Among the leaders that I feel have demonstrated ethical conduct, there is Dan Price. Dan Price is the CEO and co-founder of Gravity Payments. This is a company involved with credit-card processing and other financial services. Dan Price founded this business in 2004 together with his brother(Murray, 2016). Price started the company while he was 19 years old when he realized how credit card processors were taking advantage of small business owners.

A1.Ethical Traits

The ethical traits that Dan Price has exhibited include respect for others and focus on team building. When it comes to respect for others, Price has demonstrated this to other individuals that are associated with Gravity Payments. Among the ways that Price shows respect to other team members is by listening to them attentively. He does not take lightly information coming from his employees regardless of the level involved. This is an indication that he values the employees’ contribution. This is something that very few CEOs can boast about. It is an aspect that shows employees they are valued, and this helps to boost their motivation by giving them a sense of belonging. The productivity of a company is likely to improve when such an environment prevails (Long & Inbar, 2016). Price does not necessarily implement any suggestion that is provided by team members, but he takes the time to listen and evaluate its applicability. This is an aspect that will work to improve the employees’ creativity and innovative prospects since they are aware they are not going to be shut down without being given an opportunity to explain their ideas.

With regards to focus on teambuilding, Dan Price tends to foster a sense of team spirit and community within the company. This is because Price is not only focused on achieving personal goals, he is also concerned about the goals of the people around him and the organization at large. These aspects are demonstrated with the efforts that he puts in achieving organizational goals (Murray, 2016). He works to ensure that employees are happy. Having a happy workforce is vital for the success of the business. This is because the employees will do their best to ensure that ensure that the business succeeds. They want it to remain a going concern for as long as possible since they enjoy being there. Long & Inbar, (2016) assert that employees are a fundamental asset to any organization, and their actions determine whether the organization will be a success or not. A company that establishes an effective way to manage its employees will always have a competitive advantage over other companies within the industry.

A2. Ethical Conduct

In the recent times, Dan Price has exhibited ethical conduct on how he changed the wage structure at Gravity Payments. His move brought a whole lot controversy in the business world, though it was not intended. This happened because Price he unveiled the plan that he had of raising the company’s minimum salary to $70,000. Price funded this project by slashing his seven-figure salary to $70,000 (Murray, 2016). This is an action of a leader that demonstrates aspects of selflessness. How many leaders would significantly reduce their salaries to help fund an increase in the salaries of other employees in the organization? This is something that brought conflict even with his brother who is a co-founder of the company. Price did not back down despite this. He even went ahead to win a lawsuit lodged against him by his brother. He stood by his decision since he cared for the welfare of the employees as he wanted them to lead a better life by reaping benefits from their efforts in the organization. Business-wise, this move has paid off. The company’s revenue has increased significantly, and it enjoys over 90% employee retention rate (Murray, 2016). This is an indication how leaders acting ethically would result to benefit the organization.

1. Dilemma Analysis

Consequentialist Perspective

In this dilemma, a consequentialist would ask themselves which course of action would bring the best result? According to consequentialism, what matters more is the results, but not the actions involved (Lerner, 2016). As a result, in this case, the decision that is likely to be taken is disclosing the side effects that come with the artificial joints. The result of this action is that people intending to use the artificial joints will have an idea of what they are subjecting themselves too. People might decide against using the joints hence saving them from contracting serious and potentially lethal infections.

Deontological Perspectives

The question here would be which action results to adherence of the prescribed rules? In deontology, the focus is on the action and not the outcome (Lerner, 2016). In this dilemma, the likely decision is keeping quiet and not disclosing the side effects. This is because a non-disclosure agreement has already been signed and you are not allowed to disclose any information about the organization. Doing so would entail a breach of the contract, and this is subject to a lawsuit by the company.

B1. Levels of Cognitive Moral Development

Best society’s action in the long term

This falls under the postconvential level of cognitive moral development. This is because it looks at what would work in the best interest of the society. There is the presence of rules to help actualize the desired results, but these rules represent agreements among individuals regarding appropriate behavior.

Being fired for revealing information

This falls under conventional morality. This is because the decision is meant on making the company happy. It is more about maintaining relationships that will help to avoid negative consequences. The moral behavior is dependent on others.

Course of action to serve justice

This falls under postconvential morality. This is because when deciding on the best course of action with regards to justice there is need of having abstract values and principles in place. At this stage, there is the ability to eliminate or remove the laws that are believed to be unjust.

