Resolvedd Analysis of the Case of “a Martini for Rossi”
REVIEW Edgar Rossi has exceptional skills, but because of his behavior and association with alcohol he is affecting those he works with and costing the company money in lost production time. Over the last six months I have witnessed Rossi’s behavior become more erratic and I have smelled liquor on his breath more than once. With my coworkers and I covering for his lack of work, none of the managers have not noticed Rossi’s inconsistent behavior as of yet. After confronting Rossi about his behavior and possible alcoholism he vehemently denied having any alcohol problem and reassured his absences would not happen again. Rossi’s behavior improved for about three weeks, but then Rossi went missing during work hours leaving, once again, myself and another coworker to pick up his slack. With this last incident, my fellow co-worker Nick Battle had witnessed and endured enough, wanting to take the facts we have to management.
ETHICAL PROBLEM OR ISSUE The principle of fidelity and my personal moral philosophy would dictate that I should go with Nick Battle and report Rossi’s behavior to management. Rossi’s absences have cost the company significant money and productivity time, which if continues will further negatively impact the security of everyone’s career in the company. Though I am under no obligation to Rossi, I still worry what harm would come to him. Rossi could possibly lose his job or at the very least Rossi’s credibility would be irreversibly damaged making his reputation and morale further diminished within the corporation.
SOLUTIONS I could (1) do the civil thing by confronting Rossi once again about how him showing up to work inebriated and his failure to complete his job causes his fellow co-workers and the company to be negatively impacted, or (2) follow the utilitarian decision and do the greatest amount of good by agreeing to go with Nick Battle to present the facts of Rossi’s poor work performance to management
ETHICAL PROBLEM OR ISSUE The principle of fidelity and my personal moral philosophy would dictate that I should go with Nick Battle and report Rossi’s behavior to management. Rossi’s absences have cost the company significant money and productivity time, which if continues will further negatively impact the security of everyone’s career in the company. Though I am under no obligation to Rossi, I still worry what harm would come to him. Rossi could possibly lose his job or at the very least Rossi’s credibility would be irreversibly damaged making his reputation and morale further diminished within the corporation.
SOLUTIONS I could (1) do the civil thing by confronting Rossi once again about how him showing up to work inebriated and his failure to complete his job causes his fellow co-workers and the company to be negatively impacted, or (2) follow the utilitarian decision and do the greatest amount of good by agreeing to go with Nick Battle to present the facts of Rossi’s poor work performance to management
References: Brody, Jane E. (4 May 2009). High Functioning, but Still Alcoholics. New York Times Health. Retrieved from http://www.nytimes.com/2009/05/05/health/05brod.html DARA. (2008). Dealing with an Alcoholic Co-Worker. AlcoholRehab.com. Retrieved from http://alcoholrehab.com/family-friends-employers/alcoholic-co-worker/ Ferrell, O. C., Ferrell, L., & Fraedrich, J. (2011). Business ethics: Ethical decision making and cases. (8th ed.). Mason: South-Western CENGAGE Learning. Forsberg, Ralph P. & Pfeiffer, Raymond S. (2005). Ethics on the Job. (3rd ed.). Wadsworth CENGAGE Learning. Rau-Foster, Mary. (2012). Workplace Issues. Fosters Seminars and Communications. Retrieved from http://www.workplaceissues.com/qabushed.htm