Ethics

©Dr. Emeric Solymossy

Introduction

Emeric Solymossy Pronounced: Shoi moshi aka: “Dr. E”

Availability / Accessibility Office Hours:

Mondays: 10:30 am – 12:00 pm, 3:15 pm until 3:45 pm (60th

Street) Tuesdays: 1:00 pm – 2:00 pm (60th Street) Wednesdays: 10:30 am – 12:00 pm (60th Street) By appointment

Course Introduction Course Material

Syllabus http://faculty.wiu.edu/E-Solymossy/

“Text” (Required Readings) Assorted reading selections

Available on Line Power Point presentations:

http://faculty.wiu.edu/E-Solymossy/2010-481.htm

Rigor (expectations) Critical 10%

Competencies Values

Standards Behaviors

Tolerance Culture

Shaping of collective behavior

Realistic Course Preview

OUGH

YOU’RE BETTER OUGH

A ploughman with a face like dough and hands rough as

sandpaper, thoughtfully listened to the song "Scarborough Fair."

Soon, though, he slipped into a slough of reverie, in which he

coughed, hiccoughed, and then fell gently asleep.

Cell X

Cell 1

Cell2Cell 3

Awareness

Analysis

Evaluation

Critical Thinking

Critical Thinking Awareness (Discernment)

Information Gathering Using all senses

Verbal and written reflection, observation, experience and Reasoning

The information we gather is affected by our perspective (vision)

We cannot recognize what we don’t see We frequently can’t recognize what we do see.

We control how much we see Active / Passive

Critical Thinking Analysis

Break down complexities into manageable elements

Decomposition May involved deductive or inductive reasoning

Re-composition (Greek) to original principles Transformative (or interpretive) (logical form)

Related to Synthesis – which involves reconstruction

Requires understanding in Context May involved structured or unstructured

methods

Critical Thinking Analysis (Continued)

Based on skepticism Seeks justification

While based on intellectual processes, goes beyond informal logic and includes the assessment (likelihood of);

maintained beliefs prejudice, bias, propaganda, self-deception, distortion, misinformation, etc.

Critical Thinking Evaluation

intellectual criteria (beyond subject-matter divisions)

Clarity Credibility Accuracy Precision Relevance Depth Breadth Logic Significance Fairness

Critical Thinking Evaluation (judgment) = action

Systematic Determination

Significance Merit Value Worth

Goal is to provide feedback (guidance) Evaluation implies action

Attitude 3 components

Cognitive What we think

Affective What we feel (believe)

Intention to behave (Not the same as our actual behavior)

What is / are: Management Ethics Critical Thinking (Decision-Making)

Is there such a thing as the “right” view?

“The Judge”

From the Gutenberg Collection

A friend of a friend is pregnantShe already has eight children

three are deaf, two are blind, one is mentally retarded,

She herself has syphilis

Would you recommend that she have an abortion?

Adopted with permission from http://www.Businessballs.com, copyright Alan Chapman, 2003

Socrates, in Plato’s

Symposium

How ethical is the average How ethical is the average adult?adult?

How ethical are you?How ethical is the average

business person?

How ethical is the How ethical is the average adult?average adult?

How ethical is the average business person?

How ethical is the How ethical is the average adult?average adult?

How ethical is the How ethical is the average business average business person?person?

How ethical are you?How ethical are you?

Business Ethics & Golf 97 % of executives believe golf is a good way to

establish business relationships 87% bet money on golf (especially 55+) 82% of Executives admit to cheating on the golf course

87% have played with a someone who cheated 86% admit to cheating in business 82% say they hate people who cheat when they play golf

59% of executives believe how a person plays golf is similar to how they conduct business

73%: shows a person’s “true” character 67%: person cheating in golf would cheat in business 57%: hot head on course would have temper in office 10% of men, 19% women, feign sick to play golf

11% would rather hit hole-in-one than see son hit a home-run

From: Starwood Hotels’ Study: www.hotelonline.com/News/PR2002_2nd/June02_HOTGolf.html

How Ethical?

