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Running head: RESEARCH PROPOSAL 1 Human Resources Management Student’s Name Institutional Affiliation Date RESEARCH PROPOSAL 2 Americans with Disability Act Leave Introduction Work-leave policies are continuing to pose great challenge to many employers. One of the policies that may pose such challenges is the American with Disability Act (ADA). Under the ADA, workers have a right to work leave which applies to employees substantially limited to one or more primary life activities as a result of a physical or a mental impairment (Hill, Maestas & Mullen, 2016). The ADA applies to all employers with 15 or more workers within the United States. One of the work leave privileges is the right to accommodation and the work leave guidelines require employers to provide any of the forms of accommodation to their disabled employees (Cox, 2015). This proposal seeks to stage a research into the ADA leave requirements for employers and exceptional cases for employers to help them offer the respective employee benefits while avoiding legal suits that as a result of non-compliance issues. Significance of the Study The significance of employers understanding the ADA leave is that it is part of legal work compliance and provides business benefits to the employers. Understanding the ADA leave is not just an issue of compliance for the employers but is provides them with an argument basis in instances of law suits against their respective companies for failing to issue an ADA leave to their employees when the said employee did not actually deserve the leave (Appelbaum, 2016). This topic is also significant to the disabled employees because they have to be aware of their legal benefits from their workplaces and stand to question and defend themselves from work injustices (Ginsburg & Rapp, 2015). RESEARCH PROPOSAL 3 Literature Review Most employees have invested their resources in seeking consultancy services of American with disability experts on advisory of their rights to work. Employers too have sought expert services in relation to ADA issues because of confusions arising between the two stakeholders (Hood, Hardy & Simpson, 2016). The employment law has undergone various changes over time because of the emerging issues of employment making it difficult for the concerned parties to understand fully the existing factors in the disability act (McGowan, 2016). It is surprising to learn that several employers have faced the corridors of justice for reasons they could easily avoid (Kanter, 2015). This is because of the lack of information concerning the regulation for most of the employers. Objective of the Study 1. To eliminate the dilemmas regarding the ADA leave for employers and employees 2. To provide a systematic and reliable information regarding the ADA compliance issues 3. To equip the employers and employees a good argument point when complaints arise Research Methodology The research shall involve a thorough insight into relevant academic and professional resources listed in the next page to offer a wide view of the entire subject. This shall comprise of the most recent sources of information as pertains the topic. Furthermore, the research shall involve interviews with some legal experts in an exercise to obtain a first-hand information regarding the topic. Conclusion The findings from the research shall comprise of an analysis of the legal spectrum regarding the ADA leave. The analysis shall consist of proper argument basis that can properly RESEARCH PROPOSAL 4 serve to give recommendations for the employers and employees. The research arguments would be consistent with the existing employment policies so that they do not result into further legal dilemmas for the respective policy. RESEARCH PROPOSAL 5 References Appelbaum, P. S. (2016). Protecting the rights of persons with disabilities: an international convention and its problems. Psychiatric Services, 67(4), 366-368. Cox, J. (2015). Pregnancy as Disability and the Amended Americans with Disabilities Act. BCL Rev., 53, 443. Ginsburg, F., & Rapp, R. (2015). Making disability count: demography, futurity, and the making of disability publics. Somatosphere. Hill, M. J., Maestas, N., & Mullen, K. J. (2016). Employer accommodation and labor supply of disabled workers. Labour economics, 41, 291-303. Hood, J., Hardy Jr, B., & Simpson, L. (2016). Workers' compensation and employee protection laws in a nutshell. West Academic. Kanter, A. S. (2015). The Americans with Disabilities Act at 25 years: lessons to learn from the Convention on the Rights of People with Disabilities. Drake L. Rev., 63, 819. McGowan, M. O. (2016). Reconsidering the Americans with Disabilities Act. Ga. L. Rev., 35, 27. RESEARCH PROPOSAL 6 Running head: BUSINESS ETHICS 1 Business Ethics Your Name Here University Name Here Course Title Due Date BUSINESS ETHICS 2 Business Ethics Throughout history, business leaders and managers have routinely sacrificed their ethics for the sake of additional profits. The inefficient policies and practices, a sense of entitlement, and lack of servant leadership are leading to an abuse of power and excessive waste by senior leaders in many firms. By reviewing the conditions that enable and possibly encourage unethical performance, it is possible to change conditions and bring about productive change. Inefficient Policies and Practices Unrealistic Salaries The amount of pay, benefits, and other