Ms. Sharma is the Director of the Department of Health and Family Welfare in a large Indian state. The department is responsible for implementing health policies, managing public health facilities, and ensuring the delivery of healthcare services. The workforce comprises a mix of senior officials, mid-level managers, and frontline health workers. Over the past few months, Ms. Sharma has received multiple complaints about Mr. Arvind Gupta, a senior official known for his authoritative management style. Mr. Gupta is a performance-driven officer who sometimes publicly berates subordinates and intimidates staff to get work done. One such complaint came from Ms. Anita Verma, a mid-level manager who reported that Mr. Gupta publicly berated her during a department meeting, calling her "incompetent" and "useless" in front of her peers. Ms. Verma stated that this incident severely impacted her mental health and work performance, causing her considerable distress. Other employees shared similar experiences. Mr. Ravi Kumar, a junior officer, recounted an instance where Mr. Gupta threatened to terminate his employment if he failed to complete an unrealistic workload within a tight deadline. He described Mr. Gupta's behaviour as harsh and demeaning, with frequent outbursts of anger and unwarranted criticism that created a climate of fear and anxiety in the workplace. Despite his behaviour, the despite his behaviour, Mr. Gupta is known for his extraordinary performance. He has played a key role in implementing several successful health initiatives, which has led to significant improvements in healthcare delivery in districts. His expertise and dedication have made him an indispensable asset to the department, making the decision to address complaints against him complex. Ms. Sharma is faced with a difficult decision. She knows that she must be firm, but she is also worried about the disruption in work flow due to action against Mr. Gupta.

Issues & dilemmas that confront Ms. Sharma.

1. Efficiency vs. Virtue Mr. Arvind brings efficiency, but along with poor virtue such as anger & intolerance to mistakes.

2. Judging by work or character → issue of decision for dealing with Mr. Arvind.

3. Loss of workforce morale due to Mr. Arvind → Hampering Ms. Sharma's department

4. Dealing with mental health issues of her juniors. → Ms. Anita Verma.

5. Being strict in character or being lenient in dealing this issue.

6. May lead to decrease in Public trust on Health department due to poor anger management of officials.

7. Ethical principles that should guide Ms. Sharma.

8. Employees must be treated with dignity → Human as end in itself

9. Being open & approachable for complaints → Responsive value.

10. Taking the inspiration from Kantian Categorical Imperative → conduct must be correct universally. → Mr. Arvind's conduct is not universal.

11. Common good Approach signifies the good of citizen, which would

call for no Action Against Mr. Arvind.

1. Utilitarian principle also would advocate for Mr. Arvind's conduct as beneficial for Maximum citizen.

(c) Long-term strategies to prevent harassment & bullying.

1. Effective grievance redressal mechanism would allow for swift reporting.

2. Value inculcation during induction & training of employees.

3. No tolerancy for any abusive behavior → strict Code of conduct

4. Multi-stakeholder assessment of official timely → Participative Approach

5. Women & PWD employees must be given extra-attention to make them feel secure [Inclusivity]

Promoting culture of respect & inclusivity

1. Value inculcation would lead to respect for culture, gender, work and capability of employees.

2. A good working environment and Organisational ethics attracts diverse employees → Women → SC/ST → PwD etc. } Inclusivity

3. Culture of respect would be grown if everyone respects the work of even the minute kind. → Appreciation for one's work.

4. Disrespect would be reported, thus deterance toward such activity.

5. Inclusivity would flourish due to sense of safety & security at workplace.

Organisational ethics essential for efficient performance of department.