Week 6: Leadership and Culture PDF

WEEK 6 Leadership and culture Corporate culture and ethical leadership How does a corporation ensure an ethical culture (or make it more likely to happen) - An ethics hotline is in place - Usually an 800 number or a website to let the company know if you see something you believ...

WEEK 6 Leadership and culture Corporate culture and ethical leadership How does a corporation ensure an ethical culture (or make it more likely to happen) - An ethics hotline is in place - Usually an 800 number or a website to let the company know if you see something you believe to be immoral, unsafe, or illegal. Usually controlled by a third party, people are usually anonymous called "Whistle blowing" - Ethics audits: - a\) financial review - b\) stakeholder review (how are we treating people) - c\) mission and value (do we want to update them? Are we living up to them?) - Is the culture creating a work/life balance - Are ppl expecting to continuously work all the time? Answer emails asap? - Texts, Emails, telecommute, wellness programs for employees, vacation, fewer or flexible hours, Ethical Leadership : What makes and ethical leader? - A role model - Don't just talk, do what you preach, live up to standards - Money and effort is put into ethical culture - Receptive, open, and listens well - Willing to take comments or suggestions - Ethical leaders don't hide from debate - Book about Lincoln where he brought ppl against him to become friends and apart of his cabinet - Are active participants - Part of discussion - are seen, and visible part of organization - Institutional sustainability comes first - Not all about them - Its about the institution - Not just to make leader look good An unethical leader example - Jefferey skelling - Got ppl to do hark work and cool things but he was ahead of enron - He worked through fear and intimidation - When ppl criticize he would threaten - Didn't listen, no debating, all about him, Courage TED talk - Brooke Deterline Courage - Our ability to act from our hearts in a place of fear - A skill we can build with practice - Occurs in social situations What is life without courage? - Enron fraud is an example where bankers, accountants, and employees cannot say no - Without speaking up, people can abuse power and act unethically Situational pressure - We are all vulnerable to situational influence all the time - Even the most ethical and passionate of us, can go against out values and morals - People may do this for a sense of acceptance or security - Its harder to do the right thing in business, focusing on operational objectives with pressure added, the ethical implications of our acts fade - "this is business" Act courageously - The magic pause button - Social fitness training by Dr Lin Henderson - Retrain brains to override natural fear responses, to act consistently with our values - Figure out your patters, and practice the situations that scare you, creating muscle memory - Priming the brain Fostering an ethicall courageous corporate culture - Become a pattern interrupter - Identify : - Individual patterns - Team patterns - Organizational patterns - Create your MAGIC PAUSE BUTTON - Develop your innate capacity for courage Work 1, Job, Carrer, Calling Does work have intrinsic value (wanting to work) or instrumental value (work for money) ? Three aspects of work today: 1. Few workers have significant choices or alternatives in the workplace a. Not many choices, you need a degree of 12 years blah blah blah b. You may need a particular talent or skill c. Need to Know the right people d. maybe you have to move, and cant afford it 2. People are likely to work many jobs in their lifetime e. Grandparents like to have the same job their whole life f. Ex) working in a shoe store as a teen, then later owning that store, never leaving 3. Many jobs are contract or temporary g. Might not even work for the company, only the period of the contract h. Forces people to find another job "Habits of the heart" book To understand work we need to separate it into three types Job: of instrumental value Do it for money, Not because you want to do it, your identity is not tied to the job (im not a factory worker I just worked at a factory) People often have many jobs in their lifetime but they don't define you Carrer Relationship between the self and the activity It defines you or at least a large part of you Julius's dad is known as the barber of Ludington "banker" "shoemaker" "principle" Work your position up to a career (stages of development) Calling Something you were made to do Pastor, minister, preacher, sportstars, musicians "the moment I picked up that instrument", surgeons, etc. Connection of something your good at, you enjoy doing it A persons identity and the activity are one The musician, the painter, the physician, the mechanic, the teacher, the police Usually never retire Discussion 6 When I was 15 I got my first job at McDonald\'s. In orientation, it was very clear that minors had to clock out about five minutes earlier than their scheduled time states to prevent them from working over their allowed hours. On my first day, I asked for permission to clock out