entitlements senior leaders of firms receive can be staggering. In a study by the executive search firm Heidrick & Struggles International, "227 directors of U.S. public companies found nine out of 10 thought CEO pay should be no more than two to three times higher than that of the next highest-paid executive" (Paton, 2008, p. 1). When the U.S. markets fell 37 percent between 2007 and 2008, salaries of senior leaders in American firms fell by less than one percent. This type of compensation is counterproductive in all types of business firms. Paying Only for Success The link between pay and performance is disconnected. The negotiation of pay for many CEOs occurred before the 37 percent drop in the U.S. Stock Market between 2007 and 2008. Performance and pay were still unrelated after the fall of the market. "For example, the second highest-paid CEO in the survey, Oracle's Larry Ellison, took home $543 million on the back of a 21 per cent fall in the company's share price" (Amble, 2009, p. 1). With the boom of the 1990s, many leaders at the executive level found their compensation growing exponentially. While businesses were making large returns on their investment, the compensation was still outpacing BUSINESS ETHICS 3 it. While some increases did match the gains the firms made, most, if not all firms had significant losses in 2007-2008. During that time, the compensation for CEOs fell less than one percent on average. While there may be a limited supply of leaders who have the exact experiences a firm may be looking for, there is no shortage of leaders who are capable of leading large organizations. The death of the National Security Personnel System (NSPS) in the U.S. Government is an example why an attempt to pay for performance is so difficult. Many felt that changing the system would increase efficiencies and lower costs to the American people. Ultimately, what occurred lasted only a few years and cost more money than if no changes occurred at all. It seems that reforming the way Americans receive compensation at any level is much more difficult than it seems. Resource Abuse and Waste When the CEO is also the chairperson of the board of a firm, abuse of power can occur. Since the chairperson votes and influences the board on the compensation of the CEO. This can lead to overpayment of the CEO and therefore waste. Many businesses assume they have checks and balances in place to stop or reduce waste and abuse of firm's resources, but they do not. The U.S. General Services Administration (GSA) is an example of how a firm with many rules and policies, still must have leadership buy in at every level to avoid unethical operations. "GSA oversees the business of the U.S. federal government. GSA’s acquisition solutions supplies federal purchasers with cost-effective high-quality products and services from commercial vendors....[while] Its policies covering travel, property and management practices promote efficient government operations" (U.S. General Services Administration , 2012, p. 1). During the 20 months leading up to the 2010 Western Regions Conference of the Public Building BUSINESS ETHICS 4 Service, A part of GSA, eight off site planning sessions occurred. "These off-site meetings cost the government over $130,000" (Miller, 2012, p. 7). This example of abuse and waste causes damage to an organization's reputation. Committed Leaders Unless every leader and manager is committed to the firm and ethical operations, no amount of rules and regulations published will make the firm more ethical. Not all, but some unethical decisions and actions "could be eliminated by more managers, at all levels of the organization, taking a stance in favor of good ethics" (Vitell, Dickerson, & Festervand, 2000, p. 22). Bernie Madoff is a good example of getting people to believe in something; instead of ethical choices, he made unethical ones. For over a decade Madoff was able to influence others to invest in his exceptional trading abilities. Imagine if ethical leaders could get the same type of support in their organizations? Having a written code of rules is not the end when it comes to creating and ethical climate, Enron had a 64-page code of ethics before it failed (Gilbert, 2011). Sense of Entitlement The belief that a position brings entitlement has been a problem for thousands of years. Servant leadership is the idea that we are all the same and only perform different duties. Depending on the amount of experience in their field or as a leader, men, and women are given more responsibility. Those who make small unethical or poor ethical choices can develop ethical blindness as their scope of responsibility increases. When a senior leader or CEO arrives at any department of the firm, or meets with other management personnel, they receive rock star treatment. These high level leaders want for nothing as their subordinates' stage everything for their arrival, just like for an actor on a stage. As this lifestyle continues, the chance of ethical blindness increases. BUSINESS ETHICS 5 Inappropriate Conduct The sense of entitlement that some leaders adopt can lead to inappropriate conduct. Even CEOs find themselves making unethical choices that get them into trouble. Wal-Mart marketing executive Julie Roehm, Starwood CEO Steven J. Heyer, and Boeing CEO Harry Stonecipher were all fired for inappropriate conduct with subordinates (Baram, 2007). These failures may not have been illegal, but resulted in a