Business Ethic Essay

People establish contacts everyday with different persona, with people not only in the social sphere but also in business, and the ethics of these relations and ethics of communication and behavior determine the social comfort and efficiency of our activities.
One of the ethical issue that arise rather often is conflict, that means a clash of opposing interests, the lack of agreement between the parties, and resolution of conflict is of great importance. It is believed that the conflict is always undesirable, as detrimental to people, adversely affects the outcome of mutual work, and sometimes destroys the business relationship. (Duska 2007)
First of all the conflict is always a contradiction, a clash of positions, interests, values of the parties. When these conflicts disrupt interactions are detrimental to the parties there is a conflict situation. Parties of the conflict face the necessity overcome their differences for the sake of their common interests, find mutual understanding and find compromise or find some other solution to the problem.
In resolving the conflict a major role plays ethics management, that defines human behavior in specific situations, in the relations, indicates a way out of a situation.
The work presents an example of an ethical issue. It is necessary to describe an ethical issue that is relevant to work situation at the organizational level, analyze the underlying causes of the issue and provide recommendations for individuals facing the issue and organizations/managers for managing the issue.

Ethical issue in work situation at the organizational level
In the analysis of an ethical issue it is necessary to determine it’s causes, significant factors, to determine the range of interested people, to highlight ethical dilemma and offer a way to resolve the conflict.
This incident occurred in the HR department of the company. The current team has a woman Anna, who had better results than other members: better experience and knowledge, psychological criteria, in particular she was a leader. After some time this woman was appointed as head of company’s HR department, therefore, it changed her duties and slightly changed her schedule. Anna as usual very strictly checked the work of her subordinates: their attitude to work, to clients, the relationship between in the team, also ensured that workers came in due time and did not leave their working place.
After a few months the staff began to notice that Anna often came to work later, sometimes was leaving home before the end of the working day, was rather often absent in the middle of the day. Dissatisfaction with the staff increased every day and resulted in a conflict.
In this example, the main issue is behavior of Anna as the head, her not following the common rules for the stuff. The indirect issue include such reasons as lack of understanding of staff, why Anna was appointed as the head, and the advantages of managers over the other workers.

Stakeholder analysis
The next part is devoted to the analysis of interested parties to the conflict (direct parties to the conflict; indirect, that for one reason or another were involved in the conflict). And also people whose interests are affected by this issue. In this case, stakeholders are: Personnel Department; the Head – Anna; superiors and clients.
Facts that are worrying the staff:
1. Why Anna was appointed as the head of this department and not another woman?
2. Anna as the head is monitoring their work and schedules very strictly, while is violating the schedule herself;
3. Anna consider herself more important employee and have too many advantages over the others.
Facts that Anna presents:
1. This promotion Anna deserved because of her advantages over others: wide horizons of knowledge, great experience, leadership qualities.
2. Head is not accountable to their subordinates as to why it violates the schedule of working hours. It is possible that she absents himself from the decision, any issues relating to the company.
3. Managers should have advantages over other workers.

Analysis and recommendations
This case relates to the formal. When explaining the issues to be addressed by Anna outside the company, it will be clearly seen that she does not violate her duties, professional ethics. Her work is beneficial for: the company (she made decisions and work that are outside the company); superiors (strict surveillance of the team, full control), customers (the possibility of obtaining service from employees).
Resolution of the conflict:
To prevent the conflict it is necessary to inform the team about the responsibilities and tasks of Anna outside the company (probably only some of them) to explain the absence of Anna. Thus, the team will stop talking about the incorrect and unethical behavior of Anna and her absence, that will stop the conflict.
In current case the problem situation should be solved in time, and the conflict will be stopped.
Recommendations:
In this company we can recommend to create an ethical code of conduct for the development of professional team community, that should have the ethical norms and rules of conduct for all staff and managers. Such ethical rules and codes will greatly help in the process of working together, as each employee will be able to follow certain rules and so the staff will have good working conditions. If everybody in the team will know and follow the rules, then the staff will know how to avoid conflicts and misunderstandings, solve problems in accordance with ethical codes.

Conclusion
Any kind of human interaction with the surrounding social environment is the process that is controlled and determined by the categories of morality and ethics. Human behavior in society and at work is always evaluated in accordance with the principle “ethical – unethical.” (Duska 2007)
It is wrong to assume that things are changing in the business relationship. Of course, such relations are governed by qualifications and legal framework, but human communication are not affected by the level of competence, education, official position, but first of all are ruled by morality in the relationship (or lack of it). Any professional communication should run in accordance with professional ethical standards and codes. (Duska 2007)
Compliance with the general ethical norms and rules of conflict resolution is essential for the formation of healthy and civilized relations in the team. It’s important to understand the emerging situation as a conflict and then by agreement between the parties or negotiations with a third party to try to resolve the problem. Thus, the ability to stop the conflict in time may help to avoid destructive effects of conflict or crisis in the team. The conflict tests all the staff and each individual employee.

References
Duska, R. (2007). Contemporary Reflections on Business Ethics. Boston, Springer.
Legge, K. (2007). The ethics of HRM in dealing with individual employees without collective representation. Human resource Management: ethics and employment. A. H. Pinnington, R. Macklin and T. Campbell. Oxford, Oxford University Press.