since I only had one minute to do so, my manager then yelled at me in front of everyone. I was already nervous because it was my first day at my first job, but her yelling was extremely embarrassing. This experience exposed me to how a toxic work environment can crush moral values. That kind of harsh reprimand created an atmosphere of intimidation, similar to what we see in unethical workplaces like Enron, where people are afraid to speak up or act with integrity. In contrast, I've seen how a positive working environment can make a difference. In supportive areas that consist of things such as ethics hotlines, and leaders who can listen and accept feedback, my request would have been met with an understanding instead of embarrassment. Positive workplaces with ethical leaders encourage people to speak up, be honest, and have a better overall experience. My time at McDonald's shows how important ethical leadership is for making employees feel valued in their place of work and feel safe to share their thoughts without fear of being reprimanded. WEEK 7 Work 2 - Three theories of work The questions they try to answer "what is work Why do we work Whats the importance? 1. **The Convention model of work :** 1. We work because we have to. 2. Work only has instrumental value (value in terms of something else) 3. Work is labor, it is physical and we are mental beings 4. Humans were not made to work, but we have to 5. Work is bad, but a necessary evil 6. Two versions - Classical version: - Humans are free beings and work interferes with that freedom - Ex) cant go to a concert, I gotta work - Work takes us away from what is important. - There are higher and more meaning things to do than they drudgery of work (art, culture, religion, socialization) - Hedonic version: - Work is necessary for lifes pleasures - Work to get the stuff that makes us happy, need money to have fun - Work is a necessary evil - Work is supposed to suck 2. **The Human Fulfillment model of work** 7. Work is an activity through which people develop their full potential as human beings 8. People have more of a sense of worth through work, making them better human beings 9. Unemployment = low satisfaction in life 10. We need to be challenged in order to feel fulfilled 11. Work does not interfere with human flourishment 12. Work is necessary for flourishment 13. Work develops virtues - Diligence - Perseverance - Concentration - Courage - Generosity - Etc. 14. How does it make us more virtuous and bring fulfillment? - Schumacher says all work should be challenging, allow for development, and foster beauty, truth, and goodness 3. **The Liberal model of work** 15. Work is not a single end like Schumacher suggests 16. Some people don't want the responsibility (doctor) 17. There is not one way all jobs must be, Yet it realizes some ways of living are better than other 18. It realizes we are affected by our work, affects who we are as human beings - Bad jobs, hard to sleep. Bad gut feeling in unethical jobs 19. Need to think how to make work better, but what makes something fulfilling can differ greatly among people (some people don't want a challenge) 20. MINIMUM STANDARDS -- jobs should ensure well being and offter some freedom of choice - Safety matters, jobs should help people grow their skills - If someone wants to chose a dangerous job, let them do it, don't force a person though - Mixing things up and changing jobs can make work more interesting and good for mental health - It can be hard to change jobs, no one should have to stay in a harmful job though Employee Rights 1 Three senses of rights 1. Legal rights 1. Rights coming from legislation - Minimum wage 2. Rights coming from Judicial rulings - Trans people cant be fired just for being trans 2. Contractual rights 3. Rights explicitly set out in a contract between thr employee and employer - Right to 3 weeks of vacation - Union contract - Can go further than law ex) break every 3 hours instead of 5 3. Moral rights 4. Rights independent of law or contracts 5. Often legal and contractual rights are based on the moral rights 6. Derived from respect for persons - Kant says youre a rational being 7. "human rights" 8. Can often go beyond contraction and legal rights - No contract says you should be paid for youre work, theres still a moral right Two understandings or senses 1. The right to be left alone 1. No peeping tom please 2. I don't want to wear a go pro or swallow that air tag 3. Pls don't drug test me 2. The right to control information about yourself 4. Ferpa (I have a right to not let teachers tell my mom my grades) 5. HIPPA Utilitarian justification When is privacy violated in the weork place 1. examples 1. how old r u 2. Are you on HRT 3. Did you get bottom surgery 4. Do you have cancer, I don't want a sick employee 2. Employers wrongly infringe upon privacy when they desire information that id irrelevant to doing the job 5. Im gonna fire you cuz you smoke week \>:( 3. When information is collected or stored when there is not informed consent from the employee 6. Please don't take my hair strands and make a clone of me 7. Please don't secretly monitor my search history on my personal