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Business Ethics Assignment 2.7 - Ethics from an Employee’s Perspective . This assignment has been written by Savino Giuralarocca & Gina Nehrlich Each member of the group has contributed equally to the completion of this assignment. Assignment 2.7 - Agenda. Introduction . - PowerPoint PPT Presentation
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This assignment has been written by Savino Giuralarocca & Gina NehrlichEach member of the group has contributed equally to the completion of this assignment
Business Ethics
Assignment 2.7 - Ethics from an Employee’s Perspective
Assignment 2.7 - Ethics from an Employee’s Perspective 2
Assignment 2.7 - Agenda
# Topic Presented by
1 Employee rights for models Gina Nehrlich
2. Different types of privacy Savino Giuralarocca
3. Union Initiative by Sarah Ziff Savino Giuralarocca
4. Work Life Balance Gina Nehrlich
Assignment 2.7 - Ethics from an Employee’s Perspective 3
Introduction
“Employees are subject to a strict managerial rationale of minimizing
costs and maximizing the efficiency of the resource”
Body as a mean to success
Model feel desparate and lost
No social network
Recruitment with 12+
Models are treated as human resource only: Relevant is only their body as a mean to maximize the gains
Assignment 2.7 - Ethics from an Employee’s Perspective 4
Introduction
“Employees are subject to a strict managerial rationale of minimizing
costs and maximizing the efficiency of the resource”
Assignment 2.7 - Ethics from an Employee’s Perspective 5
Introduction
“Employees are subject to a strict managerial rationale of minimizing
costs and maximizing the efficiency of the resource”
Empl
oyee
Nee
ds Discrimination
Priv
acy Due Process
Employee’s rights
Participation & Association He
alth
y &
Sav
e w
orki
ng co
nditi
ons
Fair wages
Free
dom
of
conc
ious
& sp
eech
Righ
t to
wor
kMas
low
Justi
ce
Assignment 2.7 - Ethics from an Employee’s Perspective 6
Employee Rights for Models (1/4)
Discrimination: Discrimination takes place when preferential treatment not being directly related to the employee’s qualification leads to job-related advantages or disadvantages (Crane & Matten, 2010)
Assessment
• Model agencies use age as selection criteria and prefer young girls (age discrimination)
• Sexual harassment is prevalent in the model business. Photographer’s often ask models to solicit them. Models declining such requests often jeopardize their career and are disadvantaged with regards to lucrative jobs
Privacy: “Individual right to control information about oneself, and to control situations where such information could be gleaned” (Cranford 1998)
Assessment
• Models are not given the right of privacy. Physical privacy is missing in their life completely (joint accommodation with other models, no privacy at backstage)
• Also psychological privacy is violated. Embarrassing comments about the models in the backstage rooms are normal
Assignment 2.7 - Ethics from an Employee’s Perspective 7
Due Process: The right to due process says that procedures must be transparent and criteria's applied must be job related (i.e. during promotion, disciplinary proceedings and firing) (Crane & Matten 2010)
Assessment
• Girls are fulfilling all photograph’s and agencie’s requirements to secure their success
• They give up their whole live (i.e. school) just to be successful as a model
Employee Rights for Models (2/4)
Participation & Association: The right to participation claims for the employee’s right to influence their tasks or job environment . The right to association is the right to join in work councils or trade unions
Assessment
• Girls are fulfilling all photograph’s and agencie’s requirements to secure their success
• They give up their whole live (i.e. school) just to be successful as a model
Taking Pictures
Assignment 2.7 - Ethics from an Employee’s Perspective 8
Healthy & Save Work Conditions: Employer’s must take care of their employee’s safety and allow for healthy life (i.e. sufficient rest periods)
Assessment
• Models are exhausted and overtired (the sets often leave them 3 hours per night for sleep for 14 days in a row)
• Cocaine consumption is common to stand the work conditions• Many models suffer at anorexia to fulfill the requirement to be slim
Employee Rights for Models (3/4)
Overtired
Fair Wages: Wages are fair when they fulfill the industry average, allow to satisfy all basic needs of the employee and if the required effort is in relation to the requested performance
Assessment
• Models are exhausted and overtired (the sets often leave them 3 hours per night for sleep for 14 days in a row)
• Cocaine consumption is common to stand the work conditions• Many models suffer at anorexia to fulfill the requirement to be slim
Assignment 2.7 - Ethics from an Employee’s Perspective 9
Freedom of Conscious and Speech: People must not be restricted in conscious and speech based on threats of unfair ramifications for talking about ethical issues (i.e. whistleblowing)
Assessment
• The feeling of being desperately dependent on the model agencies and photographs will not provide the models with the necessary level of freedom of speech
Employee Rights for Models (4/4)
The right to work: The right to work leads to the right to equal and fair conditions in hiring and firing (i.e. freedom from discrimination)
Assessment
• The feeling of being desperately dependent on the model agencies and photographs will not provide the models with the necessary level of freedom of speech
Assignment 2.7 - Ethics from an Employee’s Perspective 10
Physical Privacy: The right to physical inaccessibility to others and to one‘s own space (Crane & Matten, 2010).
