Sustainable Management Futures - Report Example

Sustainable Management Futures Table of Contents Table of Contents 2 Scenario 3 Introduction 3 Theory and Application 3 Conclusion 8 Section 3 8 Introduction 8 Theory and Application 9 Action Plan for Encouraging Women to Join Company Board by Breaking through the Glass Ceiling 13 13 Effective Understanding of Responsible Areas 13 Improvising the Corporate Connectivity Network 13 Ensuring Support for Them 14 Providing Knowledge Reinforcement before Getting Into Practical Scenarios 14 Skill Building 14 Conclusion 15 References 16 Scenario 1 Introduction BASF is a German chemical firm which planned to open a factory in the United States of America (US). The management of the firm had decided to open the factory near a coastal area located in South California named Beaufort. In this regard, Beaufort is the appropriate location for the factory site and the people of South California as well as Beaufort County are pleased with the development of the factory, as it might provide employment to a large number of people. Additionally, the development of the factory might assist in developing the economic conditions of the region. However, restrictions are imposed by the international resort named ‘Hilton Head’ implying that the development of the factory in the area will adversely affect the environmental conditions, which might affect the tourism sector. The factory might be the cause of air along with water pollution. Subsequently, the issue related with pollution might be both a moral as well as business issue. In this regard, the essay emphasizes the theories in relation to ethics and provides an immense understanding of the advantages and disadvantages associated with deontology and ethics. Subsequently, an evaluation is conducted so that, the manager of BASF would make decisions about the development of the factory. Theory and Application The manager of BASF is required to make decision about whether to develop the factory in Beaufort County. In this regard, the manager is required to have an extensive knowledge about deontology and discourse ethics. Deontology The deontology theory implies that people on analysing ethical dilemma are required to make decisions based on their respective duties along with obligations. Additionally, deontology states that an individual is required to make decisions in an independent manner, which is considered to be ethical. It defines the right action that is to be undertaken with respect to moral rules as well as duties. Correspondingly, individuals who possess lifestyle based on deontology are identified to be focused towards the rightness of decision made or an act towards the society. The ethical theory of deontology does not emphasize the outcomes that are derived from the performances of an act. The prime principle that is adopted in the ethical theory of deontology is independent or autonomy, which signifies that individuals are offered with the right of making their respective decisions on the basis of their experiences and lifestyles (Fisher & et. al., 2012; Rainbow, 2002; University of Delaware, n.d.). Deontologists are based on the perception that duty is the most important factor accountable for making independent decision. In this regard, duties of deontologists are to ensure that decisions are made ethically. Deontology is based on an attribute of making decision in a praiseworthy manner rather in an obligatory way. The ethical theory of deontology also provides special duties towards family members or individuals with whom there is a social relationship of protecting them at the cost of other lives (Chonko, 2012; Lacewing, n.d.). The ethical theory of deontology is seemed to possess certain flaws in relation to rationality. In this regard, the important weakness of the theory is that, the decisions made are at times illogical, as individuals might face complexities in making independent decisions. Additionally, the theory is also criticised for rising conflict situation on duties right. The conflict arises owing to the fact the deontologists make decisions in an independent manner without making consideration of the consequences, which might adversely affect the welfare of other individuals (Rettler, 2013; Fisher & et. al., 2012). Discourse Ethics Discourse ethics is based on the ethical theory of identifying ethical truths from discussion and accordingly determining the ethics based on which appropriate decisions can be made. It is based on argumentative procedures in accordance with which presupposition are required to be discoursed with the intention of determining the appropriate ethical values. Discourse ethics is grounded on the ‘Principle of Universalization’. In this regard, the ethical decisions are made on the basis of universal benefits (Fisher & et. al., 2012; Abizadeh, 2005). The advantage of discourse ethics is that the ethical truths that are derived from the arguments are seemed to be clear and justified. Moreover, the theory assists in making ethical decisions based on current situation, which are not universally recognised. Correspondingly, the important advantage of the theory is that it assists in making ethical decisions based on the arguments of the individuals associated with any specific situation. The important benefit of discourse ethics is that the ethical