留学生report代写参考-企业中的道德困境。本文是一篇留学生report写作范文，道德困境经常发生在商业环境和日常生活中。这些可能是一些简单的问题，比如是否为了更快地完成工作而对截止日期要求撒谎，或者是一些复杂的问题，例如财务报表中的事实和数字的操纵。做出任何此类决定的人的核心价值体系在其道德操守的程度上起着巨大的作用。
另一方面report提出竞争压力会迫使人们做出与他们的价值体系可能传达的完全不同的道德决定。这是一个在当今商业环境中普遍存在的问题，在这种环境中，踩在别人身上可以确保更容易的增长平台。“目的证明手段”的模式覆盖了许多根深蒂固的价值伦理。
本篇report希望制定简单的指导方针，使人们能够以人道和道德的方式做出决定，强调“正确”的决定，而不是“简单”的决定。
Introduction 引言
Ethical Dilemmas often occur in business situations as well as everyday life. These could be simple problems such as whether to lie about deadline requirements in order to get work done faster, or something complex such as manipulation of facts and figures in financial statements. The core value system of the person making any such decision plays a huge role in the extent of his or her ethical manipulation.
Competitve pressure on the other hand can force people to make ethical decisions radically different from what their value system might relay. This is a problem that is widespread in today’s business environment, where stepping on someone else ensures an easier platform for growth. The model of “The ends justify the means” has overwritten a lot of the value based ethics which was heavily ingrained in our psyche.
This report hopes to make simple guidelines which will allow one to make decisions keeping a humane as well as ethical approach which emphasizes the “Right” decisions, not the “Easy” ones.
Business Scenarios Entailing an Ethical Dilemma 陷入道德困境的商业场景
Some of the best learning regarding any Ethical dilemma occurs when one experiences it firsthand. These problems occur when we are unprepared for it, thus a pre-determined framework would prove extremely useful.
关于道德困境的一些最好的学习发生在一个人亲身经历的时候。当我们对此毫无准备时，就会出现这些问题，因此，预先确定的框架将被证明是非常有用的。
Ethical decision making deals with moral issues: A moral issue is present where ever individual actions, when freely performed, may harm or benefit others (Jones, 1991, p. 367). An ethical decision is defined as “a decision that is both legal and morally acceptable to the larger community” whereas an unethical decision may be regarded as “either illegal or morally unacceptable to the larger community” (Jones, 1991, p. 367).
Thus let us have a look at some examples of Ethical Dilemmas which would require such Ethical Decision Making.
道德决策涉及道德问题：道德问题存在于个人行为自由实施时可能会伤害他人或使他人受益。道德决定被定义为“一个更大社区既合法又道德上可接受的决定”，而不道德决定可能被视为“更大社区不合法或道德上不可接受的”。
因此，让我们看看需要道德决策的道德困境的一些例子。
Company Bankruptcy and Employee Loyalty 公司破产与员工忠诚度
Lehman Brothers which was a premium investment bank until its Chapter 11 bankruptcy declaration in September 2008 was a preferred employer for over 25000 people and their families. The company evoked a vehement sense of loyalty and pride, but bankruptcy changed all that.
雷曼兄弟在2008年9月宣布破产之前一直是一家高级投资银行，是25000多人及其家人的首选雇主。这家公司激起了强烈的忠诚和自豪感，但破产改变了这一切。
Lehman Brothers Services India LTD, which is the outsourcing and knowledge center in India received the news on a Monday, employees which included the author himself resolved themselves to jumping ship before even trying to see if they could do anything to help the firm. This is an ethical dilemma since on the one hand the employer has helped support the families of its employees, however on the other hand the employee has to decide quickly about the future course of action which will affect his or her family.
雷曼兄弟服务印度有限公司是印度的外包和知识中心，周一收到消息，包括作者本人在内的员工决定跳槽，甚至还没想办法帮助公司。这是一个道德困境，因为一方面雇主帮助支持了员工的家庭，但另一方面，员工必须迅速决定影响其家庭的未来行动方案。
A possible solution which would have been feasible was for the employees to provide their utmost support to management in order to steer the company out of rough waters. This is a difficult decision to make since it may even involve no pay during the period of bankruptcy, and hence almost no employee chose this decision.
