The Moral Dilemma Involved And How Organizations Can Resolve This Type Of Issue

The purpose of this paper is to examine an ethical dilemma faced by a company who manufactures critical components for a pacemaker developer. The consequentialist ethical theory of utilitarianism will be used to evaluate the moral implications this company has in continuing further manufacturing for their pacemaker client. An overview of utilitarian ethics will be discussed, focused primarily around 17th century philosopher Jeremy Bentham’s ideas about ethics. His framework will be used to present factors that influence the transistor company’s business decision. Finally, the Utility Test and Common Good Test will be applied to the company’s predicament to help determine the correct ethical course of action for this

America being one the most industrialized nations it is shocking to most to discover that it does not provide a more beneficial maternity leave when compared to its European counterparts. Not only is Europe leading the way for a lengthier leave of absence for new mothers, they also provide financial benefits to those families with newborns, to American society this is not considered a cultural norm, in fact it is even bizarre to some that having a child while in the work force would even be beneficial. Consequently, the difficulty in accessing a reasonable maternity leave in America creates long term effects on a child’s development.

Currently, the United States is the only industrialized country without a statute requiring all employers to provide some kind of paid time off for its employees to care for a newborn or a sick loved one. Data gathered from 38 member countries of the Organization for Economic Co-operation and Development (OECD) support this claim. Figure 1 shows the member countries and the length of maternity leave provided to all employees.

As we move into the new millennium more and more employers are allowing, some are even encouraging, their employees to bring their newborn babies to work with them. This is probably one of the greatest changes in child care norms that this country has seen in the past 30 years. Once upon a time, when a woman had a baby she almost always quit her job to raise her child, depending on her husband to support her and her child. Then along came the idea of maternity leave. This is when a woman takes a certain amount of time off to be with newborn. Once this time period was up, the woman still had a job to go back to. This meant that women no longer had to rely on their husbands for support. Unfortunately it also

Employee's Responsibility: To take reasonable care of themselves in the workplace and to be mindful of the effects of their acts and omissions. Policies and procedures are what differentiates each workplace. Every workplace should develop and implement policies and procedures which are relevant to the individual workplace incorporating the legislation from the 2 statements. for example, a newspaper shop would have a different set of policies than a care home because there are different tasks being carried out by the staff. Ethical Issues and Research • Human rights Individuals in the European union countries have among other rights, a right to life, to be free from torture degrading treatment, and discrimination and to have their privacy respected.

Creating a more efficient and fair maternity leave system in the United States requires policies that have women, especially mothers, at the center of the change. Policy makers can look at striving European countries, like Germany and the UK, for examples on how to initiate a fair and centralized maternity leave system. Both the United States and EU work with business organizations to create these leave policies, but the EU has been far more

The negative mind-set of employers on pregnant employees plays an important role in causing discrimination. Women’s performance ratings were seen to decline after being pregnant, from “superb” to “terrible” as shared by one victim of pregnancy discrimination. This is because they are perceived as “overly emotional, often irrational, physically limited, and less than committed to their jobs” as compared to their non-pregnant woman counterparts and are hence “less valuable and dependable.” There is also the problem of additional workload for remaining staff or the potential need to hire temporary staff to tide over the maternity leave period. To compound the issue, employers suffer uncertainty as to when the employee will return to work, or worse, the employee leaves for good after their maternity leave period. In fact, a study done shows that only 60% of women go back to work within two years of their maternity leave. It is hence unavoidable that employers, being cost sensitive, worry that all the extra cost incurred will ultimately become a meaningless loss if their pregnant employees do not return to work.

| |practices. Employers also have a duty of care for the well-being of employees and to ensure that employees are treated |

