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PHIL-205 Unit 2 Test
| Term | Definition |
|---|---|
| Mission Statement: Purpose (2) | Vision, Values |
| Vision | What a company hopes to become |
| Values | Moral guiding principles |
| Ethical leadership qualities (6) | 1. A good listener 2. Honesty 3. Role model 4. Fair 5. Employees are empowered by good leaders 6. Loyalty |
| Ethical leaders... (3) | 1. Don't hide from debate 2. Are notive participants 3. Ensure institutional stability comes first |
| Job | Something you do for money |
| Career | Something you call yourself |
| Calling | Made to do, you are good at it |
| Theories of Work (3) | 1. Conventional View 2. Human Fulfillment Model 3. Liberal Model |
| Two Versions of the Conventional Model | 1. The Hedonistic Version 2. Classical Interpretation |
| The Hedonistic Conventional Model | Work is a necessary evil for life's pleasures. Work has no intrinsic value, it has instrumental value. |
| The Classical Conventional Model | Work takes us away from what is important. Humans are rational beings and work is drudgery (it interferes with our mental lives). |
| Hedonism | Happiness is the only intrinsically good thing. |
| Human Fulfillment Model | Work is essential to a good life. Work is needed to fulfill our full potential as human beings. Gives people reason to live/structure. |
| Work developed virtues (3) | 1. Diligency 2. Perseverance 3. Concentration |
| Schumacher says... | Work must be challenging. |
| Liberal Model | Recognizes that work effects people. People can choose what to do. But, there are minimums that all jobs must have to protect people's workplace rights. |
| Worker's Rights (3) | 1. Legal Rights 2. Contractual Rights 3. Moral Rights |
| Legal Rights | Laws due to legislation or judicial rulings. |
| Contractual Rights | Explicitly set out rights in a contract between the employee and employer. |
| Moral Rights | Independent of the law or contracts and are often based upon respect for people. |
| Three ways to think of workplace safety | 1. The law (OSHA). 2. Individuals bargain for workplace safety. 3. A workplace should be as safe as common practices outside of work. |
| Concerns with the law/OSHA (workplace safety) (3) | 1. The law does not apply to everything. 2. The first generation problem. 3. The law might not be enforced. |
| Concerns individuals bargaining for workplace safety (4) | 1. The market or people are not free. High risk jobs can be low paying. 2. Employees often don't have perfect information. 3. The first generation problem. 4. Public safety issues can be ignored. |
| Concerns with a workplace should be as safe as common practices outside of work (workplace safety) (3) | 1. It is paternalistic the employee was not consulted. 2. Health and safety are not preferences that can be traded off. 3. Less control at work than our personal lives. |
| Employment at will | An employee can be fired for any reason not covered by the law. |
| Right to work | Legislation that says that employees don't have to join a union. |
| Privacy | Right to be left alone. A right to control information about yourself. |
| Is there a right to privacy at work? | Should be yes, however work is cooperative. So the right to privacy can't be too strong. |
| Information attained by employers should be... (3) | 1. Job relevant 2. Prior info should be given to employees about info. 3. Intrusive gathering of info should be a last resort. |
| Arguments FOR drug testing (3) | 1. Drugs affect job performance. 2. Drugs cause safety issues. 3. Employee health insurance is a factor |
| Arguments AGAINST drug testing (3) | 1. Drug testing is a violation of privacy. 2. There are better ways to test for job performance. 3. Why not test for other unhealthy activities? |
| Why is privacy important? (4) | 1. We have professional and personal lives. 2. Helps define a person. 3. People are happier with privacy (utilitarianism) 4. Violation of privacy uses people (kant) |
| Conflicts of interest | When an employee's personal interests conflict with their work/professional obligations. |
| Fiduciary | Works in the best interest of their client. |
| Loyalty | A willing to sacrifice for the good of the business. |
| Question for loyalty | Do employees have an obligation of loyalty to where they work? |
| Question for loyalty: answer | No, they have an obligation to fulfill their contractual obligations and that's it. Businesses will fire you if times are tough. You have no obligations to them. |
| Whistle Blowers | Employees on the inside who inform superiors/outside groups of immoral/illegal activity. Can be seen as disloyalty. |
| Is there an obligation to blow the whistle? (5) | Yes if... 1. Must be a threat of physical harm. 2. Employee works internally. 3. Needs to be a last resort. 4. Documented proof. 5. A good reason to believe the whistle will stop the harm. |
| Theories of Public Safety (3) | 1. Caveat Emptor 2. Negligence Theory 3. Strict Liability Theory |
| Caveat Emptor | The buyer is responsible for checking the quality of a product. |
| Criticism for Caveat Emptor | Consumers can make bad purchases. They do not have the time, ability, or knowledge to test the products they buy. |
| Negligence Theory | Manufactures should ensure their products are safe. Making them not responsible (warning labels, design, quality). |
| Criticism for Negligence Theory | When is there enough due care. It assumes the manufactures can know how the consumer will use their product. |
| Strict Liability Theory | The manufacturer has the responsibility to pay for and take care of all product defects even if they could not have possibly known. |
| Criticism for Strict Liability Theory | This may put too much blame on manufactures. |
Created by:
Parker H.
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