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Case Study Analysis: Right vs. Right After reading the assignedEthical Decision Making and Action(Links to an external site.)resource and the professional standards for your field of study, select one...

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Case Study Analysis: Right vs. Right

After reading the assignedEthical Decision Making and Action(Links to an external site.)resource and the professional standards for your field of study, select one of the following case studies to further analyze:

  • Case Study 1: The Case of Bad News(Links to an external site.)
  • Case Study 2: The Case of the Performance Appraisal(Links to an external site.)
  • Case Study 3: Artificial Intelligence; Death and Dying(Links to an external site.)
  • Case Study 4: Educational Dilemmas(Links to an external site.)(select one of the six cases presented)

Based on your selected case study, write a 350-word discussion post that addresses the following:

  • Identify the moral dilemma or ethical decision being presented.
  • Summarize the relevant facts.
  • Identify the type/types of right vs. right principle (as identified by Kidder in the Ethical Decision Making and Action resource) and justify your selection with citations from your reading.
    • Truth vs. loyalty
    • Individual vs. community
    • Short-term vs. long-term
    • Justice vs. mercy
  • Apply a recommended resolution considering the principles: rules-based, cares-based, ends based. Consider who wins and who loses, or propose a win-win alternative to the scenario.

Your initial post (due on Day 3) should be at least 350 words and should reference at least two different academic sources.

Answered 2 days After Jul 30, 2022

Solution

Parul answered on Aug 02 2022
90 Votes
Normal.dotm A4 US English
Yes, Indeed Frank is in a fix and have an ethical dilemma on his hands since he is required to make certain decision regarding termination of long-term employees who didn’t receive their performance evaluation reviews (Shanks, T., 1997)
Essentially, CEO has an idea to shed-off the heavy weight at the middle level by letting go of long-term employees who aren’t performing. CEO believes that long-term employees are going retire anyway so why shall he invest time in evaluating their performance. Furthermore, in the case it is also mentioned that six years ago when the performance management process was instantiated, CEO had agreed to these long-term employees that performance evaluation for them will still be based out on the informal discussions. Hence, CEO is deciding to opt for an unethical procedure in order to lay-off the employees who are working in the company in the last twenty years and more without having to share their annual evaluations. There are just three employees who aren’t aware about their reviews and performance on...
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