Question 1: Define the following:

a. Discrimination: The root meaning of the term discriminate, is to distinguish one object from another, a morally neutral and not necessarily wrongful activity. However, in modern usage, the term is not morally neutral; it is usually intended to refer to the wrongful act of distinguishing illicitly among people not on the basis of individual merit but on the basis of prejudice or some invidious or morally reprehensible attitude (Sadri, n.d.). There are several types of discrimination (USEEOC): Age, Disability, Equal Pay/Compensation, Genetic Information, National Origin, Pregnancy, Race/Color, Religion, Retaliation, Sex, Sexual Harassment b. EOP: Equal Opportunity Programs mission is to contribute by assisting in creating a place of employment that is non-discriminatory, harassment free, diverse, fair, ethical, inclusive, and values the contribution of all its employees. It ensures Equal Employment Opportunities (EEO) without regard to race, ethnicity, religion, color, sex, national origin, age, ancestry, sexual orientation, gender identity or expression, marital status, family structure, or mental or physical disability; so long as the essential functions of the job can be performed with or without reasonable accommodation (Lockheed Martin, n.d.). The EOP concentrates on the following areas: Recruitment, hiring, training and promoting in accordance with the principles of equal employment opportunity Ensuring that all personnel actions, including compensation, transfers, terminations, training, tuition assistance, and social and recreational programs are administered in accordance with the principles of equal opportunity Engaging in outreach and recruitment of under-represented, qualified minority and female applicants Engaging in outreach and recruitment and providing equal employment opportunities to qualified persons with disabilities, disabled veterans, covered veterans, and newly separated veterans

c. AA: Affirmative action is a federal agenda initiated in the 1960s thats designed to counteract historic discrimination faced by ethnic minorities, women and other underrepresented groups. To promote diversity in the workforce and compensate for the ways such groups have historically been excluded, institutions with affirmative action programs prioritize the inclusion of minority groups in the employment (Nittle, n.d.). The justification for affirmative action is that it helps to compensate for past discrimination, persecution or exploitation by the ruling class of a culture, and to address existing discrimination. Affirmative action takes into account recruitment policies, fair job criteria, training programmes for discriminated minorities and promotion to senior positions.

d. Presenteeism: Absenteeism is being sick and staying at home. Presenteeism is being sick but still coming to work. We all go to work at some point not feeling a hundred percent but it is when we go to work and are so ill as to be useless, dangerous, or a source of contagious infection for everyone else that the problem arises. People who feel awful cannot work to their full potential. In a team environment this can rub people up the wrong way. In such circumstances, people are present but should be absent. Research suggests presenteeism might cause more aggregate productivity loss than absenteeism (Johns, 2009). e. Whistle Blowing: The essential feature of whistleblowing is the disclosure by organisation members (former or current) of illegal, immoral or illegitimate practices under the control of their employers, to persons or organisations that may be able to effect action (Miceli and Near 1984:689). First and foremost, whistleblowers are understood to be organisation members (for example, employees, volunteer workers or contractors) for both of the above reasons. It is their internal position in the organisation that is most likely to make them aware of internal wrongdoing and also most likely to place them under pressure to stay silent.

Question 2: Explain the four different types of privacy that the employees are entitled to.

