GROUP ASSIGNMENT COVER SHEET

STUDENT DETAILS

Student name: Duong Minh Quan Student ID number: 22003433

Student name: Vo Yen Nhi Student ID number: 22003713

Student name: Nguyen Hoang Thanh Mai Student ID number: 22004013

Student name: Dinh Huu Phu Student ID number: 22004147

Student name: Nguyen Quang Tan Phuc Student ID number: 22002997

UNIT AND TUTORIAL DETAILS

Unit name: PM-T223PWB-2 Unit number: 2

Tutorial/Lecture tutorial Class day and time: wednesday 13:00-15:15
Lecturer or Tutor name: Tran Thi Huong Trang
ASSIGNMENT DETAILS

Title: WRITTEN REPORT 2 TUTORIAL 3.2

Length: Due date: 29/05 Date submitted: 29/05

DECLARATION

☑ I hold a copy of this assignment if the original is lost or damaged.

☑ I hereby certify that no part of this assignment or product has been copied from any other student’s work or from
any other source except where due acknowledgement is made in the assignment.
☑ I hereby certify that no part of this assignment or product has been submitted by me in another (previous
or current) assessment, except where appropriately referenced, and with prior permission from the Lecturer /
Tutor / Unit Coordinator for this unit.
☑ No part of the assignment/product has been written/ produced for me by any other person except where
collaboration has been authorised by the Lecturer / Tutor /Unit Coordinator concerned.
☑ I am aware that this work may be reproduced and submitted to plagiarism detection software programs for the
purpose of detecting possible plagiarism (which may retain a copy on its database for future plagiarism
checking).
Student’s signature: Quan
Student’s signature: Nhi
Student’s signature: Mai
Student’s signature: Phu
Student’s signature: Phuc
Note: An examiner or lecturer / tutor has the right to not mark this assignment if the above declaration has not been
signed.
WRITTEN REPORT - GROUP 3

WRITTEN REPORT

Group 3

University of Economics Ho Chi Minh City - International School of Business

PM-T223PWB-2 (MAN101)

Ms. Tran Thi Huong Trang

May 29, 2023

GROUP MEMBERS

Duong Minh Quan 22003433

Vo Yen Nhi 22003713

Nguyen Hoang Thanh Mai 22004013

Dinh Huu Phu 22004147

Nguyen Quang Tan Phuc 22002997

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WRITTEN REPORT - GROUP 3

Table of Contents

INTRODUCTION................................................................................................................... 3

1. What are some of the possible reasons for others taking credit for your work? Are any of
the reasons justifiable? Why or why not?.................................................................................. 4

2. Do you think that those who take credit for your work know that what they're doing is
wrong?....................................................................................................................................... 6

3. How would you respond to your boss and coworker? Explain why......................................6

CONCLUSION.........................................................................................................................9

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WRITTEN REPORT - GROUP 3

INTRODUCTION

Being taken the ownership of contributions by the other could be considered as one of the

most terrible dilemmas that people might have to face in the workplace. This could make

those who are facing it feel not appreciated and undervalued, which could even have more

negative impacts on the professional working environment, relationships and even the mental

health of whose credit. Under many circumstances, the reasons for this disrespectful behavior

could be complex and difficult to explain, and there are numerous questions about how to

respond and whether it is justifiable or not. In this report, we will deeply delve into the

ethical issue of taking credit for one’s work in the workplace. In particular, we will explore

the possible motivations for the situations that the others are taking credit for our work and

explain why it is justifiable or not. In addition, we will also share our thoughts about this

action and show how we will respond to our coworker or our boss. By examining these

problems in depth, we aim to provide insights into this common workplace issue and provide

tutorial advice for how to resolve it in an ethical and professional way.

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WRITTEN REPORT - GROUP 3

5-11. What are some of the possible reasons for others taking credit for your work? Are
any of the reasons justifiable? Why or why not?

These days, in society raising achievement and career, many coworkers ignore moral

violations and ethical dilemmas and take credit for other people's performance.

