Abu Dhabi Ship Building Company Case Study Example | Topics and Well Written Essays - 2000 words

Abu Dhabi Ship Building Company - Case Study Example ADSB, however, specializes in the construction, repair and refit of naval and commercial vessels, rather than focusing on pleasure boats. Since the company began in 1995, it has formed strategic partnerships with leading ship designers and builders in ten countries. As a public joint stock company, it was registered in the UAE, established by Amiri Decree N.5 of 1995 on 12 July 1995. Most of the company's contracts have been with its home country's navy, but in 2001, it began to compete in the oil-fired market of other Gulf states (Kahwaji). It was owned 10 percent by Abu Dhabi's government, 40 percent UAE Mubadala Development Company and 50 percent by more than 6,000 UAE national shareholders. In 2002, a 50m expansion was undertaken, and by 2005 more than 800 people were employed by the company. In 2003, ADSB signed the Baynunah contract to design and construct four corvette class 70-metre naval vessels for the UAE Navy. Customers consist of companies involved in shipping, dredging, dry docking, and of course the country's naval forces (Abu Dhabi). The company competes with international shipyards to win major deals with Arab Gulf navies in Bahrain, Kuwait, Oman, Qatar and Saudi Arabia. ASDB was also hired to build a dozen 34-meter Al Saber patrol boats. ADSB has taken advantage of the information technology revolution to upgrade the company to include electronic developments. Introduction and Background The United States and Europe are suffering from major business downturns, while the oil-driven economy of the Middle East is benefiting from the demand for ships in the Arabian Gulf. Abu Dhabi Ship Building Company has been able to expand its market as well as to establish a positive brand image with the promotion of Bill Saltzer in 2006 from General Manager to CEO (ADSB). Saltzer has a clear vision of the need in the twenty-first century to communicate personally with management and staff, including construction workers, as they make up a major portion of the employee base. Since then, the company has shown continuous growth (Gulf Shipyards; Reuters; Bahrain; ADSB Starts). Aside from UAE new construction and modification work, ADSB is upgrading Bahraini, Qatari, and Yemeni ships while seeking contracts from Bahrain, Kuwait, Oman, Qatar, and Saudi Arabia (Kahwaji). The opening of another hi-tech facility for building advanced composite vessels was the cover story for the company new sletter initiated in 2006 to celebrate the company's 10th year. This expansion will enable it to compete strongly in the rapidly expanding composite military and commercial market throughout the region (Abu Dhabi). ADSB has a low-key but attractive Web site that is introduced by a short video with a small amount of text

Ethical Dilemma at the Workplace Essay Example | Topics and Well Written Essays - 1000 words

Ethical Dilemma at the Workplace - Essay Example Value of Life – Human life has inviolable sacredness; b. Goodness or Rightness – Doing good, in addition to refraining from doing evil, is required so that the consequences are good for the individual and for society; c. Justice or Fairness – This principle relates to equality of treatment among the members of society; d. Truth-telling or Honesty – Although ethical action should be based on the truth, confidentiality (contact-keeping), related to honesty and individual freedom; e. Individual Freedom – Ethical decisions should consider the principle of self-determination; and f. Trustworthiness - Trust defined, is assured reliance on the character, ability, strength, and truth of a business. 3. Application of the Code of Business Conduct and Ethics: Following are the Ethical Standards as per the Organization’s Code of Business Conduct and Ethics applicable on the present situation: I) Conflicts of Interest: As your private interest may interfe re in any way with the interests of the Company; II) Fair Dealing: This might affect our honesty and ethical behavior and we might not be able to act in good faith, with due care; and III) Honesty, Integrity and Objectivity: As this situation leads to conflict between honest and objective approach to recruitment and favor of any sort. 4. The Nature and Dimensions of the Dilemma: Following avenues were examined in order to ensure that the problem in all its various dimensions has been considered. This situation falls in the category of Ethical Dilemma as it violates the following ethical principals: c) Justice or Fairness – As it would be equal treatment of all the candidates; d) Truth-telling or Honesty – As by hiring the candidate of your choice my honesty would be impaired; and e) Individual Freedom – Further my objectivity and self determinacy would also be affected in this situation. Further this situation also has the potential to affect my moral behavior a nd this also constitutes ethical dilemma. Consultations with the ethics committee comprising of the HR personnel and supervisors, presented the following basic options: a) it would be violation of the general ethical principles as well as the Organization’s ‘Code of Business Conduct and Ethics’ to some extent as are discussed above, however, as all the candidates are of equal footings as yet and are equally compatible and capable as their results of the tests and the experience proves, we can also consider hiring Mr. McDonough. But for that effective interviews need to be conducted as these may result in certain other observations about the candidates too. I have also considered the ethical Theory that is suitable in the situation that we are facing now. The applicable theory is ‘Consequentialism’, which presents that the right action is one which produces the best consequences. 5. Potential courses of action: The following actions or rather decision s are open to me to consider: i) Carry on the interview proceedings of all the candidates, keeping in mind your request and considering Mr. McDonough above others. ii) Appoint Mr. McDonough without any further proceedings. iii) Conduct interview with no consideration or favors regarding appointment and appoint the most suitable candidate.