Meeting presentation 2010_8238 - revision 2
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Ok. I added everything in both of your notes. We should meet tomorrow and decide what we want to keep and what we want to toss on some of the pages. The whole ethical/business thing is tough for me to wrap my brain around. So I threw everything on there and we can toss what does not make sense. The outline is there, the references ( with a few tweeks ) and within an hour or hour and a half we can fix it and decide who wants to do what slides. I think Cheryl should do the ethical pages because that throws me. You seem to have the best gripe on that piece.
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Meeting presentation 2010_8238 - revision 2
- 1. Meeting Presentation Galvatren Case Study – A Naturalist Point of View
- 2. A one sentence summary of Naturalism • Naturalism pertaining to this case: • Values and morals are opinions that change as society changes. • Naturalism which bases truth on “…limited objective reality…” (Hasapopoulos, 2012, Philosophy 101, slide 7)
- 3. What Ethical Issues are in this case? • Employees did not follow the procedures for reporting mis-conduct. • The company has a threat of being sued and would not want a repeat of this. • Retaliation does not promote a healthy work environment and the company will have turn over. • Demoting and transferring will hinder courage to come forward. • The reputation of the company is at risk with the community and customers. Proof: “Now, since people are fully caused creatures, this means that they can be caused to behave morally and ethically. And one of the main ways we cause them to act ethically is by holding them responsible and accountable” (Center for Naturalism, 2012 Retrieved from: http://www.centerfornaturalism.org/faqs.htm). The ethics as defined by the organization are different than a Theists ethics. “…Many ethical systems are naturalist in that they seek to derive their authority from some fact of human nature…” (http://www.ehow.com/info_7757452_naturalistic-ethics.html). Human nature is what it is and the organization has to protect its reputation and have employees follow protocol put in place for good business.
- 4. Describe the ethical situation. Describe the ethical situation: The ethical/business issue dilemma is that the board would like to avoid the law suit and not have their reputation harmed. What distinguishes it as an ethical issue vs. a business issue? From a Naturalist point of view the main concern is always business. Although the Board is not concerned about the lawsuit from an ethical standpoint a Scientific Naturalism point of view would only allow for exploration of truth or justice and this would limit their ability to see this as an ethical issue. (Hassapopoulas, 2012, Worldviews 101, slide 8)
- 5. Factor 1 What factors • Disconnection presented in the case inform this situation? Factor 4 Factor 2 • Pending lawsuit • Lack of process for reporting mis-conduct Factor 3 • Lack of training • Lack of implementation
- 6. Area 1 • Calling attention to peoples actions and not their motives. What factors from outside the material in . the case might inform this situation? Area 2 Area 4 • Holding a meeting with Harry and Mike. Area 3 • Holding a meeting or hearing the story of Greg and Terry.
- 7. Proposed Resolution Proposal for Recommendations Identify key areas of concerns: Why are employees not following the procedures? Phase 1 Why are the employees not reporting mis-conduct? How can the board become engaged. 1. Reorganize the responsibilities of the board and their roles. Phase 2 2. Generate avenues for the board to gain knowledge in the organization. 3. Reinvent the ethics office. 4. Create a code of ethics for Galvatren in line with the mission and vision. Phase 3 Initiate a survey to better understand the needs of employees. Implement training and revise policy: 1. Open door policy. Phase 4 2. 24 hour hotline. 3. Revise the ban on retaliation. 4. Hire an Ombudsman.
- 8. Rationale for the Resolution The rationale for the proposal is as follows: • The board needs to determine why employees are not following procedure. • The board needs to become more engaged. • The board needs to better understand the employees needs. • The board needs to discover hurdles. These are all reasonings as the company needs to continue to have a good reputation and not be sued.
- 9. Strengths of the Resolution If the board members become more engaged with the employees they will better understand the pressures the employees are on but can maintain a transactional focus, which is what a Naturalism Worldview would want. This way the Board can get the results they want but the employees have a better channel for communication. I think the strength of the resolution will be found in determining more ways to motivate and recognize employees. Also, determining if the human resources department is in line with their trainings. An additional strength is that, if meeting with employees at all levels, they are engaging in connecting in a way that will increase business results. Employees have to have training and experience so they know how to deal with these problems in the future. “…people with training and experience simply know more about particular problems…” (Badaracco, 2002, pg. 106). “This approach is sometimes called naturalistic decision making” (Badaracco, 2002, pg. 106).
