OUTCOME1

Having a company disciplinary action in place will take away a lot of uncertainty from
employees, and help ensure that the company or organization has a fair process that treats
everyone equally.

VALUES 1

Doing a Disciplinary Action violates the principle of doing no harm. The principle stated as “
do no harm” requires that you avoid doing things that harm other people, or that damage their
projects, efforts or property. The Solution No. 1 violates the principle because it harms someone
(employee) and the workers as well knowing that they are under the CEO .It harmed the
employee and others in direct and indirect ways. The principle of doing no harm counsels
careful, responsible action. Those who genuinely strive to live in a thoughtful, considerate
manner generally avoid violating this principle.

The Solution Number 1 upheld the Principle of Definition(Druker,2017)

For the correct decision to be made, the company must be aware of the exact problem. So the
first principle is to exactly pinpoint the exact problem that seems to be the issue.

Once the real problem has been correctly identified and defined, the company can work towards
solving it. Too often time and energy are wasted on solving the wrong problem

VALUES2

The Solution No. 2 uphelds the Principle of Fairness (Josephson,2010) Ethical executives and
fair and just in all dealings; they do not exercise power arbitrarily, and do not use overreaching
nor indecent means to gain or maintain any advantage nor take undue advantage of another’s
mistakes or difficulties. The company’s decision of having a disciplinary action is fair for both
the employee and the company.

It also upheld the Principle of Evidence (Druker,2017) Every decision the company takes must
be well thought out and backed by evidence. Decisions should depend on some judgement which
is backed by evidence. Hastily taken decisions that are not backed by proper evidence often turn
out to be inaccurate. That is why the company decided to have a due-process.
https://www.toppr.com/guides/business-management-and-entrepreneurship/planning/principles-in-
decision-making/

VALUES3

Removing Mr. Scott immediately from his position upheld the Principle of “doing no harm”.
Clearly, Mr. Scott is the person being harmed here but then it is for the Company to avoid the
worsening of others as well as the Company’s image. This duty is responsible for social
harmony. Unless we respect the well-being of others, we cannot justifiably expect them to
respect ours.