Q.17 You are HOD of a government department. Mr. A is a very efficient employee in your office. He comes to office on time, leaves after everyone has left and never says no to any work you assign to him. One day, one woman by the name of Mrs. B comes to your office. She alleges that she is the first wife of Mr. A and that A has married a second time without informing her. She says that she does not want to complain against him, but needs your intervention in ensuring that A gives a monthly maintenance. Upon enquiry, you find that A has indeed married a second time without divorcing Mrs. B. A has also informed you that the marriage with Mrs. B broke down due to irreconcilable differences and that A had offered to give her maintenance which she refused. A has further stated that Mrs. B demanded a much higher maintenance-nearly half his salary-which A refused as he now has children from his second wife and also a home loan. You know that it is illegal for a government servant to marry second time without divorcing the first.

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Now, answer the following questions:

(a) What are the ethical dilemmas faced by you?

(b) How would you tackle the above situation?


As the Head of Department (HOD), my responsibility extends beyond ensuring efficient operations to upholding ethical conduct and adherence to the rule of law within the department. The case involving Mr. A presents a classic ethical dilemma, where his professional excellence is at odds with his personal misconduct—an illegal second marriage without divorcing his first wife. This situation tests my commitment to integrity, justice, and compassionate leadership in balancing legal obligations, organizational standards, and the well-being of all parties involved.

Stakeholders Involved

  1. Mr. A (Employee): His professional contributions and personal circumstances must be weighed while addressing his legal misconduct.
  2. Mrs. B (First Wife): Her right to maintenance and fair treatment must be upheld within the bounds of law and compassion.
  3. Second Wife and Children: They depend on Mr. A for financial security, adding complexity to resource allocation.
  4. Government Department: The department’s reputation and adherence to service rules are at stake.
  5. HOD (You): Your role requires balancing justice, organizational integrity, and the humane resolution of conflict.

(A) Ethical Dilemmas Faced

  1. Integrity vs. Efficiency: Balancing Mr. A’s efficiency as an employee with his violation of service rules and moral conduct.
  2. Justice vs. Compassion: Ensuring Mrs. B receives fair maintenance while considering Mr. A’s financial constraints and obligations toward his second family.
  3. Rule of Law vs. Personal Circumstances: Upholding service rules that prohibit second marriages without divorce while recognizing the complexities of Mr. A’s personal life.
  4. Public Trust vs. Organizational Loyalty: Maintaining the department’s ethical image while avoiding unnecessary disruption in team dynamics.
  5. Accountability vs. Privacy: Balancing the need for transparency and fairness without unnecessarily intruding into personal matters.

(B) Tackling the Situation

To address this issue effectively, I would adopt a stepwise approach, ensuring compliance with law, ethical resolution, and fairness to all stakeholders.

Step 1: Legal Compliance

Initiate Disciplinary Action: Report Mr. A’s violation of service rules to the appropriate authority, as marrying a second time without divorce is illegal for a government servant.
Ethical Perspective: This ensures accountability and reaffirms the principle of equality before the law.
Example: In a similar case, the Rajasthan government suspended an officer in 2020 for violating marriage rules, ensuring accountability.

Step 2: Facilitate a Compassionate Resolution for Maintenance

Mediation Between Parties: Convene a meeting between Mr. A and Mrs. B to discuss a mutually agreeable maintenance amount that respects the needs of both families.
Ethical Perspective: Empathy and justice guide this step, ensuring Mrs. B’s rights while addressing Mr. A’s financial obligations.
Best Practice: Utilize government welfare schemes (if applicable) to assist Mrs. B in her financial challenges, reducing dependency solely on Mr. A.

Step 3: Address Financial Constraints

● Suggest Mr. A seek legal recourse for determining a fair maintenance amount through family courts, ensuring a judicial resolution to avoid further conflicts.

Step 4: Reinforce Ethical Conduct in Office

● Implement regular workshops on service rules, ethics, and workplace integrity to create awareness among employees.
Ethical Perspective: Prevention of future violations through ethical sensitization aligns with moral leadership.

Step 5: Protect Organizational Reputation

● Communicate the matter confidentially to relevant authorities to protect the department’s image while maintaining a fair and transparent process.

As an HOD, my approach would balance legal adherence, ethical leadership, and compassionate problem-solving. By taking decisive yet empathetic action, I would ensure justice for Mrs. B, uphold discipline and integrity in the department, and support a fair resolution for Mr. A’s complex familial obligations. This approach reaffirms the principle that ethical governance must align with both rule-based administration and humane sensitivity, fostering trust in public institutions.

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