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Letter to a European Philosopher

Letter to a European Philosopher - Ethical Decisions...

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Ethical Decisions Scenario Analysis 1 Ethical Decisions Scenario Analysis Ronda L. Brewer PHI/105 February 26, 2011 CHRISTOPHER ALLEN
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For each of the following scenarios answer the questions and explain whether your answers fit with traditional or modern ethical thinking. After you have finished responding to the scenarios, discuss whether you generally make ethical decisions using a traditional or a modern ethical model. Provide an example using an experience you have had in your daily life. Scenario One You are a manager at your current company. You receive a call requesting a character reference for an employee you know to be unreliable and dishonest but who has not broken any rule directly. a. What should you tell the prospective employer? b. What type of information would you tell the prospective employer? c. How would what you share be to your advantage or disadvantage? Response to Questions A) Knowing that I am the employee’s manager, I would have to take the responsibility in telling the prospective employer the real truth. I would tell the employer that I will not be able to give a report on my personal opinion about the employee who was dishonest and unreliable because they have not broken any rules and had never received any official reprimands. B) The information that I would give a respected employer is by giving information about character, in a character reference. This kind of reference is usually made up of positive traits that an employee may have. For instant; how the employee learns so quickly and works very well as a team member. If the employee does not have positive traits, then you would have to politely say no, thank you. C) Not getting bad-mouthed to an employee would be a good advantage because then you would not get sued afterwards. When the employee gets the job, then that employee would not be your problem anymore and it should be handled very carefully. The disadvantage is that you cannot tell the employee ahead of time about the other employee’s problems, but if you do not have any hard facts like reprimand, then you cannot really say anything to that employee about these issues.
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