Presence of laws that determine whether to disclose information

This falls under the preconventional level of moral development. This is because the action taken is likely to be determined by the consequences that are likely to accrue. If the laws indicate that the information should not be disclosed, then the likely outcome is that it will not be disclosed. This is due to the fear of the potential consequences.

Reward for keeping quiet

Conventional level of moral development. This is because the action that is going to be undertaken is dependent on whether it will please the company. There is the concern of maintaining a favorable relationship with the organization.

1. ELI Results

Attached

D1. Preferred Ethical Lens

The results lens is my preferred ethical lens. This lens encompasses individuals that hold the views of the people in the community with high regard. This is an ethics lens that goes hand in hand with consequentialism. This is because an individual’s goals play a significant role in trying to determine what is ethical (Bhola & Raguram, 2016). This ethical lens lets an individual think of themselves as people with specific desires and goals. There is a consideration of the position in the community, desired goals, and available opportunities while choosing the path to follow.

D1A. Different Settings

I do not have a preferred lens in different settings. The results lens seem to be dominating in almost all the areas. This is because in all my settings, I always strive to embrace core goals, which are likely to allow me in thriving to help energize my actions, get along with others and find a purpose in life. In all the setting I have always had a problem in trying to come to terms with the idea that my desires might not be fulfilled. This is an aspect that works to prove that I apply the results lens in most of my settings if not all.

D2. Risk

My risk in accordance to my preferred lens is believing that every decision can be solved on the basis of cost-benefit analysis. This is usually regardless of the conflict involved and the source of this conflict. The decision involved is more inclined towards trying to balance my principles and the short-term goals involved. There is usually the tendency of being self-centered while doing these calculations since the focus is more on myself. The drive towards achieving my goals makes it difficult for me to understand that there are many things in life that do not have a monetary value, hence there could be better ways of dealing with the situation at hand. It is always good to try and understand what other people want too.

D2A. Steps to Mitigate the Risk

Step 1: Approaching every conflict differently. This will help in the realization that not every decision ought to be reduced to the cost-benefit analysis. This gives other approaches an opportunity of being utilized hence resulting in holistic and better decisions.

Step 2: Respecting the desires and humanity of others: This will help to understand that other people are not only interested in maximizing their economic status, but there are other complex desires that are involved (Sher, 2012).

Step 3: Not assuming that everyone wants the same thing: This will help in ensuring that at all times I ask other people what they want. This way I will have the ability to honor their wishes without being self-centered.

D3. Core Values and Classical Virtues

According to the ELI, my core value is seeking the greatest good. The act of the greatest good is not only based on myself but with other people too. This is a value that gives much consideration to the privilege of autonomy that gives people the ability to determine what is “good” by themselves while paying attention to other people’s desires.

My classical virtue, on the other hand, is temperance; this is being self-restrained and moderate. There is the tendency to consider others while embracing moderation in all things since there is the understanding that greed and gluttony usually result to problems. I have the ability to control my desires through self-control and discipline.

D3A. Comparison to Top five Values

Something that can be observed here is that there are values that will always be held in high regard compared to others depending on the circumstances involved. When there is a conflict in values that one holds dear, it normally creates a dilemma since going with one breaches the other. There is also a need for placing the needs of other people in consideration at all times.

D4. Use of Ethical Lenses

I plan to use ethical lenses in checking proposed action against the value priorities to help develop ethical courage. At all times, I will ensure to make choices that result to achieving a good life for others and myself. I will also strive to expect good results from my actions, and this will boost the prospect of good results. Asking people what is likely to make them happy will be critical too. This is because people strive for different goals and also have different criteria for happiness. I will also hold individuals accountable for the choices they make to help them think through the consequences of the choices they make.

References

Bhola, P., & Raguram, A. (2016). Ethical issues in counselling and psychotherapy practice: walking the line. Singapore: Springer.

Lerner, R. (2016). Cognitive and Moral Development, Academic Achievement in Adolescence. Abingdon: Routledge.

Long, D., & Inbar, Z. (2016). The Ethical Kaleidoscope: Values, Ethics and Corporate Governance. Taylor & Francis.

Murray, R. (2016, August 11). Remember that $70K salary experiment? Here’s what happened over a year later. Retrieved July 07, 2017, from http://www.today.com/money/gravity-payments-70k-minimum-salary-ceo-dan-price-shares-results-t101678

Sher, G. (2012). Ethics: Essential Readings in Moral Theory. Routledge.

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