Individual Privacy from the ethical point of view, it concerns the protection of individual freedom, defining a zone of personal life virtually not accessible to any external intrusion. The term privacy may include four different dimensions:
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a) Physical Privacy: This implies the limitation of physical accessibility, of any kind, without self-consent. Preventing intimate acts or hiding one's body from others for the purpose of modesty; apart from being dressed this can be achieved by walls, fences, privacy screens, cathedral glass, partitions between urinals, by being far away from others, preventing unwelcome searching of one's personal possessions and preventing unauthorized access to one's home or vehicle b) Social Privacy: Many privacy issues that apply to individual conduct in the workplace apply to social conduct as well. Other privacy issues are uniquely associated with social conduct. These include, amongst others, issues involving the monitoring of communications, as in telephone monitoring and e-mail monitoring. Another important privacy-related element in social interaction is, as previously mentioned, the potential importance of confidentiality, trust and intimacy between persons, for example between an employee and a fellow-worker or client, that may be violated by monitoring. c) Informational Privacy: Information or data privacy refers to the evolving relationship between technology and the legal right to, or public expectation of, privacy in the collection and sharing of data about one's self. Privacy concerns exist wherever uniquely identifiable data relating to a person or persons are collected and stored, in digital form or otherwise. In some cases these concerns refer to how data is collected, stored, and associated. In other cases the issue is who is given access to information. Other issues include whether an individual has any ownership rights to data about them, and/or the right to view, verify, and challenge that information. d) Psychological Privacy: this meaning the restriction of any illegitimate interference on persons mind or will. Psychological privacy is having a personal interior space in which to create. It means having a place to draft and write that is protected from the constraints of the outside world (CNECV,2007).

Question 3: What do we mean when we use the term Due Process and Lay-offs? Explain.

It is vital that leaders and managers focus on justice and human dignity in the workplace when faced with the possible need to downsize. Once they have made the decision to downsize, top managers must clearly communicate the reasons and the goals to those responsible for identifying the employees affected.
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Right to know: Affected employees should be informed in advance of the impending layoff. This usually means that, as a minimum, written notice will be given 10 working days before separation. Treating someone with dignity seems incompatible with asking them to leave immediately or even at the end of the week. Employees should ordinarily be notified by their immediate supervisor and be given the rationale for the decision. Supervisors should explain the real reasons for the decision to cut the work force and the real reasons for the decision to include them among those to be laid off. If the decision-making process has been adequate, there will be nothing to hide. Withholding information or providing misleading information is an insult to those who have served the organization.

Compensation Packages: Employees who are laid off to meet organizational goals bear the biggest burden of the reorganization. Thus it is important to be as generous as possible in benefits (like continuing health insurance for several months) and in outplacement assistance. Since justice is at issue here; laid-off employees are owed benefits to partially compensate them for the burdens they are bearing for the organization. In addition, it is appropriate to give special consideration to laid-off employees when new positions become open. Administrators should make sure that policies on benefits for laid-off employees are adequate at the time they are making decisions about downsizing (Weber, 1994).

Question 4: Explain the ethical issues in Marketing Management.

Consumer rights rest upon the assumption that consumer dignity will always be upheld and that producers will value the customers as the end itself and not just a means to the end. When this rights are in jeopardy is when the ethical issues arise.

Ethical issues in Product Policy: This concerns on whether the product that is being produced by the company is safe for the consumers to use. The raw materials used in the production process should not be harmful or toxic. The product is being produced with due care.

Ethical Issues in Marketing Communications: This concerns on whether the information provided by the marketing campaign is deceptive or misleading. It should not target vulnerable
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customers or try and exploit individuals beliefs, have a negative social impact and also not disrespect the culture. Deception occurs when a marketing communication either creates or takes advantage of a false belief that substantially interferes with the ability if people to make rational consumer choices. Consumers may be vulnerable to this because they lack sufficient education of information to use products safely, or easily confused and manipulated because of old age, are in exceptional physical or emotional need due to illness or are too young to comprehend the information.

Ethical issues in Pricing: Being ethical in pricing means offering a fair price and not charging the consumer a price that exceeds the value offered by the product or service. There are four types of pricing practices where ethical practices arise- excessive pricing, price fixing, predatory pricing and deceptive pricing.

