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Gabriela's Ethical Dilemma at Work

Gabriela, a Filipino employee at a U.S. firm, encountered various issues in her first month including racism, prejudice, and communication challenges. She reported these concerns to HR per their recommendation. Later, Gabriela learned that two Asian friends accessed computer files without authorization to get revenge on bullies, putting her in an ethical dilemma. HR suspended the bullies for a week but terminated her friends, which Gabriela found unfair due to a lack of transparency in the deliberation process and inconsistent application of consequences.

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183 views3 pages

Gabriela's Ethical Dilemma at Work

Gabriela, a Filipino employee at a U.S. firm, encountered various issues in her first month including racism, prejudice, and communication challenges. She reported these concerns to HR per their recommendation. Later, Gabriela learned that two Asian friends accessed computer files without authorization to get revenge on bullies, putting her in an ethical dilemma. HR suspended the bullies for a week but terminated her friends, which Gabriela found unfair due to a lack of transparency in the deliberation process and inconsistent application of consequences.

Uploaded by

jpvgarcia17
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Performance Task

Resolving Issues and Dilemmas

Gabriela is the first Filipino employee of a U.S. firm specializing in business and information. During her
first month, she already encountered various issues and concerns that affected her and the company.

Problem #1:
As a new employee from a foreign country, Gabriela has experienced racism and prejudice. She faced
subtle racially motivated actions each time she passed through to other departments.

Solution:
Gabriela should focus on striving to do her best, act morally, do the right thing, and don't let those
negativities in her head. Let her performance and achievements speak for itself. She must, however, thoroughly
document any instances of intolerable racism and prejudice in order to create an important record in case the matter
escalates. This documentation will serve as evidence for addressing the issue effectively. Gabriela should then report
her concerns to the HR department since it is responsible for workplace inclusivity and discrimination matters. It's
also a good idea to speak with her direct manager or supervisor, since they may not be aware of the problem and can
be needed in getting it resolved quickly.
In the workplace, good leaders drive positive change for everyone's benefit. Upholding integrity is vital for
teamwork, career growth, and guiding others to success. If these steps fail to resolve the problem, Gabriela may
want to explore opportunities at other companies. While salary is important, one's sense of value and respect in the
workplace also influences job satisfaction and retention.

1. What professional issue did she encounter regarding this problem?


The professional issue that she encountered was “Communication challenges” since she is the first
Filipino employee and came from a foreign country so, there could be a language barrier which hindered
their communication. These difficulties, along with her encounters with racism and prejudice, might have
led to mental health issues like increased stress and emotional discomfort, which in turn might have
affected her general wellbeing and productivity at work. It's also possible that these challenges worsened
her feelings of isolation at work, which makes it even more important to take care of these problems as
soon as possible.

2. What ethical issue(s) did the other departments commit?


The ethical issue that the other departments committed is “Discrimination and Harassment”. Their
behavior, which was targeted at Gabriela due to her race and national origin, violates ethical principles by
fostering a hostile and discriminatory work environment. These behaviors also contribute to "Toxic
Workplace Culture”. These actions not only violate moral and legal standards, as racial discrimination is
illegal in many countries, including the US, but they also reflect poorly on the leadership and the company's
ethical values. It's crucial to recognize that while superiors may not have full control over their staff's
behavior, they can set an example and influence the workplace atmosphere. Just like what Robert Noyce
said, “If ethics are poor at the top, that behavior is copied down through the organization”.

Problem #2:
Gabriela became friends with two other Asian employees in the company. They would share their progress
at work and would always have each other’s back. Days later, one of her friends revealed that she would often
access the files of the bullies from other departments to avenge themselves and add files that could jeopardize their
jobs. Because of this, Gabriela is stuck in an ethical dilemma.