contract or ethical breech based on company policy. The negative publicly for an organization when this type of conduct is reported is significant. Leader's actions and conduct have a large impact on the firm, how the public views it, and employees. The increase of technology will undoubtedly make unethical practices increasingly publicized in the future. Treatment and Truth Leaders have a hard time seeing the real firm or the truth. They have assistants that ensure their every need is met and when they arrive to tour an operations area, they see what the managers want to show them. The television show Undercover Boss is an idea that could allow leaders to see the real operations of their firm. The show however, is scripted just as much if not more than real life for the leaders. This type of treatment increases the chances for a leader to develop a sense of entitlement. When the sense of entitlement gets in the way of business, it costs the firm profits. By surrounding themselves with like minded people, leaders can be part of the problem by failing to see reality. The King or Queen treatment can lead to unethical climate in the organization. By not telling the boss no, subordinate leaders create an environment where the boss may make a decision without understanding the consequences. Part of the unethical actions of some leaders can be attributed to their moral courage or character. By creating a climate in an organization BUSINESS ETHICS 6 where everyone feels it is their duty to challenge unethical behavior, the firm can improve its image. Illegal use of Resources There are numerous areas where leaders can find themselves violating ethical performance or decisions when it comes to resources. Some moral decisions are not black and white but grey. What to do then becomes more difficult to decide. "Business ethicists usually assume that there is a moral point of view from which the ethicality of a decision can be evaluated" (Palazzo, Krings, & Hoffrage, 2012, p. 323). The problem that many people face is how to interpret the facts. When that occurs, the leader may not weight the evidence for and against the decision the same. Organizational rules as well as the immediate situation surrounding the person, impacts or influences their decisions. What happens when the environment clouds the leader's judgment can be bad for them and the firm. Senior leaders have influence over the organizations resources. It is here that many find themselves unable see the ethical choice due to situational influencers. It is wrong to use an employer's aircraft for person travel. However, many CEOs find it convenient to make a personal trip look like a business trip. Even if the trip is for business reasons, leaders must ensure they present the appearance of ethical behavior and not use the trip for personal gain. When it comes to lapses in judgment, it is easy to see from the outside, or after the fact, how one small unethical choice can lead to future lapses that are more significant until they become standard practice. Without fiscal responsibility and a significant change in the formation of ethical choices, a leader may continue to perpetuate the abuse of the firm's resources. BUSINESS ETHICS 7 Servant Leadership The lack of servant leadership in business today is a major cause of unethical decisions and operations. Servant leadership is influencing subordinates to work as a team with a common goal that is good for mankind. By inspiring those who work with them, leaders are able to create an environment that is much more than just a job. Having a higher purpose than putting part A on part B and sending it down the line should be the goal of all leaders. Building a fire in the hearts of employees so they work for the firm because they want to be there is the best pathway to a successful firm. Being part of an organization that is successful builds motivation. By developing servant leaders, that success comes more quickly, and can also increase efficiencies. Learning organizations are able to apply Lean operations, strive towards Six Sigma in their manufacturing, or apply Total Quality Management. What they may be missing is the servant leader mentality. The personal influence a leader may have through respect in their abilities and confidence in where the firm is going cannot be substituted. According to James Hunter, an author and spokesman for servant leadership, people who lead others must at all levels identify the needs of subordinates and meet them. He says the servant leader must meet those legitimate needs and put the person on the path of doing the most good. In Matthew 20:26 KJV the Lord said, "but it shall not be so among you: but whosoever will be great among you, let him be your minister; and whosoever will be chief among you, let him be your servant". To be a leader one must first be the servant. Serving the Boss or the Firm Many ethical decision points occur when choices are between the boss and the firm. If the boss wants something done, many employees fail to question how that may affect the firm. Those that do can be put into an ethical dilemma being forced to choose between the two. All BUSINESS ETHICS 8 employees should understand, "[a]t the end of the day the people we serve expect us to be accountable… to make sure we are meeting our duty to our members, our employers and stakeholders" (Stausboll, 2011, p. 1). The senior subordinate relationship is not one of master and slave. Understanding