Workplace Ethics

1.
SEXUAL HARASSMENT
Personal Handling:
If I personally experienced sexual harassment at work, my first priority would be to protect

myself and my wellbeing. Reminding myself that I have a right to an environment free from
harassment, discrimination, and other types of abuse at work. Recognising the emotional toll
that such situations may have and seeking support from trusted friends, family, or coworkers
are essential.
To deal with the situation, I would do the following:
1. Document the Incident: I would make sure to record every detail of the harassment,
including the dates, times, and locations of the episodes as well as a description of the
acts or behaviours involved. These notes would be crucial evidence if I wanted to
formally report the occurrence.
2. Review the Business Policies: I would familiarise myself with the company's policies
against sexual harassment. This information would help me choose the best course of
action to take and the support systems that are offered inside the firm.
3. Consult Management or Human Resources: I would speak with management or a
dependable member of human resources in confidence about the situation. It would be
essential to provide the specifics of the harassment if they were to launch an
investigation and take proper action. I would make sure that my complaint is taken
seriously and that I receive the help and direction I require all along the way.
4. Seek Legal Advice (if Necessary): I would think about seeking legal counsel from an
employment lawyer if the internal procedure fails to settle the matter or if the
harassment continues. They would explain my legal options to me, assess my rights,
and advise me on the best course of action.
As a manager
If I were a manager, my duties would go beyond just taking care of the matter alone. I would
take the following steps to address workplace sexual harassment in addition to those already
mentioned:
1. Establish a Safe Reporting System: I would make sure that employees have several
options for reporting sexual harassment. This entails setting up a private reporting
system and disseminating details about outside sources like helplines or counselling
services.
2. Train and Educate Staff: I would put in place thorough training programmes to
inform all staff members on preventing sexual harassment, the business's rules, and
the reporting processes. Bystander intervention would be emphasised, respect would
be encouraged, and awareness would be fostered via this training.
3. Conduct Independent Investigations: I would launch a timely and comprehensive
inquiry in response to a claim of sexual harassment. I would delegate the process to an
impartial third party or a trained investigator in order to ensure fairness, secrecy, and
respect for all parties involved.
4. Implement Disciplinary Actions: If the investigation reveals proof of harassment, I
shall implement the required disciplinary actions. Depending on how bad the crime
was, these penalties might range from warnings and retraining to employment
suspension or termination. I'll continue to have a strict no-tolerance attitude for sexual
harassment, making it quite clear that such behaviour won't be tolerated.
5. Employee Assistance and Empowerment: I would ensure that the accused and
complainant had the appropriate assistance at all times throughout the process. This
may mean getting help from a counsellor, understanding one's legal rights, and being
shielded from retaliation. Employees must work in a setting that is both encouraging
and secure.
6. Periodically Review Rules and Processes: To maintain a successful strategy for
combating sexual harassment, I would periodically review and update the company's
rules and procedures. This would involve soliciting feedback from the workforce,
conducting surveys in an anonymous way, and staying current with industry best
practises.
Supporting the victims, fostering an atmosphere of respect, and taking decisive action
would be my plan for dealing with sexual harassment in both my personal and
professional duties.
2. OPPORTUNITIES TO TAKE CREDIT FOR THE WORK OF OTHERS
Personal Handling:
In the job, if I were given the chance to take credit for someone else's efforts, I would
handle the situation honestly and sincerely. It is essential to appreciate other people's
work and contributions and to avoid claiming credit where it is not due. If I were in such
a situation, I would personally take the following actions:
1. Self-Reflection and Awareness: To make sure I'm not accidentally taking credit
for someone else's hard work, I'd think about my objectives and habits. Self-
awareness is crucial in order to comprehend the results of our activities and ensure
that we are acknowledging others appropriately.
2. Acknowledge and Redirect: If I were in a situation where credit was being given
to me inadvertently, I would immediately acknowledge the error and redirect the
credit to the appropriate person or organisation. I would see to it that the rightful
recipient of credit is acknowledged appropriately, with public recognition of their
efforts and accomplishments.
3. Clarify and Communicate: Honest and open communication is essential. I would
start a dialogue with the parties concerned to clarify any misunderstandings or
false beliefs they may have about credit. We can handle any possible issues and
guarantee equitable credit distribution by approaching the problem honestly and
openly.
As a manager
As a manager, it is my duty to foster an atmosphere that values and acknowledges the