一个可行的解决方案是让员工为管理层提供最大的支持，以引导公司走出困境。这是一个很难做出的决定，因为它甚至可能涉及破产期间的无薪，因此几乎没有员工选择这一决定。
Service Bonds in Companies 公司服务债券
A widely used vehicle in corporate culture today is service bonds, issued by the company against almost all its new employees. These simply state that the employee must stay within the employ of the company for a certain duration before switching companies and/or leaving the job, failing which he or she would be penalized a certain amount of money.
今天，公司文化中广泛使用的一种工具是服务债券，由公司针对几乎所有新员工发行。这些条款只是规定，员工必须在公司工作一段时间后才能转职和/或离职，否则将被处以一定数额的罚款。
The Ethical Dilemma appears here mainly when the employee gets hired by the company while he or she may have an offer or opportunity in the near future. A prime example is when freshers are hired out of college, but they are waiting for an MBA admission. The job is just a failsafe option, and as soon as said MBA admission goes through, the employee will leave the firm. This is an Ethical Dilemma on both fronts, from the point of view of the employer as well as the employee.
道德困境主要出现在员工被公司雇佣时，而他或她可能在不久的将来有工作机会或机会。一个最好的例子是，大学新生被聘出校门，但他们正在等待MBA的录取。这份工作只是一个安全的选择，一旦MBA录取通过，员工就会离开公司。从雇主和雇员的角度来看，这是两个方面的道德困境。
On the one hand, the bond is in itself a vehicle which does not hold any value in a court of law. Thus most companies will harass the employee but ultimately they are unable to recover any of the amounts mentioned in the bond, however they do withhold experience and relieving certificates. On the other hand the employee himself signs up for the training knowing full well that he or she may be leaving the job early, it is a very hedonistic approach, and is done only for self benefit, he or she does not care whether the company hired him or her keeping in mind requirements, and does not bother about the damages the company may incur due to a sudden loss of an employee.
一方面，债券本身就是一种工具，在法庭上没有任何价值。因此，大多数公司都会骚扰员工，但最终他们无法收回保函中提到的任何金额，但他们确实拒绝提供经验和救济证书。另一方面，员工本人报名参加培训，深知他或她可能会提前离职，这是一种非常享乐的方式，而且只为了自己的利益，他或她不关心公司是否雇用他或她，也不关心公司因员工突然流失而可能造成的损失。
A possible solution here, which is unfortunately infeasible is a full disclosure on the part of the employee while joining up a company, this would usually result in the employer not hiring said employee to prevent any problems should the employee suddenly leave.
一个可能的解决方案是，员工在加入公司时进行全面披露，这是不可行的，这通常会导致雇主不雇佣该员工，以防止员工突然离职时出现任何问题。
Credit Sharing in the Workplace 工作场所的信用共享
As rational human beings most of us understand the value of teamwork. The workplace however emphasizes this in order to have smooth and uninterrupted functioning. Teamwork is a prime requirement for any employee who joins any firm.
作为理性的人，我们大多数人都理解团队合作的价值。然而，工作场所强调这一点，以便顺利和不间断地运作。团队合作是加入任何公司的员工的首要要求。
One of the biggest ethical dilemmas faced both as an employee as well as a manager is how best to recognize individual contribution in a team based environment. It would be wishful thinking to assume that all employees contribute equally to the success of a project, thus the emergence of performance rewarding was born in the workplace.
作为一名员工和一名经理，面临的最大的道德困境之一是如何在团队环境中最好地认可个人的贡献。假设所有员工都为项目的成功做出了同等的贡献，这将是痴心妄想，因此绩效奖励的出现诞生于工作场所。
Here employees are gauged on individual performance in a team context, their contributions, mistakes as well as ideas are all assessed and suitable reward systems are kept in place. This however results in what is known as “Credit Sharing” whereby employees try to gain credit for work that they had a minimal contribution in. This usually happens when the work itself provides a sizeable benefit to the project, either in terms of revenue generation or cost minimization. Employees who were unrelated to this work still try to leverage it since it could provide a boost to their immediate future in terms of salary raise, or promotions.
在这里，员工在团队环境中根据个人表现进行衡量，他们的贡献、错误以及想法都得到了评估，并建立了适当的奖励制度。然而，这导致了所谓的“信用共享”，即员工试图获得他们贡献最小的工作的信用。这通常发生在工作本身为项目带来可观收益时，无论是在创收还是成本最小化方面。与这项工作无关的员工仍然试图利用它，因为它可以在加薪或升职方面为他们的近期未来提供提振。
A possible solution to such a problem unfortunately cannot be found, this is simply because it is highly dependent on individual ethics to determine how low he or she may be willing to stoop to gain credit where credit was never due. Management unfortunately also cannot efficiently monitor this since it might result in inefficiencies in overall management of the project.