that both work toward the same goals, in different roles, is the underlying premise behind servant leadership. Ethics Training By implementing ethics training for all employees in the firm, conduct can be affected on a larger scale. Through training, leaders can better understand the impact of decisions by working through vignettes from previous leaders is a great way to accomplish this. The ability to analyze actions, and assess what they may have done, allows leaders to enhance their ethical decision making process. Servant leadership and ethics training needs to be conducted with managers and leaders at all levels. Many senior leaders believe they do not need ethics training. Leaders at the highest levels in business regularly perform unethical decisions, the news and internet is scattered with stories of their fall from power. Conclusion Unethical practices by leaders in business are becoming increasingly common. The examples described above show that this is a top down problem. If senior leaders are experiencing lapses in judgment, it can only be worse at other levels. Businesses faces this ethical problem due to inefficient policies and practices, the lack of servant leadership, and a sense of entitlement. The misuse of resources provides a poor role model and sends the wrong message to subordinate leaders and employees. Countering the impact of unethical performance in today's business world is necessary; only with responsible action can the breakdown of morality and ethics be slowed. The waste of resources by senior leaders undoubtedly has an BUSINESS ETHICS impact on not only the formation of beliefs in regards to ethics, but also how society views the firm as well. Servant leadership ideals combined with an effective ethical training program can bring a renewed sense of ethics to both leaders and subordinates of any firm, if it is effectively implemented, adopted, and most importantly supported at every level. 9 BUSINESS ETHICS 10 References Amble, B. (2009, September 30). CEO pay immune from reality. Retrieved November 27, 2012, from Management Issues: http://www.management-issues.com/2009/9/30/research/ceopay-immune-from-reality.asp Baram, M. (2007, April 11). ABC News. Retrieved November 27, 2012, from Misconduct in the Corner Office: http://abcnews.go.com/Business/story?id=3027563&page=1 Barnes, C. M. (2010, September 1). Moral Disengagements: When Will Good Soldiers do Bad Things? Retrieved November 10, 2012, from Readperiodicals.com: http://www.readperiodicals.com/201009/2157868261.html Briggs, B. (2012, November 15). Panetta orders review of ethical standards amid allegations of misconduct among high-level military leaders. Retrieved November 16, 2012, from U.S. NEWS on NBC NEWS.com: http://usnews.nbcnews.com/_news/2012/11/15/15166642panetta-orders-review-of-ethical-standards-amid-allegations-of-misconduct-among-highlevel-military-leaders?lite Department of the Army, H. (2006). Army Leadership. Washington D.C.: U.S. Government Printing Office . Garrison, M. C. (2012). Report of investigation: General William E. Ward, U.S. Army Commander, U.S. AFRICOM. Department of Defense. Gilbert, J. (2011). Moral Duties in Businesses and Their Societal Impacts: The Case of the Subprime Lending Mess. Business and Society Review, 116(1), 87-107. Goldman, A. (2012, November 9). CIA Director David Petraeus quits over affair. Retrieved November 10, 2012, from The Atlanta Journal-Constitution: http://www.ajc.com/ap/ap/defense/cia-director-quits-over-extramarital-affair/nS3JM/ BUSINESS ETHICS 11 Gould, J. (2012, November 5). Army 1-star faces sex charges at Article 32. Retrieved November 16, 2012, from Marine Corps Times: http://www.marinecorpstimes.com/news/2012/11/army-general-jeffrey-sinclair-facessex-charges-article-32-110512/ Miller, B. D. (2012). Management Deficiency Report: General Services Administration Public Buildings Service. Office of Inspector General. Washinton D.C.: U.S. General Services Administration. Retrieved December 1, 2012, from http://www.federalnewsradio.com/pdfs/040212_gsa_spending_IGreport.pdf Palazzo, G., Krings, F., & Hoffrage, U. (2012). Ethical Blindness. Journal of Business Ethics, 109, 323-338. doi:10.1007/s10551-011-1130-4 Paton, N. (2008, February 11). Third of U.S directors think CEO pay is too high. Retrieved November 27, 2012, from Management Issues: http://www.managementissues.com/2008/2/11/research/third-of-us-directors-think-ceo-pay-is--too-high.asp Press, A. (2012, November 7). Female officers sent nude photos to general. Retrieved November 10, 2012, from Vail Daily: http://www.vaildaily.com/article/20121107/APA/1211070759 Salvatore, D. (2012). Managerial Economics in a Global Economy (7th ed.). New York, New York, United Stated of America: Oxford Univesity Press. Stausboll, A. (2011, March 15). CalPERS CEO Says Misconduct and Serious Ethical Breaches Have No Place at CalPERS. Retrieved November 27, 2012, from CalPERS responds: http://www.calpersresponds.com/issues.php/calpers-ceo-says-misconduct-serious-ethicalbreaches U.S. General Services Administration . (2012, April 6). Retrieved from Background and History: http://gsa.gov/portal/content/104774 BUSINESS ETHICS 12 Vitell, S., Dickerson, E. B., & Festervand, T. A. (2000, November). Ethical problems, conflicts and beliefs of small business professionals. Journal of Business Ethics , 28(1), 15-24. Retrieved November 27, 2012
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Attached.

