One of the most interesting things I learned from this collection of blogs and websites is just how diverse and widespread the conversation around ethics has become across different industries and sectors. I was struck by how many professionals, lawyers, professors, CEOs, researchers, and even whistleblowers, have dedicated time and energy to exploring and discussing ethical issues in their fields.

For example, the blog Overlawyered sheds light on how the American legal system can sometimes be abused, turning litigation into a tool for profit rather than justice. This shows how ethics isn’t just about doing what’s right, it’s also about identifying where systems are broken and calling for reform. Similarly, Walmart Watch and Tescopoly are compelling because they demonstrate how powerful corporations can negatively affect workers, local economies, and the environment, and how public pressure and awareness can drive change.

I was also intrigued by the Responsible Marketing Blog and the Anti-Advertising Agency, both of which examine how marketing influences consumer behavior and public space. These blogs made me think more critically about the ads we see every day and the messages they send. Another standout was the Research Ethics Blog, which explores the complex ethical questions involved in studies with human subjects.

There are also several blogs that delve into bioethics and neuroethics, like Secondhand Smoke, Neuroethics & Law Blog, and PredictER Blog, which examine topics such as assisted suicide, gene editing, and brain science from a legal and moral perspective. These areas raise difficult questions about what it means to be human and how far we should go in manipulating life. I also appreciated the emphasis on whistleblowing, with sites like the Whistleblower Lawyer Blog and Jane Turner’s FBI Whistleblower Blog showing the risks individuals take to expose wrongdoing. Overall, I learned that ethics isn’t just a theoretical concept but deeply practical and influences nearly every aspect of society, from healthcare and education to marketing, business, and government. These blogs show that while unethical behavior is still common, there are many people working hard to bring about transparency, accountability, and responsible practices in their respective fields.

Monte, M. (2012, February 26). 50 Best Business Ethics Blogs. ActiveRain. https://activerain.com/blogsview/2937234/50-best-business-ethics-blogs

One of the most interesting and valuable insights I gained from reading this article is the realization that there is no single way to approach moral problems. There are multiple, structured frameworks we can use to evaluate ethical decisions, each offering a unique lens. What stood out to me the most was the clear explanation of the five ethical approaches: the Utilitarian, Rights, Fairness/Justice, Common-Good, and Virtue approaches. Each of these methods presents a different way of thinking about what makes an action “right” or “wrong,” and together, they help form a comprehensive moral toolkit.

The approach that particularly resonated with me was the Virtue Approach. Rather than focusing on outcomes (like utilitarianism) or individual rights, this method emphasizes the kind of person one should strive to be. It encourages self-reflection and personal growth by asking, “What kind of person will this action help me become?” This was eye-opening for me because we often think of ethics as something external, rules, consequences, or obligations. The Virtue Approach shifts the focus inward, asking us to develop qualities like honesty, courage, and compassion not just for specific situations, but as part of our daily character. It reminded me that ethical behavior isn’t only about making the “right call” in tough moments but instead, it’s about cultivating habits of goodness that shape how we act all the time.

Another key takeaway was the emphasis on getting the facts before forming an ethical judgment. This step seems obvious, but as the article notes, it’s often ignored. Many moral controversies could be resolved, or at least better understood, if people took the time to fully understand the situation before reacting. It reminded me how important it is to slow down and think critically, especially in a world of fast news, social media, and quick opinions.

Overall, this article helped me realize that ethical decision-making isn’t just a gut feeling or a matter of opinion; it can be thoughtful, systematic, and grounded in well-established philosophical traditions. Each approach has strengths and weaknesses, and no one method will always provide a clear answer. But by considering all five, we’re more likely to make balanced, respectful, and just choices. This framework is something I’ll definitely carry with me in future situations where ethics and values are at stake.

