assignment代写-义务论的道德原则

assignment代写-义务论的道德原则，当评估与义务论的原则相违背时，也是不道德的。义务论是义务的意思，道德义务论认为，一个人只有在行动中考虑到自己的义务，才能在道德上和道德上是正确的。不像功利主义理论，行为的影响不被考虑，而是行为本身被考虑。不管行动的后果如何，人们都要履行自己的职责。义务论认为，人在道德上有义务遵守一定的规则和条件，只有遵守这些规则才是合乎道德的。行动的过程比结果更重要。根据义务论，他们有道德和伦理上的义务，只是遵守规则，成为系统的一部分，但他们选择不遵守规则，以更好地评价自己，保住自己的工作。既不遵循功利主义，也不遵循义务论，可以说金融专业人士被推入了不道德的境地。薪酬、保住工作等是组织中员工的主要问题，但这些也不应该与他们在公司的道德义务相冲突。接下来有关assignment代写-义务论的道德原则分享给大家阅读。

The appraisals are unethical when considered against the principles of deontology, too. Deontology means duty and the theory of deontology in ethics believe that a person is ethically and morally right only when they consider their duty in action. Unlike the theory of utilitarianism, the effects of the action are not considered, but rather the action itself is considered. Irrespective of the consequences of action, people are expected to follow their duty. Deontology states that people are morally obligated to act with respect to certain rules and conditions and only in following these rules are they ethical. There is an obligation to the course of action more than the result. Applied to the context of peer reviews as seen in the case of companies like Enron, no moral obligation was taken upon by the employees. Financial professions working with the company were expected to critically appraise their peers in an objective manner and get appraised likewise. This was a rule that was expected to be followed and yet the employees did not follow the rule. Per deontology, they had a moral and ethical obligation to just follow the rules and be part of the system, but they choose to fail their rules to rate themselves better and retain their jobs. Since neither utilitarianism nor neither deontology was followed, it could be said that financial professionals were pushed into unethical situations. Compensations, retaining one’s job etc. are some of the key issues for employees in an organization, but these should not conflict with their moral obligations in the company, too.

Finally, companies like Enron were more motivated on enriching their high-end professional such as the executives instead of investors (Flood, 2003; Fowler, 2002). People within the company were encouraged to also be on board. Employees were motivated to make profits and generate profits for the Executives rather than the shareholders and inflate contracts. Contracts that were not yielding any money were inflated and a wrong picture was presented to investors who continued to have confidence in the company. The lack of financial controls was often cited as the reason for Enron’s failure as financial controls would have enabled investors to have a clearer picture of the company’s actual status, however, financial controls should not have been the only way to achieve this. People also had an ethical responsibility as well as a legal one and they were seen to have ignored this. Financial professionals in the company who were aware of how the investors were not presented the right picture did not seem to take it up to their executives or question them. The few that did take up the issues were asked to be quiet about it. Once again, this is an example of how moral and ethical conflicts were silenced in the workplace. The challenges for the employees of Enron were to understand whether the right way even at the risk of losing their jobs should be pursued or not.

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