IntroductionTata Steel Company is a multinational steel company headquartered in London, UK. The company is the second largest in terms of steel production in Europe with its main plants being in Holland and UK (Tata Steel, 2015). Tata Steel specializes in supplying steel products and services to other major industries such as vehicle producing industries and the construction industry. The European branch is a subsidiary of the mother company; Tata Steel Group, that boasts of over 580, 000 employees and is among the top steel producers worldwide (Tata Steel, 2015). As an ideal company that deals with production, there are a number of ethical considerations that must be adhered to (Tata Steel, 2015).
The breach and therefore adherence to these standards determines the success of the company or the development of negative reputation. This paper explores Tata steel in ethical dimensions first looking at it as a moral agent, then a series of ethics related mechanisms within the organization as well. Task One3.1 Role of Tata Steel Company Acting as a Moral AgentA moral agent refers to any person or organization thereof that has the capacity to make any form of ethical decisions and implement them (Mack, 2015).
In this case the organization is legally viewed as a person and is thus accountable for all the predictable outcomes of every action that it undertakes (Mack, 2015). In a nutshell, this basically means that any business organization regardless of its size has a moral obligation of being responsible to the public just by acting ethically (Mack, 2015). When looking at an organization as a moral agent, it is necessary to have a sneak peak the openness and fairness in the recruitment processes, the contractual responsibilities whistleblowing, any psychological construct and moral obligations of both the employer and the employee relationships (Mack, 2015). Tata Steel has a code of conduct that guides all its practices (Tata Code of Conduct, 2015).
The most speculative thing about Tata Steel is that all employees, regardless of their backgrounds are given equal opportunities within the organization. When the applicants are being selected and recruited their race, gender, origin, physical appearance and marital status among others is not of importance.
Tata Steel has developed human resource policies that promote diversity and equality at the workplace as well as compliance with all the labour standards and regulations (Tata Code of Conduct, 2015). This means that as a moral agent the company is responsible and has some effect being felt at the work place that are positive for its workforce. Tata Steel also has a whistle blower policy covered under its clause 25 that entails reporting of concerns (Tata Code of Conduct, 2015). Here each and every employee has a go-ahead of promptly reporting to the management as well as other third party ethics help lines when they feel there is any breach of the code of conduct of Tata Steel.
The employee has the choice of making a protected disclosure as guarded by the whistle blower policy of the organization, especially when reporting to the audit committee or chairman of the board of directors (Tata Code of Conduct, 2015). When sufficient evidence has been compiled, the report is then forwarded for consideration alongside a cover letter that bears the identity of the whistle-blower, whose protection then becomes the work of the code of conduct to keep off intimidation.