The Great Gatsby Moral Development Idea Essay

Being consulted by various individuals regarding situations that represent or may potentially have ethical implications has given climb to questions as to how to best act on potential hazards to our organizational culture, and the way to react to any potential hazards to our business now, and in the future. The Ethics Review Committee will convene to go over two matters which may have been reported. Some form of recognition or incentive may be appropriate for individuals who comply with insurance policies.

If situations of noncompliance are suspected, they should be investigated to the business's suggestions; if violations are uncovered, they have to result in appropriate punitive steps. Investigations and any activities should be evenly put on all relevant individuals. Any deviations in the treating transgressions could send the incorrect transmission to employees that regulations may not connect with everyone, and subsequently may encourage others to check the limitations of the code of carry out. (M. U. S. E. , 2012, para. 1)

As we venture into a new paradigm, we transcend bureaucracy on a larger reflection of modern-day moral research. By proactively creating the framework to guide us to make appropriate decisions, we learn to mix business reasoning with moral standards, in the end embodied, and projected by ethical theory of choice. It's with an increased reasoning ability that we further develop our management change model that provides for the ongoing implementation of the code of do. In the process, we will see in our culture both desirable behavior, and undesired behavior. We will need to identify with each.

If our company is acting on the idea of the utilitarian whose setting of operandi is made for the good of most what questions should we be asking of those who we feel aren't living up to our code of do? Do we neglect one wrong if it's for the nice of most, or do we determine the consequence of the act to ascertain whether it's right or incorrect? Are we more concerned about the results, the results of any act as opposed to the function itself? Or, is the consequence of an act secondary?

Do we ask why an act was dedicated, and determine the rightness or wrongness of the take action without factor of the actual actual effects of the work are? Quite simply, do we guide our culture at ECG by logical evaluation of the results of our acts, or relating to duty and principle-that, which should be? If, in simple fact, we measure the "prescriptive force to be 3rd party of its consequence, then we determine that all of us hold the autonomous, self-legislating wills that permit us to formulate and action on our own systems of rules" (McAdams, 2008, p. 69). That is, matching to Kant's categorical essential, what's right for just one is right for many, and each of us can discover that right by exercising our logical faculties. Thus, are we to judge the act of your senior executive at ECG and her partner who've a previously undisclosed financial curiosity about Government Allies, and who'll notably benefit from the acquisition to acquire advocated continue with the acquisition because of their own potential to gain, or should we recognize that the effort to move frontward with the acquisition as having an unrelated self-less motive with the possibility of really the only interest being that of ECG.

Knowing how to answer questions like this is an activity.

Psychologist Lawrence Kohlberg built and empirically tested a comprehensive theory of moral development where he claimed that moral common sense evolves and enhances generally as a function of age and education. Kohlberg discovered six universal stage grouped into three levels
Preconventional level

Stage 1: Obey guidelines to avoid punishment.

Stage 2: Follow guidelines only if it is at own interest, but let others do the same. Conform to secure rewards.

2 Conventional Level

Stage 3: Conform to meet the anticipations of others. Please others. Stick to stereotypical images.

Stage 4: Doing right in one's work. Obey the law. Uphold the sociable order.

3 Post normal or principled level

Stage 5: Current laws and beliefs are relative. Regulations and duty are obeyed on logical calculations to serve the greatest number.

Stage 6: Follow self-chosen general ethical principles. In the event of conflicts, ideas override laws. (McAdams et al. , 2012, p. 74)

Kohlberg's findings suggest that many individuals never move beyond level 2. "Thus, the particular level 2 administrator might refrain" from communicating or disclosing information regarding buying, selling, recommending or trading company securities or financial instruments because doing this would be a violation of company insurance plan, and quite possibly a violation of federal and state laws as well. (McAdams, et al. , 2012, p. 75) A administrator at level 3 might reach the same final result, but his or her decision would be predicated on independently defined general ideas of justice. "If Kohlberg was accurate, many managers may act unethically since they have not come to the upper levels of moral maturity" (McAdams, et al. , 2012, p. 75). Our goal is to elevate the thought procedure for our learning organizational culture to where individuals figure out how to apply sound common sense while noticing the knowing of choosing the right; if in question follow the code.

Although Kohlberg's theory would seem to be to be appropriate, the content of his research were all guys which might indicate a bias between the way men process information, and the way women mature. Carol Gilligan shows that a morality of care and attention is accessible with women, and it is a substitute for Kohlberg's theory built on the view of justice and protection under the law among men. "In her view, the morality of caring and responsibility is premised in nonviolence, while morality of justice and protection under the law is dependant on equality" (Nucci, 2008, para. 38).

Although she presents the distinctions to be separate, they are in her view possibly connected. She features the distinctions to the distinctions in earlier phases of development that are linked with the mother. In her view, young boys are keener to identify inequalities and the idea of fairness than women because young ladies stay connected to their mothers for a longer period of your energy. Later research demonstrates moral development will not necessarily follow the gender lines that she advises, but rather that both children reach moral maturity predicated on justice and good care. The importance of Gilligan's work is in the new consciousness that "care is an integral element of moral reasoning" (Nucci, 2008, para. 41).