不幸的是，无法找到解决这一问题的可能方案，这仅仅是因为，要确定他或她愿意在从未得到过信用的情况下屈尊获得信用的程度，高度依赖于个人道德。不幸的是，管理层也无法有效地监控这一点，因为这可能导致项目整体管理效率低下。
Guidelines for Self for Dealing with Ethical Dilemmas 应对道德困境的自我准则
An easy way to create a guideline for self to deal with Ethical Dilemmas, one needs a reference model of some kind which will allow for such a guideline to be created in the first place. Moral Dilemmas and Ethical Dilemmas both share a common thread in that they deal with moral issues at their core. Thus for a decision maker to act ethically he or she must (a) recognize a moral issue, (b) make a moral judgment, (c) give priority to moral concerns and establish a moral intent, and finally (d) act on the moral concerns (Selart and Johansen, 2010, p. 3).
为自己制定一个处理道德困境的指南是一种简单的方法，一个人需要一个某种参考模型，它首先允许创建这样一个指南。道德困境和伦理困境都有一个共同点，即它们处理的核心是道德问题。因此，决策者必须（a）认识到道德问题，（b）做出道德判断，（c）优先考虑道德问题并确立道德意图，最后（d）根据道德问题采取行动。
Thus logically it would be a necessary condition that the moral agent in this case the decision maker should be able to recognize a moral dilemma. This is highly relevant since pressure or competition usually dull our senses in this regard, since profits or immediate gains will be present and must be decided upon. However the severity of the moral dilemma elicits a moral impulse which could be radically different from what rationality tells us to pursue. What this means is that we may be more prone to making moral/ethical decisions, when we are able to identify the severity of the problem at hand. This is referred to as moral intensity and is a prime candidate for allowing ethical decisions to be made.
因此，从逻辑上讲，这是一个必要的条件，在这种情况下，道德代理人——决策者——应该能够认识到道德困境。这是非常相关的，因为压力或竞争通常会使我们在这方面的感觉迟钝，因为利润或即时收益将存在，必须作出决定。然而，道德困境的严重性引发了一种道德冲动，这种冲动可能与理性告诉我们的追求截然不同。这意味着，当我们能够确定手头问题的严重性时，我们可能更容易做出道德/伦理决定。这被称为道德强度，是允许做出道德决定的最佳人选。
Let us have a look at how some external factors could influence decision making and use them to form a basic guideline for dealing with ethical dilemmas.
让我们看看一些外部因素是如何影响决策的，并用它们来形成处理道德困境的基本准则。
Effect of Stress or Competition on Ethical Decision Making 压力或竞争对道德决策的影响
Stress is deemed as having a negative effect on leaders’ decision making by preventing them from recognizing ethical/moral dilemmas which their decisions could entail. Time related deadlines have an effect which could result in limited focus and to cognitive biases. It also makes leaders have less access to external information sources (Selart and Johansen, 2010, p. 11).
压力被视为对领导者的决策产生负面影响，因为压力会阻止他们认识到他们的决策可能带来的道德/道德困境。与时间相关的最后期限会产生影响，导致注意力有限和认知偏差。这也使得领导者较少接触外部信息源。
Thus a primary rule of thumb which we should ensure while dealing with any decision that could involve moral issues is
Prevent or reduce stress while making a decision, since studies have shown that stress influences ethical decision making primarily through its effect on pro-social behavior or the willingness and motivation to take others’ interest into account (Jex et al., 2003)
因此，在处理任何可能涉及道德问题的决定时，我们应该确保的一条主要经验法则是
在做出决策时预防或减少压力，因为研究表明，压力主要通过其对亲社会行为的影响或考虑他人利益的意愿和动机来影响道德决策
Studies also show that a root cause of stress related problems comes from the reward or lack of thereof which results in stress related ethical failings in managers (Selart and Johansen, 2010, p. 12).
研究还表明，压力相关问题的根本原因来自于奖励或缺乏奖励，这会导致管理者出现压力相关的道德失误
Effect of Globalization on Ethical Decision Making 全球化对伦理决策的影响
Globalization is the new mantra by which today’s company’s move. It ensures competitive advantage by reducing costs and promoting more profitable sales opportunities, it also results in a diversified and distributed workplace. This is one of the prime causes of ethical dilemmas.
