The Exact Ethical Parameters - Essay Example

Ethical Issue Analysis Year) (Word count: 1100) Ethical Issue Analysis Introduction We can not always determine the exact ethical parameters in which an employer must pursue his professional objectives. However regardless of the nature of job, an employer should comply with generally accepted moral values to safeguard his organization’s code of conduct and his own professional integrity. “Ethical issues have no boolean (yes/no) answer. You have to use your own judgment and do what you feel is right” (Prasad 2008). This case analysis of Joe would best illustrate the reasonable moral range that today’s IT professionals are expected to demonstrate. In addition to the context analysis of Joe’s misconduct, the issue has been closely reviewed in the light of ethical theories found in various volumes. Ethics for IT Professionals The rapid growth of technology has impacted the whole world with the emergence of new forms of crimes and misconduct which have virtually no boundaries; therefore business entrepreneurs and governments have to review their ethical policies and regulations accordingly (Sembok 2003). Professionals in the modern business environment adhere to the theories that focus on maximizing the satisfaction of stakeholders and customers that would ultimately increase business profits, market share, and sales (Petrik & Quinn 1997, p. 49). In this context the opinion of Boone & Kurtz (2008, p.33) calls for a shift in theoretical focus; according to them, organizational ethics is not a private matter but a broad societal issue that needs careful attention toward their responsibilities to customers, to employees, to investors, and to society as a whole. When it comes to the concern of IT professionals, and software professionals, the right ethical choice depends on “whether they give priority to our self-interest or agree with their managers; or use their own moral judgment to perform what they think is right” (Prasad 2008). Did Joe violate ethics? Utilitarian View This is the question of our major focus that would be discussed throughout this analysis. Joe’s act neither causes any direct impact on the organization nor it negatively affects any individuals; therefore, one might consider it as a comparatively mild offence. Those who thus lessen the seriousness of Joe’s mistake tend to argue that Joe’s behavior could be justified since he had not proposed any harm to his employer or to anyone else. This notion is of a ‘consequentialist view’ according to which the ethic of an act is determined by its consequences. This theory is often termed as ‘Consequentialism’ or ‘Utilitarianism’ which was notably promoted by Stuart Mill (1806-1873) through his principle he ‘Greatest Happiness Hierarchy’. He believed that there is an intention behind every human action; and the happiness derived from the consequence of the act determines its value (Armstrong 2006). If we consider the act of Joe on the basis of utilitarian view, the result of the act rendered certain amount of pleasure to him, and at the same time did not cause any disadvantage to anyone. However, if every individual in an organization follows Joe’s behavior trait, obviously the result will be of some adverse effect. Before moving to the bottom line, we must review the other side of the coin. Joe’s act: Kantian Perspective This moral theory normally contrasts with Consequentialism as it suggests that certain actions are undoubtedly unethical despite the amount of value or the pleasure derived from their consequences. This theory is one of ‘Deontological’ features which were mainly esteemed by Immanuel Kant. The core of Kantian ethical notion is that only duty is the right thing an individual can rely on (Petrik & Quinn 1997, p. 49). He also purports that people who seek pleasure as if it is the value are not necessarily good. In the same way a good consequence may not be always the outcome of a good deed, for certain good results can sometimes emerge from an evil deed and vise versa. Therefore, a person’s will is the sole criterion that determines the good or bad of an act. Kant would certainly comment that Joe’s act is obviously a moral violation as it is against the duty Joe was supposed to perform without any flaw. It does not reflect his good will, and moreover deceive his employer. In contrast, as mentioned earlier, the pleasure derived from the act is only attainable to Joe; whereas it spoils the ethical practice of the whole group. Social Contract Theory According to Rousseau’s social contract theory, right is based on negotiation, the terms agreed upon, and conditions by parties concerned (Collins & Miller 1992). Hence, based on these social agreements, human beings are bound to abide by the norms of the society. If an organization could be considered as the miniature of the society, the individuals belong to the firm are expected to adhere to the standard of its code of conduct. However, ethical compliance can not be misunderstood as legal compliance because it is more than that. There are situations when law may fail to ensure ethics; and sometimes, social responsibility might inspire individuals and organizations to break laws in order to preserve reasonable social standards. It means, when law fails to uphold human dignity an employer can imbue other individuals with ethical values that he had attained from his organization’s ethical codes. At this juncture we should evaluate the act of Joe as an IT professional. The act he committed was of little justification as it was the violation of the social contract and was against his own personal integrity. Managers’ Ethics Regardless of the authenticity of a theory, there are certain intangible factors which are always highly significant for the smooth running of an organization. There are situations when individuals should use their ability of reasoning. As stated in (Petrik & Quinn 1997, p. 45), organizational ethics is the integration of four various dimensions of ethical theories; as achieving good consequence (Teleological ethics), adhering to moral conduct (deontological), developing virtual behavior (virtue ethics), and finally keeping a holistic context (system development). The idea is that all these theories in one way or other are necessary for marinating managerial integrity. Conclusion IT firms should develop their own code of conduct to maintain reasonable social and professional standards. This code of ethics is the basic principles of behavior that individuals are bound to maintain as managers, staff, and employees, and shareholders. IT professionals like Joe must understand that ethics will not change even if the firm’s natural and technological environments change. Code of ethics would inspire them to do what is right other than what is fitting to the situation. In short, as Collins & Miller state (1992), a code is not intended to establish standard of behavior, or to list the rights and duties but only to help IT professionals generate possible solutions to choose between. References Armstrong, WS 2006, Consequentialism, Stanford Encyclopedia of Philosophy . Retrieved from . Boone, LE & Curtz 2008, Contemporary Business 2009. Edn, 12, Cengage Learning, Collins, WR & Miller, KW 1992, Paramedic Ethics for Computer Professionals. New York. Elsevier Science Publishing Co., Inc, 17, pp.23-28. Petrik, JA. & Quinn, JF 1997, Management Ethics: Integrity at Work SAGE. California Prasad, KVK, 2008, Istqb Certification Study Guide, Dreamtech Press, New Delhi. Sembok, TMT 2003, Ethics of Information Communication Technology (ICT), UNESCO Regional Unit for Social and Human Science in Asia and the Pacific, P. 242 Read More