efforts of each employee. I would take the following actions if I ever came across
instances where team members were trying to claim credit for the efforts of others:
1. Create a Culture that Encourages Acknowledgment and Cooperation: I would

immediately work to create a culture that encourages acknowledgment and
cooperation. I would foster a culture where people appreciate the necessity of
giving credit where credit is due by highlighting the benefits of cooperation and
collective accomplishment.
2. Tasks and Responsibilities Should Be Clearly Defined: By outlining each team
member's tasks and responsibilities, I want to reduce confusion and any disputes
around credit allocation. Fair acknowledgement of individual accomplishments is
made possible by making sure that everyone is aware of their contributions and
areas of competence.
3. Encourage Open Communication and Feedback: I would promote an
atmosphere of open communication among the team members, encouraging them
to voice their concerns or bring up issues pertaining to credit distribution. Regular
feedback meetings would give the chance to clear up any misconceptions and
guarantee that contributions were fairly acknowledged.
4. Lead by Example: Setting a good example as a boss is essential. I would make
sure to continuously give credit where credit is due and never claim originality for
another person's work. I would set the bar for equitable credit distribution by
publicly acknowledging and praising the work of my team members.
5. Implement a Transparent Credit Attribution System: I'd think about putting in
place a credit attribution system to encourage openness and responsibility. This
method can entail keeping track of individual project contributions, employing
technologies for cooperation, or setting up a peer review procedure. These steps
would increase transparency in credit allocation and reduce the likelihood of
misunderstandings or disagreements.
6. Immediately and Discreetly Address Issues: If I became aware of situations when
team members are seeking to claim credit for the efforts of others, I would
immediately and discreetly address the issue. I would have one-on-one
discussions with the parties concerned, concentrating on outlining expectations,
stressing the significance of fair credit distribution, and addressing any potential
issues.
7. Training and Development: I would put together training and development
initiatives that stress the significance of moral behaviour, teamwork, and giving
credit where credit is due. These programmes would inform team members of the
possible repercussions of taking on too much debt and offer advice on morality
and professional behaviour.
In conclusion, I would handle chances to claim credit for other people's efforts with
honesty and fairness, both individually and as a manager. By giving credit where credit is
due
REFERENCES
1. Bies, R.J., & Moag, J.F. (1986). Interactional justice: Communication criteria of
fairness. In R.J. Lewicki, B.H. Sheppard, & M.H. Bazerman (Eds.), Research on
Negotiation in Organizations (Vol. 1, pp. 43-55). JAI Press.
2. Greenberg, J. (1993). The social side of fairness: Interpersonal and informational
classes of organizational justice. In R. Cropanzano (Ed.), Justice in the Workplace:
Approaching Fairness in Human Resource Management (pp. 79-103). Lawrence
Erlbaum Associates.
3. Kipnis, D., & Schmidt, S.M. (1985). Upward influence styles: Relationship with
performance evaluations, salary, and stress. Academy of Management Journal, 28(2),
423-436.
4. Lewicki, R.J., McAllister, D.J., & Bies, R.J. (1998). Trust and distrust: New
relationships and realities. Academy of Management Review, 23(3), 438-458.
5. Mayer, R.C., Davis, J.H., & Schoorman, F.D. (1995). An integrative model of
organizational trust. Academy of Management Review, 20(3), 709-734.
6. Robbins, S.P., Coulter, M., & DeCenzo, D.A. (2017). Fundamentals of Management.
Pearson.

Workplace Ethics

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1.

If I personally experienced sexual harassment at work, my first priority would be to protect

To deal with the situation, I would do the following:

2. OPPORTUNITIES TO TAKE CREDIT FOR THE WORK OF OTHERS

As a manager, it is my duty to foster an atmosphere that values and acknowledges the

1. Create a Culture that Encourages Acknowledgment and Cooperation: I would

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