Running head: RESEARCH PROPOSAL

1

Human Resources Management
Student’s Name
Institutional Affiliation
Date

RESEARCH PROPOSAL

2

Americans with Disability Act Leave
Introduction
Work-leave policies are continuing to pose a great challenge to many employers. One of
the policies that may pose such challenges is the American with Disability Act (ADA). Under the
ADA, workers have a right to work leave which applies to employees substantially limited to one
or more primary life activities as a result of the physical or mental impairment (Hill, Maestas &
Mullen, 2016). The ADA applies to all employers with 15 or more workers within the United
States. One of the work leave privileges is the right to accommodation, and the work leave
guidelines require employers to provide any of the forms of accommodation to their disabled
employees (Cox, 2015). Therefore, the proposal discusses how several employers still
misunderstand ADA away from occupational requirements for employees protected under the
act, although the ADA Act is not a new phenomenon to Americans.
The significance of the Study
The significance of employers understanding the ADA leave is that it is part of legal
work compliance and provides business benefits to the employers. Understanding the ADA leave
is not just an issue of compliance for the employers, but it provides them with an argument basis
in instances of lawsuits against their respective companies for failing to issue an ADA leave to
their employees when the said employee did not actually deserve the leave (Appelbaum, 2016).
This topic is also significant to the disabled employees because they have to be aware of their
legal benefits from their workplaces and stand to question and defend themselves from work
injustices (Ginsburg & Rapp, 2015).

RESEARCH PROPOSAL

3

Literature Review
Most employees have invested their resources in seeking consultancy services of
American with disability experts on advisory of their rights to work. Employers too have sought
expert services in relation to ADA issues because of confusions arising between the two
stakeholders (Hood, Hardy & Simpson, 2016). The employment law has undergone various
changes over time because of the emerging issues of employment making it difficult for the
concerned parties to understand fully the existing factors in the disability act (McGowan, 2016).
It is surprising to learn that several employers have faced the corridors of justice for reasons they
could easily avoid (Kanter, 2015). This is because of the lack of information concerning the
regulation for most of the employers.
The objective of the Study
1. To eliminate the dilemmas regarding the ADA leave for employers and employees
2. To provide systematic and reliable inf...


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