Solution:
Gabriela must point out how important it is to keep work and personal affairs separate and to act
professionally. It is necessary to educate her friend that although she could understand the frustration brought on by
bullying, accessing and altering files in order to seek revenge is unethical and could cause harm to the company as a
whole. Her feelings are understandable, but her actions are unacceptable. Gabriela must give her friend a chance to
own up to her mistake and make amends, or else she will personally report the friend to the admins. In order to
resolve the moral dilemma and prevent any repercussions for the friend and the company in general, it is important
to encourage open and honest communication. Gabriela may also suggest alternative appropriate ways for dealing
with such matter, like reporting the harassment to HR. This ensures that disputes are resolved in due process and
without jeopardizing the organization's or its employees' integrity.

1. What two (2) ethical responsibilities contrast in this dilemma?


The actions of Gabriela's friend produce a dilemma between the need to honor confidentiality and the
responsibility to protect the privacy of those whose files were accessed. Unauthorized access to files as
well as potential manipulation of them endangers not just the security of the company's data but also
the privacy of the individuals whose information has been accessed. To respect privacy, one must take
steps to prevent unwanted access or unauthorized use of one's personal information and data. The
purpose of this ethical obligation is to protect people's rights and keep them safe from harm or
unauthorized access. Honoring confidentiality, on the other hand, means keeping sensitive information
private and secure, which is necessary for compliance with the law, company operations, and
credibility.

2. What professional responsibility did her friends fail to accomplish?


The professional responsibility that her friends failed to accomplish is "Access computing and
communication resources only when authorized to do so" since Gabriela's friends accessed computing
resources of their bullies without proper authorization. This responsibility highlights the need to follow
rules and permissions when using computers and communication resources. Unauthorized access can
harm people and organizations, including privacy breaches and data tampering. So, it's necessary to
obey professional standards when using these resources, as not doing so reflects poorly on integrity
and might lead to legal problems.
Problem #3:
Gabriela finally raised the issues to HR, and every party involved was called to further discuss the situation.
The bullies from other departments were suspended for a week, while her two Asian friends were subjected to
termination. Gabriela found this unfair.

Solution:
Even though it's unfair, her friends should face the consequences of their actions since what they did is
unethical or a grave offense in the company. Unauthorized access to files and potential data manipulation is a
serious matter in the workplace. Upholding the company's ethical standards and professional responsibilities is vital
for maintaining a fair and respectful work environment for all employees. As a friend, Gabriela can try to negotiate
with the administrators or HR to lessen the severity of her friends' punishment, such as seeking a suspension or
alternative disciplinary action. However, it's essential for her to do so without compromising her own ethical stance
or creating a perception of favoritism. On top of it all, the company's policies and ethical guidelines must be applied
consistently to maintain fairness and integrity in the workplace. Gabriela's intervention should be within the bounds
of what's ethically justifiable and fair to all employees.

1. What ethical issue(s) did the HR commit?


I can’t really think of ethical issues that the HR committed since the HR department appears to have
addressed the issues raised by Gabriela by taking action against the bullies from other departments and
her friends who engaged in unauthorized access to files. However, I also find the penalty unfair. So,
this could fall into “Unethical Leadership”, which involves making decisions or taking actions that are
considered unfair, inconsistent, or biased, which can have a negative impact on the workplace and
employees.

2. Which ethical responsibility was not observed during the deliberation of the consequences?
During the deliberation of the consequences, the ethical responsibility of "Being honest and
trustworthy" was not completely followed. This means that there may have been a lack of
transparency, relevant information might not have been shared, or there could have been a biased
presentation of the situation. Being honest and trustworthy involves being open and truthful in
discussions, ensuring that all parties have access to necessary information, and avoiding any deceptive
or misleading practices. In this case, not fully upholding this responsibility can lead to potential
misunderstandings and erode trust in the decision-making process.

Common questions

Powered by AI

Leadership in Gabriela's company can improve by actively promoting inclusivity and zero tolerance for discrimination, supported by meaningful diversity training and regular communication that reinforces ethical behaviors across all levels . Establishing clear, transparent channels for reporting and addressing grievances, and ensuring accountability from top leadership in modeling ethical behaviors, is crucial . Leaders can set a cultural tone that discourages unethical tactics like unauthorized file access, reinforcing professional standards and consequences consistently . This could mitigate current issues and create a more positive, ethically sound workplace environment .