decisions are made with best intentions as well as plausible factors for the benefit of a society as a whole. On the other hand, the choices are made based on certain specific discussions in a complicated process. Additionally, it is difficult to determine the actual consequences that might arise from the decisions undertaken based on the arguments. Discourse ethics is seeded to be based on ambiguity (Fisher & et. al., 2012; Pomeroy, 2010; Homann, 2006). Use of Deontology and Discourse Ethics Approaches to Evaluate the Right Path to be taken by the Manager for Making Ethical Decisions The manager of BASF in order to make effective decisions in relation to the development of the chemical factory in Beaufort County Park is required to adopt either deontology or discourse ethics. In this regard, the manager adopting the ethical theory of deontology is liable to make corporate decisions in an independent manner. Additionally, the manager in accordance with the ethical duties of deontology is entitled with the right of making decisions based on experiences and personal lifestyle. Subsequently, developing the factory in Beaufort County Park will facilitate the firm in performing its business operations profitably owing to better availability of labour forces and water sources. The firm will also be able to conduct operations in an import tax free zone. Moreover, the development of the factory will provide better job opportunities along with enhanced economic conditions. However, the development of the factory possesses the threat of water as well as air pollution in the area, which might unfavourably affect the environmental conditions. Beaufort County is a tourist attraction and the development of the factory will adversely affect tourism industry, and hotel sector especially Hilton Head. In this regard, the manager of BASF deciding not to develop the factory might adversely affect the corporate benefits and deprive economic development of the area. In contrast, the manager will be able to protect the environment from air as well as water pollution, which is regarded as an important business issue and moral issue. Correspondingly, the manager making independent decision based on experience will assist in the developing the touring sector as an attractive tourist location (Rettler, 2013; Rainbow, 2002). On the other hand, if the manager of BASF makes decisions based on discourse ethics, which signifies that ethical decisions are made derived upon the perceptions and arguments presented by individuals associated with the issue of factory development then it will result in certain other implications. Subsequently, the manager of BASF recognised that the citizens of Beaufort County does possess positive attitude towards the development of the factory owing to the fact that the people are able to have better opportunities. Additionally, the development of the factory will facilitate the uprising of the economic conditions of the area for increased trade operations. Conversely, the plan of developing the factory is opposed by the resort industry i.e. Hilton Head. The manager deciding on the concept of discourse ethics should make ethical decisions based on the Principle of Universalization. In this regard, the manager developing the factory in the area in accordance with the opinions of the citizens will be uncertain about the consequences that are associated with pollution and environmental issues in the long run. Thus, if the manager determines to develop the factory, it might adversely affect the tourist resort and industry for decreasing number of tourists. The number of tourists visiting the area might decrease for depriving aesthetic quality of the surrounding area. Subsequently, the manager of BASF deciding for universal benefits might be ambiguous about the consequences in relation to chemical dumping and emission of poisonous gases. In this respect, the manager of BASF making decisions based on discourse ethics might make adverse effect on health of the citizens and environmental conditions in future. Respectively, the ethical theories of deontology and discourse ethics are identified to be based on two different approaches. Deontology is based on the principle of independent on the basis of which the manager possesses the right to make independent decisions. While, discourse ethics is based on the principle of universalization, which implies that decisions are made on the perception of universal people. Correspondingly, the manager is required to decide that the factory should not be developed in the area on the basis of past experiences, as controlling pollution is a complex activity and its consequences are unpredictable (Meisenbach & Feldner, 2009, Renn, 2008). Conclusion It can be comprehended from the foregoing discussion that ethical theories are based on certain principles in accordance with which individuals are able to make ethical decisions for greater benefits. In this context, it can be stated that the manager of BASF is required to make decision about whether to develop the chemical factory in Beaufort County owing to the fact that development of the factory possesses both positive as well as negative aspects. In this regard, two ethical theories which include deontology and discourse ethics are discussed. Accordingly, on analysis of the theories, the manager