You may have heard the common phrase “There’s no such thing as a bad question.” Some people may consider these words to live by, whereas others may consider this to be poor advice they would never follow or promote. Whether it is good advice or not, what is less debatable is that good questions can lead to great outcomes. In some instances, if the right question had never been asked, then a beneficial solution might not have come into existence. In this Discussion, you will consider the role of questioning—the Business Skill for Good featured in this course—in effecting positive social change within an organization.
To prepare for this Discussion:
First, review the following video on Questioning. As you watch, consider that Questioning is not just about seeking answers; it serves as the cornerstone for critical thinking, as it encourages individuals to analyze information, assess options, and make well-informed decisions—all of which are essential for success in the modern workplace. Asking pertinent questions to clarify information, expectations, and goals enhances one’s communication skills, leadership and management skills, as well as interpersonal, social, and people skills. Questioning also drives innovation by challenging established norms and exploring alternative perspectives, thereby driving positive change within organizations. Walden University, LLC. (2021). Questioning [Video]. Walden University Canvas. https://waldenu.instructure.com Then, think about a time in your professional life in which you asked one or more critical questions that helped to bring about positive change within your organization. Post an analysis of the role of questioning in affecting positive changes within an organization, to include the following:
Describe a time in your professional life in which you asked one or more critical questions that helped to bring about positive change (i.e., played a significant role in a favorable outcome) within your organization. In your description, include what question(s) you asked. In addition to identifying what your questions were, analyze the way in which you asked your question(s) in the situation and its impact on the outcome. Specifically, describe in what ways you tailored your approach to how you asked the question(s) based on your specific audience (i.e., to support open dialogue and information sharing in order to keep the other party or parties from getting defensive). Reflecting on the situation, and based on any insights gained from the video, analyze what you might do differently if faced with a similar situation in the future.
Slide 5: The Chosen Approach for Our Workplace
Element
Content
Title
Our Practical Ethical Approach: A Hybrid Model (Rule-Based Prioritization)
Chosen Approach
Primary: Deontology (for foundational compliance)
Reasoning
Our work requires adherence to strict legal and regulatory standards (e.g., HIPAA, financial reporting). A duty-based framework ensures that our primary obligations (e.g., data privacy, honesty in financial records) are never compromised by potential 'good' outcomes.
Integration
Secondary: Virtue Ethics (for conflict and discretionary areas)
Application
While mandatory rules are followed (Deontology), Virtue Ethics guides us in addressing complex interpersonal issues like managing a conflict of interest, mentorship, or peer accountability, demanding we act with Fairness, Courage, and Professionalism.
Action Step
When faced with a problem, first ask: "Does this action violate any established policy or universal moral duty?" If no, then ask: "Which option best reflects our core organizational values and my professional character?"
Visual
Speaker Script (Approx. 60 seconds):
"Given the nature of our work, which often involves compliance, client confidentiality, and strict legal standards, the approach I recommend we prioritize is Deontology. It is the most robust framework for ensuring we always meet our non-negotiable legal and ethical duties. We can't let a good outcome justify breaking a rule like data privacy.
However, Deontology alone can be rigid. Therefore, we should use a Hybrid Model where Virtue Ethics serves as our secondary, guiding framework. Once we’ve confirmed we are following all our duties and policies, Virtue Ethics helps us navigate the human element: managing poor performance with compassion, acting with courage when facing internal pressure, and treating all colleagues and clients with fairness. This two-step process—Duty first, Character second—provides a solid, comprehensive, and practical model for all our workplace ethical problem-solving."
Sample Answer
"Finally, Virtue Ethics shifts the focus from the action (Deontology) or the outcome (Utilitarianism) to the actor's character. It asks: 'What would a person of high moral character do?' In a workplace, this ties directly to our company's stated values—like integrity, fairness, or respect. A virtue-based decision seeks to express these ideals. For a manager, this might mean choosing to be transparent with a struggling team because fairness and respect are virtues, even if being dishonest might temporarily boost morale. Its strength is that it’s highly motivational and aligns with corporate culture, but its weakness is that what counts as a 'virtue' can be subjective.""Finally, Virtue Ethics shifts the focus from the action (Deontology) or the outcome (Utilitarianism) to the actor's character. It asks: 'What would a person of high moral character do?' In a workplace, this ties directly to our company's stated values—like integrity, fairness, or respect. A virtue-based decision seeks to express these ideals. For a manager, this might mean choosing to be transparent with a struggling team because fairness and respect are virtues, even if being dishonest might temporarily boost morale. Its strength is that it’s highly motivational and aligns with corporate culture, but its weakness is that what counts as a 'virtue' can be subjective."
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