Business Ethics : Decision Making For Personal Integrity And Social Responsibility 2nd Edition Laura Pincus Hartman; Joseph R. DesJardins - Solutions

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Definition: A right is an essential capacity of action that others are obliged to recognize and respect. This definition follows from autonomy. Autonomy can be broken down into a series of specific capacities. Rights claims arise when we identify these capacities and take social action to protect
The right to personal privacy.
The right to appeal judgments made against one before a professional association, ombudsman, or independent arbitrator.
The right to due process under the law and freedom from the application of artibrary penalties including being fired at will without just cause.
The right not to suffer retaliation from one's current employer when one seeks better employment elsewhere.
The right to participate in political activities outside of work hours.
The right to better oneself through postgraduate studies and through participation in one's professional society.
The right to corporate loyalty and freedom from being made a scapegoat for natural catastrophes, administrative ineptitude, and other forces that are beyond the control of the individual engineer.
The right to express one's professional judgment and to make public declarations as long as these do not violate a corporation's rights to proprietary information.
The right to act in accordance with one's ethical conscience and to refuse to work on projects that go against one's conscience or personal or professional moral views.
These rights are taken from Etica en la Practica Profesional de la Ingenieria by Wilfredo Munoz Roman published in 1998 by the Colegio de Ingenieros y Agrimensores de Puerto Rico and Universidad Politecnica de Puerto Rico
El derecho a la privacidad personal.
El derecho a apelar por revision ante una asociacion profesional, ombudsman o arbitro independiente.
El derecho al debido proceso de ley y la libertad de que se le apliquen penalidades arbitrarias o despidos.
El derecho a solicitar posiciones superiores con otras companias sin que la companis en la que trabaje tome represalias contra el ingeniero.
.El derecho a participar en actividades de partidos politicos fuera de las horas de trabajo.
El derecho a buscar el mejoramiento personal mediante estudios postgraduados y envolverse en asociaciones profesionales.
El derecho a la lealtad corporativa y la libertad de que sea hecho un chivo expiatorio para catastrofes naturales, ineptitud de administracion u otras fuerzas mas alla del control del ingeniero.
El derecho de expresar juicio profesional, y hacer pronunciamientos publicos que sean consistentes con restricciones corporativas sobre la informacion propietaria.
El derecho para actuar de acuerdo a la conciencia etica y rechazar trabajos en los cuales exista una variacion de opinones morales.
Student groups—perhaps yours—often have problems. This self-evaluation exercise is designed to help you face them rather than push them aside. Look at your goals. Look at
This may sound harsh but get used to it. Self-evaluations—group and individual—are an integral part of professional life. They are not easy to carry out, but properly done they help to secure success and avoid future problems.
Sometimes—especially if difficulties arose—it is difficult to reflect on your group’s activities for the semester. Make the effort. Schedule a meeting after the end of the semester to finalize this reflection. If things worked well, what can you do to repeat these successes in the future? If
Don’t gloss over your work with generalizations like, “Our group was successful and achieved all of its ethical and practical goals this semester.” Provide evidence for success claims. Detail the procedures designed by your group to bring about these results. Are they “best practices”?
Student groups—perhaps yours—often have problems. This self-evaluation exercise is designed to help you face them rather than push them aside. Look at your goals. Look at
This may sound harsh but get used to it. Self-evaluations—group and individual—are an integral part of professional life. They are not easy to carry out, but properly done they help to secure success and avoid future problems.
Sometimes—especially if difficulties arose—it is difficult to reflect on your group’s activities for the semester. Make the effort. Schedule a meeting after the end of the semester to finalize this reflection. If things worked well, what can you do to repeat these successes in the future? If
Don’t gloss over your work with generalizations like, “Our group was successful and achieved all of its ethical and practical goals this semester.” Provide evidence for success claims. Detail the procedures designed by your group to bring about these results. Are they “best practices”?
What did you learn from your experience working as a team this semester? What will require further reflection and thought? In other words, conclude your self-evaluation with a statement that summarizes your experience working together as a team this semester.
Discuss your group’s procedures and practices? How did you divide and allocate work tasks? How did you reach consensus on difficult issues? How did you ensure that all members were respected and allowed significant and meaningful participation? What worked and what did not work with respect to
Assess the plans you set forth in your initial report on how you intended to realize values and avoid pitfalls. How did these work? Did you stick to your plans or did you find it necessary to change or abandon them in the face of challenges?
Identify obstacles, shortcomings or failures that you group experienced during the semester. How did these arise? Why did they arise? How did you respond to them? Did your response work? What did you learn from this experience?
Provide a careful, documented assessment of your group’s success in meeting these goals. (Don’t just assert that “Our group successfully realized justice in all its activities this semester.” How did your group characterize justice in the context of its work? What specific activities did
Restate the Ethical and Practical Goals that your group developed at the beginning of its formation.
