Is it possible for a business to behave legally but not ethically? Defend your answer; you may use hypothetical or real-world examples in your response.

Question

Consider security for your intranet versus security in the general internet. Describe at least one security difference between the two that a business should consider when trying to prevent crimes related to their user data.

Why might a company prohibit plugging in a USB memory stick or flash card, or prohibit installing software, on a worker’s machine?

What could you do to make sure a new employee you hired complies will all applicable rules, laws, and regulations related to their position? Give at least two examples of policies, practices, or procedures that would help.

What’s an example of one way you could ensure that hiring employees is fair and/or nondiscriminatory? What about firing employees?

Answer 1

Legality vs. Ethics in Business

Yes, it is possible for a business to behave legally but not ethically. Legality denotes actions that comply with the law, while ethics relates to moral principles guiding behavior. For example, consider a company that exploits loopholes in labor laws to avoid paying benefits to contract workers. While the company is operating within legal boundaries, it can be argued that this practice is unethical because it undermines the well-being of its employees.

Real-world examples abound, such as pharmaceutical companies that engage in aggressive marketing that might encourage over-prescription of medications. While their promotional practices may comply with regulations, they can still lead to ethical dilemmas concerning public health.

Security Differences: Intranet vs. Internet

One critical security difference between an intranet and the general internet pertains to access control. An intranet typically uses more restrictive access controls, allowing only authorized users to access specific resources, whereas the internet is a broad, open environment where anyone can potentially access information. For instance, a business might implement a Virtual Private Network (VPN) for its intranet, ensuring that sensitive data is encrypted and transmitted securely among employees. This contrasts with general internet security, where data is often exposed to a range of cyber threats, including hacking and data breaches.

Prohibiting USB Memory Sticks and Software Installation

A company might prohibit plugging in USB memory sticks or flash drives, as well as installing software on worker machines, for several reasons, primarily centered around security. USB devices can be vectors for malware or ransomware that can compromise the organization’s network. By preventing their use, the company minimizes the risk of external threats gaining access to sensitive data. Additionally, unauthorized software installations can create vulnerabilities or interfere with existing system configurations.

Compliance with Rules, Laws, and Regulations

To ensure that a new employee complies with all applicable rules, laws, and regulations, the organization could implement:

1. Training Programs: Comprehensive onboarding training that covers company policies, relevant laws, and industry regulations. For example, a training session on data protection laws like GDPR can help employees understand their responsibilities in handling personal information.

2. Regular Audits and Performance Reviews: Conducting regular compliance audits and performance reviews to assess adherence to established policies. This might include reviewing how an employee manages client data to ensure compliance with security protocols.

Ensuring Fair and Nondiscriminatory Hiring and Firing

To ensure that hiring processes are fair and nondiscriminatory, a company could implement standardized interview protocols that incorporate structured interviews and objective scoring criteria. This minimizes biases by focusing on qualifications and experience rather than personal characteristics.

For firing employees, conducting performance evaluations based on clear, documented objectives and standards can help ensure that termination decisions are based on objective metrics rather than subjective judgments. Keeping detailed records of employee performance and using performance management systems can support this process.

Overall, addressing these areas helps create a more ethical, compliant, and fair workplace culture, contributing to long-term organizational success.