Source: Harris Poll of 1,256 adults, data printed in USA Snapshots, “USA Today, September 3, 1992, p. 1A Copyright 1994

Reasons Business People Act Unethically

. .

6 Reasons Business People Act Unethically

1. Rationalization2. Bad role models in the organization3. Peer pressure4. Difficulty in defining what is ethical5. Corporate culture6. Pressure from Superiors

From: “What is Ethical: Politics, Circumstances, Excuses Can Blur What is Right” by Michael S. Jones, ABC News.com, Feb. 21, 2002

Factors Influencing Promotion / Firing

Unethical behavior 28%Lack of motivation/work

ethic 18%Inappropriate use of

technology 14%Failure to follow instructions

9%Late for work 8%Missing assignment

deadlines 7%

Failure to take initiative Failure to follow

instructions Late for work Missing assignment

deadlines Poor communication

abilities Ineffectiveness in a team

Now 1990s

Technology: email, blogs, text messaging, cell phones, websites.

Ethical Philosophies Utilitarianism (Bentham & Mills)

Ethics of consequences Deontology (Kant)

Ethics of Duty (Ethical laws) Principles willed into Universal laws Treat people as ends (not means)

Virtues (Aristotle)

Ethics of Character

What is “virtue”

How do you know what is “good” and “right?”

How do you acquire “knowledge?” Can virtue (ethics) be “taught?”

“Can you tell me, Socrates, whether virtue is acquired by teaching or by practice, or if neither, then whether it comes to man by nature, or in what other way?”

“I do not even know what virtue is, much less how it is acquired.” (Plato — Dialogues)

"It is easier to fight for one's principles than to live up to them." (Generally attributed to Alfred Adler, 1870-1937, Austrian-born psychiatrist, colleague of Freud and Jung, founder of 'individual psychology' and first to define the inferiority complex.)

Critical Thinking

Information

Analysis

Evaluation

Time Frame

absolute

Relative

Philosophical framework

Teleology Deontology Virtue

Cognitive Dissonance

Principal Stakeholders

Conventional Principles Care Ethics Tests

Justice Rights Utilitarian Virtue

BEHAVIOR

Rationalization (Justification)

Core Values

P.L.U.S.

The Pyramid of Social Responsibility

Source: Carroll, “The Pyramid of Corporate Social Responsibility”, reprinted from BusinessHorizons (July/August 1991), pg. 39-48

Copyright © Houghton Mifflin Company

Internal

External

Integrity

Honesty

Promise-keeping

Fidelity

FairnessCaring for Others

Respecting Others

Responsible Citizenship

Accountability Openness

Experiences Family Associations

FaithSelf-ConceptBackground

Pursuit of Excellence

Books

Standard How we should behave Measure of character More than what you “must” do Sometimes, not doing what you “want” to

Exercise in self-control Commitment to do what is right, good, and

proper

The Individual in Context

Trust, Respect, Leadership?

Personal Integrity

Stages 1 – 2 (Egocentric)Stages 1 – 2 (Egocentric)Young children & Pre-adolescents

Stages 3 – 4 (Community)Stages 3 – 4 (Community)Teens & most adults

Stages 5 – 6 (Highly Principled)Stages 5 – 6 (Highly Principled)20% of Adults reach this stageOnly 5% - 10% consistently at level 6

Standard How we should behave Measure of character More than what you “must” do Sometimes, not doing what you “want” to

Exercise in self-control Commitment to do what is right, good, and

proper

Determinants of Moral Behavior

Characteristics(Moral Intensity) of the Issue

Social Characteristics

Relationships with “others”

Type of Relationships

Structure of Relationships

IndividualCharacteristics

SituationalCharacteristics

Level of Cognitive Moral Development

Cognitive Dissonanc

e

Recognizethe moral

Issue

Make aMoral

Judgment(establish

Intent)

Engage inMoral

Behavior

Steps towards moral behavior

It is time to elect the world leader, and yours is the deciding vote. Here are the facts on the three

candidates: He associates with crooked politicians and consults with

astrologers. He’s had two mistresses. He also chain smokes and drinks up to ten Martinis a day

He was ejected from office twice, sleeps until noon, used opium in college and drinks a large amounts of whiskey every evening.