phone Discussion 7 If I won 100 million dollars I would immediately quit my job. I just turned 18 and still live with my mom, so I would buy my own car and house that is closer to a big city. I currently live in the middle of nowhere and can\'t stand being so far away from everything. I\'d probably spend most of my time traveling, learning new hobbies, and playing games. When I eventually get bored I\'d take on many small jobs. I could sell things online, try to become an interpreter, or work somewhere that I could pet dogs, like maybe a grooming service. I would 100% be there for the dogs rather than the money or people. Right now, I feel that the conventional model of work best describes my situation. I don\'t really enjoy my job, but I do it because I need the money. Working is a necessary part of my life, and being a cashier doesn\'t exactly bring joy to my day. The liberal model of work is also relevant, some people enjoy easy tasks, while others thrive on challenges. When I can advance in my future career, I\'d want my job to be challenging but still manageable. I think Warren Buffett still works despite his wealth and age because he enjoys it. He seems to fit the idea that people work for fulfillment, as he probably likes to stay busy to prevent boredom. Plus, at his age, he\'s likely done a lot already, so it\'s kind of like the older people who work at places like Walmart just to socialize. First Formal Paper You should write a three-page paper on the ethical issues around \"quiet quitting.\" What is quiet quitting? What moral issues are there around quiet quitting? What implications does it have for busineeses and employees (health, satifaction, etc)? How should ethical leaders handle concerns around quiet quitting? Please consider what we discussed about moral leadership, theories of work, and the general moral theoreis (Virtue Ethics, Utilitarianism, Kant, etc) that we have discussed. Is there an obligation to do your best at a job? Here are two articles that you should consider (summarize) in your paper: [[https://www.thehastingscenter.org/quiet-quitting-undermines-human-flourishing/]](https://www.thehastingscenter.org/quiet-quitting-undermines-human-flourishing/) and [[https://hbr.org/2022/09/when-quiet-quitting-is-worse-than-the-real-thing ]](https://hbr.org/2022/09/when-quiet-quitting-is-worse-than-the-real-thing) Give their arguments and then analyze them. Are they right? Where do they agree and disagree? How hard should someone work? Give an example from your own life in the paper. You should use the general guidelines for writing a philosophy paper and write for someone who is not in the class that is an intelligent person. The paper is due **Oct. 11 here** via safeassign.  Outline **I. Introduction** - Definition of quiet quitting - Disengage from their work without formally resigning - People do the minimum required to meet job expectations - Overview of its rising prevalence in the workplace (why is it popular) - Dissatisfaction, burnout, or lack of appreciation from employees - Tiktok and covid - "not quite quitting your job but your quitting the idea of going above and beyond" "your worth is not defined by your productive output" [[https://www.tiktok.com/\@zaidleppelin/video/7124414185282391342?is\_copy\_url=1&is\_from\_webapp=v1]](https://www.tiktok.com/@zaidleppelin/video/7124414185282391342?is_copy_url=1&is_from_webapp=v1) July 25 2022 - Purpose of the paper: to explore ethical implications and responsibilities - Through virtue ethics utilitarianism and Kantian principles **II. Understanding Quiet Quitting** - Description of quiet quitting behavior - Not literal resignation - Mental withdrawl from working - Only do whats necessary to avoid getting fired - "Quiet quitting refers to employees who disengage from their roles for an extended period before eventually leaving their positions. This trend is also known as silent quitting, silent resignation, soft quitting, and quiet resignation. Unlike more overt resignations, where employees provide formal notice, quietly quitting typically involves gradual disinvestment in work tasks, reduced communication with colleagues and supervisors, and a general lack of enthusiasm for the job." [[https://www.paychex.com/articles/human-resources/quiet-quitting\#1WhatIs]](https://www.paychex.com/articles/human-resources/quiet-quitting#1WhatIs) - - Common reasons for engagement in quiet quitting (burnout, undervaluation, etc.) - Work stress - Burnout - Feeling undervalued or overworked - "Lack of recognition: Employees who feel their contributions are not acknowledged or appreciated may become disengaged and eventually leave quietly. - **III. Moral Issues Surrounding Quiet Quitting** Do employees have an obligation to give their best? - Kantian perspective on duties and respect for self and others - Disengaging might not be fulfilling their duty their job expects of them, making them viewed as a failing to respect their own potential, and their coworkers potential. - Focus on actions principles rather than the results, "When you're motivated by the right principles, you overcome your animal instincts and act