Interestingly the knowledge of these studies is often enough to instruct the developmental periods of moral maturity to such a degree that there surely is a basic understanding in why and how we reach the conclusions that we do, and why we can assert a positive response to having such knowledge as being a key to the further development of our moral corporate culture. However, focusing on how to identify potential honest dilemmas and the understanding of moral analysis are only good to the business when coupled with sound business logic. How exactly does a potential breach of trust or a violation of the code of do affect the business enterprise? And, how should we evaluate appropriate justification, when there is a potential business threat or a breach of carry out? Should we ask if there "will there be adequate evidence to aid the reasonable opinion that a particular act or omission has occurred?" (FAC, 2005, 2. 1-1) Focusing on how to answer these questions is also an activity. It's a strategic process, one where we've already realized the answers to the questions, but have not yet described the questions to the answers. Thus, we must expound the code of conduct to add just such questions.

Recently, we learned one of the users of the ECG team who has been working on a competitive bet on a profitable IT consulting deal for X TelCo has recently functioned within the industry. He caused two of the current professionals at X TelCo, who are among those to examine bids. Initially undiscovered to the ECG team, this staff also maintains occasional contact with his former coworkers. And, it includes come under our attention that person recently approached the professionals to secure additional information about the bid process and promoting the firm's features.

Could the activity or exchange be perceived as a potential issue by others? May be the activity being offered or requested so that they can influence X TelCo, or ECG's judgment? Will involvement in the experience or transaction impact a customer's or the team's view?

Will the continued participation in the pursuit of the deal with X TelCo have an effect on the employee's capacity to be objective with regard to any business decisions the team must make according to the bet for X TelCo? Just precisely what was the objective of the employee's participation with the professionals from X TelCo?

The questions are defined by the words: perception, intention, impact, objectivity and time thought. What are recognized with discord of interest. (Moynihan, n. d. ) If these questions had to be asked there's a potential discord of interest. But, is there a preponderance of facts that justifies further analysis? If just what exactly is the correct justification? That is for the Table of Directors to choose. We have intervened and identified the function.

To progress "the quantum of proof should constitute enough evidence to make it much more likely than not that the fact the claim looks for to prove holds true" (Farlex, n. d. , para. 2). Has there been a breach of carry out? Do the employees connection with the two professionals from X TelCo breach the code: Conflict of Interest? The response to this question will suggest the appropriate justification, if any.

My role is to intervene, establish the act, converse the matter, discuss the situation with the Ethics Review Plank, and give you a recommendation to the Plank of Directors established upon the findings of the Ethics Review Mother board. In this particular subject, we through the group conversation with the Ethics Review Panel find that though there is an ethical dilemma present, a potential issue of interest; there is certainly insufficient research to continue with a recommendation to the Plank of Directors. The employee's director has been apprised of the situation.

It has been duly observed that this staff "should be discouraged [. . . ] due to potential to disqualify the business in its attempt to get the tender for supplying X Telco with its services. It's important for just about any company to be competitive for contracts and never have to unduly impact or present a fake image of the company. The image of your company is vital for the potential investor and the company should therefore rather promote itself being the firm of preference for IT solutions, supply chain management, customer romantic relationship management, and tactical consulting without needing unconventional means. (Academics, 2012, para. 13)

Based on similar questions about the situation relating to the noncompliance of a worker who has not come forwards with information regarding a financial involvement in Authorities Allies, Inc. the Ethics Review Table confirms that the turmoil of interest should be investigated to the business's guidelines. The to mix the collection with insider information poses more than simply a conflict of interest; it also reveals a dilemma that can infringe on the opportunities of ECG. (Moynihan, 2012) Further, this employee may have compromised her "fiduciary duty or other romantic relationship of trust and self-confidence by virtue of insider trading", that is certainly specifically unlawful. (Economic. , n. d. , para. 1). To help expand complicate the issue the board records that the partner may own an unfair chance to profit from the business going public. Before making a recommendation to the Panel of Directors, the Ethics Review Plank suggests a thorough inspection into related party disclosure requirements

Under the ethical standards, a business is necessary by the national security laws to disclose any related Party transactions to associates of public that wish to invest in an initial community offer in regular filings, proxy claims and in the footnotes of financial statements. According to the standards, ECG must disclose any transactions that are above $60, 000 where by an executive office or any other person in the panel has material fascination with the business. The name of this person should be suggested and the relationship which that individual has with the registrant, also the nature of interest by that person in the precise transaction(s), the precise amount of such purchase, and where possible, the specific amount of said business deal. The moral standard also requires that the materiality of such involvement in the company to be established on the concept of importance of such information to the buyer considering the circumstances of the circumstance. The partnership of the participants in the given exchange, the significance of interest to a particular individual getting the interest and the total amount involved are some of the important factors in establishing the value of information to the traders" (Writing Academy, 2012, para. 4).

Conclusion: The appointment adjourns. The minutes will reflect the outcome of both matters that were brought before the Ethics Review Panel; both of which indicated that there was a potential turmoil of interest; another desired to alleviate the tensions of any purported conflict affecting insider trading, and a related-party disclosure issue. Having discovered the value of moral research, combined with sensible business reasoning the plank finds that there is adequate treatment; the functions were well identified; and, communicated to the appropriate authorities without result to either the business's position, or the employees located within the company. We find that the regulating framework for the code of carry out [are] evident in the overall organizational framework. And, the Ethics Review Plank discovers that "the code of do rules [are] aligned and steady with other organizational guidelines and methods. Ongoing educational attempts are necessary. Leaders and managers must provide positive cases by closely sticking with the guidelines in their daily work-related activities. Suspected violations must be [reported to either the Individuals Resource Dept. or to the Conformity office] and investigated and proved violations must be consistently addressed according to established methods to avoid any semblance of variances in benchmarks" (M. U. S. E. 2012).

What ethical standards might be violated n these two situations and just why? How should each one be resolved by management and the Ethics Review Committee? Support your things with ethical and business reasoning.

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