Ethical Issues in Channels of Distribution: One ethical issue that arises in connection with distribution is the use of power by a channel leader. Powerful supermarket chains often demand payments from producers (slotting allowances) to ensure that their products will have shelf space in supermarkets. The gray market also raises ethical issues. The gray market is unauthorized intermediaries that go around authorized marketing channels by buying in low- price markets and reselling in high-price markets at lower prices than those charged by authorized channel members. Some issues are Exclusive dealing: A contractual requirement for a supplier to sell their goods only through a particular retail or wholesale sales outlet within a particular region. Exclusive Territory: Exclusive territory gives the right of the territory to the franchisee preventing the franchisor from appointing any other franchisee for the territory or carrying on business himself in the territory. Tying Agreements: In a tying arrangement, the product that the vendee actually wants to purchase is known as the "tying product," while the additional product that the vendee must purchase to consummate the sale is known as the "tied product."

Question 5: List the ethical challenges of smaller suppliers or vendors who are dependent on contractors from larger companies. Also explain the responsibilities the large companies must demonstrate in dealing with smaller suppliers.
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Myriad small suppliers rely on major mass merchandisers (regional, national, or international) to sell their goods. Indeed, these distributors can dramatically heighten a small business's fortunes in a matter of weeks or months. But entrepreneurs seeking to establish such relationships will find that competition to secure a place on the shelves of major retail outlets is fierce, and some mass merchandisers will be better suited for the small business's product than others. The ethical challenges faced by the smaller suppliers is that the misuse of power at the hands of the large companies. Because these companies are large, they tend to mould the suppliers at their own will and thus misusing their power to gaining what is profitable for them. Since the small suppliers depend heavily on these contractors they have very little say in the negotiations that take place. Other challenges faced by the small suppliers are the question of loyalty, preferential treatment and conflicts of interest. The size power and political influence of large companies implies that they often enjoy considerable cost concession and other advantages compared to smaller firms. Because of the increasing demand of large companies for low-cost production, smaller firms are under pressure to cut down on costs. So smaller suppliers sometimes lower costs in the expense of ethics standards. They resort to activities, such as: poor labor conditions, less environmental protection and lower attention to health and safety. Also the relationship between the two parties is usually maintained by the exchange of so called gifts and even though large companies have a formal purchasing code of ethics, they are often overlooked.

Larger companies should follow the guidelines provided by professional bodies such as the International Chartered Institute of Purchasing and Supply. There are two ways in which the large firms should ensure that the small suppliers are in compliance with ethical standards. Disengagement: Setting clear standards for suppliers and a means for assessing compliance with those standards. Failure to meet the standards in short-medium term will result in the disengagement by the company. Engagement: Rely on longer-term aims together with incremental targets in order to foster a step by step approach to improving standards. The large firms should work with their suppliers to achieve improvements.

References: CNECV,2007. Retrieved at 11th July, 2012. Available from: http://www.cnecv.pt/ Johns, G., 2009. Presenteeism in the workplace: A review and research agenda Journal of Organizational Behavior, 31 (4), 519-542 DOI: 10.1002/job.630 Lockheed Martin, n.d. Retrieved at 11th July, 2012. Available from: http://www.lockheedmartin.com/us/who-we-are/diversity/eeo.html Miceli, M. P., & Near, J.P. (1984). The relationships among beliefs, organisational position, and whistle-blowing status: A discriminant analysis. Academy of Management Journal, 27(4): 689. Nittle, N. K., n.d. What is Affirmative Action? Retrieved at 11th July, 2012. Available from: http://racerelations.about.com/od/diversitymatters/g/WhatIsAffirmativeAction.ht m Sadri, J., n.d. The ethics of job discrimination. Retrieved at 11th July, 2012. Available from: http://www.scribd.com/doc/14123963/Business-Ethics-and-JobDiscrimination U.S. Equal Employment Opportunity Commission (USEEOC). Retrieved at 11th July, 2012. Available from: http://www.eeoc.gov/laws/types/index.cfm Weber, L.J., July-August 1994. Ethical downsizing. Retrieved at 11th July, 2012. Available from: http://www.chausa.org/workarea//DownloadAsset.aspx?id=2147484731