MGMT – 01 – Compensation/Discrimination – Family Business Case Study Analysis

This paper aims at analyzing ethical and legal notions surrounding a case study that relates to the laws of employment. In this case study, the stakeholders are the R & S Electronic Service Company’s management and the employees of the company. Both the stakeholders have varied interests: the management’s main interest is to see that the company succeeds in making profits. It is, also, interested in keeping the confidentiality of employee pay scales and salaries. It is, also, essential to note that the interest of all the stakeholders is follow the company policies while undertaking their policies.

In regard to legal analysis, there are employment or labor laws that are significant to this particular case. The National Labor Relations Act is the first law that can apply to this case. This law enables employees working for the private sector to take cooperative negotiations especially for the terms and conditions of work (Morgan & Rotunds, 2014). As seen in the case study, payroll manager understands the salary discrepancies that exist in the company, but cannot raise complains since the general manager already had informed her about the consequences. The second law that applies to this case is the Fair Labor Standards Act that stipulates guidelines for overtime payment and wage programs for employees working in both private and public sector. In this regard, issues to do with pay scales and salaries are treated with a lot of confidentiality since payment of such salaries does not follow the correct channels. This is evident from the payment disparities witnessed in the case study between Greg and other service technicians.

The Civil Rights Act is another law that essentially applies to this case in the sense that it safeguards employees against any form of discrimination on whichever basis be it gender, origin, race or color (Morgan & Rotunds, 2014). In the case study at hand, it is clear that Greg receives more favors than other employees because he shares a fraternal relationship with the general manager of the company. This is why, despite their great performances, other employees receive low remuneration. The federal authority should levy heavy fines to management for violation of labor laws. It is, therefore, essential for one of the employees to speak out, especially now that the payroll manager has the information so that the United States Department of Labor can intervene and correct the situation.

Ethical reasoning and moral improvement is the most essential concept, which the payroll manager should embrace in order to solve the problem (Levin & Mather, 2012). In regard to the case study, it is evident that different conditions of any given scenario provide basis for varying views. An instance is evident where some situations present conditions that require the manager to cooperate with the dishonesties of the company while other situations present conditions of direct dishonesty to the manager. This is why Jane is confused about speaking about employee discrimination or keeping quiet in order to retain her job. In this case, ethical considerations are at the center stage of influencing reasoning and the entire decision making process. Since individual honesty and moral obligation are ethical issues that arise from dishonesty in this case scenario, it is essential for Jane to consider the situation of the discriminated employees and hence report the matter to Brad.

Application of the rights theory is essential as it can enable Jane make ethical decisions through comparison of the consequences of reporting to the management and remaining silent regarding the unethical conduct that prevails in the company. This theory is essential for ensuring that all decision making levels show respect for the rights of all the stakeholders (Morgan & Rotunds, 2014). These rights include sovereignty of speech, the freedom of conscience and communication, and free consents. This theory advocates that the manager has an essential responsibility to report any instances of unethical conduct using the provided jurisdictions. In this regard, Jane’s continuity to work in the company will be enjoyable only if she exercises the guaranteed constitutional rights, which thus will enable her promote the moral value.

The arguments of this theory further indicate that if resource circulation happens in a fair and transparent manner, then circulation method is just and should be recommended regardless of the disparity levels experienced (Levin & Mather, 2012). It further insists that an act of morality is the kind that promotes the rights of other people as opposed to interfering with them. Individual privileges can be emphasized if reasoning regards this theory that allows people to be free in their actions only if they do not interfere with other people. Therefore, putting an end to contravention of labor laws is the best decision that Jane can make.

To conclude, it is essential to consider ethical reasoning while making actionable decisions. However, it is significant to note that this will differ depending on the kind of situation that is being experienced. Therefore, incorporation of personal integrity and moral values is essential while making decisions in a setting such as the one provided in this case study. This consideration will give rise to decisions that support the interests of all stakeholders in general.

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