ethically." [[https://www.dummies.com/article/body-mind-spirit/philosophy/ethics/ethics-for-dummies-cheat-sheet-209060/]](https://www.dummies.com/article/body-mind-spirit/philosophy/ethics/ethics-for-dummies-cheat-sheet-209060/) - Youre a rational being - It takes a lot of effort for someone to betray their morals they follow and are bound toos - Ppl who poses as rational thinking and are "free" will also - When you go against the grain(lazy imployees) you have your own self dependence, you don't rely on what they do, you just do what you need - Individuals have their own moral grounds - Ppls who aren't taught bare minimum work ethic - "For Kant then, if [[the work is meaningful]](https://www.jstor.org/stable/25073937#metadata_info_tab_contents) and provides us an opportunity for self-improvement, there may be good reason to exceed expectations. It does not, however, provide a general obligation to exert extra effort. And such a duty would certainly not apply to work of drudgery or morally compromised work. If anything, Kant would more likely object to some modern business practices, such as treating workers strictly according to their contribution to the bottom line rather than as ends unto themselves." [[https://www.prindleinstitute.org/2022/09/the-ethics-of-quiet-quitting/\#:\~:text=Immanuel%20Kant%2C%20for%20example%2C%20held,is%20necessarily%20alienating%20and%20problematic]](https://www.prindleinstitute.org/2022/09/the-ethics-of-quiet-quitting/#:~:text=Immanuel%20Kant%2C%20for%20example%2C%20held,is%20necessarily%20alienating%20and%20problematic). - Whats the morale baseline or foundation - An action is morraly good if it is determined by a principle of pure reason, irrespective of the consequences, it is hoped that the consequences of good actions are good too (morally good if they do it for good, just hope results are good too) - - B. Utilitarian Concerns - Impact on overall happiness and workplace productivity - Short term relief for the individual - Harm the team and workplace morale - Maximize happiness and minimize suffering - If many employees quiet quit then overall productivity declines. - Whole company's shit now - C. Virtue Ethics - Importance of cultivating virtues like diligence and responsibility - Balancing personal well-being with work commitments - Character matters above all else - "Virtue ethics states that character matters above all else. Living an ethical life, or acting rightly, requires developing and demonstrating the virtues of courage, compassion, wisdom, and temperance. It also requires the avoidance of vices like greed, jealousy, and selfishness." [[https://www.dummies.com/article/body-mind-spirit/philosophy/ethics/ethics-for-dummies-cheat-sheet-209060/]](https://www.dummies.com/article/body-mind-spirit/philosophy/ethics/ethics-for-dummies-cheat-sheet-209060/) - Moral philosophy that emphasized a persons character and personality traits instead of their actions - You lack ur own virtues tsk tsk - But it might mean you are so smart you prioritize your mental health over toxicity (soad reference :0) in the work environment - "Virtues need to be balanced. A person must set boundaries on their paid work in order to invest time in family, volunteering, or other pursuits. Likewise, the virtue of hard work presumably does not demand suffering or extensive sacrifice, and this places limits on how much one owes their job even if they believe in the value of hard work as such." [[https://www.prindleinstitute.org/2022/09/the-ethics-of-quiet-quitting/\#:\~:text=Immanuel%20Kant%2C%20for%20example%2C%20held,is%20necessarily%20alienating%20and%20problematic]](https://www.prindleinstitute.org/2022/09/the-ethics-of-quiet-quitting/#:~:text=Immanuel%20Kant%2C%20for%20example%2C%20held,is%20necessarily%20alienating%20and%20problematic). Dumbing that down \^  A. Should you always give your best effort? - Respect for yourself and others (Kantian view)  B. Does it hurt everyone's happiness? - How it affects work and productivity (Utilitarian view)  C. What about personal values? - Importance of being responsible and caring (Virtue Ethics) **IV. Implications for Businesses and Employees** - A. Effects on Employee Well-being - Potential long-term consequences of disengagement - Stress and dissatisfaction - Initially feels like a solution to feeling overworked - Lack of fulfillment (talk abt Human fulfillment model of work) - B. Impacts on Business Performance - Team cant team good anymore - Overall productivity decreases - Lack of engagement means lack of creativity and innovation - - C. Cycle of dissatisfaction in workplace culture - Oh theyre not doing much cuz they don't like this place so im not gonna do much either - Now the whole companies shitty and full of sad mopey people **V. Analysis of the Articles** - A. Summary of \"Quiet Quitting Undermines Human Flourishing\" - [[https://www.thehastingscenter.org/quiet-quitting-undermines-human-flourishing/]](https://www.thehastingscenter.org/quiet-quitting-undermines-human-flourishing/) - B. Summary of \"When Quiet Quitting is Worse Than the Real Thing\" - [[https://hbr.org/2022/09/when-quiet-quitting-is-worse-than-the-real-thing]](https://hbr.org/2022/09/when-quiet-quitting-is-worse-than-the-real-thing) - C. Comparison