According to Harvard University research, there’s nothing more infuriating than someone

taking credit for your work. For instance, you share your idea with a colleague who is also

working on the project. Later, in a meeting with your boss and other colleagues, your

colleague presents your idea as their own. Therefore, It can also damage your reputation and

make it harder for you to get recognition for your work in the future and it is not deserved

with your performance. As a result, It can create tension and conflict in the workplace which

can be disadvantageous for the company.

One of the primary motives behind taking credit for someone else's ideas is the desire for

recognition and credit. This can manifest as a fear of being overlooked or undervalued,

leading an individual to take credit for other people's contributions in order to boost their

own status. Additionally, some may feel a need to be seen as the "expert" or "leader" in a

given situation, leading them to claim credit for a group's work to look good in front of their

boss or colleagues. Another factor that can contribute to idea theft is the perception that the

other person's ideas are not valuable or important. This mindset can stem from a variety of

factors, such as bias and preconceptions about the other person's skills or abilities, or a

general lack of awareness or understanding about the value of the other person's

contributions.

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WRITTEN REPORT - GROUP 3

However, none of these reasons are justifiable since the consequences of this action. For

instance, in 2012, Yahoo's CEO was accused of incorporating ideas from a presentation he

had seen from a startup, and presenting them as Yahoo's own. This led to widespread

criticism and loss of trust among Yahoo employees and the tech community. Taking credit for

someone else's work is completely unethical for several reasons. First of all, it’s an

unprofessional activity that violates the truth that employees did in the workplace. In addition

to this, it reduces the possibility to work in a team and share innovative ideas while

collaborating, which could create a less productive and more toxic environment. Finally,

taking credit for someone's work is an illegal action which not only steals the recognition of

the real author but also may lead to legal consequences negatively affecting the reputation of

individuals and even the organizations. Therefore, taking credit for someone's work is an

unjustifiable action due to the fact that it violates the ethical standard in the working

environment, potentially lead to legal consequences, reduce productivity and even destroy

the whole motivation in the workplace. With the view to avoiding the appearance of this

unethical activity, it is crucial for firms and the headquarters to take appropriate measures to

promote and legislate related rules within companies.

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WRITTEN REPORT - GROUP 3

5-12. Do you think that those who take credit for your work know that what they're
doing is wrong?

It is not explicitly clear whether those who take credit for someone else's work know that

what they're doing is wrong. However, the article suggests that credit stealing is often

unintentional or a result of oversight rather than a deliberate act. People may not always be

aware of the full extent of someone else's contributions or may inadvertently present ideas or

work as their own without malicious intent. The article encourages individuals whose work

has been taken credit for to approach the situation by asking questions rather than making

accusations. This approach implies that the person who took credit may not necessarily be

aware of the impact of their actions or the perception it creates. It's important to note that

intentions and awareness can vary from person to person. Some individuals may knowingly

take credit for others' work with the intention of benefiting themselves or undermining their

colleagues. However, the article does not specifically address this aspect. Ultimately, the

awareness of wrongdoing may depend on the individual and the specific circumstances

surrounding the situation.

5-13. How would you respond to your boss and coworker? Explain why.

It is unethical and disrespectful to take credit for someone else's work. When a coworker

takes credit for an excellent performance that we've accomplished, it would make us feel

annoyed or discouraged, even dangerously affect our productivity and team relationships.

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WRITTEN REPORT - GROUP 3

According to a study published in the Journal of Business Ethics, when employees do not

receive credit for their work, it can negatively impact their job satisfaction and lead to high

levels of stress and burnout. Therefore, it is vital to take the important steps to deal with the

problem and maintain a professional attitude toward such a dilemma. One of the best

solutions to these issues is to avoid jumping to conclusions without checking the facts,

communicate concerns, document the conversation, and follow up management when

necessary. Handling the situation in a respectful and professional way could help us preserve

our relationship with coworkers and maintain a healthy working environment.

First of all, we will outline the steps that we will take to respond to this issue constructively.

The first step in responding to a coworker who takes credit for your work is to gather the

facts in order to ensure that you have a clear understanding of what happened and the context

of the situation. For example, you could review any emails, reports, and documentation that

indicates your contribution and get clear evidence of how your coworker claimed the credit.

