Ethical Dilemma



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ETHICAL DILEMMA DYNAMITE BUSINESS GROUP (DBG) Maame Akosua Mante Appawu Gifty Paditey Paterah B. Haruna Mark Fuachie-Sobreh Thelma Adjei Elvis Asiedu Frimpong Jerry Adjin-Tettey Adu-Gyamfi Kwabena Roberta Sarkodee Group Photograph Lies Defined 1) To make a statement that one knows to be false, especially with the intend to deceive. 2) To give a false impression. 3) Anything that gives or is meant to give a false impression. 1. Is it ever okay to lie in business? Although other schools of thought believe that lies; ? elp conceal confidential information from clients ? to help save unpleasant/complex situations ? as a tool for making gains/revenue However, in a business context we believe it is NOT okay to lie. Reasons (-) ? It is unethical and unprofessional ? loss of credibility and distrust ? It sets bad precedence ? Lying could lead to a violation of friendship which is a valuable part of human life. ? Withdrawal of license/permit to operate or closure of business In a nut shell, lying can cause an inestimable damage to business. Reasons not to lie (+) Establishing a business where honesty and integrity are the standard has commercial benefits. It can be from the reputational perspective: attracting and retaining the best talent, having people invest in the organisation because of that reputation, or being an organisation with which other organisations wish to do business and with which governments are comfortable building business, which flows through to the share price health ? Transparency rather than concealment is the path to better mental Do you think it is fair to fire an employee who lies no matter the nature?

To fire an employee for lies, one must consider whether the lie is; ? connected to the business or ? not connected to the business For instance an employee returns to work after a break and shares with his employer “Oh yes, I went sky diving at the weekend and didn’t even use a parachute” which may not be true. This may not call for firing. Lies connected to business ? Mere lies is not enough, one need to consider the nature and degree of the lies based on the circumstances. ? There must be “proportionality” “between the severity of the misconduct” and the discipline imposed.

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We believe an employee appointment should only be terminated if it is for “just cause. ” “Just cause” is interpreted by courts and arbitrators as behaviour that undermines the employment relationship beyond repair. To constitute just cause, the lie must cause a “breakdown” in the employment relationship. Thus the lie could: ? Break a fundamental term of the employment contract; ? Destroy the employer’s faith and trust in the employee; or ? Be fundamentally or directly inconsistent with the employee’s duties ?

It is with the intent to cause financial loss to the business/company Lying could be a ground for discipline and in many cases, a just cause for dismissal however we think it is unfair to fire an employee who habitual lies for any kind of lie. We recommend the following disciplinary procedures before firing an habitual liar ? Query letter ? Signing a bond of good behaviour ? Warning letter ? A disciplinary committee to ascertain the gravity of offence before dismissal In business, is withholding information for your own advantage the same as lying? Kindly work on this What percentage of people do you think would lie to gain in business? ? To be able to predict the percentage of people who would lie if they have something to gain by lying, we will need to do some survey or research to ascertain that. A guess work may not be the true reflection of the situation. Conclusion To quote the age old proverb “If character is lost, everything is lost…”So always tell the truth…’And the truth shall set you free”. Always tell the truth so you don’t have to remember the lie Thank U 4 Your Audience

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