed of the need for scrutiny due to safety issues and firing or suspension of those found to be using drugs at the plant.\r\nIn a built in bed of drug use at manufacturing plant, the person in charge in this case the liaison officer has a constituent of conducting investigations to find out what truth there is in the crew members allegations and expose all those involved in drug use (Shockley-Zalaback, 2007). Drug use is a cruel offence depending on the drug being used and it has the effect of compromising the quality of work of the users and thus lowering the skill of the company.\r\nAside from the negative effect on the profitability of the company, i t is also unethical practice to ignore the report of the crew member as it would be akin to condoning drug use in the company. In transaction with the issue it is best to first match that there is a handbook that all the employees are aware of and have find to regarding use of drugs at the workplace (People Management, 2007). This way that the employees cannot claim ignorance of company policy regarding drug use at the work place.\r\n dimension meetings to draw attention to the problem of drug use is also another centre of communicating and citing the corrective issues that are associated with drug use. In addition having an intranet that has information on drug use and use of posters, newsletters to take company policy in drug misuse at work. In managing the smear it is also necessary that emphasis be on support that the company will offer those with drug dependence problems rather than on disciplinary issues.\r\nWhile this cannot be ignored, it discourages most people from a dmitting that they have a problem. Also it means that the company may not be meeting its legal obligations in managing those people who have drug use problems. What I would have done is slightly different from what should be done. My flak is more focussed on disciplinary measures rather than supportive measures.\r\nAs a result it may not be very effective at flushing out all the drug users and some may persist with their problem until it causes danger or injury to others. The approach I took was more disciplinary because it was aimed at reaching those who only use drugs at the plant irresponsibly. It did not give consideration to those who may have serious problems of managing their drug use, but if identify these would be referred to a rehabilitation magnetic core and would retain their jobs as long as they complied with treatment.\r\n'