of Arguments - Areas of agreement and disagreement - Different approaches to addressing the issue **VI. The Role of Ethical Leaders** - A. Importance of fostering a supportive work environment - Making employees feeled valued and recognized for their contributions ot the company - "Fair and equitable pay remains a crucial motivator for both star performers and silent quitters. Also, consider how offering benefits such as health insurance, employee assistance programs, and financial wellness tools can help employees prioritize their mental, economic, and physical well-being." [[https://www.paychex.com/articles/human-resources/quiet-quitting\#1WhatIs]](https://www.paychex.com/articles/human-resources/quiet-quitting#1WhatIs) - B. Encouraging open communication and feedback - Proper communication - Accepting criticism - Willing to listen - "Keep a pulse on [[employee satisfaction and engagement]](https://www.paychex.com/articles/human-resources/improve-employee-productivity-in-workplace) levels through regular surveys or feedback tools and take action to address any concerns or trends that emerge. [[HR technology]](https://www.paychex.com/human-resources) can be an effective tool to help you analyze trends over time, identify whether [[employee benefits offerings]](https://www.paychex.com/employee-benefits) are being used, and pinpoint any workplace issues, for example." OR "For some quiet quitters, that purpose is found when an employer creates a culture where employees feel comfortable expressing their opinions and raising issues without fear of retribution, workloads are reasonable, and decisions are made in consideration of the staff." [[https://www.paychex.com/articles/human-resources/quiet-quitting\#1WhatIs]](https://www.paychex.com/articles/human-resources/quiet-quitting#1WhatIs) - C. Applying ethical theories to leadership practices - Utilitarianism and Kantian ethics in policy-making - Modeling ethical behavior creates a atmosphere of good morale - Prioritize mental health and work life balance - Employees are not slaves that only work work work, they have lives **VII. Personal Reflection** - Brief personal experience related to disengagement - Lessons learned and the importance of addressing issues directly - "only work when a certain manager is here" - Im no longer expected much of when working - Slight things such as setting up something for someone else can be seen as outstanding from the lack of effort that other employees have been putting it. **VIII. Conclusion** - Recap of key points - Importance of balancing personal well-being with professional responsibilities - Call for ethical leadership to create engaging and fulfilling work environments Okay im actually trying to write now WEEK 8 Employee Health and safety Do employees have a right to health and safety? How strong or firm are the rights to safety? - OSHA : occupational safety and health administration - Started 1970 - States whats legally required - Some think its not enough, but some think it goes to far - It should be as safe as is agreed to in the contract between the employee and the employer - Contractual idea - problems - The market isn't free for employees. - Employees cant judge job easily - Most risky jobs usually pay the least - Poor people get token advandtage of, they can just get up and go - Employees often don't have knowledge of what the safest or riskiest jobs are - Girls that licked the paintbrushes to put glow in the dark paint on watches - The first generation of problem happens here - When done individually issues of social justivce and public policy are ignored. PUT LAWS INTO PLACE - Say one in 50000 people die in a job yearly - Person thinks that's highly unlikely - 1 milion people work a year - 20 people here die a year - A workplace should be as safe as common practices - Deliveries are safe because people drive daily - A job might have high rates of leukemia, but it's the same amount of rate for smokers - Problems - It is very paternalistic. - Reply : maybe it is good to protect lives/capacities - Health and safety are not preferences that can be traded off - There are differences between the workplace and other risks. - We can avoid smoking - We cannot avoid workplace and risks involved Employment at will and due process Employee at will can be fired for any reason (or quit) allowed by law and protected by contract - Cannot be fired for race, sex, disability, age, starting a union, turning business in for OSHA violation because theyre protected by law - "I just don't like you" "you came in late last month" "I don't like your sweater" ur fired, is not protected by law - At will employee can be fired in Michigan for being gay, but not at MCC because contract prohibits it Should due process be required before firing someone? - Some says yes - It is unjust to fire people without providing a process and reasons to do so. - It is required when putting someone in prison, so why not here? - Some say no - It restricts individual rights to create their own conditions for work - I want a job where they can fire me for any reason - Michigan is an at will state, so no due process - Employees can quit for any reason, so employees should be able to fire someone for any reason - Due process limits property rights - Its my money and I don't want to hire you, I don't want to wait for process to be over to fire you - Due process will lead to inefficient workers - They don't wanna do the process so theyre not gonna want to fire me - Replies to concerns with due process - Employees are not on the same power level as employers. - Employers have most of the power - It is often more difficult for an employee to find a job than for an employer to find a new employee - Property rights are limited - You cant do anything you want with your property - You cant buy people - You need reason to fire someone - Lack of productivity - Is a good reason to fire someone - Employee rights might be stronger than any loss of efficiency Right to Work **Definition:** - Right to work means employees can choose not to join a union. (People can decide if they want to be in a union.) - Right to work laws prohibit closed shops, where union membership and dues are mandatory. (Closed shops make everyone pay dues to be in a union, but these laws stop that.) **Reasons Supporting Right to Work Laws:** 1. **Employee Autonomy:** Individuals should decide whether to pay union dues. (People should choose if they want to pay for the union.) 2. **Business Attraction:** Employers prefer states with right to work laws. (Bosses like states where they don't have to deal with unions.) 3. **Legal Protections:** Employees retain workplace safety protections regardless of union status. (Workers still have safety laws even without a union.) 4. **Union Formation:** Employees can still organize unions in right to work states. (People can still start unions in these states if they want.) **Reasons Against Right to Work Laws:** 1. **Weaken Unions:** Laws can diminish union power, affecting wages and working conditions. (These laws can make unions weaker, hurting pay and job conditions.) 2. **Free Rider Problem:** Non-paying members still receive union benefits. (People who don't pay can still get the good stuff from unions.) 3. **Work Requirements:** Paying dues could be seen as a standard work requirement, similar to uniforms. (Paying dues should be like wearing a uniform for work.) 4. **Negotiable Union Status:** Unions can be open shop (optional dues) without right to work laws; this can be negotiated. (Unions can decide if dues are needed, even without these laws.) WEEK 9 Employee Responsibilities - Employees are agents - Employees have a responsibility to obey, be loyal, and keep confidentiality. For the employer. - Keep the secret krabby patty formula - What are agents? Represent the agent, and act in best interest of their employer in turn for pay - Master/ servant relationship - The employee lacks expertise. So the employer know what you need to do and teach you - It is the property rights of the owner, its their money/business - These are agreed upon conditions - CRITICISM - Consent alone is not sufficient to excuse someone from other moral responsibilities - just agreeing to the job does not mean you should do illegal or immoral actions requested of you - Ex) if lead soiler ask a cadet to do something illegal or immoral they shouldn't do it - Employees are vulnerable when dealing with employers - They can easily be taken advantage of or harmed by the employer - Ex) enron would threated to fire people to get them "in line" - A more reasonable view - Employees should obey orders of the employer unless it is not job-related, not reasonable, or its illegal or immoral - "go pick up my kids from school" nah I don't gotta do that its not job related Conflicts of interest and honesty Conflict of interest: when personal interest conflict with professional interest - Nepotism: hiring and promoting friends and family - Kickbacks and gifts - If I give you a gift, I helped you, you help me now - Give the patient the medicine best for THEM, not what med you think the pharmacy will reward you for Honesty : we generally think employees have an obligation to tell the truth - Carr: Lying is permissible in business - It is just like a game of poker where it is acceptable to lie - "business is great!" irl ur abt to go bankrupt - Hey I got two other people that want this item, so you better buy it tonight or else it might be gone (nobody has talked to me abt it) - Why Carr is wrong and why we have an obligation to be honest - Lack of honesty does not allow for communication - You wont listen to me if you think im lying - Consequetionalist or utlitariasnism view - Ex) car salesman - Dishonesty treats people as a mere means - Why would you lie to me - Kant says never lie cuz its wrong to use people - Dishonesty harms the person who lies - You gotta keep your story straight - Makes you feel guilty - Honesty is a virtue : honesty leads to fulfillment. - Communication becomes possible as trust develops - Don't have to "keep your story straight" cuz its true Loyalty and whistle blowing Loyalty : is there a moral obligation of loyalty to an employer? - Ex) if a company trains you do you have an obligation to stick around (military yes cuz its contractual) - Duska