Org. Behavior Hw 1

HW 1: Consensual Relationship Agreement

3 September 2015

Critics of CRAs assert that they are too intrusive, ineffective, and unnecessary and that they can cause as many problems as they solve. Identify the specific reasons and examples that might justify these criticisms.

Because a CRA creates a forum to discuss professional workplace behavior, employees may find it uncomfortable and intrusive to let a human resource professional talk to them about what is appropriate and inappropriate about their consensual relationship. This may cause problems because employees may feel uncomfortable talking about these personal issues at work that they may quit and find a new job elsewhere. CRAs may also seem ineffective because there is no way to assure that employees in a relationship will not be intimate during work. If the employees want to be intimate during work or show affection then they will find ways to do it.

How would you assess the ethical intensity of CRAs from the perspective of the employer? From the perspective of the employees in a consensual relationship?

The ethical intensity of the CRAs from the perspective of the employer may involve concern for the affected individuals in the workplace. A workplace relationship may cause discomfort and will start to effect the quality of work, and it will result badly for the company or business. The perspective of the employees in the consensual relationship may involve putting their relationship over their job or the company. The consensual relationship may be more important to them then their work.

What specific ethical principles might be used to justify the use of CRAs? Explain.

Ethical principles that might be used to justify the use of CRAs are balancing interests principles. Balancing interests principles involve: means-end- principle, utilitarian principle, and professional standards principle. These principles provide the ethical foundation for decisions and create basis for...