Ethical Thinking
Facts
There are several facts in this scenario. First is that Ed is the Human Resources Manager at Ace Inc. Bob is the Chief Financial Officer, and Jane is the Assistant Human Resources Manager. Both Bob and Jane work under Ed. Jane is under Ed’s direct supervision, and she has been holding that position for two years. Bob is currently at the top of Ed’s s supervisory chain. Another fact is that ED is seeking the location of the Chief Ethics Officer (CETO) and has already been invited for the interview. It is also a fact that Ed is desperate for the job. He needs the job because he will get a double salary. He needs the salary to cater to his needs and also to care for his parents. His parents do not have a source of income because his father lost his job recently.
Issues
The first issue at hand is that Bob does not like Jane because she openly criticized how the end of the year bonus was calculated. Another issue is that Bob is pushing for Jane to be fired. Ed has no problem with Jane. He was happy with the way Jane criticized the calculation of the bonus. Jane has also received a positive rating from Ed, his immediate boss. Ed feels it is ethically wrong to push for Jane’s termination wrongfully. The stakeholders, in this case, are Ed, Bob, and Jane. Ed is in a dilemma and has to come up with a solution for the situation.
Possible Solutions
Ed has written down the following six possible solutions to this case. First, is to follow Bob’s instruction of pushing for the termination of Jane. The second solution is to explain the potential liability faced by Ace. He can also disclose to Jane about Bob’s suggestion. Bob can notify the other Search committee members of Bob’s request. Another solution will be looking for intervention from other supervisors who are between Ed and Bob. Bob can also decide to go to the CEO and explain his dilemma.
Evaluation of the possible solution
Following Bob’s instructions will be unethical. Pushing for Jane’s dismissal is wrongful termination, and the employer may be held liable for constructive discharge. Taking the initiative of explaining to Bob about the potential liability faced by Ace will help Bob understand about the rights of employees. Disclosing Jane about Bob’s suggestion is unprofessional. Such disclosure can lead to a strained work relationship. Notifying the Search committee is going way too far. Telling the search committee is going way too now. Looking for intervention from other trusted supervisors is better. Reporting Bob to the CEO is going overboard as it can cost Bob’s job.
Solution
Ed should take the initiative of explaining to Bob about the potential liability faced by Ace if they were to terminate Jane wrongfully. He should also look for intervention from a trusted supervisor. It seems Bob has a personal grudge against Jane due to the comments she made. The mediation will help Bob to understand that the observation was personal. Bob should be supported to draw the line between personal and professional relationships. He also seems to have a problem accepting negative criticism. The intervention will assist in helping him to take this criticism. It also appears that Bob does not uphold Ace’s core values of honesty, loyalty, and fairness. As the Chief Financial Officer, he was not honest in the bonus calculation. Jane also noted that the estimate was unfair, which is against Ace’s core values. Lobbying for Jane’s termination is also unfair. Bob should have addressed the issue professionally if, indeed, he was hurt by Jane’s comments.