says - There is no obligation of loyalty to a business by an employee - Why? - It is contractual - You are only obligated to follow the contract - Employers are not loyal so employees should not have to be either - Loyalty is just a way to exploit the employees - Reply back - We should be loyal. Many employers are loyal to their employees - Still pay people during covid - Managers have more obligations of loyalty given their importance in the company Whistle blowing : when an employee or other insider informs the public or government of something illegal, harmful, or unethical that is done by the business (external variety) Are employees obligated to blow the whistle? - Degeorge : YES - Even though it is a breech of loyalty, - Certain requirements must be met - There must be a threat of physical harm - The employee must work internally first (inform employer) - It must be done as a last resort - Reply to deGeorge - Is it only physical harm? What about emotional harm or harassment? - What if working internally will get you fired? Simon Senek performance vs Trust - Performance "on the battlefield" - Trust "performance in life" - Medium performance and high trust is better than high performance low trust Discussion 9 Morally, I should report the situation to someone powerful in my job, but I don\'t think I would because I do not know how harmful the waste really is. They might have reasons for their actions, and if they don\'t that\'s not my problem. According to DeGeorge\'s whistleblowing stance, it is appropriate to take action only when there is a real threat of harm, but in my current position I don\'t truly know if the waste is a problem. In this situation, I would consider asking my manager why we dump the waste behind the property instead of how we are supposed to. I think it\'s better to stay loyal to the employer rather than \"tattle\" on them for something I don\'t have all the information on. If I thought there was a real risk at hand, or my concern gets ignored and I don\'t get properly informed, I would rethink my decision. Trust and honesty are crucial for a workplace, and it\'s not worth risking my job on something that I don\'t have much control over. WEEK 10 Insider Trading Notes - Definition: Insider trading involves buying or selling securities (like stocks) based on nonpublic information obtained as an insider. - Ethics: It is considered unfair because: - It uses information that is not available to the public, giving an unfair advantage. - It harms those who do not have access to the same information. - Example: - Martha Stewart Case: - Stewart owned stock in a medical company. - The CEO, a friend of hers, informed her that their new product was not FDA-approved, and that this information would be public the next day. - She sold her shares before the information was released. - Once the news broke, the stock price dropped significantly, and she avoided a loss of \$50,000 by selling early. Product Safety - How safe should a product be? - Who is responsible for defective products or when something goes wrong? Consumer or manufacturer. - Two understandings of responsibility - Who caused it tells us who is responsible - If I push you off a cliff im responsible for your death - Is the cause the manufacturer or the consumer - "it shouldbe never been made" - "the consumer shouldn't have stabbed themselves with the knife they bought - You can be held responsible if you should take care of something even though you didn't cause - If my child stole a watch I should still have to pay for it. - Three theories of product safety and responsibility Caveat emptor - Definition - let the buyer beware. The consumer is responsible for any problem with a product and harm caused - It is a contractual relationship between the buyer and seller, as long as there is not misrepresentation by the seller, it is the buyers responsibility. - Examples - This chair holds 500 lbs. it only holds 150 - I bought a shirt from temu that was shit and broke in 2 seconds - Criticism - Consumers and manufacturers are not equals - Consumers often lack knowledge on product safety - Consumers can agree to buy unsafe products - I will buy TNT for my 3 year old Negligence theory / due care theory - Definition - Companies have an obligation to take due care to make sure their product is safe - Recognizes that the consumer is not as knowledgeable as the manufacturer - Manufacturers have the duty to not put others at unnecessary and avoidable risk - If they could not have known the product would be unsafe, then the manufacturer is not responsible - Examples - Toy companies should not paint their toys with lead - If the COVID vaccine turns out to give people cancer in ten years, its not their fault - How do manufacturers ensure that they have taken due care? - Design - Safe design - Baby toy should not have small pieces that break off - My car should not explode when I get in a car crash - Product must be of high quality - My car is not put together well and falls apart while I drive it - Make sure there is good quality control - Information - Adequate information is given to customers to use the product - Tags on hairdryers that say don't put this in the bathtub - "This is not a step" on ladders - Criticisms - When has due care been achieved? - Ten cars? 20? 