In this situation, it is crucial to avoid sounding hypercritical in conversation with that

coworker. We will approach the coworker with curiosity and openness, with a goal of better

understanding how they arrived at the conclusion that they deserved the credits.

After checking the facts, we will communicate face-to-face in a clear and respectful manner

to our coworker as soon as possible. In the conversation, it is important to ask them their

perspective and explain how this incident makes us feel underappreciated and disrespected

and share our thoughts on how the person's action critically impacts our work experience.

The next step is recording the conversation soon after having since it is crucial to avoid any

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WRITTEN REPORT - GROUP 3

misapprehension of what was discussed. We need to ensure that the conversation was

documented in writing or in email, including the date and time of the discussion and what has

been said by each party involved, which will help with any future communication about the

issue.

In case the coworker continues to take credit for our work or does not respond to our

concern, it’s time to involve management. We would be prepared to immediately share our

evidence and observations of any ongoing issues to our manager and approach management

for guidance on how to proceed and advocate for ourselves in a respectful and productive

way. Last but not least, it is necessary to follow up with our coworker or management after

communicating the concerns, and to make sure to provide regular status updates to ensure

that the issue is being addressed and prevented from happening again.

When a coworker takes credit for work that we've completed, it's easy to become frustrated

and angry. By following the steps outlined above, it would be easier to address the situation

constructively and professionally. The key is to keep calm, collect the facts, communicate

concerns respectfully, document the incident and involve the right people to help to resolve

the issue as soon as possible. By doing this, we not only maintain our relationships within the

team but also create a healthier, more collaborative office culture.

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WRITTEN REPORT - GROUP 3

CONCLUSION

In conclusion, experiencing a coworker taking credit for our done work can be an annoying

and disrespectful experience in the workplace. Throughout our discussion of the first

question, there are a number of possible reasons for this behavior, for instance seeking

recognition or due to a shortage of understanding about one's own contributions to others,

and this behavior is not justifiable under any circumstances. It is important for employees to

know how to appropriately respond in these dilemmas. While it's unclear whether those who

take credit for others' work know that what they’re doing is wrong, proper actions should be

taken on time to address these ethical issues in the workplace. When struggling with a

coworker who has taken credit for work done by someone else, it is appropriate to have an

open and honest communication, either in private form or through formal channels such as

HR, to handle the issue. By doing so, employees can clearly define what their own

contributions are and ensure that they and their contribution to the company are appropriately

recognized. In general, it is important for employees to understand their value within their

organization and to promote a culture of recognition and ethical behavior in the working

environment.

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WRITTEN REPORT - GROUP 3

References:

Gallo, A. (2015, April 29). How to Respond When Someone Takes Credit for Your Work.
Harvard Business Review. Retrieved from
https://hbr.org/2015/04/how-to-respond-when-someone-takes-credit-for-your-work .

Efrati, A. (2012, May 3). Yahoo Accused of Lifting Ideas from Start-Ups. The Wall Street
Journal.

Greenberg, J. (2011). The social side of fairness: Interpersonal and informational classes of
organizational justice. In Handbook of social resource theory (pp. 107-124). Springer,
Dordrecht.

O'Reilly, C. A., & Tushman, M. L. (2013). Organizational ambidexterity: Past, present, and
future. Academy of Management Perspectives, 27(4), 324-338.

Peterson, R. S., Martinko, M. J., & O'Connell, M. (2011). Overcoming avoidance of

leadership in work teams: Results from a quasi-experiment using peer and instructor ratings.
The Leadership Quarterly, 22(4), 651-677.

Sims Jr, H. P., Szilagyi, A. D., & Keller, R. T. (1976). The measurement of job
characteristics. Academy of Management Journal, 19(2), 195-212

Townsend, K.C., & Hanges, P.J. (1990). The role of emotions in the process of work
relationships. Research in Multi-Level Issues: Emotional and Behavioral Responses to Social
Injustice, 33-51.

Saks, A. M., & Gruman, J. A. (2014). What do we really know about employee engagement?
Human Resource Development Quarterly, 25(2), 155-182.

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