As a company which employs scientists and lab techs, you know that your most valued asset is the creativity of your employees. You also know that creativity doesnt always show up between the designated hours of 8 and 5. Thus, you have a very open flex time schedule for your employees. However, you have been noticing that some of your staff are abusing the privilege. The 45 people involved in the manufacturing group are not a problem as they work designated shifts and are responsible. However, some of the 30 Ph.D. qualified scientists and 60 college educated lab techs are coming in late, leaving early, and not being fully present for their designated 40 hours a week. As you explore the situation, you discover that five of the scientists are part of the problem. Two of them are your most productive scientists and responsible for some of your major product breakthroughs. Three of the scientists are performing adequately but are not exceptionally productive. About 10% of the tech staff are also playing fast and loose with their hours. Again, three are very productive, exceeding expectations as far as their work while the other six are adequate to below-adequate performers.

For the final round, we will work through the lenses in the order in which they were presented: (1) Responsibility Lens; (2) Results Lens; (3) Relationship Lens; (4) Reputation Lens. Please address the following questions:

• Who is the ethical actor? Who or what group will be taking the action in this particular problem?
• Who are the stakeholders? Who are those people and/or groups to which we owe a duty? What are the express and implied agreements that you have with each of the constituents?
• What is the context and assumptions? What are the facts that need to be considered? In framing the context, what assumptions as to competing rights and responsibilities are present?