this presentation consists of 2 chapter; - chapter 7 which is the ethics of job discrimination - chapter 8 which is the individual in the organization

1. Chapter 7
The Ethics of Job
Discrimination
Zane Fauziah Baity / 344144
Muhammad Heickal P/ 350168

2. Rules of The Game
1. Please sit within your group
2. You need to have the highest point to get the prize
3. To get points, you need to answer the questions during the
presentation and Please raise your hand when you want to
answer!
4. We will give you 30 seconds to open your book before
answering.
5. Good Luck!

4. Discrimination
 The wrong act of distinguishing illicitly among
people not on the basis of individual merit, but on
the basis of prejudice or some other invidious or
morally reprehensible attitude.

5. Discrimination
 Intentional
 Unintentional discrimination
 Individual discrimination
 Institutional discrimination

6. What is Affirmative Action?
 Program designer to ensure that minorities,
women, or members of some other group are
adequately represented within an organization
and its various levels by taking positive steps to
increase their number when underrepresented

7. Discrimination and the Law
 Civil Rights Act of 1964
 Executive Order 11246
 Equal Employment Opportunity Act of 1972

8. Controversy over Forms of
Discrimination
1960
Individual and Intentional
1970
Institutional and Unintentional
1980
Individual and intentional
1990
Institutional and unintentional

9. Prima Facie Indicators of
Discrimination
 Average Benefits minorities and women receive
compared to others
 High proportions of minorities and women at
lowest economic level
 Low proportions of minorities and women at
highest economic level

10. Discrimination in Indonesia?

13. Increasing Problem for Women
and Minorities
 Women and minorities make up most new
workers, but face significant disadvantages
 Women are steered into low paying jobs and
face “glass ceiling” and sexual harassment
 Minorities need skills and education but lack
them

14. Arguments Against
Discrimination
 Utilitarian
 Right-based
 Justice-based

15. Sexual Harassment
 Unwelcome sexual advances, requests for sexual
favor and other verbal or physical contact of a
sexual nature constitute sexual harassment :
 Submission to such conduct is made either explicitly
or implicitly a term or condition of an individual’s
employment
 Submission to or rejection of such conduct by an
individual is used as the basis for employment
decisions affecting such individual
 Such conduct has the purpose or effect of
unreasonably interfering with an individual’s work
performance or creating an intimidating, hostile or
offensive working environment

16. Moral Objections to Sexual
Harassment Guidelines
 Guidelines prohibit “Intimidating, hostile, or
offensive working environment”
 But it sometimes hard to distinguish this from male
rudeness not intended to degrade women
 Guidelines prohibit “Verbal or Physical contact of
sexual nature” when it has the “effect of
unreasonably interfering with an individual’s work
performance
 But this seems to require use of purely subjective
judgments

17.  Verbal conduct that can intimidating or offensive
working environment
 The right of speech

18. Other Type of Discrimination
 Age
 Sexual Orientation
 Transsexual Status
 Disability
 Obesity

19. Legal Status of Affirmative
Action
 It’s used to correct racial or sexual imbalance
from previous discrimination
 It can be used in hiring
 It can be used to achieve educational diversity
and broadcast diversity
 It’s used to correct egregious discrimination
which is not caused by previous discrimination

20. Legal Status of Affirmative
Action
 Can’t use inflexible quotas
 Can’t be used layoffs
 Can’t overrule seniority
 Can’t be used in government set aside programs
except as a last resort in an extreme case
involving previous racial bias by the government

21. Compensation Argument for
Affirmative Action
 It’s criticized unfair because those who benefit
were not harmed and those who pay did not
injure
 Discrimination has harmed all minorities and
women and all whites and males have benefited
from it

22. Equal Justice Argument for
Affirmative Action
 Affirmative action will secure equal opportunity
by a fairer distribution job

23. The Underlined
 Valuing and managing diverse workforce is more
than ethically and morally correct
 It’s also a business necessity
 Companies that fail to do excellent job of
recruiting, retaining, developing and promoting
women and minorities simply will be unable to
meet their staffing needs.

24. 1. A minimum weight requirement for a job
a. Intentional Discrimination
b. Unintentional Discrimination
c. Specific Discrimination

25. Unintentional Discrimination

26. Executive order is a landmark piece of civil rights legislation in
the United States that outlawed discrimination based on race,
color, religion, sex, or national origin
True False Help

28. False, It’s Civil Rights Act of 1964

29. Discrimination based on Velasquez Book?

30. The wrong act of distinguishing illicitly among
people not on the basis of individual merit, but on
the basis of prejudice or some other invidious or
morally reprehensible attitude.

31. Read The Article 60 Seconds!!

32. Supposed that you are the manager of Fox
corporation, what will you do to Bill? And What
will you do to prevent sexual harassment?

