Business Ethics

Submitted to : Prof. Ajay Yadav

Submitted by : Jimmy Shah

Auro Univesity, Surat

Answer 1

A) These types of test tend to eliminate the females ratio from the higher ratio of male in
compare to each other. There are two major inconsistencies while using the physical ability test
during the time of hiring. I have studied these inconsistencies and believe as we are addressing
them as members of the International Association of Chiefs of The Police Diversity Council.

I have noticed that there is a pattern across police departments in this country where physical
ability hiring standard is higher than the physical ability post hiring standard. A major problem
during physical ability test is that a candidate should be fit when he/she is hired for the post. But
in many police departments they can deteriorate significantly once they obtain seniority.

Another and basic inconsistencies in this test is that many departments still use physical teniques
which are not required for this test. I know at least one physical ability test in which a person
must bench press the equivalent of his or her body weight. The testing community knows how to
address these problems. The police community knows how to address these problems. Why
hasnt the issue been addressed?

If a female becomes interested in pursuing a career as a police officer, she should perform a self
assessment. Here is a checklist of question prospective female police officers should ask when
applying for the job or a promotion:

What are the specific skills, knowledge, and the personality characteristics required of
police?

Is the organisational structure friendly and open to women and diversity?

what are the promotion potential?

What is selection process?

What steps should I take for selection process?

Answer 2

A)I think she should not try to transfer these managerial practice to the Indian context because it
is not necessary that democratic leaders are the best leaders just because they create a more
satisfied workforce. The team leader plays a high impact role in the call center. The call center is
a difficult place with multifaceted problems. No one perception on how to handle situations are
correct, therefore this is style the helpful to come to understanding as authorized agents tend to
give the best process improvement ideas. However, it becomes problematic when there is little
time to make a decision or the employees have little experiences.

B)My recommendation to my colleague that it is no necessary that employees respond best to

individual based pay incentive and bonuses as tools for motivation. because employees are not
motivated only by monitory pay , non-monitory pay also. Even she try to proper systematic
ethical code of conduct .so what is right and wrong employee know .if one thing is right for one
employee it is right for another employee too and vice-versa.so employee know they role
effectively just because of that they are more committed towards their job. If she try to focus on
team work and interpersonal skill development then employee give equally respond to group
based pay incentives. Even trust among the members are also be maintained and she take care of
that too

c) Yes its totally necessary that every should receive a feedback for the work he/she has done or
doing. It doesnt matter whether the employee is manager or a small staff every individual
deserves a review or feedback for his/her work. Establishing employee performance expectation
and goals before work begins is the key to providing tangible, objectives, and powerful feedback.

Telling employees that they are we doing well because they exceeded their goal by 10 % is more
effective than simply saying youre doing good job . Another imp. aspects is that employees
should receives information about how theyre doing as timely as possible. If improvement needs
to be made in their performance, the sooner they find out about it the sooner they can correct the
problems. The sooners they receive feedback, the more reward it is to them.

Answer 3

A)My recommendation to my colleague that is no necessary that employees responds best to

individual based pay incentives and bonuses as tools for motivation because employees are not
motivated only by monitory pay, non-monetary pay also. Even she tries to proper sysmatic
ethical code of conduct so what is right and wrong employees know. If one thing is right for one
employees it is right for another employee too and vice versa. If she try to focus on team work
and interpersonal skill development then employee give equally respond to group based pay
incentives.

B)Organization feels that john would be a better choice for assignment in mexico as he is single
and not married like jack. I totally agree with this decision. If a person is single he is able to
concentrate more on work and there are less chances that is going to be distracted from his
family affairs. So I thibnk it is absolutely a perfect decision Taken by management to send john
to maxico for assignment instead of Jack.

C)Organizations that foster a trusting culture will have an advantage in the war for talent. Lack
of Trust in Leadership is the Biggest Issue Impacting Performance. Trust is the foundation of any
successful relationship, both personal and professional, and when its broken, it is extremely hard
to repair. When employees feel they cant trust leadership they feel unsafe, like no one has their
back, and then spend more energy on self preservation and job hunting than performing at their
job. Talent acquisition costs and employee turnover costs increase. Lack of trust reduces
transparency and communication. Reduced transparency and communication leads to low
innovation and lack of agility and responsiveness to changing conditions. When employees lack
trust in leadership they often avoid communicating with them out of fear of retaliation or
simply because they feel that they cant trust leadership to be transparent with them so why
bother returning the favor. To achieve maximum employee performance, employees need to
promptly and transparently communicate any potential problems or concerns to leadership.
Without trust, this is not likely. Problems can go unaddressed and impact bottom line profits.
D)Firstly, if that sales person is doing more productive work than the rest of the other employees
than the manager should not feel that this is being unfair to other employees. On top of it the
manager should also give him more salary as the efficiency of that sales employee is much more
that that of the other employees. Second scenario would be if that sales person is doing less of
the productive work than the other employees than the manager should not consider firing her
instead, the manager should be kind to let her do the job but then the salary should be less than
what other employees are getting. Because when a person in need if not helped and fired out of
the company, that person will be broken from inside and wont be able to do the job anywhere. If
any of the above scenario is there than I will act as mentioned above.

E)I would make a choice either way for various reasons. You really have to bring it down to
grassroots and look at the culture, experience levels, training, development and budget within
your team or organisation. Surely the more experienced candidate, but what if they leave in a
year for a better position? What if they have the right experience but dont fit into my team
culturally? Is it actually cheaper in the long run to train someone? What about the Graduate,
What if they have lot more prove? What if they have fresh ideas? I find it hard to believe that a
client will choose neither of the above candidates but it happens and its crazy. To not choose
someone because theyre too old is outrageous and to have no willingness to train someone is
also being narrow minded, even your qualified candidates will need some level of training. It
could cost me thousands more to hire someone experienced that ticks all the boxes.