Pregnancy and early child development is a fundamental aspect of human society, and is pertinent to the development of a successfully functioning community. The developmental and social progress of any civilization relies on children, as they will compose the future working population. Therefore, a mother or father’s involvement in the child’s development is of extreme importance, which is why family leave has been implemented all over the world. Family leave refers to the period of time granted to the employee to care for their newborn child. As communities evolve economically, financial stability is necessary, for what is perceived to be socially successful for a child’s development, which is why paid family leave is popular throughout the world’s nations. However, ABC News reports that “the U.S. is only one of three countries in the world that don't offer paid maternity leave” (Kim, 2015); the same is true for paternity leave. The United States government has an interesting track record dealing with family leave, but in order to analyze what the US government and advocacy groups have done to solve this issue, there first needs to be an understanding on why this issue is so difficult to resolve. The arguments that support and oppose paid family leave in the United States are equally valid, therefore causing a stalemate in the attempted policy making of legislative bodies.

The Urban Institute published a case study that promotes the creation of national paid family leave policy in the United States. In the study, it is shown that this issue has been debated countless times in the past. George H.W. Bush even vetoed an unpaid family leave act during his presidency. This displays the struggles of enacting policy relating to this issue. The lack of a national paid family leave program in the US has left working mothers with three options: “return to work immediately after childbirth, quit employment, or take unpaid leave” (Urban Institute, 2017, p.3). The issue with these options include, loss of pay, unemployment, or the lack of parental presence in a child’s early development. Moreover, although some private companies offer paid leave, less educated and lower income mother have little access to this paid leave, which exacerbates their financial instability, keeping them in a lower societal class. This study found that not only is the current system is inadequate, but it is also inequitable, which causes financial hardships across the nation. According to the study, there has even been a 32% decrease in income after childbirth. Although this is the current situation, some states have enacted a statewide paid family leave program, which displays

Recently women’s rights and women’s equality in the workplace has come back to the fore as a topic for discussion in government agencies and the United Nations. Whilst this is a very important topic, when it comes to time off from work when a new child is born, women in the US have some provision, whereas men have none.

The problem to be investigated is the conflict that can arise within companies between doing what is right (or moral) and doing what is often viewed as more important the attainment of corporate goals. This conflict is highlighted in the case study involving Fannie Mae (FM). (Jennings, 2009) In this case, corporate executives choose to focus on corporate goals and meeting the market expectations, ignoring any moral issued witch conflicted with the attainment of their goal. (Jennings, 2009) To understand the reasons for the executives actions and learn from their mistakes and misjudgments the following topics are reviewed: 1) ethics and social responsibility, 2) the importance of devolution, 3) the power and value of incentive plans, 4)

Every single person should be aware of its rights and benefits as a worker in a company. A benefit that commonly women get is, “Maternity leave,” or “Family leave.” This an principally significant topic, since in some companies, and corporations this right is not truly respected, and some employees don’t know how to fight for their privileges.

A mere 12 weeks is the amount of unpaid maternity leave promised to working mothers under the Family Medical Leave Act (FMLA) in America. Although many mothers-to-be gladly take the dozen weeks off, American families are at a disadvantage compared to other families around the globe. The United States is the only industrialized nation in the world that does not guarantee or even offer paid maternity leave for working mothers; employers decide whether to provide paid leave for mothers. In the last few decades, more women have traded their aprons for briefcases. However, working women in the United States must choose to raise families while keeping their jobs. Currently, women in the United States must choose between their kids or their career. Mothers who decide to have families must stay at home with a new baby with no guarantee of a paycheck. New mothers should be guaranteed six months of fully paid maternity leave in the United States because they need to restore their health, paid leave helps the economy, and it promotes better health of the baby.

Despite the advantages of paid parental leave, the United States trails behind other developed countries in guaranteeing these options. In fact, America is currently “one of the only two nations (the other being Papua New Guinea) that do not guarantee paid maternity leave to new mothers” (Baum II and Ruhm 333). Last year, according to the Pew Research Center, only fourteen percent of workers had access to paid family leave (Desilver). Instead of choosing to extend paid leave for their employees, many American businesses opt to offer unpaid family leave that is available to almost ninety