Strategies to reduce discrimination and unethical behavior include implementing comprehensive diversity and inclusion training programs that educate employees about biases and promote respectful interactions . Cultivating an open workplace culture where employees feel safe to report concerns without fear of retribution and ensuring that all reported issues are addressed transparently and fairly is vital . Establishing clearly defined ethical guidelines and communicating these regularly, coupled with leadership commitment to model these values, can help instill ethical behavior as a norm . Encouragement of ethical decision-making through recognition and rewards could also reinforce positive behavior .

Gabriela's experience with racism and prejudice is indicative of a toxic workplace culture that fails to uphold inclusivity and respect, negatively affecting her morale and potentially leading to increased stress and isolation . Her friends' unethical access to files is another manifestation of this culture, where employees feel the need to resort to unethical means for self-protection or revenge . These situations reflect how a discouraging culture can undermine employee trust, morale, and adherence to ethical standards, fostering a climate of dissatisfaction and subversion .

Gabriela's experiences illustrate that ethical decision-making is crucial in navigating complex situations where personal relationships and professional responsibilities may conflict, as seen with her friends' retaliatory actions against bullies . Prioritizing ethical standards such as data privacy and integrity over personal loyalty emphasizes the importance of maintaining professional principles despite challenging emotional entanglements . Her situation serves as a reminder that ethical frameworks guide individuals in making decisions that uphold personal and corporate values, ultimately contributing to a fair and respected professional environment .

Human Resources (HR) plays a critical role in maintaining ethical standards by being the point of contact for employees to report discrimination and unethical practices, as depicted by Gabriela's need to report her experiences of racism . HR's responsibility extends to addressing these complaints through appropriate actions and ensuring that ethical guidelines and company policies are consistently applied, as seen when they took disciplinary action against both the bullies and Gabriela's friends . HR is supposed to foster an inclusive and fair work environment, yet the perceived unfairness in penalties indicates potential discrepancies in executing their ethical responsibilities .

Gabriela's recommended approach is underpinned by principles of integrity and documentation. She is advised to focus on her performance and integrity—allowing her achievements to speak for herself, which aligns with ethical principles of self-respect and personal responsibility . Additionally, thorough documentation of instances of racism or prejudice is advocated, which reflects transparency and accountability, crucial for creating evidence if the issue needs formal addressing . Reporting these issues to HR aligns with the principle of seeking justice and ensuring a fair work environment .

The effectiveness of documentation and reporting mechanisms is highlighted by their role in creating a formal record that supports employees like Gabriela in addressing discrimination issues credibly with HR . Proper documentation serves as evidence that can facilitate HR's intervention and resolution processes, ensuring that complaints are taken seriously and addressed systematically . It underscores the importance of structured reporting systems in empowering employees to voice their concerns without fear of dismissal or retaliation, thus promoting a fairer, more accountable workplace environment .

The dilemma highlights the tension between personal loyalty and professional ethics through Gabriela's situation where her friends are accessing and altering files unauthorizedly as an act of revenge. Gabriela is torn between the personal loyalty to her friends and the professional ethical standards that condemn such unauthorized access and potential data manipulation . Her friendship tempts her to protect her friends, yet professional ethics demand that she address the wrongdoing to maintain integrity and uphold ethical standards in the workplace .

Gabriela can approach HR or the administrators to discuss the perceived disproportionality of her friends' penalties, advocating for reconsideration by highlighting inconsistencies with the company's disciplinary measures or ethical standards . She can suggest alternative measures such as suspensions or mandatory ethics training, ensuring that her advocacy aligns with principles of fairness and justice . Importantly, Gabriela must maintain transparency in her intentions and reaffirm her commitment to ethical standards, avoiding favoritism while ensuring her involvement strictly advocates for organizational justice .

Gabriela's friends contravened corporate ethical standards by accessing and tampering with files without authorization, an act that violates data privacy and the integrity of information systems . Their actions demonstrate a failure to uphold the professional responsibility of respecting privacy and adhering to authorized use of company resources . Such unethical conduct compromises the security and trust within the organization, potentially leading to significant repercussions including disciplinary actions or legal consequences as part of enforcing corporate ethical standards .

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