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5.03E Ethics Case Study Workplace Discrimination

Marian, a top black female graduate, was hired into a management position at a major corporation. She excelled in her training program and is performing well in her role. However, as the only black female manager, she feels isolated. At a company party, Marian overheard some male coworkers and a supervisor complaining about her qualifications and personality to the supervisor, blaming affirmative action regulations for her hiring. Marian is upset and wants to quit.

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196 views1 page

5.03E Ethics Case Study Workplace Discrimination

Marian, a top black female graduate, was hired into a management position at a major corporation. She excelled in her training program and is performing well in her role. However, as the only black female manager, she feels isolated. At a company party, Marian overheard some male coworkers and a supervisor complaining about her qualifications and personality to the supervisor, blaming affirmative action regulations for her hiring. Marian is upset and wants to quit.

Uploaded by

GulEFarisFaris
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Case Study: Discrimination in the Workplace

by Elaine E. Englehardt
Humanities/Philosophy

Marian, a top graduate in Humanities, was hired by a major corporation into a


management position. Marian finished the corporation's management training
program top in her group, and is performing above the norm in her position. She is
really enjoying her work.

As a black woman she feels isolated, as there are no other black women managers
and few women in her area. One night at a company party she heard a
conversation between two of her male co-workers and their supervisor. They were
complaining to him about Marian's lack of qualifications and her unpleasant
personality. They cursed affirmative action regulations for making the hiring of
Marian necessary.

Marian is very upset and wants to quit.

Questions:

Should Marian quit?


Are her co-workers correct in their evaluation?
Should Marian confront the co-workers?
Should Marian file a discrimination suit?
Should Marian go to the supervisor?
What else could Marian do?

Case Study: Substance Abuse


by Stephen Adams
Graphics and Commercial Art

Fred, a 17-year employee with Sam's Sauna, was fired for poor job performance
and poor attendance, after accruing five disciplinary penalties within a 12-month
period under the company's progressive disciplinary policy. A week later, Fred told
his former supervisor that he had a substance abuse problem.

Although there was no employee assistance program in place and the company had
not been aware of Fred's condition, their personnel director assisted Fred in
obtaining treatment by allowing him to continue receiving insurance benefits and
approved his unemployment insurance claim.

Fred subsequently requested reinstatement, maintaining that he had been


rehabilitated since his discharge and was fully capable of being a productive
employee. He pointed to a letter written by his treatment counselor, which said that
his prognosis for leading a "clean, sober lifestyle" was a big incentive for him. Fred
pleaded for another chance, arguing that his past problems resulted from drug
addiction and that Sam's Saunas should have recognized and provided treatment
for the problem.

Sam's Saunas countered that Fred should have notified his supervisor of his drug
problem, and that everything possible had been done to help him receive
treatment. Moreover, the company stressed that the employee had been fired for
poor performance and absenteeism. Use of the progressive discipline policy had
been necessary because the employee had committed a string of offenses over the
course of a year, including careless workmanship, distracting others, wasting time,
and disregarding safety rules.

Questions:

Should Fred be reinstated?


Was the company fair to Fred in helping him receive treatment?
Did the personnel director behave ethically toward Fred?
Did Fred act ethically for his company?
Would it be fair to other employees to reinstate Fred?

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