A minimum of five pages not including Team Member Evaluation Forms Contents:
Due Date: One week after the last class of the semester when your group turns in all its materials. Length:
Use imagination and creativity here. Think of specific scenarios where these obstacles may arise, and what your group can do to prevent them or minimize their impact.
How does your group plan on avoiding Groupthink?
How does your group plan on avoiding Group Polarization?
How does your group plan on avoiding the Abilene Paradox?
Design a plan for avoiding the pitfalls of group work enumerated in the textbox above.
Note: All of these are instances of a social psychological phenomenon called conformity. But there are other processes at work too, like group identification, selfserving biases, self-esteem enhancement, self-fulfilling prophecies, etc.
Group Polarization. Here, individuals within the group choose to frame their differences as disagreements. Framing a difference as non-agreement leaves open the possibility of working toward agreement by integrating the differences or by developing a more comprehensive standpoint that dialectally
Groupthink. The tendency for very cohesive groups with strong leaders to disregard and defend against information that goes against their plans and beliefs. The group collectively and the members individually remain loyal to the party line while happily marching off the cliff, all the while blaming
The Abilene Paradox. "The story involves a family who would all rather have been at home that ends up having a bad dinner in a lousy restaurant in Abilene, Texas. Each believes the others want to go to Abilene and never questions this by giving their own view that doing so is a bad idea. In the
Integrity - A meta-value that refers to the relation between particular values. These values are integrated with one another to form a coherent, cohesive and smoothly functioning whole. This resembles Solomon's account of the virtue of integrity.
Honesty - Truthfulness as a mean between too much honesty (bluntness which harms) and dishonesty (deceptiveness, misleading acts, and mendaciousness).
Trust - According to Solomon, trust is the expectation of moral behavior from others.
Justice - Giving each his or her due. Justice breaks down into kinds such as distributive (dividing benefits and burdens fairly), retributive (fair and impartial administration of punishments), administrative (fair and impartial administration of rules), and compensatory (how to fairly recompense
Respect - Recognizing and working not to circumvent the capacity of autonomy in each individual. Characteristics include honoring rights such as privacy, property, free speech, due process, and participatory rights such as informed consent. Disrespect circumvents autonomy by deception, force, or
Responsibility - The ability to develop moral responses appropriate to the moral issues and problems that arise in one's day-to-day experience. Characteristics include avoiding blame shifting, designing overlapping role reponsibilities to fill responsibility "gaps", expanding the scope and depth of
Reasonableness - Defusing disagreement and resolving conflicts through integration. Characteristics include seeking relevant information, listening and responding thoughtfully to others, being open to new ideas, giving reasons for views held, and acknowledging mistakes and misunderstandings. (From
Definition - A value "refers to a claim about what is worthwhile, what is good. A value is a single word or phrase that identifies something as being desirable for human beings." Brincat and Wike, Morality and the Professional Life: Values at Work
Textboxes in this module describe pitfalls in groups activities and offer general strategies for preventing or mitigating them. There is also a textbox that provides an introductory orientation on key ethical values or virtues.
At the end of the semester, groups prepare a self-evaluation that assesses success in realizing ethical values and avoiding obstacles.
Groups prepare initial reports consisting of plans for realizing key values in their collective activity. They also develop strategies for avoiding associated obstacles.
Groups also study various obstacles that arise in collective activity: the Abilene Paradox, Groupthink, and Group Polarization.
Groups are provided with key ethical values that they describe and seek to realize thorugh group activity.
What skills, attitudes, beliefs, and emotions helped to orient and motivate your moral exemplar.?
What obstacles did your moral exemplar face and how did he or she overcome them?
What good deeds did your exemplar carry out?
What are the positive and negative influences you can identify for your moral exemplar?
Finally, does your virtue stand alone or does it need support from other virtues or skills? For example, integrity might also require moral courage.
Go back to task #2. Redefine your description of your virtue in light of the subsequent tasks, especially the moral exemplar you identified. Check for coherence.
Identify a moral exemplar for your virtue. Make use of the exemplars described in the Moral Exemplars in Business and Professional Ethics module.
What obstacles arise that prevent professionals from practicing your virtue? Do wellmeaning professionals lack power or technical skill? Can virtues interfere with the realization of non-moral values like financial values? See if you can think of a supporting scenario or case here.
Identify the corresponding vices. What characterizes the points of excess and defect between which your virtue as the mean lies?
Use the discussion in #1 to develop a general description of your virtue. Think along the following lines: people who have virtue X tend to exhibit certain characteristics (or do certain things) in certain kinds of situations. Try to think of these situations in terms of what is common and
Discuss in your group why the virtue you have been assigned is important for the practice of your profession. What goods or values does the consistent employment of this virtue produce?
