BERTIZ, ALLEN GABRIEL M.
II-A BSFM
ETHICAL DILEMMA (Credit Where Credit is Due)
Questions:
1. What, if any, are the ethical issues in play in this situation?
-Intellectual Property and Fairness: Aiden feels his idea was appropriated by Alex, who
presented it as her own. This raises concerns about intellectual property, fairness, and the
ethical obligation to give credit where it's due and Conflict of Interest because Aiden is caught
between standing up for himself and maintaining a positive working relationship with Alex. This
reflects the ethical tension between self-advocacy and team harmony.
2. Do you agree with how your coworker plans to handle the situation? Why or why not?
- I disagree with Aiden’s plan. Avoiding confrontation may prevent immediate conflict, but it also
allows the unethical behavior to persist and sets a precedent that it’s acceptable to take credit
for others’ work. This could lead to long-term issues with trust and morale within the team.
3. What do you think would be the ideal decision in this situation, and why? Does the
ideal decision differ from what your coworker proposes?
- Aiden should have a candid, respectful conversation with Alex. He should express his feelings
about the situation and ask for acknowledgment of his contribution. If Alex recognizes the
mistake, they could co-present the idea in future meetings, ensuring both are credited. If Alex is
uncooperative, Aiden may need to bring the issue to a manager, especially if this behavior is
part of a pattern.
4. What do you think will be the consequences of your co-worker’s accounts.
- In a long run, this could erode trust within the team, lead to a toxic work environment, and
diminish team collaboration. Aiden’s lack of assertiveness might also be interpreted as a lack of
confidence in his own ideas.
5. How do motivation and intention play a role for both you and your coworker?
- As a co-worker, my intention is to support Aiden in navigating this situation while ensuring the
team’s values are upheld. Encouraging open communication and fairness would align with
these motivations.
CASE INCIDENT – Work-Life Balance at R.G. & Company
QUESTIONS:
1. Do you believe that accommodations offered by Tarum’s firm are effective in helping
individuals balance work and family lives? Why or Why not?
- Yes the accommodations are nominally effective but are not truly supportive because the
company culture does not fully embrace them. Without a culture that genuinely supports work-
life balance, these policies are unlikely to help employees balance work and family lives
effectively.
2. Are there any practices or policies that the organization could implement to allow for
greater work-life balance?
- Instead of evaluating employees based on time spent in the office, the company could focus on
performance and outcomes. This would reduce the pressure to work long hours in the office and allow
employees to manage their time more effectively.
3. Are there any actions Tarum could take to achieve both her professional goals and
work-life balance?
- Tarum could leverage the company’s flexibility strategically, working from home or adjusting
her hours when necessary while ensuring she remains visible and engaged in key projects and
meetings.
4. How important do you believe in work-life balance is for job satisfaction and career
success?
-Job happiness depends on having a healthy work-life balance. Workers who believe
they can successfully combine work and personal obligations are more likely to be
engaged, inspired, and devoted to their company. While some may contend that giving
up work-life balance is essential for career advancement, this is not a long-term
solution. Stress, resentment, and burnout can impair performance and impede
professional advancement. Long-term success depends on maintaining personal
wellbeing and productivity, both of which can be achieved with a balanced approach.
