Instead, we propose an impartial review of Elena’s and Viktor’s qualifications in comparison to the other members of the executive team. If they are equally qualified, their compensation and roles should be adjusted based on legitimate business factors rather than national origin. If they are not qualified for their current roles, they should be transferred to suitable positions. 

It is recommended that Serafini’s laws be observed concerning Michael and Beth, provided such laws do not violate ethical standards against discrimination based on protected traits, such as gender or age. To prevent any potential conflicts, it may be necessary to consider relocating their respective positions. 

In conclusion, employment decisions should be made solely based on legal and ethical criteria such as qualifications and conduct rather than personal characteristics like age, gender, or nationality. This approach upholds ethical principles, reduces legal risk, and promotes a highly engaged, high-performing workforce. It is important to note that using personal characteristics as a basis for employment decisions can lead to legal complications, damage the organization’s reputation, and undermine the workforce’s effectiveness. Therefore, organizations must adopt a criteria-based approach that is objective, fair, and consistent with legal and ethical norms.    

References 

Employment discrimination. (2024). Retrieved from https://leocontent.umgc.edu/content/scor/uncurated/mba/2218-mba630/learning-topic-list/employment-discrimination-intro.html?ou=1190745 

Ethical theory in global business. (2024). Retrieved from https://leocontent.umgc.edu/content/umuc/tgs/mba/mba630/2241/learning-resource-list/ethicaltheoryinglobalbusiness.html?ou=1190745 

Extraterritorial reach of laws. (2024). Retrieved from https://leocontent.umgc.edu/content/scor/uncurated/mba/2218-mba630/learning-resourcelist1/extraterritorialreachoflaws.html?ou=1190745