deciding independently based on the ethical theory of deontology will facilitate better benefits to the County. Section 3 Introduction In the human society, women have always been provided a lower position in terms of equality, decisive participation, work capability and almost every possible aspect. This negativity has come along a long way in terms of disturbing the balance within the society as well as corporate world. This inequality trend regarding women can clearly be seen within the aspects of corporate designation (Crown, 2011). The percentage of women who holds a higher rank within the society is less in comparison with men even through both genders seem to be capable enough in terms of taking equally sound decisions and accomplishing everyday work requirements. The prime focus of this discussion will be on evaluating the reasons which has led to lowering the count of women population within corporate boardrooms (Crown, 2011). The discussion will also be focussing in terms of discussing the concept of quotas which are currently being enacted in multiple corporate and government organizations. The prime intention is to attain a balance between the men and women population within the boardrooms of every organization. Theory and Application Gender equality scenarios within the UK have been a major consideration in the recent years. The government of the United Kingdom (UK) seems to be going pretty slow with regard to ensuring the stance of women within the society. In accordance with the current reports from Umbrella Organisation along with the Fawcett Society, the government of the UK has been failing in terms of effectively coordinating the issues related to gender equality (Martinson, 2013). As a corrective measure, multiple corporates as well as nations tend to believe that improvising the women count within board committees would prove beneficial in terms of stabilising the financial standards of the organisations. They tend to attain this objective through the introduction of quota concept which they believe will prove to be a significant help in terms of improvising the decision making process. Multiple reports also seem to depict positivity regarding this concept. According to reports, women cover up the majority portion of graduate population within the globe but still add up to a lower portion of the global workforce (Covert, 2013). However, the women population engagement percentage might vary from nation to nation. For instance, Norway has enacted a quota of instating 40% of women population within the board members. On the contrary, in UK, the number of women senior executive positions has remained stagnated at about 6% since 2010 and in the overall manner its 16%. However, in the US, the quota system does not seem to comply (Covert, 2013). In accordance with Erika Watson, apart from just the gender equality matters, there are multiple other issues which contribute towards the lower count of female board members within multiple organisations. For instance, the proportion of women population loosing job is higher in comparison with that of male population. Adding to that, multiple negative reports have been drawn as a result of male dominated workspace. The reports clearly mention that the associated risk factor in context to male dominated work culture is much more in comparison with that of female dominated workspace. Taking all these components into account, it can be stated that the necessity for enacting the women quotas in terms of improvising the women count in the corporate scenario has gained much preference. Siding up the above mentioned facts, it has also been concluded in multiple surveys and reports that the companies with higher number of female board members experience high rates of financial benefits as compared to the companies with lower count of females in the company’s board committee (Catalyst Inc., n.d.). The report by Catalyst Inc. (n.d.) also suggested that a company which wants to have a reinforced stance within the market regarding both financial and market reputation should have more than two to three female members within their board. Multiple surveys also got conducted with the intent of projecting the intense association between diversification of gender and successful financial performance of corporates. Based on such reports, multiple conclusions also got drawn regarding concepts of gender diversity and effective management often leading to appreciable outcomes (Catalyst Inc., n.d.). Thus, as a smart move, a number of organisations implied gender diversification factor within their work structure and company’s board with the prime intention of attaining, innovation, effective governance and profit maximization in the long run. In addition to all these, the introduction of quota system by the governments of multiple nations for supporting the global female opinion and stance has significantly helped in terms of paving a development path for women. This has subsequently helped in terms of developing their leadership qualities which seem to have subsequently benefitted a number of corporate (Palabrica, 2014; Pande & Ford, 2011). The women supporting quotas have been very effective in terms of minimising the level of female discrimination by drastic figures. Moreover, the entrances of female members within the organisational boards