The department head who inflates the performance evaluation of a favoured employee and deflates the evaluation of a disfavoured employee is violating?

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BlackTom AI · Accepted Answer

The question asks about a department head who manipulates performance evaluations to favor one employee and harm another, which constitutes a violation of appropriate ethical and professional standards.
Option A: 'standards of fairness and equity.' This is the correct characterization because manipulating evaluations undermines impartiality, equal treatment, and the fairness expected in performance assessments. It directly breaches the principle that employees should be evaluated based on merit and objective criteria, not personal biases.
Option B: 'justice criterion.' While related, this term is broader and less commonly used in this specific workplace ethics context. The phrase 'standards of fairness and equity' more precisely captures the day-to-day expectation in performance appraisal when comparing fairness and equal treatment.
Option C: 'the employees' rights to privacy.' Evaluation manipulation concerns fairness and merit, not privacy rights. Privacy would relate to what personal information is collected or disclosed, not to how performance ratings are altered to advantage or disadvantage someone.
Option D: 'rules of utilitarianism.' Utilitarianism focuses on outcomes that maximize overall good. While biased evaluations can produce poor outcomes, the core issue in this scenario is fairness and equity in treatment, not a formal utilitarian calculation.
Option E: 'union rules.' Unless there is a specific union contract clause addressing evaluation manipulation, this option introduces a narrow or irrelevant angle. The fundamental issue remains fairness and equity in performance appraisals rather than a union-specific rule.
In summary, the unethical act here is best described as a violation of standards of fairness and equity because it compromises impartial, merit-based evaluation, whereas the other options either misdefine the ethical lens or misattribute the root concern to/privacy, utilitarianism, or union policy.

The department head who inflates the performance evaluation of a favoured employee and deflates the evaluation of a disfavoured employee is violating?

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The department head who inflates the performance evaluation of a favoured employee and deflates the evaluation of a disfavoured employee is violating?

View Explanation

Log in for full answers

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