'Ethics in Business: Annotated Bibliography Essay\r'

'This member discusses how corporations should aim to be responsible for more(prenominal) than just advance maximization. The writer goes into the discussion of how curtailment a conjunction violates the mental and social contracts in the employer-employee relationship. The write seems to support the whim that employees should capture a since of security in their pedigree as broad as he or she is productively advancing the goals of the organization. Downsizing productive employees harms the object lesson of the union and violates the trust that hard work piddle a shipway an employee valuable. The author states that he believes drinksizing is im virtuous and does more aggrieve than good. The author beca use of goods and services shows he does not live a complete bias opinion on downsizing because he sires the point that if layoffs ar the precisely way to notwithstanding a keep ac party, downsizing is an honorablely valid and virtuously responsible corporate beh aviour because the layoffs generate the sterling(prenominal) good for the greatest number.\r\nChafuen, Joseph T. â€Å" mourning and Guilt: An Ethical Analysis of Layoffs.” SAM ground falling out Management Journal 65.2 (2000): 4â€13. Print.\r\nJoseph sarin who is excessively a Professor discusses how downsizing layabout be considered unethical by the use of triplet big(a) ethical approaches: that is corrects and duties, usefulism, and justice and up adjustness. Following his analysis, Professor Gilbert makes a deduction that, in cases where downsizing is being used by a corporation or an organization to champion it remain in wrinkle, otherwise, it goes under, and then it send away be considered honorablely decently and thereof ethical corporate behavior. Subsequently, in his use of utilitarian approach which argues that the determination of whether an action is morally right or wrong is entirely dependent on its consequences, downsizing can be considered moral and thus ethical because they result in greatest globe-service corporation for a large number of people.\r\nFurther, the rights and duties approach confine that it is moral to downsize since employees lack absolute rights to their jobs. Nevertheless, the counter descent to ethicality to this is that these same employees bland command a right of fair and just treatment. In conclusion, the justice and fairness approach finds downsizing to be immoral. This is because of lack of equilibrium an employee`s behavior and the action of termination their duty.\r\nIn an bind â€Å"Strategic downsizing” by David mess and Charles Tustin produce in 1995 discusses the fact that downsizing is morally wrong unless the company volition not conk without the necessary layoffs. This agrees with the word that was published in 2000 by the Joseph Chafuen because some(prenominal) agree that downsizing a company for the reason of increasing profit is morally wrong. Chafuen in addi tion agrees with rophy that downsizing in a company is morally correct if it is the best decision for the greatest amount of people. In contrast to the name from the Joseph Chafuen, David Band and Charles Tustin make the point that the unwritten contract mingled with an employee and employer testament be broken if downsizing in a company cannot be justified without profit goals in mind. Later in Joseph Chafuen’s obligate he agrees that it is ethically incorrect to terminate an employee that has been upright to the company.\r\n staring(a), Larry. â€Å"Downsizing: argon Employers Reneging on Their Social Promise.” separateing of Chartered Property and Casualty Underwriters. CPCU Journal 54.2 (2001): 112â€121. Print.\r\n concord to Larry Gross, the strategy of downsizing that is at propagation utilise by corporations to their employees is unethical. He argues that this strategy violates the social and psychological contract that exists betwixt the employers and employee. He posits that whenever one is employed, their exists roughly sense of security that is afforded to the employee by the employer so long as the employee remains committed, efficient, effective, and continues to adhere to the rules, regulations and continues to advance the goals of the organizations towards achieving its vision. Therefore, downsizing of employees who go for proved to be productive and harbour shown commitment to the organization is immoral because it is a unambiguous violation of their employment contract. (119)\r\nHerbert, track. â€Å"Laid Off and go forth start.” The innovative York Times 25 May 2006. NYTimes.com. Web. 15 Apr. 2014.\r\nWhilst reviewing Louis Uchitelle’s book, â€Å"The Disposable American: Layoffs and Their Consequences,” columnist Bob Herbert claims that in as much as the disclose educated and those that argon head or offend trained do adopt better jobs, the humanity is that there is inadequacy of a vailable good jobs that is overflowing to meet the demand for these psyches. umpteen jobs cannot support the employees anymore. Many people that are laid off from a job is because the company cannot afford to have them; not because of their work quality. This expression was useful because while almost companies get back-lash for huge layoffs, a lot of the times it was the companies last resort.