- 10. Vulnerabilities inherent to the Resolution • The Board members have to be open to changes and acknowledge that the employees need a stronger voice. The Board needs to recognize that different opinions are healthy. The Board doesn't seem too open minded so this might be hard for them to do. • • The "buy-in" of the employees. You can have all the training and all the policies but if the employees do not believe they will be adhered to then they will not flourish. • The vulnerability is that the people in charge of daily operations and closest to the people have to lead them and not just with words but with practical actions. The board also has to lead the upper management to a cultural change and represent where the authority comes from for their organization by being involved and having some responsibility in oversight. • What if the employees are working from a different ethical worldview. For example, they are working from a Biblical Worldview but the company is only willing to look at things from a Naturalism Worldview. "Quiet leaders want to act responsibily and ethically but to do so they usually have to perservere and improvise" (Badaracco. 2002. 623 of 2860)
- 11. References Badaracco, Jr. J. L. (2002). Leading quietly: an unorthodox guide to doing the right thing. Boston, MA: Harvard Business School Publishing Hasapopoulos, T.A. (2012). Introduction to applied ethics: Ethics 101. Retrieved from https://moodle.bethel.edu/course/view.php?id=8953. Hasapopoulos, T.A. (2012). Introduction to applied ethics: Worldview 101. Retrieved from https://moodle.bethel.edu/course/view.php?id=8953. Nohria, N. & Khurana, R. (2010). Handbook of leadership theory and practice. Boston, MA: Harvard Business School Publishing Center for Naturalism, 2012 Retrieved from:http://www.centerfornaturalism.org/faqs.htm http://www.ehow.com/info_7757452_naturalistic-ethics.html
Editor's Notes
- Give a one sentence summary of worldview by which the case is being processed. Based on the Naturalism Worldview values and morals will change as society changes.The Naturalism Worldview describes values and morals as opinion and changing as society changes. The values and morals the actions in the case would be measured against are the values and morals as described in the mission and vision of the organization. The worldview is Naturalism which bases truth on “…limited objective reality…” (Hasapopoulos, 2012, Philosophy 101, slide 7).
- The only ethical issue the Board of Directors is concerned with is how to avoid being sued for wrongful termination. There is concern about why employees did not follow the procedures for complying with reporting workplace concerns or problems. As a Naturalist, the ethical concerns are transactional and do not involve right and wrong. The case presents an assortment of ethical issues: do quantitative expectations result in qualitative problems? Does demoting and transfering those that have the courage to point out wrongful acts create a healthy work environment? Does leadership view the idea that "the means we use must be as pure as the ends we seek" as an accurate statement that leads to a healthy business? Why was training regarding the open-door and non-retaliation policy brushed aside? The major concern is how to not let the case effect the relationship the organization has with customers, employees and share holders and how to prevent it in the future. The ethics as defined by the organization are different than a Theists ethics. “…Many ethical systems are naturalist in that they seek to derive their authority from some fact of human nature…” (http://www.ehow.com/info_7757452_naturalistic-ethics.html). Human nature is what it is and the organization has to protect its reputation and have employees follow protocol put in place for good business.
- I think whoever covers this slide needs to remember that these points can still be in alignment with a naturalism point of view. The Board needs to see how all these things contribute to the bottom line. It increases employee engagement but the true driver for the Board is the likely hood that they will not be sued again if they put these things in place.I am not sure the Board sees this an ethical issue. What do you two think? I thought it seemed very transactional and like a business issue and wouldn't that be how a Naturalism Worldview would react to it?Sheila mentions that Harry is great technically but does not know how to take care of people. I believe she is concerned with how the organization is treating it's employees. She is motivated by the fact that the frequent turnover resulting from misplaces workplace ethics is going, and already has, resulted in bad business. Her motivation may be business but her concern is ethics. This is probably a business issue and not an ethical issue. There are “…giant reputational risks…” (Hasson, 2007, pg. 4) to the business due to the allegations.The organization would like to make sure there is not a repeat of this in the future.The organization needs to get a handle on these kinds of problems.
- There are many points made that indicate the Board was not intune with the employees in the company. The COO was not present for two of the main meetings. The final resolution was to have a Board Retreat to deal with the lack of compliane to the procedures. No real attention was paid to the fact that employees did not feel comfortable brining concerns to management and there was no other procedure in place. No one really cared about the issue of fraud but if we are answering with a Naturalism Worldview we wouldn't even bring that up, right?Sheila's mention that Harry does not take care of people, the lack of training on the new policies regarding the open-door policy and non-retailiation, demoting and transferingpersonel that are honest, keeping the old business philosophy in the human resources department.The fact that there is a lawsuit informs the organization that potential channels or systems at work were not functioning effectively.The fact that the board meets 6 weeks after the fact and meets at a resort shows disconnection with the employees and the organizational culture.Chip agreed to not hire an ombudsman. He also agreed to allow Dale to push off employee training of the open door policy.Mike’s attorney did not deny that Mikes performance had slide. Therefore, the organization will file a response to the lawsuit and deny the charges of wrongful termination.Harry did not report what he heard to the ethics committee. He did not follow organizational protocol.
- One of our books, I believe Just Business, mentioned the idea of not minding people's motives but rather their actions. While the board's and Chip's motives may be the reputation of the business the area they are going focus on is business ethics.A conversation with Mike and a conversation with Harry to gather facts would add additional information to the situation. Right now the board does not have input from either Mike or Harry. Both of these individuals played a large role in what lead up to the lawsuit.A conversation with Terry and Greg would help shed some additional light as well. Terry only sent a note and there was no response at all from Greg.
- There are ethical issues in the sense that a naturalist would view them. Meaning that the ethics are derived from morality which is derived from something objective in human nature. To a theist, the items listed will seem more business issue than ethical. To a naturalist, these are objective realities.