Assessment
• Access of photographers in backstage areas of shows deprive models of physical privacy (Model Business).
• Organizations placing surveillance cameras in employees private rest areas (bath rooms, changing rooms, staff rooms) compromise physical privacy (General).
Different types of Privacy (1/2)
Social Privacy : Freedom to interact with other people in whichever way we choose (Crane & Matten, 2010).
Assessment
• If a famous singer can’t behave in public as he wishes because his producer is afraid of a potential image loss due to his exposure to the press, his social privacy is threatened (Music Business).
Assignment 2.7 - Ethics from an Employee’s Perspective 11
Informational Privacy: Having the control about how, when and to what extent private data about us are released to others. The biggest threat to employee privacy comes from electronic surveillance (Crane & Matten, 2010).
Assessment
• The archiving of employees data by the employers medical consultant is not an issue. If this data though is accessed by the employer, the employees privacy is broken (Doctor – employer relation).
Different types of Privacy (2/2)
Psychological Privacy : Controlling emotional and cognitive inputs and outputs, and not being forced to share private thoughts and feelings (Crane & Matten, 2010).
Assessment
• Psychological privacy is violated when embarrassing comments about the models in the backstage rooms are normal (model business)
Assignment 2.7 - Ethics from an Employee’s Perspective 12
Sarah Ziff’s Union Initiative – Model Alliance
Chances of success: High Medium
Where and why could the union initiative (Model Alliance 2013), launched by Sara Ziff, show an effective momentum and, where likely not so.
Low
Assignment 2.7 - Ethics from an Employee’s Perspective 13
Work Life Balance – Excessive Working Hours and presenteeism
Work
Balance
Employee health (physical and mental) and well being are increasingly threatened by the effects of excessive working hours:
Why do people choose to work excessive hours and what are possible consequences?
Reasons
Excessive working hours
Possible effects
Job security (Safety) Exchange social time for employment time
Low wages (Safety) Presenteeism (working long hours)
Career ambitions (Esteem) Decrease in social relations
Self-realization Decrease in childcare
Health issues (physical and mental)
Life
Assignment 2.7 - Ethics from an Employee’s Perspective 14
Work Life Balance – Flexible Working PatternsChanging working environments have led to the introduction of flexible working arrangements. There are various such arrangements:
• Part-time work• Temporary work (limited contract)• Self-employment • Teleworking
This trend towards flexible working hours brings positive and negative aspects for employees:
Positive aspects Negative aspects
Greater flexibility for employees• Arrangement of social life• Avoidance of traffic (best use of time)
Rights of employees can be limited• Less or no fringe benefits• Less Training possibilities• Working hours (shifts)
Opportunities for women or disadvantaged groups• Child care• Different interests can be pursued
Management arbitrariness• Flexible positions are more at risk• Hire and fire
Assignment 2.7 - Ethics from an Employee’s Perspective 15
Work Life Balance – What is Happiness
Work Life Balance is more than finding the equilibrium between job and private life;It is finding the balance between all our needs!
* researchers at the University of Illinois put Maslow's ideas to the test with data from 123 countries representing every major region of the world.
Results of Study performed by Ed Diener & L. Tay• Fulfillment of needs identified by Maslow correlates with happiness. • Happiness can be generated without fulfilling the needs sequentially along the
pyramid • Fulfilling different needs produces different types of well-being
Study*