Velasquez, Manuel, et al. “Thinking Ethically.” Markkula Center for Applied Ethics, Santa Clara University, 1 Aug. 2015, www.scu.edu/ethics/ethics-resources/ethical-decision-making/thinking-ethically/

From the article “40 Years of storming: a historical review of Tuckman’s model of small group development”, Tuckman’s model of group development remains a foundational framework in understanding how groups evolve, outlining four stages: forming, storming, norming, and performing. During the forming stage, group members familiarize themselves with the task and each other, establishing initial rules. The storming phase introduces conflict and interpersonal tension as members assert their individuality, while norming fosters cohesion, shared norms, and acceptance. Finally, performing marks the stage where the group operates effectively toward its goals. Later, a fifth stage was added, adjourning, to reflect group disbandment. Although widely used, the model has limitations, including its origin in therapy group research, oversimplification of conflict, and assumption of a linear progression. Critics argue that group development can be more complex and nonlinear, with some groups experiencing cycles or multiple developmental paths. Studies generally support the models relevance but highlight the need for flexibility in applying it to real world settings. What I find particularly interesting is how the model, despite its simplicity, continues to offer valuable insight into group dynamics, yet reminds us that human behavior and teamwork rarely fit into neat, predictable stages, showing the importance of adapting theories to the unique context of each group.

Bonebright, D. A. (2010). 40 years of storming: A historical review of Tuckman’s model of small group development. Human Resource Development International, 13(1), 111–120.

Organizations like Levi Strauss, AT&T and Nordstrom have recognized that aligning personal and organizational values is critical for long-term success. At Levi Strauss, a values workshop for top managers involved identifying and sharing personal values, leading to the creation of shared core values that reflected both individual beliefs and organizational goals. This process not only built mutual understanding but also enhanced trust, communication, and alignment across the team, which i believe Team Yellow 2 would highly appreciate and approve!

The article emphasizes that values are not just abstract ideals but practical tools for guiding behavior, decision making and conflict resolution. Personal values help employees find meaning in their work, while shared values offer a foundation for consistent, ethical, and high performing teamwork. Companies that actively explore values with employees–like AT&T– create stronger commitment, resolve workplace tensions, and foster adaptability in times of change.

Unlike static value statements posted on walls, effective values work requires continuous reflection an open discission. Workshops help teams articulate the behaviors that express their values and asses how well those values are lived out. When done well, values alignment becomes a competitive strength, linking employee motivation with organizational purpose. A win-win for everyone involved! The integration of personal and team values is a strategic foundation for building resilient, purpose driven organizations.

Jaffe, Dennis T., and Cynthia D. Scott. “How to Link Personal Values with Team Values.” Training & Development, vol. 52, no. 3, Mar. 1998.

“Why Ethical People Make Unethical Choices”

While reading this article, something that happened to me popped into my mind. Specifically when I was reading the “it is psychologically unsafe to speak up” section. It was the second day of my internship and I split a full cup of coffee onto the veryyy expensive computer they lent me. As you can probably assume, I was freaking the fu- out! I was terrified to tell my boss, even though it was an accident, what had happened. But in the end I had no choice. I explained what happened, with tears in my eyes, ready to accept my fate in being fired and I looked up at my boss and she was genuinely confused! She did not understand why I was so emotional and scared. That is because the environment of that specific company did not follow the “it is psychologically unsafe to speak up” decision. Their company ran on what everyone was saying. They worked together like this weirdly knit family, bouncing ideas, and agreeing and disagreeing. There was room for error.

The section “Ethical behavior is not part of routine conversation” was also an interesting topic. In today’s age AI is seen everywhere. It is being implemented into stores, cars, and businesses. Recently I had a professor explain that businesses and corporations were going to start using AI to analyze resumes before the resume ever gets to the human eye. That’s crazy! Also the fact that many companies will not discuss this with the applicants. In turn, this is making the applicants form their resumes to have key words that are seen in the job description, so that the AI tool will flag their resume as a “Yes! They fit perfectly!”. How does that AI resume tool fit into ethics? And it also brings to question the “ethics flu shot”. Will companies only make a statement of the AI resume tool AFTER something negative has occurred? The answer is most likely yes. I believe exhibiting ethical behavior would be by deciding exactly who you want to be in your company, and not letting AI decide. This ties into what I said above about that company having a close relationship, do you think they were chosen by AI?

Gabi Luneau

Carucci, R. (2016, December 16). Why ethical people make unethical choices. Harvard Business Review. https://hbr.org/2016/12/why-ethical-people-make-unethical-choices(opens in new window)