Part A - Part 1. The ethicality of laying off ten percent of employees while the company remains profitable is contingent on several factors. The primary consideration is whether such layoffs are a necessary and justifiable measure for the long-term sustainability of the company. Merely relying on profitability as justification may not suffice. Ethical evaluation should involve exploring alternative measures, such as cost-cutting initiatives or strategic restructuring, that could address financial challenges without resorting to immediate job cuts. In addition, the impact on employees should be a central concern, emphasizing transparency, open communication, and fair treatment throughout the process. If layoffs are deemed unavoidable, providing sufficient notice, fair severance packages and support services reflects ethical responsibility towards affected employees.…show more content… What is the difference between a'smart' and a'smart'? Option 1, where division heads determine specific employees for termination based on their criteria, introduces ethical considerations. The ethicality of this option depends on the fairness and transparency of the decision-making process led by division heads. If the criteria are solely based on skills and abilities, clearly communicated to employees, and consistently applied, it may be considered ethical. However, there is a potential risk of discrimination, as employees may perceive that factors such as race, color, religion, national origin, sex, disability, or age could influence the decision-making process. To enhance the ethicality of Option 1, the company should prioritize transparency, open communication, and fairness in the treatment of employees facing layoffs. Clear criteria and a commitment to treating employees with dignity contribute to an ethically sound
