Sarah Cruz has experienced an unethical work environment and toxic leadership under her department manager, Ms. Jean Reyes. Reyes takes advantage of Cruz by overworking her with unpaid overtime and weekend work. Reyes also plays favorites among employees and intrudes into subordinates' personal lives. This causes Cruz burnout but she is reluctant to quit due to the possibility of a permanent position opening soon. The summary analyzes Cruz's situation and recommends she leave for another government agency to escape the trauma of her current workplace culture.

1. CASE STUDY ANALYSIS
Presented by:
Group 1
ETHICAL DILEMMA
GRADUATE SCHOOL
BALBOA, MICAH EUNICE COMBALICER, HAROLD
BINGAYAN, EDMUND PADUADA, MARY JOY
SAN ANDRES, ROB

2. 2
Table of Contents
I. Introduction
II. Statement of the Problem
III. Objective
IV. Assumptions
V. Alternative Course of Action
VI. Conclusion
VII.Recommendation

3. 3
Introduction
Sarah Cruz has always wanted to work for the government
because she feels it would give her a feeling of fulfillment and
purpose. That opportunity came her way one day, and she was
favored to get in. She accepted the offer as a contractual employee,
and management entrusted her with the position of Junior
Administrative Assistant. Sarah was really excited, driven, and eager
to learn everything she could about her new job. Sarah was
extremely pleased with her coworkers since they were very kind to
her and the working atmosphere was excellent.

4. 4
On her first day, she had a job orientation with Ms. Jean
Reyes, the Department Manager, who will be her immediate
superior. Ms. Reyes is a spinster who lives her life around her job.
During the orientation, she informed her that in their department,
everyone was required to finish their assigned responsibilities
before leaving the office, as a result the majority of the employees
in the department stayed beyond working hours, even without
pay. Sarah simply agreed because this is nothing new to her,
whenever her prior company in the private sector required her to
stay, she did so. Because she was new to the department, she
thought that everything she observed was normal and that she
had no option but to adjust and adhere to the working culture.

5. 5
Ms. Reyes’ working hours usually began in the afternoon
and ended in the evening. Every day, she would call for emergency
meetings, which would take up the majority of the employees' time,
and this was one of the reasons why her subordinates couldn't
complete their tasks during office hours. When they leave the
workplace at exactly 5:00 p.m., she would feel really bad for them
despite the fact that the tasks have already been done or they had
important things to attend to. She would speak negatively about
them and assert that they are not performing their job effectively.
Sarah noticed this and decided to stay a little longer each day in
order to impress and maintain a good relationship with her boss.

6. 6
Her manager took advantage of it, and before the end of office hours, she would
assign her tasks that were to be completed that day, forcing her to stay late, and this
happened almost every day, despite the fact that such activities were not part of her
job description. Because of the department's rapid employee turnover, the departing
employee's workload will be distributed, and Sarah will surely be given an extra
assignment. Due to heavy workloads, her manager would frequently ask her to come
into the office alone, even on weekends, in order to complete the department's
deliverables, and this became her norm. Those extra hours worked throughout the
week and on weekends were all unpaid. If her manager was upset with someone or
something, or if she wasn't feeling well that day, she would vent her frustrations and
anger on Sarah. She even intruded into her subordinates' personal lives, whether it
was how an employee would spend their vacation leave, their social media posts, etc.
However, Ms. Reyes and some of her subordinates were members of a specific group
outside of work. All privileges were given to those employees, and they were
somehow exempted from all of the office restrictions she imposed. Despite her
efforts and good performance at work, her manager seldom recognized her and was
more focused on her mistakes and demanded more from her.

7. 7
STATEMENT OF
THE PROBLEM
Sarah Cruz was always recognized by their group's Senior Vice
President and she guaranteed her that once the plantilla position for
Junior Executive Assistant became available, it would be filled by her.
Sarah is now in her third year, which means she has already met the
required working experience for the position. Her salary will triple
compared to what she currently receives as a contractual employee and
will greatly benefit her family as a breadwinner. And finally, her
aspirations to become a government employee will then be achieved.
However, thinking about all of the unjust treatment, gaslighting and the
toxic behavior like intrusion into her personal life, and the humiliating
and unreasonable demands from her Department Manager burns her
out and makes her want to quit the job.

8. 8
OBJECTIVE
Organizations directed by unethical leadership are more
often than not plagued by a toxic workplace culture. Leaders
who think nothing of manipulating effects and/or pressuring
employees for “favors” whether they be personal, financial and or
in any way, will think nothing of disrespecting and mistreatment
their employees. With the current emphasis in many
organizations to hire for cultural fit, a toxic culture can be
exacerbated by continually repopulating the company with like-
minded personalities and toxic mentalities. Even worse, hiring
for cultural fit can become a smokescreen for discrimination,
which can result in more ethical issues and legal ramifications.

9. 9
This case study aims to determine what
ethical dilemma Sarah Cruz experienced as
a result of unethical leadership and toxic
workplace culture; and how it significantly
affected her personal and professional life.

10. 10
ASSUMPTIONS
• Perhaps Ms. Jean Reyes’ leadership style was similar to that of
her former supervisors.
• Because their department is undermanned, Sarah Cruz may
be worrying about her colleagues, whom she will leave if she
quits her job.
• Sarah Cruz’s toxic working behavior and environment would
lead to physical exhaustion as well as mental and
psychological trauma.

11. 11
ALTERNATIVE COURSE
OF ACTION
COURSE OF ACTION ADVANTAGE/S DISADVANTAGE/S
1. Consider applying for another
plantilla position outside of
the department that is
relevant to the present job.
- Same working
environment, less
adjustment.
- There is a small
chance of getting the
plantilla position
because someone is
already on the job.
2. Leave the organization
completely and seek
employment with another
government agency.
- Fresh start
- To heal more
quickly and to
redeem herself
from trauma
- Adjusting to a new
work environment

12. 12
CONCLUSION
Throughout our lives, we are constantly faced with choices.
Some of these choices are small and inconsequential, while
others have the potential to shape our lives in profound ways.
One of the most important choices we will ever make is choosing
a career path. Factors such as purpose, passion, opportunities
for development and work-life balance are more important than
position and compensation. We are killing ourselves for a job
that would replace us within a week if our health deteriorates or
worse, we drop dead. Respect ourselves enough to walk away
from anything that threatens our peace of mind, self-respect,
values, morals and self-worth.

13. 13
Creating and sustaining an ethical workplace culture takes time,
effort, and patience. Integrate core values into the day-to-day
(it should begin at the top); create a safe, open space for
communication; reward good behavior; and partner with ethical
vendors as the basis of building an ideal workplace culture. This
will encourage good behavior and prevent any ethical violations
that could hurt the organization.

14. 14
RECOMMENDATION
This case study recommends Sarah Cruz to
leave her job and and seek employment with
another government agency to avoid further
damage.

15. 15
Thanks!