Question

Suppose a co-worker is engaging in behavior that you find personally unethical, but the behavior is not prohibited by the company’s ethical standards. Cite the example and share how would you handle the issue? Why?

Answer 1

Ethical behaviour is a subjective term; it applies differently to different people. Therefore, a co-worker exhibiting a behaviour may be objectionable at personal level but it may not be objectionable at the organizational level. One example of such behaviour is: A co-worker may be taking too many breaks at frequent intervals and making the workplace too informal. Ethical guidelines may be silent on frequent breaks or creating highly informal teams. In such cases, employee who finds them unethical should clearly communicate to co-worker. He must be made to understand that his style of informality makes me uncomfortable. Frequent breaks disturb the work schedules. the employee must explain him that frequent breaks is causing a negative impact on productivity of the team as many members are following him. It is causing delays in business processes. If the employee is not willing to listen; then his actions must be reported to supervisor.

Answer 2

Example: Your co-worker is consistently taking credit for your ideas and work during team meetings and presentations, without acknowledging your contributions.

Handling the Issue:

1. Private Conversation: Schedule a private meeting with your co-worker to discuss your concerns in a non-confrontational manner. Explain how their behavior is impacting you and the team's dynamics. Use "I" statements to express your feelings and avoid blaming language.

2. Present Evidence: During the conversation, provide specific examples of when your ideas or work were not attributed to you. Offer concrete evidence to support your claim and ensure that the discussion is based on facts rather than assumptions.

3. Seek Understanding: Give your co-worker the opportunity to explain their perspective. Sometimes, misunderstandings or miscommunications can contribute to such situations. Listening to their side may shed light on their intentions or motivations.

4. Clarify Expectations: Share your ethical principles and your expectations for collaboration and credit-sharing within the team. Emphasize the importance of mutual respect and recognition of each other's contributions.

5. Involve a Supervisor or Mediator: If the behavior persists despite your efforts to address it, consider involving your supervisor or a mediator from the HR department. Explain the situation and provide details of the steps you have taken to resolve the issue directly with your co-worker.

Why Handle the Issue in this Way? Handling the issue in a diplomatic and proactive manner is essential for several reasons:

1. Open Communication: Directly addressing the concern allows for open communication and gives your co-worker a chance to rectify their behavior without escalating the situation.

2. Maintain Positive Work Environment: Confronting the issue respectfully can help maintain a positive work environment and prevent conflicts from affecting team morale and productivity.

3. Resolution and Growth: It offers an opportunity for personal and professional growth for both you and your co-worker. Constructive feedback can lead to improved communication and collaboration skills.

4. Company Culture: By addressing ethical concerns proactively, you contribute to promoting a culture of honesty, integrity, and fairness within the organization.

5. Seek Support: Involving a supervisor or mediator demonstrates your commitment to finding a fair resolution and shows that you take ethical concerns seriously.

Remember that while you can address unethical behavior, you cannot control others' actions. Your focus should be on maintaining your own integrity and standing up for ethical principles while trying to foster a positive and collaborative work environment.