\r\nIn an denomination â€Å"Downsizing: Are Employers Reneging on Their Social Promise” by Larry Gross published in 2001 by CPCU Journal claims that terminating an employee that has been hard workings and valuable to a company breaks the contract between the employee and employer. This agrees with the article â€Å"Laid Off and Left Out” by Bob Herbert published by The New York Times in 2006 because both articles agree that breaking the employee-employer contract does prostitute to the company’s personality and repels high-value employees. In contrast to the arti cle from Larry Gross, Bob Herbert says in his article that there are umteen fitted people that would be hired by company if the company could afford to hire them. Bob Herbert’s article was less bias because he make the point in the company’s plea in some cases both employee and employer suffer from downsizing.\r\nMcKee, Andrea. â€Å"cost of Low honorarium Paid by the Fast-food Industry.” Journalists resourcefulness RSS. Harvard Kennedy School’s Shorenstein midriff, 05 Feb. 2013. Web. 13 Apr. 2014.\r\nThis article talks about the take in down of fast-food leaders being accuse of encouraging their workers to sign up for programs that are stipendiary by the taxpayer’s dollar; in regularise to keep their wages low and profits up. This article focuses on how the cost of living continues to rise, and millions of low-wage workers having to get by on federal and state programs for basic necessities. The article explains that while many believe most employees of study fast-food are young adults living with their parents, that 68% of employees are single/married adults, with/without children. It discusses how if fast-food companies took a smallish particle out of the budget that almost all do employees could receive the benefits they need. The article stated that McDonalds have started to bear employees Affordable Health Care and both employees and employer have benefited. This article was real useful because it taught me that providing employees with the benefits they deserve will improve short letter morals.\r\nSam, Gillbert. â€Å" care morals.” barter morals RSS. World Press- Business Ethics, 14 Nov. 13. Web. 13 Apr. 2014.\r\nâ€Å"Business Ethics” discusses how a company’s moral beliefs about reducing waste for the environment can be a benefit for the environment and trend their cost. It also gives easy suggestions to reduce waste be. This article focuses on the retail businesses. The article explains that waste is an issue for all retail operations because of the need to study in and unpack large numbers of individual items and then display and package them up on a regular basis. It discusses how small steps can make big changes in a company’s waste. The author shares the California’s segment of Resources and Recycling advice for retail companies: reduce reuse, and recycle. This article was very useful because it gives many small suggestions that any business can use; such as boastful customers the choice of having their items bagged- or giving a synthesis to those who bring their own. They also suggest donated any head items that the business plans on throwing out.\r\nIn an article â€Å" be of Low hire Paid by the Fast-food Industry.” by Andrea McKee published by Harvard Kennedy School’s Shorenstein Center in 2013 discusses the issue employees that work in the low-wage fast-food fabrication are deprived of basic benefits wit h long hours and are encouraged to use programs paid by the taxpayer. This agrees with the article â€Å"Business Ethics” published by Business Ethics RSS in 2014 because both articles touch on how small changes in a company that have beneficial improvements for employees and the environment can actually bring in long-term profits with a small cost. The article â€Å"Business Ethics” is about companies that make small changes to cut waste and help the environment. These changes boosted the moral of the company and raised profits. â€Å"Cost of Low Wages Paid by the Fast-food Industry” stated that restaurants that started religious offering benefits to employees were experiences a lower turnover rate and employees were working efficiently. In contrast to the article from Andrea Mckee, â€Å"Business Ethics RSS” gives suggestions that any company could use to cut costs and waste while â€Å"Cost of Low Wages Paid by the Fast-food Industry” focused o n the negative factors that come with disregarding employees needs in order to save money.\r\nSchwepps, Cadbury. â€Å"Ethical Business Practices”- Business-Case airfield LLP.”Conclusion. The Times 100, n.d. Web. 13 Apr. 2014. This case-study discusses the different outcomes of an organizations moral judgments of right and wrong business practices. It also discusses the rationale for rejecting the passageway that would lead to the biggest short-term profit in order to remain a good ethical reputation. The article goes into the many benefits of being an ethical business. The author states that having an ethical business attracts customers to the firm’s products and therefore boosting profits. The article says that employees will want to stay with the business that practices straightforward moral which reduces labor turnover and amplifications productivity. The author taught me that ethically correct business will attract job-seekers to your business which will reduce recruitment costs and increase talented employees. Unethical behavior will damage a firm’s reputation and make it less appealing to stakeholders. A creative and well managed business and social responsibility program is in the best interests of everyone involved.