He is a decorated war hero. He's a vegetarian, doesn't smoke, drinks an occasional beer and hasn't had any extra-marital affairs.

Which of these candidates would be your choice?

Franklin D. Roosevelt

Winston Churchill

Adolph Hitler

A friend of a friend is pregnantShe already has eight children

three are deaf, two are blind, one is mentally retarded,

She herself has syphilis

Would you recommend that she have an abortion?

If yes…. We would be without the music of If yes…. We would be without the music of BeethovenBeethoven

Susan Atkins worked on the assembly line at an automotive parts factory. Although she occasionally found the job tedious, she liked it nonetheless, especially the benefits and good wages guaranteed by her union contract. One day her boss of 12 years, Anthony Trotto, called her in and said he was planning to reclassify her job to one that was not covered by the contract. In the next few weeks, Susan met several times with Mr. Trotto and each time asked about job security. She was repeatedly assured that her job was secure and as long as she continued to work well, she wouldn't have a problem. Unfortunately, Susan's performance evaluations began moving toward the 'unacceptable" range and she was ultimately fired.

If you had been Susan, would you have sued? If so, on what grounds?

If you were the automotive company, what would your defense have been? Can an oral assurance be considered a

contract? If so, what assurances have you made

lately? How would they hold up in court?

How do you think the court would rule in such cases?

Actual Judgement in Similar Situation

Mullins v. Pfizer Inc. Supreme Court held for the plaintiff

(employee) Having announced an early retirement package,

and denying the benefits to retiring employees, the company treated employees unfairly.

The company was found to have misrepresented its intentions

Ethical Leadership

Sure signs that my boss (organization’s leader) exhibits ethical leadership are:1. __________________________2. __________________________3. __________________________

How do you measure ethicity?

What do we expect of: Leaders (Management) Subordinates Colleagues Acquaintances Friends

Close friends Very close friends

Business persons Customers Suppliers

The Surest Signs Of My Ethical Leadership

The surest signs of that my own leadership is ethical include:1. __________________________

and2. __________________________

and3. __________________________

Demonstrating Ethical Leadership Make no advance announcements. Wait until your policy

has been clearly defined. If possible, have an attorney review the policy to ensure

there is no ethical or legal breach. Avoid using phrases such as 'seriously considering' that

may hold false promise for employees. Meet face-to-face with employees to lay out the final

policy and to answer questions they have. Form a rumor-quashing committee to dispel possible

misunderstandings. Issue policy reminders and policy restatements several

different times in several different ways. If your organization does not have specific policies in

effect for various HR issues, assume a leadership position and begin to codify the consequences of changes so that fair and ethical treatment will ensue.

Using the P.L.U.S. Metric

P = Policies• Is it consistent with my organization's policies,

procedures and guidelines?

L= Legal• Is it acceptable under the applicable laws and

regulations?

U = Universal• Does it conform to the universal principles/values

my organization has adopted?

S= Self • Does it satisfy my personal definition of right,

good and fair?

It is time to elect the world leader, and yours is the deciding vote. Here are the facts on the three

candidates: He associates with crooked politicians and consults with

astrologers. He’s had two mistresses. He also chain smokes and drinks up to ten Martinis a day

He was ejected from office twice, sleeps until noon, used opium in college and drinks a large amounts of whiskey every evening.

He is a decorated war hero. He's a vegetarian, doesn't smoke, drinks an occasional beer and hasn't had any extra-marital affairs.

Which of these candidates would be your choice?

Franklin D. Roosevelt

Winston Churchill

Adolph Hitler

A colleague asks me if she could use your name for an employment reference. She has been in two of your classes and you’ve worked part time at the same company for a rather long time and know her well – you’re friends. She's a good person and a dependable person. But, deep down, you’re very uncomfortable about giving a job reference. You do not feel she has the skills or ability to tackle the job she is seeking. You would personally never hire her for that job. That's not to say she wouldn't be great in a lot of other things. But this position is not where her strengths lie. So what do you do?

