Good Example Of Critical Thinking On Ethical Dilemma

As a member of staff in a company, I once experienced an ethical dilemma that involved one of the supervisors and a co-worker. The ethical dilemma revolved around the issue of mental harassment whereby the supervisor would keep pressuring one of my colleagues to overwork even when he was supposed to be on a break. It seemed as though the supervisor in question loathed the employee for reasons I was yet to understand. I was worried for my job if I tried to report a supervisor for harassment, bearing in mind that he was a superior in the organization. I feared being branded a troublemaker if I decided to report the co-worker who was displaying unsuitable conduct toward other workers. Regardless of the reason behind the mistreatment, I was aware that harassment was not in line with the code of conduct in any company. I feared that if things were not resolved promptly, physical harassment might ensue which would result to more adverse repercussions to the employee. Being one of the staffs, I was faced with the challenge of taking immediate action since employees regularly do not know what is expected of them to do in case they witness one of their superiors or coworkers harassing another member of staff, either physically, mentally or sexually.
Within the firm's employee handbook, it was not clearly spelt that workers won't be rebuked for reporting the distressing behavior or unsuitable actions displayed by co-workers. Nevertheless, despite not sure whether it was the most suitable thing to do, I decided to let go off my fear and face the bull by its horns. I went ahead and reported the matter to the managing director for it was overwhelming for me to keep on witnessing the manner in which the employee was allotted extra work without being given space for a breathe while the rest of the staff was operating in a stress-free environment. There was need to quickly resolve this workplace dilemma in order to avert situations such as loss of a job or infliction of any kind of harm to the employee. The worry of being resented by other members of staff or the risk of losing my job could not be compared to what the worker was going through. It was of more importance to set a more conducive working environment for any other person since discrimination and harassment have no place in a business that yearns to flourish.
My decision was mainly propagated by the believe that forming a culture of honor needs a well-articulated code of morals that openly tells employees the manner in which they should act so as to achieve goals as well as the company’s objectives under tolerable behavior. Equally significant, a culture that seeks integrity in an organization calls for an incentive system where employees are treated fairly so as to foster the organization’s values as well as its vision. The management had to assume accountability for monitoring as well as regulate the conduct of the entire employee regardless of their rank. Luckily, the managing director resolved the issue by confronting the supervisor and after thorough scrutiny, it was discovered that the employee was being discriminated on the basis of his ethnicity. Since the organization would never tolerate such grievous misconducts, the supervisor lost his job and the company’s employee ethos reinforced.