QUESTION #1: Incident 1 – “An Ethical Flaw” (pg. 40)

Question 2-11: From an ethical standpoint, how would you evaluate the merits of Mr. Garbo’s employing Amber? Discuss.

Answer 2-11: I definitely think that the decision to hire Amber was extremely unethical. I don’t think that it was right for Mr. Garbo to pressure Mr. Davis into hiring his daughter when she didn’t show the motivation to attempt to find a job on her own. I understand that sometimes having “connections” is helpful, but when you don’t show that you’re worthy of the positon, you shouldn’t hire someone in just because you think that it will help you out professionally in the future. If Amber had shown that she was competent, able, eager and mature then it would be obvious that she may be suitable for the position. However, Amber did not possess these characteristics so Mr. Garbo’s decision was based solely on his business relationship with Mr. Davis. It is usually a bad idea to employ a friend or coworker’s son or daughter due to this fact. Just because they are a good worker, doesn’t mean that their kids will be too. (pg. 27)

Question 2-12: Now that she is employed, what course would you follow to address her on-the-job behavior?

Answer 2-12: I definitely think that Mr. Garbo should have a serious talk with Amber and try to help and encourage her to become a better and more productive member of their team. He should also let her know that is she doesn’t become more productive then she can and will be replaced. Just because her father’s connections got her the job, it doesn’t mean that she can skate by and be lazy and still be able to keep her job.

Question 2-13: It may be that Mr. Garbo viewed the hiring of Amber as strictly a business decision that would ensure receiving continued business from Amber’s father. What might be some negative results of this questionable ethical decision?

Answer 2-13: According to the text book, companies with weak ethical cultures experience 10 times more misconduct than companies with strong ethical cultures. If Amber is “allowed” to be lazy, come in late, and have others do her work, take longer lunches and leave early, then all the other associates that have seen her do this may try to take advantage of the situation and do the same thing. Even though a lot of them were good workers and productive in the past and the standards and morale of the whole company can suffer. Now that Mr. Garbo hired Amber, if he fires her it could definitely affect his business relationship with Mr. Davis, so he’s caught in an ethical dilemma. The only way to improve the moral of the company is to somehow get Amber to see that she needs to raise her performance where it is expected to be so that she can keep her job. (pg. 30)

QUESTION #2: Incident 1 – “I Feel Great” (pg. 74)

Question 3-23: Explain why Supreme must submit an affirmative action program.

Answer 3-23: Supreme must submit an affirmative action program because he in under a contract agreement with a government entity. Because of that he must demonstrate that workers are employed in proportion to their representation in the firm’s relevant market. In our text book it states under the Affirmative Action section that contractors are required to take affirmative action to hire individuals from underrepresented groups. (pg. 56)

Question 3-24: Generally, what should the program be designed to accomplish?

Answer 3-24: The program should be designed to accomplish that all goals established an actions taken to hire and move minorities and women up the organization. Since this is over $1 million contract, it should be mandated by OFCCP. A written Affirmative Action Plan is expected as well as annual filing of EEO-1 report. A pre award compliance review may also be in effect. (pg. 57)

Question 3-25: In conducting a utilization analysis, Michael discovers that although 30 percent of the general population of construction workers is black, only 10 percent of Supremes’ employees are black. According to affirmative action, what is Supreme Construction required to do?

Answer 3-25: The textbook also states, that if utilization analysis shows that the availability of blacks for a certain job group is 30 percent, then the organization should have at least 30 percent blacks employed in that group. If their company has less than 30 percent then they should make a goal to hire more to be at the utilization analysis standards. Unless Supreme Construction is exempt for whatever reason, if their status is non-compliant to AAP, the company is required to cancel, terminate or suspend the contact in whole or in part. (pg. 58)