33. Supposed that Mrs. Sumantia lives and works in
Indonesia. As we know that Indonesia is really
strict regarding social norm and ethics, one day
she confessed that she used to be a man and he
did transgender. All of the staff starts to talk
about her and treat her differently, because it’s
really inappropriate in Indonesia. If you’re the manager or
boss, what will you do to Sumantia? Will you fire her to
satisfy the employees or keep her working in your
company? Your company is really reputable and famous.

34. The Individual in the
Organization
Chapter 8

35. Rational Organization
 A structure of formal relationship design to
achieve some goals with maximum efficiency.
 Formal hierarchies of authority:
1. Operating layer
2. Middle management
3. Top management
 The glue that holds these layers together is
contracts

36. Employee’s obligations to
the firm
 Work towards the goal of the firm
 Obedience to the superiors
 Avoidance of activities which might be harmful to
firm
 An employee might fail to live up to this duty in
several ways:
 act on a conflict of interest
 might steal outright from the firm
 use his position to leverage illicit benefits out of
others.

37. The Firm’s Duties to the
Employee
 The fairness of wage
 The fairness of employee working condition
 Health and safety
 Job satisfaction

38. Job satisfaction
 Depends upon:
 Experienced meaningfulness
 Experienced Responsibility
 Knowledge of Results
 Increased by:
 Skill variety
 Task identity
 Task Significance
 Autonomy
 Feedback

39. The Political Organization
 A view of the organization as a system of
competing power coalitions and formal and
informal lines of influence and communication
that radiate from these coalitions.

40. Employee Rights
 Corporate management is similar to a
government:
 A company’s management is a centralized
decision-making body that exercises power.
– Managements wield power and authority over
employees.
 Moral rights of employees are:
 The right to privacy
 The right to consent
 The right to freedom of speech

41. Right to Privacy
 The right people have to determine what, to
whom, and how much information about
themselves shall be disclosed to others.
 Three elements are relevant when considering
this balance:
 Relevance
 Consent
 Methods

42. Freedom of conscience
 Must be balanced against the legitimate rights of
the firm, its stockholders, and also employees.
 employee should not be forced to cooperate in
immoral activities

43. Whistleblowing
 An attempt by a member or former member of
an organization to disclose wrongdoing in or by
the organization.
 Take two forms:
 Internal
 External

44. Employment at will
 The employer has the right to decide freely who
will work for the business.
 The employer has the right to hire, fire or promote
the employees of the business.
 The employee has no right to criticize or object
on his or her decision.

45. Employee rights and Plant
Closings
 Utilitarian principles suggest that the harm
caused by layoffs should be minimized.
 Companies that have to close plants can
minimize the harm they cause individuals and
their communities by giving:
 advance notice
 severance pay
 health benefits
 early retirement
 transfers, retraining
 phasing out local taxes.

46. Unions and the Right to
Organize
 The worker's right to organize derives from the
right to be treated as a free and equal person.
 Unions have traditionally been justified as an
important and legitimate means of balancing
the power of large corporations.

47. Organizational Politics
 The process by which individuals or groups within
an organization use non-formally sanctioned
tactics (political tactics) to advance their own
aims
 Such aims are not necessarily in conflict with the
best interests of the organization.

48. Political Tactics in
Organizations
Some of the most frequent political
tactics encountered in business
organizations are:
 Blaming or attacking others.
 Controlling information.
 Developing a base of support for one's ideas.
 Image building.
 Ingratiation.
 Associating with the influential.
 Forming power coalitions and developing strong allies.
 Creating obligations.

49. The Ethics of Political Tactics
 Approaches to the ethics of Political Tactics:
 Utilitarian : Are the tactics used intended to
advance socially beneficial or harmful goals?
 Rights : Do the tactics employed treat others in a
way that is consistent with their moral rights?
 Justice : Will the tactics lead to an equitable
distribution of benefits and burdens?
 Caring : What impact will the tactics have on the
relationship within the organization?

50. The Caring Organization
 a network of connected individuals all concerned with
each other.
 Problems for the Caring Organization:
 The problem of caring too much
 leading to burnout
 Conflict is between the needs of others and the needs of self
 The needs of those for whom we care can demand a
response that conflicts with what we may feel we owe others
 The problem of not caring enough
 because of fatigue to live up to the demands of caring
 self-interest
 disinterest

51. Job Satisfaction is really
depending upon ……….

52.  Experienced meaningfulness
 Experienced Responsibility
 Knowledge of Results

53. Mention 3 moral rights of
employees!

54.  The right to privacy
 The right to consent
 The right to freedom of speech

55. Supposed that you’re an employee of a company
and you find out that the financial managers
manipulate the data for their interest. Choose
between these two conditions and why
1. Will you report this to the CEO? but the
company will be collapse if investigation be
hold and all of the employees (including you)
will be fired. Since your report leads to
investigation, you will have a whistleblower
label which hamper you to find another job.
2. Be quiet

56. What factors can increase
job satisfaction?

57.  Skill variety
 Task identity
 Task Significance
 Autonomy
 Feedback