Adapted From Mary V. Merrill, “Leadership and Ethics in Volunteer Management, April, 2002

What kind of friend and mentor would you be if you refused to give a reference? Besides, what harm is there. All you have to do is answer a few questions and keep your personal opinions to yourself. But if she gets the job and fails, have you really been a friend? Do you give a reference based on the value of loyalty?

A student asked me if she could use my name for an employment reference. She has been in two of my classes and she’s been a student aid worker with us for a rather long time and I know her well – we’re friends. She's a good person and a dependable person. But, I am very uncomfortable about giving a job reference. I do not feel she has the skills or ability to tackle the job she is seeking. I would personally never hire her for that job. That's not to say she wouldn't be great in a lot of other things. But this position is not where her strengths lie. So what do I do?

Adapted From Mary V. Merrill, “Leadership and Ethics in Volunteer Management, April, 2002

What kind of friend and mentor would I be if I refused to give a reference? Besides, what harm is there. All I have to do is answer a few questions and keep my personal opinions to myself. But if she gets the job and fails, have I really been a friend? Do I give a reference based on the value of loyalty?

She is not a good match for this job, no matter how much she wants it. She has great strengths, but not in the areas required in this position. If you give her a recommendation and she doesn't make it on the job that reflects on you as well. If she doesn't get the job because of you she will be disappointed and discouraged. Do you not give a reference based on the value of honesty?

A student asked me if she could use my name for an employment reference. She has been in two of my classes and she’s been a student aid worker with us for a rather long time and I know her well. She's a good person and a dependable person. But, I am very uncomfortable about giving a job reference. I do not feel she has the skills or ability to tackle the job she is seeking. I would personally never hire her for that job. That's not to say she wouldn't be great in a lot of other things. But this position is not where her strengths lie. So what do I do?

Adapted From Mary V. Merrill, “Leadership and Ethics in Volunteer Management, April, 2002

Adapted From Mary V. Merrill, “Leadership and Ethics in Volunteer Management, April, 2002

What kind of friend and mentor would I be if I refused to give a reference? Besides, what harm is there. All I have to do is answer a few questions and keep my personal opinions to myself. But if she gets the job and fails, have I really been a friend? Do I give a reference based on the value of loyalty?

She is not a good match for this job, no matter how much she wants it. She has great strengths, but not in the areas required in this position. If I give her a recommendation and she doesn't make it on the job that reflects on me as well. If she doesn't get the job because of me she will be disappointed and discouraged. Do I not give a reference based on the value of honesty? There is no "correct" answer to this dilemma. If you place a high value on honesty, the ethical response is not to give the reference and to explain your reasons fully. If you value loyalty, you may write a letter of reference carefully choosing your words to highlight her actual skills.

A student asked me if she could use my name for an employment reference. She has been in two of my classes and she’s been a student aid worker with us for a rather long time and I know her well. She's a good person and a dependable person. But, I am very uncomfortable about giving a job reference. I do not feel she has the skills or ability to tackle the job she is seeking. I would personally never hire her for that job. That's not to say she wouldn't be great in a lot of other things. But this position is not where her strengths lie. So what do I do?

Standards of Conduct DoD’s Standards of Conduct

http://www.dod.mil/dodgc/defense_ethics/ AITP’s Standards of Conduct

http://www.aitp.org/organization/about/conduct/conduct.jsp ASCE’s Standards of Conduct

https://www.asce.org/pdf/ethics_manual.pdf Engineers Ireland

http://www.iei.ie/ethics/conduct.pasp Engineers teaching ethics (interesting article)

http://www.onlineethics.org/CMS/edu/instructessays/davis.aspx Washington’s code of civility

http://www.foundationsmag.com/civility.html

What does it mean? In what context? Why it is so important?

What does it mean? How is it related to “Informed consent”