Being distributed could result in marginalization of branch employees when decisions affecting corporate culture or financials get made; this is often seen in the case of a lot of the leading multinationals which operate with an IT arm in India. Another great challenge for managers in global business is the misunderstanding of their decisions due to conflicting moral compasses of their stakeholders from different cultures, which could result in their best decisions being, confounded (Thompson, 2010, p. 1).
全球化是当今公司发展的新口号。它通过降低成本和促进更有利可图的销售机会来确保竞争优势，同时也带来了多元化和分布式的工作场所。这是道德困境的主要原因之一。
当做出影响企业文化或财务的决策时，被分配可能会导致分支机构员工的边缘化；这在许多在印度与IT部门合作的领先跨国公司中经常可见。全球企业管理者面临的另一个巨大挑战是，由于来自不同文化的利益相关者的道德准则相互冲突，对他们的决策产生误解，这可能导致他们的最佳决策被混淆。
An effective tool suggested to counter this is the Global Moral Compass which allows for managing complex moral challenges that business leaders cannot ignore, as well as providing an adaptive framework which allows for linking diverse value propositions and wisdom traditions (Thompson, 2010, p. 1).
一个有效的工具是全球道德指南针，它允许管理商业领袖无法忽视的复杂道德挑战，并提供一个适应性框架，允许将不同的价值主张和智慧传统联系起来。
This is the global moral compass for business, its 4 parameters include.
这是全球商业道德指南针，其4个参数包括
Vision 视野
Moral vision is the ”true north” of the moral compass; the spiritual, affective aspect of moral identity expressed in the power of myth, narrative, and images representing core values.
道德视野是道德指南针的“正北”；道德认同的精神、情感方面，表现为神话、叙事和代表核心价值观的图像的力量。
Code 规范
it is the moral code by means of which one lives one’s life, this code is enhanced by personal experience and is ever changing.
它是一个人生活所依据的道德准则，这一准则通过个人经验得到加强，并且不断变化。
Fitness 适应
Moral fitness is the symbolic aspect of moral agency; it is ritualized action that expresses and reflects the vision and values of moral identity.
道德适应是道德能动性的象征性方面；它是仪式化的行为，表达和反映了道德认同的愿景和价值观。
Performance 表现
Performance is the ”proof of the pudding” – the intentional aspect of moral agency demonstrated in concrete decisions and behavior (Thompson, 2010, p. 13-14).
表现是“布丁的证明”——道德能动性的有意方面体现在具体的决策和行为中。
Thus some more rules of thumb can be generated via the means of globalization and its effect on ethical decision making
Globalization requires a more complex set of moral principles which guide decision making; this is enhanced by the use of the global moral compass which can be used to point decisions to the right direction.
因此，通过全球化及其对伦理决策的影响，可以产生更多的经验法则
全球化需要一套更复杂的道德原则来指导决策；通过使用全球道德指南针，可以将决策指向正确的方向。
Globalization requires that the culture, socio-economic situations, geographies as well as history of stakeholders involved be understood to a certain degree, before a decision benefitting them all can be made.
全球化要求在一定程度上了解相关利益相关者的文化、社会经济状况、地理位置以及历史，然后才能做出对他们都有利的决定。
True value addition can be had when all the stakeholders are in almost full or full agreement with decisions made, thereby we may need a certain degree of inclusivity to be incorporated in decision making to ensure that stakeholders are completely in sync with the decisions being taken.
当所有利益相关者几乎完全或完全同意所做的决策时，才能实现真正的价值增值，因此，我们可能需要在决策中纳入一定程度的包容性，以确保利益相关者与所做的决定完全同步。
Effect of Monetary Gain in Ethical Decision Making 货币收益在伦理决策中的作用
In recent times a lot of unethical decision making has been uncovered in terms of financial misreporting done by CEOs and other top ranking officials of various companies. The lure of money is thus viewed as a serious barrier in ethical decision making; this is something even laymen can understand. Simple financial incentives like bribes given to government officials influence how fast they perform work, and as such is an ingrained habit in the minds of people today especially in a corrupt bureaucracy like India’s.
