Balancing Business Ethics Factors
The standards of behavior that guide moral choices about the conduct of the personnel in a business organization and the relationship with its publics are always referred to as business ethics the goal of these business ethics is to ensure the safety of the employees, management, and the external publics from suffering the consequences from the business activities of the particular organization
The span of business ethics is extensive and can be measured from different perspectives. In this case the organizations’ management should ensure that several ethical considerations must be balanced for the business to be successful in its operations and relations with its employees and the surroundings of its business. here we find that, many employees are neglected and are most often demoralized, not motivated in performing their duties in the particular organization, which eventually leads to the loss of the particular business or even the reduction in the number of the workforce.
Avoiding the Reduction in Number of Employees
Therefore, as business managers we need to find a way that their employees are enabled to get a frequent and significant recognition from their employers by coming up with a system to re-examine the performance of their employees. This system should include a precise communication that will bring understanding between the employees and the management team, under which the employees will appreciate the principles on which they are appraised thus, encouraging justice and equal opportunities in the organization. (Maund, 2001).
This motivation is meant to create change and build employees self-esteem and capacity to work, under this the managers have the responsibility of motivating their workers, when the organizational structure is experiencing changes, therefore the best ethical way of encouraging the employees is to have a plan that will define the environmental factors that will be able to bring an atmosphere of integrity, honesty, and confidence to the employees. (Maund, 2001).
Litigation versus Arbitration
In the cases where we find that many businesses prefer litigation where a number of employee rules are applied, where an employee signs a contract with his employer, then the employer is under the obligation to take care of the employees’ needs and position in the firm. According to the common law we find that the above cases lie under the Duty of Care, which says that if a man is near to another or near to a property of another, then there is a duty that lies on him not to do anything that may cause a personal injury to the other person or his properties. (Emanuel, 2004).
Therefore one should take a reasonable care to avoid acts that he can reasonably foresee would injure the other person these injuries may be caused by negligence in law which is defined as the breach of a duty caused by an omission to do something which a realistic man would do or would not do, simply it means the neglect of the use of ordinary care and skills by which the plaintiff suffers an injury. To claim an action in this law the plaintiff must therefore prove that the defendant owed him a duty of care, that there has been a breach of the legal duty and also he has to prove that he has suffered an injury either to his person or to his property, without the three points, then the plaintiff is not entitled to succeed in his action. Therefore as an employer one should ensure that his employees’ needs are taken care of depending on the type of contracts they signed. (Emanuel, 2004).
According to the above law we find that, the success of an organization depends on the employees using their full skills and knowledge in their production therefore these employees require motivation. The employee Motivation normally involves, the compensation system which is the activity of giving the employees what they really want most from work, it therefore makes the manager get his expectations from the employees.
Emanuel, S. (2004): Fundamental of Business Law, 4th Edition, Educational Publisher, New York.
Maund, L. (2001): An Introduction to Human Resource Management: Theory And Practice: Macmillan, Palgrave.