Termination

Sam is being asked to make the company more competitive buy whatever means necessary. J.B. knows that deciding to pay the gratuities opens the company to legal sanctions in the future, and by turning to Sam in this way, he is taking the onus off his own shoulders and placing it on Sam's so that whatever happens, Sam will be responsible. Sam is being asked to decide the issue over legal requirements vs. benefits to the company and to do so in favor of the company, but this is taking place in terms of corporate ethics vs. employee's ethics.

The company faces a business dilemma -- increased competition and an unfair environment -- and is turning this into an ethical dilemma by considering doing business in an unethical manner to compete with others already doing just that. The fact that "everyone is doing it" is not a defense or an excuse. Once the system crumbles, the company will be enmeshed in the illegality just as others are. Sam has to realize this and needs to decide how to handle the assignment he has been given. This is a case of short-term gain vs. long-term interests, and paying the gratuities would not serve long-term interests. J.B. has prided himself on remaining totally honest, and Sam should see that this continues. Sam needs to find other ways to get the permits approved, even to the point of exposing the seaminess of the system if necessary through suit.

This is an issue of safety vs. costs, and a simple cost-benefit analysis will not suffice to determine what should be done. The statement is made that spending the money does not make sense when the insurance company will cover the cost of product loss, but this is not the entire picture. Employee safety also has to be considered, and this individual is failing to see the nature of employee safety vs. cost to the company or the possible long-term costs if a unit does blow up.

That is the ethical thing to do. She knows that the assessment system has been implemented and explained to everyone and that everyone expects to be judged on that basis and not on the whim of one individual. Jenny has tried to assure the integrity of the system by having the outside consulting firm perform the evaluations.

ecause he could see that this company was skirting problems by moving them around instead of solving them, which would bring into question the value of the management force as a whole. The issue is one of company policy vs. personal values. It is evident that Gregory values specificity and concrete values and expects any company he works for to have these and follow them. He is unhappy as he listens to Linda Jensen because she never talks in specifics about important issues such as the goals of the organization and the company's expectations for workers. This vagueness extends to how employees are treated -- they are moved around until they do not bother anyone any longer.

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