Congratulations on completing your first ethics module! You have begun recognizing and practicing skills that will help you to tackle real life ethical problems. (Notice that we are going to work with "problems" not "dilemmas".) We will now turn, in the next module, to look at those who managed to
Results from Muddy Point Exercises The Muddy Point Exercises you contributed kept coming back to two points. (a) Many of you pointed out that you needed more information to make a decision in this situation. For example, who were these terrorists, what causes were they fighting for, and were they
Recognizing that we are already making ethical arguments. In the past, students have made the following arguments on this exercise: (a) I would take the gun and kill a villager in order to save nineteen; (b) I would walk away because I don't have the right to take another's life; (c) While walking
Reasonableness and the Mountain Terrorist Exercise. It may seem that this scenario is the last place where the virtue of reasonableness should prevail, but look back on how you responded to those of your classmates who chose differently in this exercise and who offered arguments that you had not
Row 3: Virtue ethics turns away from the action and focuses on the agent, the person performing the action. The word, "Virtue," refers to different sets of skills and habits cultivated by agents. These skills and habits, consistently and widely performed, support, sustain, and advance different
Row 2: Deontology helps us to identify and justify rights and their correlative duties The reversibility test summarizes deontology by asking the question, "Does your action still work if you switch (=reverse) roles with those on the receiving end? "Treat others always as ends, never merely as
Row 1: Utilitarianism concerns itself with the domain of consequences which tells us that the moral value of an action is "colored" by its results. The harm/beneficence test, which asks us to choose the least harmful alternative, encapsulates or summarizes this theoretical approach. The basic
Virtue Ethics: Actions sort themselves out into virtuous or vicious actions. Virtuous actions stem from a virtuous character while vicious actions stem from a vicious or morally flawed character. Who we are is reveals through what we do.
Deontology: the moral value of an action lies, not in its consequences, but in the formal characteristics of the action itself.
Utilitarianism: the moral value of an action lies in its consequences or results
10. Have you ever been in, or are you familiar with, a conf ict of interest situation? How was it resolved? Can you think of any rules or any practices that could have prevented the situation from occur ring? Can you think of an y initiatives, structures, or procedure that could make it easy to
9. In connection with the two previous questions, assume instead that you think some- thing signif cant is about to be made pub lic because all off cers have consistently stayed late, a special board meeting has been called, you and your boss have been advised to be on call throughout the weekend,
8. Modify slightly the facts of the pre vious question. Assume that you are also pri vy to the annual forecast of ear nings, which assures you that the fundamentals remain strong. Stock analysts and investors are also provided this same information. Do your answers change at all?
7. A press release has a signif cant negative impact on your firm's stock price, reducing its value by more than 50 percent in a single day of trading! You gather from conversa- tions in the hall way that the company's fundamentals remain strong, aside from this one-time event. You see this as a
6. What are the strongest, most persuasive arguments in favor of a board's consideration of its social responsibility when reaching decisions?
5. You are on the compensation committee of your board and have been asked to propose a compensation structure to be offered to the next CEO. Explore some of the follow- ing Web sites on executive compensation and then propose a structure or process for determining CEO compensation at your
4. You are an executive at a large non-profit organization. Some of your board members suggest that perhaps the compan y should voluntarily comply with Sarbanes-Oxle y. What are some of the reasons the company might consider doing so or not doing so?
3. Scholars have made strong arguments for required representation on boards by stake- holders that go beyond stockholders; such as: employees, community members, and others, depending on the industry. What might be some of the benef ts and costs of such a process?
2. You have been asked to join the board of a large corporation. What are some of the frst questions that you should ask and what are the answers that you are seeking?
1. You have been asked by the board of a large corporation to develop a board assess- ment and effectiveness mechanism, which could be a survey, interviews, an appraisal system, or other technique that will allow you to report back to the board on both individual and group effectiveness. What would
10. Defi ne insider trading and evaluate its potential for unethical behavior.
9. Describe confl icts of interest in governance created by excessive executive compensation.
8. Highlight confl icts of interest in fi nancial markets and discuss the ways in which they may be alleviated.
7. Explain the ethical obligations of a member of a board of directors.
6. Discuss the legal obligations of a member of a board of directors.
5. Define the “control environment” and the means by which ethics and culture can impact that environment.
4. Describe the COSO framework.
3. Outline the requirements of the Sarbanes-Oxley Act.
2. Describe how confl icts of interest can arise for business professionals.
1. Explain the role of accountants and other professionals as “gatekeepers.”
8. Investigate LEED (Leadership in Energy and Environmental Design) building designs. If possible, arrange a visit to a local building designed according to LEED principles. Should all new buildings be required by law to adopt LEED design standards and conform to the LEED rating system?

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Business Ethics : Decision Making For Personal Integrity And Social Responsibility 2nd Edition Laura Pincus Hartman; Joseph R. DesJardins - Solutions

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