did not look for carbon copies of themselves. It rarely even occurred to them to ask, "Do I like or dislike this person?" But they were totally-fiendishly-intolerant when it came to a person's performance, standards, and values.5.They were not afraid of strength in their associates. They gloried in it. Whether they heard of it or not, their motto was what Andrew Carnegie wanted to have put on his tombstone: "Here lies a man who attracted better people into his service than he was himself."6.One way or another, they submitted themselves to the "mirror test"- that is, they made sure that the person they saw in the mirror in the morning was the kind of person they wanted to be, respect, and believe in. This way they fortified themselves against the leaders greatest temptations-to do things that are popular rather than right and to do petty, mean, sleazy things."The Leader of the Future", Peter Drucker, Jossey-Bass PublishersThere are many different ways to find an effective solution based on different philosophies and ethical decision models. In this case, I am going to apply a six-step strategy for ethical decision-making and offer my best analysis for an effective solution. This solution may be only one of an infinite number of solutions based on one's own life references and decision-making ability.1.Facts. The facts That need to be reviewed are:a.There have been a number of complaints about the shipping department.b.Customers have been receiving incomplete or incorrect shipments.c.Promised deadlines have not been met.d.A major account has been lost due to three incorrect shipments in two weeks. e.Employee turnover is unusually high.f.Tom is directly responsible for the shipping department. g.Tom has 36 years of valued experience with the company and is nearing retirement.h.Tom was my supervisor when I first joined the company and to a certain extent is responsible for my career success so far.i.Tom was never resentful of my success and...
