The six-step Ethics Job Screen Process.

by | Mar 28, 2025 | Analysis

 

1. Describe the six-step Ethics Job Screen Process. Why should it be used?
2. What four conditions must be present for ethical behavior to occur? What factors impact how our ethical beliefs are translated into behaviors?

Sample solution

Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell. 

In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.


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God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.

Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.

To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.

 

References

Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.

Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.

Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.

The six-step Ethics Job Screen Process is a structured approach designed to help individuals evaluate the ethical implications of taking a particular job or remaining in their current role. It encourages a thorough consideration of personal values, potential ethical conflicts, and the broader impact of the work. The six steps are:

Step 1: Identify Your “Moral Fit” with the Organization.

  • Description: This step involves understanding your own core ethical values, principles, and beliefs. It also requires researching and understanding the stated and actual values, mission, and culture of the prospective or current organization. The goal is to assess the degree of alignment between your personal moral compass and the ethical environment of the workplace.
  • Questions to Consider: What are my non-negotiable ethical boundaries? What values are most important to me in a professional setting (e.g., honesty, integrity, fairness, respect, social responsibility)? What are the stated values of the organization? What do I know about the actual ethical practices and culture of the organization through research, interviews, or personal experience?

The six-step Ethics Job Screen Process is a structured approach designed to help individuals evaluate the ethical implications of taking a particular job or remaining in their current role. It encourages a thorough consideration of personal values, potential ethical conflicts, and the broader impact of the work. The six steps are:

Step 1: Identify Your “Moral Fit” with the Organization.

  • Description: This step involves understanding your own core ethical values, principles, and beliefs. It also requires researching and understanding the stated and actual values, mission, and culture of the prospective or current organization. The goal is to assess the degree of alignment between your personal moral compass and the ethical environment of the workplace.
  • Questions to Consider: What are my non-negotiable ethical boundaries? What values are most important to me in a professional setting (e.g., honesty, integrity, fairness, respect, social responsibility)? What are the stated values of the organization? What do I know about the actual ethical practices and culture of the organization through research, interviews, or personal experience?

Step 2: Evaluate the “Product/Service Fit.”

  • Description: This step focuses on the ethical implications of the organization’s core offerings – its products or services. It requires evaluating whether these offerings are beneficial, harmful, or neutral from an ethical standpoint.
  • Questions to Consider: What products or services does the organization provide? What is the intended use and impact of these products or services on individuals, society, and the environment? Are there any potential ethical concerns related to the design, production, marketing, or delivery of these offerings? Do I feel comfortable contributing to the creation or distribution of these products or services?

Step 3: Analyze the “Stakeholder Impact.”

  • Description: This step involves considering the ethical impact of the job and the organization on various stakeholders, including customers, employees, suppliers, investors, the local community, and the broader public.
  • Questions to Consider: Who are the key stakeholders of this organization? How does the organization’s operations and my potential role within it affect each of these stakeholder groups? Are these impacts generally positive, negative, or neutral? Are there any potential conflicts of interest or unfair treatment of stakeholders? Am I comfortable with the organization’s approach to its stakeholders?

Step 4: Assess the “Job Function Ethics.”

  • Description: This step delves into the specific ethical demands and potential conflicts inherent in the particular job role. It requires considering the tasks, responsibilities, and decision-making authority associated with the position.
  • Questions to Consider: What would my specific duties and responsibilities be in this role? What ethical dilemmas am I likely to encounter in performing these duties? Does the role potentially require me to compromise my ethical values or engage in practices I find questionable? Are there adequate ethical guidelines and support systems in place for this role?

Step 5: Examine the “Compensation and Reward System.”

  • Description: This step evaluates the ethical implications of how employees are compensated and rewarded within the organization. It considers whether the reward system encourages or discourages ethical behavior.
  • Questions to Consider: How is performance evaluated and rewarded in this organization? Are the compensation structures fair and equitable? Are there incentives that might pressure employees to engage in unethical conduct to achieve targets or bonuses? Does the reward system recognize and reinforce ethical behavior?

Step 6: Determine Your “Long-Term Ethical Growth” Potential.

  • Description: This final step looks beyond the immediate job and considers the potential for personal ethical development and alignment with your long-term ethical goals within the organization.
  • Questions to Consider: Will this job and organization provide opportunities for me to learn and grow ethically? Will I be surrounded by colleagues and leaders who model ethical behavior? Will I feel comfortable raising ethical concerns without fear of reprisal? Does this role align with my aspirations to be an ethical professional in the long run?

Why should the Ethics Job Screen Process be used?

