by bill barber

Normative Ethics: Utilitarianism & Deontology

Moral Problem in Sadolin Paints Company Limited

Sadolin Paints Company limited is a busy manufacturing company specializing in paints products. Since its establishment in 1975, the company has been on a good competitive edge in both domestic and international markets. However, from the year 2000, this company has been realizing decline in the popularity profits levels. In this regard, a business analysis, conducted by global business research, revealed that the advent of mobile technology has been a major cause of reduced performance like the case witnessed in Sadolin. In the directors’ view, it was realized that possession and use of mobile phones while at work was the major cause of low quality products, poor customer services, resource wastage, time wastage and health risks among others.

From this illustration, it can be seen that this is a moral problem, which calls for normative approaches.

Therefore, in their approach, the company introduced two rules, which to me, takes utilitarian forms. First, “No employee, whether in the top management or lower rank, should make a call or receive a call while in the company premises”. Secondly, “All employees are supposed to leave their mobiles phones in company personal locks or switch them off and have them in their pockets”. So the two rules abolished mobile possession or use. In their reasoning, the directors said that these measures will improve employee’s concentration during various stages of manufacturing and marketing thus leading to increased product quality, quantity, marketability, maximum time utilization and reduced work-place accidents. In other words, it is said that there would be less distractions, whenever customers or business activities are being handled. Further justification is that the company recognizes all time within the working hours to be dedicated to Sadolin for the achievement of her business goals and objectives.

However, deontological ethic theory also argues that every individual has personal rights and that any action or rule needs to consider the effects that it would bring on other parties like Sadolin employees in this case. In the two rules, employees argue that the directors have greatly misconceived the ?mobile’ concept. In their perception, employees argue that the word ?mobile’ means that it must be possessed whenever one goes regardless of the commitments. Therefore, employees feel that it is their right to have their mobiles in their pockets instead of leaving them in the company locks. Secondly, switching mobiles off is seen as a violation of employee’s rights to information access and communication (McConnell, 2010). In this regard, they argue that as much as they are employees, they have the right to get informed of the other side of the world, like their families, friends and world news since these would make them be well prepared to tackle emerging issues, in their absence, after the work (McConnell, 2010).

Similarly, since mobile phones have been perceived to complement everyone’s social world, these rules seem to deny employees their right to socialize. According to employees, it is argued that the introduction of these rules would not comprehensively make the company improve on her goals. Rather, there would be a lot of pretence to good work and obedience while on the real ground, they are socially hurt (Collins et al., 1998). This means that employees would still have divided thoughts of whether to make or receive call and loose his job or abide by the rules and maintain the employment. Comparing the two options, none of them is insignificant to the employee. On the other hand, the directors of Sadolin are also not sure whether the reality sides of abolishing use of mobile phones would feasibly improve company performance since the rules have already encountered blames on employees’ rights to information access and communication.

Informational privacy Issues

In the employment agreement form, there are some privacy issues that can be considered as informal. To start with, in the personal health history, the human resources manager of Sadolin Company wanted to know the HIV/ AIDS status, whether an employee is HIV- positive or negative. Taking it from the utilitarian view, the manager argued that it is mandatory for the company to know HIV status since it would enable the company to match them with appropriate assignment and health care compensations programs. Consequently, this would ensure that the company receives maximum employee services. According to the aspects of utilitarian ethics, the following are further reasons which the company tries to use in justifying the HIV/ AIDS inquiry in the employment form.

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