500? - It assumes the manufacturer can know how a product will be used - Sniffin whippets from whipped cream - Sniffing glue - Curling iron in my bathtub - It is too paternalistic - "parent like" - Should manufacturers always make the important decisions rather than the consumer if the Consumer knows what they like?' Strict Liability theory - Puts the most responsibility on the manufacturer for defective products - The manufacturer has the responsibility to take care of defects even if they could not have known about the defects using due care - It goes beyond the due care/ negligence theory - Example - Phone use over 50 years causes brain cancer - Asbestos, tested and approved, decades later it was found to cause mesothelioma (cancer) - Advantages - The cost of the defects become part of the price of the product (insurance) - Football helmet companies use insurance in case someone gets brain damage from their helmet - The internalization of costs is thought to be more efficient - Makes the football helmets more expensive - The product is not overproduced and manufacturers are required to take due care - Criticism - The theory is unfair to manufacturers - Justice seems to demand compensation only if the problem was foreseen - What if the consumer misues the product - Whippets - The theory would encourage carelessness by the consumer - Im gonna slip and fall so I can sue - Im going to jump on this sewer cover as hard as I can - It will lead to very high insurance and cause many products to just not be made - There have not been as high as payouts as thought and some states have caps - Thers not as high as payouts as ppl think Pricing : What is a fair price? - A fair price is what people agree to pay and sell - If buyer and seller agree - Critisismc - Buyer doesn't have full info to make a rational decision - Can be hard to find info for medical stuff - Funeral homes have to post their prices now, they used to just bill people afterwards with a surprise bill - Price gouging - Raising the price of needed products where there is a real or apparent shortage - Menards was sued for raising price of masks and cleaning supplies when covid hit - Law prohibits them from doing this by more than 20% of the former price - It takes advantage of people - Monopolistic pricing/ price fixing - When limited options for consumers due to few or no competitors in the market - In some prescription drugs like Epipens - Occurs with OPEC countries fixing oil prices - Oil producing countries that set how much or how little oil they will produce to set the price of oil Discussion When I was young we had lawn darts. They were heavy metal darts that would be thrown into the air toward a circle in the yard. They were very dangerous (many injuries and three children died in the 19 years they were on the US market) and have been outlawed in the US and Canada. What is an example of an unsafe product that you have had or observed? What made it unsafe? Who should be held responsible if someone gets injured from the product? Explain your answer and consider the theories discussed in this chapter. During Christmas when I was about 6 years old, I got a flying fairy toy that would float above the users hand. It was my favorite toy for the 2 days I was aloud to have it. It often messed up and would fly completely off course and it's spinning skirt propeller would hit and run into people. Usually this was more of an annoyance, but it lead to some close calls. Often the toy would get caught in my hair, and despite the fact it was designed to stop, mine malfunctioned and continued to spin until it would pull out chunks of my hair. It also flew into my little brothers head one time and almost hit him in the eye, it didn't, but that could have been a much worse situation. I think that this is a misuse of the user and manufacturer responsibility. I shouldn't have been so reckless with it, but also this should have been thought out as it's a toy for kids, and kids aren't known to be careful. The fact that it failed to stop spinning when coming in contact with something raises concerns about the manufacturers duty to ensure safety. When observing the situation through a Caveat Emptor perspective the buyer would be at fault for injuries if the toy was marketed with warnings. I found that 9 years ago the company posted a YouTube video stating the safety precautions that should be taken, and emphasizing that hair should be tied back. This also is a form of negligence or due care since the toy was supposed to stop spinning but would not. This could have been from false programming or something wrong in the manufacturing process that should have been observed more closely to make sure that faulty products are not released. This suggests that the company failed their duty to adequately test and ensure product safety before releasing the toy. Also, this is a video of the toy that I think everyone should watch because it's a funny mishap. [[https://www.youtube.com/watch?v=V-qwrWw3Q0s]](https://www.youtube.com/watch?v=V-qwrWw3Q0s)