近年来，许多公司的首席执行官和其他高级官员所做的财务误报行为暴露了许多不道德的决策。因此，金钱的诱惑被视为道德决策的严重障碍；这是外行都能理解的。向政府官员行贿等简单的经济激励会影响他们的工作速度，因此，这是当今人们心目中根深蒂固的习惯，尤其是在像印度这样腐败的官僚机构中。
However studies have found that it cannot simply be narrowed down to the lure of financial incentives that lead to such behavior, other factors including CEO’s narcissism, shareholders’ expectations and subordinate silence as well as CEO’s dishonesty could all be possible causes for such unethical decision making (Chen, 2010, p. 1).
然而，研究发现，这不能简单地归结为导致这种行为的财务激励的诱惑，其他因素，包括CEO的自恋、股东的期望和下属的沉默以及CEO的不诚实，都可能是这种不道德决策的原因。
Now the study also aims to look just beyond financial remuneration as a source of ethical failing on the part of the CEOs, since a lot of them have contributed to charities of some kind or the other (contributions themselves being significant). Thus this evidence suggests that simply CEO’s character flaws cannot conclusively be used to resolve this ethical failing (Chen, 2010, p. 2).
现在，这项研究的目的也不仅仅是将薪酬作为首席执行官道德败坏的一个原因，因为他们中的许多人都为某种慈善机构捐款（捐款本身就很重要）。因此，这一证据表明，仅仅是首席执行官的性格缺陷并不能最终解决这一道德缺陷。
Some factors which could influence this include Moral or Ethical standards present in the country of origin, cultural norms which influence managerial behavior, corporate and individual corruption levels in the country of origin and incorrect assessment of information due to inflated self expectations in terms of performance. All of these factors can lead to unethical decisions being taken mainly in regards to financial reporting of the firm’s performance.
可能影响这一点的一些因素包括原籍国存在的道德或伦理标准、影响管理行为的文化规范、原籍国的企业和个人腐败水平以及由于业绩方面的自我期望过高而导致的信息评估错误。所有这些因素都可能导致主要在公司业绩财务报告方面做出不道德的决定。
However we must also identify the effect that stakeholders can cause on mangers when it comes to financial reporting or ethical decision making. Ever increasing expectations, continuous percentage improvement requirements and unrealistic targets all have a direct influence on managers and CEOs making the decisions that they do. However most people are ready to brush this aside as it would result in the blame being spread across people rather than rest squarely on a single person, this unfortunately is a “Scape-Goat” mentality and is highly ingrained in the psyche of the general populace as was amply demonstrated by the victimization of Mr. Kalmadi in the Commonwealth Games scandal in India.
然而，当涉及财务报告或道德决策时，我们还必须确定利益相关者可能对经理造成的影响。不断提高的期望值、不断提高的百分比要求和不切实际的目标都会直接影响经理和CEO的决策。然而，大多数人都准备对此置之不理，因为这会导致责任在人与人之间传播，而不是直接落在一个人身上。不幸的是，这是一种“替罪羊”的心态，在普通民众的心理中根深蒂固，卡尔马迪在印度英联邦运动会丑闻中的受害就充分证明了这一点。
More attention needs to be paid to the responsibilities of shareholders, financial analysts and the financial press in setting realistic expectations for companies. Simply focusing on improving the ethical behavior of individual CEOs without removing this root cause is unlikely to have much effect on the level and frequency of misreporting (Chen, 2010, p. 15).
在为公司设定现实预期时，需要更加关注股东、财务分析师和金融媒体的责任。仅仅专注于改善首席执行官个人的道德行为而不消除这一根本原因，不太可能对错误报告的水平和频率产生太大影响。
Thus the rules of thumb which we can garner from the above include. 因此，我们可以从上面获得的经验法则包括
While making financial decisions, it is better to make it keeping multiple trustworthy people in the loop, this ensures that decisions although signed off by a single entity (the CEO) would still be ratified by multiple people.
在做出财务决策时，最好让多个值得信赖的人参与其中，这样可以确保决策虽然由一个实体（CEO）签署，但仍会得到多人的批准。
The key point here is that decisions made collectively have the possibility of dissonance among stakeholders making said decisions, which would lead to further questioning of the decisions and thus a more refined and correct decisions can be made.
这里的关键点是，集体做出的决策可能会在做出所述决策的利益相关者之间产生不一致，这将导致对决策的进一步质疑，从而可以做出更精细和正确的决策。
Altruistic perspectives aside, stakeholders themselves should be able to handle negative results and management must have enough moral fiber to take the right decision in letting the stakeholders know of any failings without fear of castigation.