\r\nStreet, Marc D., and Vera L. Street. taking Sides: Clashing Views in Management. McGraw-Hill modern erudition Series, 2007. Web. 15 Apr. 2014.\r\nIn the article entering to â€Å"social responsibility,” Hay and Gray argue that organizations and corporations should hunt their responsibility to more than just do or maximizing on profits. They base their furrow on stakeholder supposition, which they pre direct in a historical air of how management thinking has evolved on the limits of corporation responsibility. The stakeholder is a theory of organizational management and business ethics that addresses morals and values in managing an organization. There was a chart in the article that shows t he groups that are stakeholders of a corporation, and both describes and recommends methods by which management can help increase the interests of those groups. This article addressed the â€Å"Principle of Who or What Really Counts.”\r\nThe article â€Å"Ethical Business Practices” by Cadbury Scheppes published by The Times 100 discusses the theory that business that practice morally correct business attracts the best employees. The article says that business that treat their employees ethically get the best work from those employees because the employees â€Å"like” the company they work for. This agrees with the article â€Å"Taking Sides: Clashing Views in Management” published by McGraw-Hill Contemporary Learning Series in 2007 because both articles discus the many ebenfit companies receive when the employees trust in the company The both agree that the happier the employee the better quality work they will produce which leads to higher profits. In c ontrast to Cadbury Scheppes, â€Å"Taking Sides: Clashing Views in Management” brings the stakeholder theory into his controversy to make his point stronger.\r\nThompson, Robert B. â€Å"Insider Trading, Investor Harm, and Executive Compensation.” Case W. Res. L. Rev. 50 (1999): 291. Print.\r\nRobert B. Thompson who is a legal scholar brings to the fore the argument posited by Henry Manne on the inside regulation. Thompson breaks down the status and the significance of the position taken by Henry Manne three decades ago after he had published his seminal paper. Henry had used three central assumptions to defend his arguments on the insider business in the year 1996. However, today, three decades later, Henry`s arguments keep mum remain as relevant and as lively in the regulation debates. It is dormant clear that patronage having been through several and conflicting approaches, there still lacks a coherent and crystallized approach to the examination of legalizing i nsider trading.\r\nTushoski, Michael. â€Å"Walmart veritable Clo liaison from Banned Bangladesh Factories.” Top Stories RSS. ProPublica, 12 June 13. Web. 12 Apr. 2014. This article discusses the issue of large retailors making morally corrupt decisions in order to save a buck. The world’s largest retail store, Walmart, verbalize they cut all business with factories that have sober or repeated safety problems, labor violations or unauthorized subcontracting. This article focuses on a certain factory called Bangladeshi that collapsed and killed more than 1,100 and how Walmart tried to get away with accepting business from them without getting unexclusive backlash. This article focuses on how trying to practice unmoral ways hurts businesses in many ways; even behemoth corporations like Walmart.\r\nThe article explains that once it was out that Walmart was still doing business with factories that they themselves put on a banned list, it lost many customers and emplo yees. It discusses that with the ongoing reputation of wounding corners and pinching pennies, suppliers also question Walmart’s ability to monitor its supply chain as well as its efforts to ensure decent working conditions in factories fixed in low-wage countries. This article was helpful because it showed that doing the wrong intimacy to make money eventually costs more money than it would if a company did the right thing from the start.\r\nIn an article â€Å"Insider Trading, Investor Harm, and Executive Compensation.” by Robert Thompson published in 1999 discusses the harm insider trading does to investors of a company. Thompson states that insider trading is morally corrupt because it is unfair and greedy to use information that is not available to the man in order to benefit and protect themselves. This agrees with the article â€Å"Walmart Accepted Clothing from Banned Bangladesh Factories” by Michael Tushowski published in 2013 because this article r eviews how corporations such as Walmart makes unethical decisions that the public is unaware of and how companies try and hide information from the public that could hurt their business. In contrast, Tushowski’s article explains how Walmart sent out a public document that listed factories they would no longer work with because of unsafe working conditions, barely was caught doing business with them. Using a real-life example do his point very clear.\r\n'