Domestic Violence

Using the resources provided, your own research, and your knowledge of the ethical concepts from the text, consider the issue of off-site monitoring of conduct:

Considering your own work experience, imagine a circumstance in which your supervisor monitored your behavior off the job. Describe the circumstances, including how and why your conduct was monitored.

The only time I've seen someone behavior monitored while off-duty is if they are pending UCMJ (Uniform Code of Military Justice) charges, these are the rules and regulation the military has to follow along with any state and federal law that they are station in or the incident took place. Domestic Violence is a big issue for the military, and if convicted can end a person career.

Would you consider your example to involve a minor, moderate, or severe invasion of an individual's privacy? Explain your reasoning. Share your unemotional, well-defined, evidence-based response to your boss to support your viewpoint. Everyone has a right to privacy, but when lives are involved, it a bit different.

What issues do you believe led to your employer monitoring you? Use one ethical theory or perspective to help support your employer's viewpoint, and use a scholarly source as your evidence.

As an employer you have to really rely on your Deontology skills, look at the action that was committed, and how you can prevent it from happening again. But we also need to take into account the individuals Virtue Ethics.
What about your viewpoint as the employee? Use one ethical theory or perspective to support an employee's right to privacy outside of work, and use a scholarly source as your evidence

Discussion 1

This discussion is kind of good for me in a way because I am an older person trying to get back into the workforce and I will have to learn how to deal with a lot of people who has already been working for a while, or people who are just starting and are young and ready to take on the world so to speak. I think the first thing we should thing about is what is ageism mean?

According to the dictionary is means prejudice or discrimination on the basis of a person's age. Being it a younger person or and older person. I can see how a younger person just straight out would think that an older person with all of the labor unions and such that they might have a harder time, but I am just starting out so I think I will need to have that extra time to learn and they may be faster of catch on quicker because they have been there through all the technology changes which I have not due to the fact I did not grow up in the digital age.

When I think of it through a deontology approach I would try to consider the fact that whoever gets the job must have been the most qualified for the position not because of any sort of age requirement, so to speak. In this article I read in the library it says "We found negative implicit attitudes towards older workers that remained stable even when positive examples of older workers were made salient. In contrast, explicit attitude measures showed no bias against older workers, and these were easier to modify." 163-170. Dasgupta, N., & Asgari, S. (2004).

Which to me mean you can teach an old dog new tricks so to speak and that makes me feel better about having to be around a faster paced generation. And even more so being older we should be teaching the younger people the tricks as well because when u teach someone something they can keep that and expand on the idea. I know this first hand from teaching my daughter a recipe she always finds a way to improve on it. So we can learn from each other really.

Retrieved from: Dasgupta, N., & Asgari, S. (2004). Seeing is believing: Exposure to counterstereotypic women leaders and its effect on the malleability of automatic gender stereotyping. Journal of Experimental Social Psychology, 40, 569-696.

Discussion 2

There is a high chance your behavior is being monitored off the job, but I do think my behavior is being monitored on the job. Before my manager became my direct manager, we were friends on Facebook. I was not working under her at the time. Now that she is my direct manager, she has access to see what I post.

This allows me to monitor my time wisely so I'm not using Facebook for personal pleasure during office hours. I never post anything I wouldn't want my family members or other coworkers to see, and if I comment or share something it's on my lunch break.

I think my example is minor to moderate. I don't have a reason to block my boss on social media and it's not like I am going to post anything that I do not want her to see. We have a lot of similar hobbies so I enjoy seeing some of the things she shares. I already know for a fact my Facebook account was looked at before I was hired. Our job includes a lot of digital advertising work including social media.

An employer will want to monitor your social media account when they are doing the hiring process. Unfortunately, your social media account can cause you to be turned down for the job or even cause you to lose your job. In the article Social Media can Impact Future Employment, Holland states, "Part of what companies do when they [search] for you on social media is to see how you conduct yourself.

They want to know how you'll interact with your co-workers and more importantly their customers or potential customers" (Holland, 2014). I think this can fall under deontology, which our textbook describes as "theory claims an act is to be evaluated in terms of its accordance with a specified set of rules" (Mosser, 2013).

From an employee's viewpoint, the company I work for wants to maintain its name and be able to continue to grow. Virtue ethics is a good way to determine an employee's viewpoint. Virtue ethics wants corporations "to act morally and as good, if artificial, "citizens" (Mosser, 2013). In Legal and ethical issues of employee monitoring, the author states "The ethical issues that an employer looks at may differ from what an employee considers ethical. It all goes back to a point of view on what is permissible and what is right or wrong" (Yerby, 2013).

References:

Mosser, K. (2013). Ethics and social responsibility (2nd ed.) [Electronic version].

Slayter, M. (2014). Social media can impact future employment.

Yerby, J. (2013). Legal and ethical issues of employee monitoring. Volume 1, Issue 2.

Ageism

Using at least one ethical perspective or theory from the text and one item of scholarly evidence, present an argument to a group of younger workers (regarding older worker and youth employment) in which you refute the notion that older workers take employment from the young.

After doing some research to fully understand the question been asked, i found that in need to under a few key words "Ageism and Lump of labor fallacy". Once i understand what these key words meant, it was clear how i wanted approach this question.

1. Ageism: according to discrimination against persons of a certain age group.
a tendency to regard older persons as debilitated, unworthy of attention, or unsuitable for employment. Coined 1969 by U.S. gerontologist Dr. Robert N. Butler, from age + -ism, on pattern of racism, sexism. Related: Ageist.(dictionary.com, 2017)

2. Lump of labor fallacy: In economics, the lump of labor fallacy is the idea that there is a fixed amount of work - a lump of labor - to be done within an economy which can be distributed to create more or fewer jobs. It was considered a fallacy in 1891 by economist D.F. Schloss, who held that the amount of work is not fixed. (Wikipedia.com, 2017)

I would have to pick the "Ethical Egoism" as the perspective for the older group to use when arguing with the younger work force. As mention in past topic Ethical Egoism-"argues that our moral evaluations should be made in terms of our desires and goals. Something that promotes what I want is regarded as right; something that interferes with what I want, or prevents me from reaching my goals, is regarded as wrong."

"These findings also suggests that the u-turn of policy makers since the mid 1990s to redesign social security programs and pension schemes to create stronger incentives for continued work at older ages will have no adverse effects on youth employ-
ment." ( KALWIJ, KAPTEYN, DE VOS, 2010)

According to research completed by kalwij, Kapteyn and De Vos, during the years of 1969 to 2008 there was an increase of 4% in older worker (ages 55-64) still working from 56% in 1969 to 60% in 2008. One could say the reason for this is the shift in incentives of retirement and social security pay. Early retirement pay was less enticing and social security became more profitable for elders to see and live on comfortably once they retire.

Argument:

P: Early retirement is not worth it.

P: If you collect your social security to early you can lose out on other benefits

P: I want to live on the beach when i retire

P: I cant afford that lifestyle on my social security only

P: Need to collect a pension and social security to afford the beach lifestyle

Therefore, i will continue to work till i'm able to get a pension with my current employer.

With this argument the ethical egoism is only thinking about his own desire and what/how he needs to accomplish that goal.

References:

Ageism defined

Wikipedia

Kalwij, A., Kapteyn, A., & De Vos, K. (2010). Retirement of Older Workers and Employment of the Young. De Economist, 158(4), 341-359. doi.