撇开利他主义的观点不谈，利益相关者本身应该能够处理负面结果，管理层必须有足够的道德素质来做出正确的决定，让利益相关者知道任何失败，而不必担心受到惩罚。
Effect of Communication in Ethical Decision Making 沟通在伦理决策中的作用
In today’s competitive environment, communication or a lack of thereof can lead to decisions being made which may seem unethical. Information is a powerful tool which can prevent decisions which can negatively affect people. Thus communication of this information from the holders to the decision makers becomes paramount to ethical business decisions being made effectively and efficiently.
在当今的竞争环境中，沟通或缺乏沟通可能会导致做出看似不道德的决定。信息是一种强有力的工具，可以防止可能对人们产生负面影响的决策。因此，持有者与决策者之间的信息沟通对于有效和高效地做出合乎道德的商业决策至关重要。
Communication on corporate culture itself can have a positive impact on ethical decision making in the workplace, we thus explore the use of a “Business Code of Ethics” or BCE which is a pre-requisite in recent times for any company in operation. The BCE simply conveys acceptable behavioral norms and rules which are active in the workplace, and could prove to be an efficient tool in curbing unethical decision making which managers might make in the absence of such an instrument.
关于企业文化本身的沟通可以对工作场所的道德决策产生积极影响，因此，我们探索使用“商业道德准则”或BCE，这是最近任何运营公司的先决条件。BCE只是传达了可接受的行为规范和规则，这些规范和规则在工作场所很活跃，并且可以证明是一种有效的工具，可以遏制管理者在缺乏此类工具的情况下可能做出的不道德决策。
Studies however show that such a BCE comes with several limitations, this could include, frequency of communication of the BCE, quality of communication used, reinforcement of the BCE via actions of top management, level to which the BCE is ingrained in the decision making of middle and lower level management and finally overall adoption of the BCE via the general populace in the workplace.
然而，研究表明，这种BCE有几个局限性，这可能包括BCE的沟通频率、使用的沟通质量、通过高层管理层的行动加强BCE、BCE在中下层管理层决策中的根深蒂固程度，以及最终通过工作场所的普通群众全面采用BCE。
Communication in this regard is mainly seen via the means of this code of ethics. Now this could result in certain limitations with respect to achievable targets, or patterns of behavior which can be deemed acceptable to meet said targets, however in the long run it is observed that this has a positive impact on both the quality of work culture ingrained in the organization, as well as individual ethical standards which permeates through the employee base (Kaptein, 2010, p. 16).
这方面的沟通主要通过本道德准则的方式进行。现在，这可能会对可实现的目标或可被视为可接受的行为模式造成一定的限制，以实现所述目标，但从长远来看，可以观察到这对组织中根深蒂固的工作文化质量、，以及贯穿员工基础的个人道德标准。
Thus some takeaways from communication and BCE include 因此，通信和BCE的一些启示包括
Effective communications of acceptable ethical standards have a significant positive impact on both workplace culture as well as individual ethical/moral standards improvements.
有效传达可接受的道德标准对工作场所文化以及个人道德/道德标准的提高都有重大的积极影响。
Although a certain degree of compromise must be made in terms of performance for enforcing said ethical standards, it will have a positive impact in the long run and will allow the company to overcome any future negative impacts which may have occurred had such a provision not been in place.
尽管必须在执行所述道德标准的绩效方面做出一定程度的妥协，但从长远来看，这将产生积极影响，并使公司能够克服如果没有此类规定可能会产生的任何负面影响。
Conclusion 结论
Thus all throughout we have seen that just external factors alone cannot be used as the final determinant of ethical decision making abilities of an individual. He or she can also influence the surroundings and make decisions which can be both “Right” as well as beneficial to the maximum number of people, not just his or her organization. This is illustrated by the use of effective communication, utilizing the moral compass, reduction the impact of stress and financial incentives and finally realizing that the individual has to take the ultimate responsibility of his or her decision, and although redemption may be found by attributing any fallacies to external factors, the price will still have to be paid by the individual who made the decision.
因此report总结，我们始终看到，仅仅外部因素不能作为个人道德决策能力的最终决定因素。他或她还可以影响周围环境，做出既“正确”又有利于最大人数的决策，而不仅仅是他或她的组织。这可以通过有效沟通、利用道德指南针、减少压力和经济激励的影响以及最终意识到个人必须对自己的决定承担最终责任来证明，尽管可以通过将任何谬误归因于外部因素来找到救赎，价格仍将由做出决定的个人支付。本站提供各国各专业留学生report代写或者指导服务。