The Ethics Job Screen Process is a valuable tool for several reasons:

  • Proactive Ethical Decision-Making: It encourages individuals to think critically about the ethical dimensions of their career choices before accepting a job or continuing in a role where ethical conflicts may arise. This proactive approach can prevent future moral distress and potential ethical breaches.
  • Alignment of Personal Values with Work: By explicitly considering the “moral fit,” individuals are more likely to choose or remain in roles and organizations whose values align with their own. This congruence can lead to greater job satisfaction, a stronger sense of purpose, and reduced internal conflict.
  • Identification of Potential Ethical Risks: The process helps individuals anticipate potential ethical challenges related to the organization’s products/services, stakeholder impact, job functions, and reward systems. This awareness allows for more informed decision-making and preparation for navigating these risks.
  • Promoting Ethical Organizational Culture: When individuals consciously choose ethically aligned workplaces, it can contribute to a broader demand for ethical behavior within organizations. It also encourages organizations to be more transparent about their values and practices to attract ethically conscious employees.
  • Reducing the Likelihood of Ethical Compromises: By thoroughly evaluating the ethical landscape of a job, individuals are less likely to find themselves in situations where they feel pressured to compromise their values.
  • Supporting Long-Term Career Satisfaction and Integrity: Choosing ethically sound employment contributes to a more fulfilling and sustainable career path, preserving an individual’s professional integrity and reputation.

In essence, the Ethics Job Screen Process empowers individuals to make more ethically informed career decisions, fostering a better fit between personal values and professional life, and ultimately contributing to a more ethical business environment.

2. What four conditions must be present for ethical behavior to occur? What factors impact how our ethical beliefs are translated into behaviors?

According to ethical frameworks, several conditions often need to be present for ethical behavior to occur. While different models may emphasize slightly different aspects, four key conditions are frequently cited:

Four Conditions for Ethical Behavior:

  1. Ethical Awareness (Moral Recognition): Individuals must first be able to recognize that an ethical issue exists in a situation. This involves being sensitive to the moral implications of their actions and the potential impact on others. If an individual doesn’t perceive an ethical dimension to a decision or situation, ethical behavior is unlikely to follow.

  2. Ethical Decision-Making (Moral Judgment): Once an ethical issue is recognized, individuals must be able to reason through the situation and determine what the ethically right course of action should be. This involves applying ethical principles, considering different perspectives, and understanding the potential consequences of various choices. A well-developed sense of moral judgment is crucial.

  3. Ethical Intent (Moral Intention): Knowing what is ethical is not enough; individuals must also have the intention to act ethically. This involves prioritizing ethical values over other considerations, such as personal gain, expediency, or social pressure. Moral intent reflects a commitment to doing the right thing.

  4. Ethical Action (Moral Behavior): Finally, individuals must translate their ethical intent into actual behavior. This involves having the courage and willpower to act in accordance with their ethical judgment, even when it may be difficult or unpopular. This step bridges the gap between knowing what is right and doing what is right.

Factors that Impact How Our Ethical Beliefs Are Translated into Behaviors:

Even when individuals hold strong ethical beliefs, various factors can influence whether those beliefs are consistently translated into ethical behaviors:

  • Situational Pressures:

    • Authority Figures: Obedience to authority can lead individuals to act against their own ethical beliefs if instructed to do so.
    • Peer Influence: Social norms and the desire for acceptance can pressure individuals to conform to unethical behavior within a group.
    • Time Constraints: Pressure to make quick decisions can limit the opportunity for ethical reflection.
    • Financial Incentives: Strong rewards for achieving specific outcomes can incentivize unethical shortcuts.
    • Ambiguity: Unclear rules or ethical guidelines can make it easier to rationalize unethical behavior.

  • Individual Differences:

    • Moral Intensity: The perceived significance and impact of an ethical issue can influence the likelihood of ethical action. Issues deemed more serious are more likely to trigger ethical behavior.
    • Ethical Sensitivity: The ability to recognize ethical issues varies among individuals. Those with higher ethical sensitivity are more likely to perceive ethical dilemmas.
    • Moral Courage: The strength of one’s convictions and the willingness to act ethically despite potential negative consequences (e.g., social disapproval, job loss) play a significant role.
    • Locus of Control: Individuals with an internal locus of control (believing they have control over events) may be more likely to act ethically than those with an external locus of control (believing external forces dictate outcomes).
    • Cognitive Biases: Various psychological biases (e.g., self-serving bias, confirmation bias) can distort our perception of ethical situations and lead to rationalizations of unethical behavior.

  • Organizational Culture:

    • Ethical Tone at the Top: The behavior and communicated values of leaders significantly influence the ethical climate of an organization.
    • Ethical Policies and Procedures: Clear guidelines and mechanisms for reporting unethical behavior can promote ethical conduct.
    • Reward and Punishment Systems: Organizations that reward ethical behavior and punish unethical conduct reinforce ethical norms.
    • Open Communication and Whistleblowing Mechanisms: A culture where employees feel safe to raise ethical concerns without fear of retaliation is crucial.

  • Personal Factors:

    • Personal Values and Beliefs: While these form the foundation, their strength and prioritization can vary.

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