have projected its gradual correlation with the alteration of the existing management practises and bringing about new policies into effect. This has also helped multiple organisations in terms of attaining short-term profits (Pande & Ford, 2011). Even after all these, still multiple comments seem to be rising regarding the ineffectiveness of the quotas in terms of increasing the percentage of women’s share within the company’s boards. ‘Lord Davies’ also seemed to have made pertinent comments in his provided article multiple times about the parallel practising of quotas along with the gender equality policies for arguing the case for affirmative action. Currently, these mentioned comments seem to appear pretty effective in terms of improvising the social stance of the women population within the corporate world (Pande & Ford, 2011). Action Plan for Encouraging Women to Join Company Board by Breaking through the Glass Ceiling A company’s board is completely responsible for making effective and efficient strategies based on the company’s current stance and future perspectives. Therefore, it is necessary that the board members are well trained and well experienced. Subsequently, it becomes an utmost necessity of sharpening the skill sets of the female employees with the prime intention of encouraging them to join board members. In order to attain the desired objectives, an action plan has been proposed inculcating the following steps (Bolger, 2013; Hastings, n.d.). Effective Understanding of Responsible Areas Although effectively skilled, the primitive step in terms of making the women employee force effective is through clearing out their understanding levels. With regard to being a board member, it is necessary that the women member should have wider understanding and effective knowledge of every functional area within the organisation (Bolger, 2013). Improvising the Corporate Connectivity Network With regard to developing the skill sets of the women members who are about to get enacted for the company’s board, it is necessary that they should know about how to maintain a balance between their personal and business connection. They should also be capable of attaining the maximum amount of advantage from such connections. This will help in terms of improvising the adding up to their management learning. It will also lay significant benefits in terms of attaining more business proposals which will further benefit the company both in terms of monetary and reputation levels (Bolger, 2013). Ensuring Support for Them The third crucial point which organisations must keep into consideration is regarding provision of effective support to the female board members. This sort of help can be in terms of proper training, effective supervision, taking their opinions into consideration and providing them knowledge about practical scenario among others. The help and support can be also regarding the implication of the quota system and the gender equality related policies within the work structure of the organisation (Bolger, 2013; Player, 2013). Providing Knowledge Reinforcement before Getting Into Practical Scenarios This is one of the most vital factors which the organisations should keep in mind in terms of appointing new women members within the board. Moreover, it is an utmost necessity that the board members should have effective training and ample amount of field experience. Thus, it becomes the prime responsibility of the existing board members to provide effective practical and field related knowledge regarding to the company to their new board members (Bolger, 2013). Skill Building The effective functionality of an organisation depends on the skill set levels of its responsible employees. Besides, the companies should also make equal efforts with regard to encouraging the building up of effective leadership qualities within their new board members so that they can guide the organisation during hard times (Bolger, 2013). Conclusion From the foregoing discussion, it can be concluded that, women should be always considered equal to that of men within the human society. However, in a majority of the cases, it has been seen that they lack the privileges which men get within the corporate world. Numerous laws, policies and quotas have been enacted with the intention of improvising the present scenario of the women employee force but all will fail to prove their effectiveness until the current thinking perceptions regarding women get changed to break the glass ceiling along with developing the competence level of women workforce so that they are capable putting forward their weight in the boardroom effectively. References Abizadeh, A., 2005. In Defence of the Universalization Principle in Discourse Ethics. The Philosophical Forum, Vol. 36, No. 2, pp. 193-211. Bolger, A. E., 2013. Want to Break Through That Boardroom Glass Ceiling? Simple Tips for Women Here. Featuring fresh takes and real-time analysis from HuffPosts signature lineup of contributors. [Online] Available at: http://www.huffingtonpost.ca/andrea-e-bolger/women-in-business_b_4296366.html [Accessed May 05, 2014]. Chonko, L., 2012. Ethical Theories. The University of Texas. 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[Online] Available at: http://udel.edu/~tpowers/papers/deontology2.pdf [Accessed May 06, 2014]. Read More