Case Study 4 March Madness Page 309 In Rae And Wongread The Case Case Study 4 -- March Madness, page 309 in Rae and Wong. Read the case study and submit your answers to the two questions listed on page 310, plus one other question: How does your company (present or past) deal with the issue of employees using company time to do personal things, like checking and responding on social media or doing personal errands? Do you agree or disagree with the policy? Why? NOTEPLEASE USE THIS BOOK -- beyond integrity third edition Scott B.Rae and Kenman L.wong ISBN-
Paper For Above instruction Introduction The issue of employee use of company resources and time for personal activities has become increasingly significant in the modern workplace. The case study "March Madness" from Rae and Wong's *Beyond Integrity* (Third Edition) illustrates how organizational policies regarding personal use of work time and resources can impact employee behavior, productivity, and overall organizational integrity. This paper examines the specific case study, analyzes the common policies implemented by organizations, and discusses the ethics of such policies from a personal and managerial perspective. Summary of the Case Study The case "March Madness" involves a scenario where employees take extended breaks during the NCAA basketball tournament, leading to decreased productivity and concerns from management. The company had implemented policies discouraging excessive personal use of work time and devices; however, employees continued to engage in activities such as watching games, checking scores on their phones, and discussing the event among themselves during working hours. The management faced a dilemma: should they strictly enforce policies that limit personal activities, or adopt a more lenient approach to balance employee morale and productivity? The case raises questions about acceptable use of company time, employee rights, and organizational integrity. Analysis of Company Policies and Ethical Considerations Many organizations adopt policies that restrict personal use of work time and resources, citing concerns over productivity and fairness. These policies range from strict bans on personal internet use to more flexible, permissive policies that recognize the importance of employee morale. Ethically, the balance hinges on respecting employees' rights while maintaining organizational goals. Rae and Wong emphasize