Executive Compensation. Bogus Bonuses
Having the right executive compensation system is a key tool to attracting, retaining as well as motivating an effective and strong executive team in a corporation (Insert citation). Society can help in addressing the issue of excess executive compensation by requiring transparency from a company as relates to its pay system. Society needs to require of the company to measure its members of the executive team against the firm’s targeted goal, and that the composition of team should be evaluated against individual season’s targets (Insert citation). Thus, it should be demanded that executives should be compensated on the basis of their individual potential contribution to the management team’s success besides being rewarded for performance.
HIGH NOON AT HEWLETT-PACKARD
HP had adopted the old model for its board of directors – the Guidance board. The board’s emphasis was therefore on performance, striving to get the venture up-to-date as quick as possible and making the company public as soon as practical, thus attaining liquidity for all participants. HP’s Guidance board did not meet their responsibilities to the shareholders during the period. Accomplishing the set targets was impossible because the board members were hindered by their personal feelings and egos (Insert citation). As such, the board meetings could not be as productive they ought to have due to bickering and the fear of information being leaked to the media. Also, there were way too many CEOs in one room with each wanting to be in charge thus compromising productivity.
Carly Fiorina and Patricia Dunn did not believe that board acted appropriately. From the point of vies of Fiorina, the board had the obligation to seek for guiding and counseling regarding to the direction in which HP company was headed (Insert citation). On the other hand, Dunn was of the opinion that the board of directors ought to have been more involved with all activities of company as well as management decisions.
CH 16. A TALE OF TWO RAIDS
The United States is historically a country of immigrants, yet the U.S. immigration policy is still wanting and thus in dire need of reform. The current verification system is definitely not fair to job applicants, and thus developing an fair effective eligibility verification system would go along to unite the disparate sides of the U.S. immigration debate. The current verification system has adverse implications for job seekers as well as employers such as lost employment opportunities, burdensome procedures for correcting database errors, and discriminatory outcomes (Insert citation). In this respect, skills of potential immigrants by default receive lower weight in establishing priority for legal immigration in the U.S. compared to all other developed nations. A workable reformed immigration policy would significantly increase the opportunities for highly skilled immigrants to come to the U.S. on permanent basis. This would do away with the need for an H-1B program or related programs stressing on temporary visas for skilled workers. There is need to end the requirement of potential immigrants waiting in their own home country for years prior to receiving green card – this should be replace by a more quicker and efficient process of entry into the U.S.
CH 15 & 16. JUST SAY ‘NO’?
Effective management of drug and alcohol in the workplace can raise ethical dilemmas for the employer. The employer is faced with a balancing of consideration in relation to individuals with alcohol and drug abuse issues with the mandate to effectively manage the shareholder’s financial resources as well as ensure safety of other employees. While the employer may be acting in the interest of worker’s health and well-being, his actions may be seen as gross violation of individual freedom and unwarranted invasion of privacy because use of drugs or alcohol often happens during a worker’s free-time and while off-premises (Insert citation). Any intrusion by the employer needs to be justified by a solid reason using the least intrusive methods possible. Indiscriminate drug testing at the workplace is not only unfair but also unnecessary. Therefore, random drug testing or suspicion-less drug testing of employees is ethically wrong, and should not be practiced at the workplace. To address the problem, employers should resort to more effective, constitutional methods of addressing substance abuse at the workplace such as treatment and education of employees.
CH 14. HARVESTING RISK & POISONED WATERS
AMVAC does not have an ethical strategy this is because of the examples that can be cited from the readings showing that AMVAC only cared about making profits. There are multiple examples where Amvac has continued process of certain products after the risk of using such products or pesticides proved dangerous to the environment or society as a whole (Harvesting Risks p 467-468) “’Amvac continued to sell mevinphos even as the EPA was gathering further evidence of its dangers.’ (Insert citation). ‘In early 1993 the agency called mevinphos one of the five most dangerous pesticides.’ ‘It had reports of 600 poisonings and 5 deaths over the previous decade and calculated that the rate of poisonings was 5 to 10 times higher than for any other product’” The example above clearly explains why.
CH 14.AMVAC’S ETHICS CODE
No the code does not address adequately the consequences of all its operations. A clause stating how the environment will be conserved rather than only the business aspect of profit making.
CH 14. HARVESTING RISK & POISONED WATERS
Hazardous waste generation and movement of waste and toxic materials pose significant health, environmental and ethical dilemmas for companies. Amvac and other companies in the video “Poisoned Waters” lack effective ethical strategies. The companies do not have special interest in safeguarding the local water sources which sustain the communities, which in turn are their customer base (Insert citation). The companies should consider adopting ethical and ecological imperatives towards waste disposal besides demonstrating vested interest in not only preserving but also improving the local water sources.
CH 13. A WORLD MELTING AWAY
No it will not .This is because the overwhelming majority of us will never use a polar bear or even see one outside captivity. We will not eat its meat, wear its fur, or even travel to see it. Nor, in all likelihood, will we make any use of the Arctic marine resources the ringed seal on which the polar bear feeds, the small fish and krill on which the seals feed, and so on down the ecological chain which depend on the polar bear for their own flourishing and even survival. Our economic relationship with the polar bear, conventionally speaking, is nil.
Yes it should . This is because beyond these mainstream economic values lie the monetary value individuals place on “non-uses” of any species, including having the option one day to see it. These sources of value have produced exceedingly large estimates of the economic worth of species.
