Complicating this issue even further is the request that the manager makes based upon reflecting the fireworks as the award-winning. Naturally, as no such award exists, the employee is faced with a situation in which either they will make up an award or they will fail if the assignment. Finally, complicating matters even further is the fact that one of the colleague is attempting to take personal gain of the situation by creating the award in exchange for a symposium sexual favor. As a means of understanding this dynamic, the ethical challenges, and the options that are available to the employee, the following analysis will focus specifically on these three segments.
Firstly, it should be understood that leveraging any type of favor from a fellow colleagues, whether in exchange for sexual service or any other good or commodity, is tantamount with making up the information and lying about the veracity behind the award. The underlying ethical reason behind this has to do with the fact that it is clear and apparent that the fellow colleague does not have such an award and it has never existed. Thus, by merely passing the buck and claiming a level of ignorance concerning where the support came from or when it was earned and why, the employee in question is not any better of a position as compared to that they had generated this false award on their own.
From the case that has been presented thus far there are ultimately three options. Accordingly, the remainder of this analysis will revolve around discussing these options, from the least desirable to the most desirable, and promoting a likely course of action that the employee might consider taking. As such, the first and least desirable option is to refuse to make up any award and directly confront the manager with this refusal. Not only will this most likely result in an immediate termination, it will also leave a very negative relationship and interpretation of the employee’s time at the