Code Of Conduct And Organization Cultural Behavior And Moral Judgment

The degrees to which these values are upheld also pose as a challenge to management and employees. Although both parties may agree to these established values, employees may be faced by situations where their personal and cultural values may contradict with the degree as to which the organizational values are upheld. The main challenge here is setting priorities among the values and objectives of the organizations or the people involved. Making the best decision suitable for the situation and the people concerned requires critical analysis of the factors (values, objectives, and people) involved.

Employees are the most important asset of an organization and organization has the responsibility to keep happy, motivated and satisfied so that their interest does not diminish in work. Moreover, when employees are kept happy and satisfied then their productivity rises as they feel that the company has given them the importance.

A code of conduct and a statement of formal statements describe and explain what an organization expects from its employees and a code of ethics generally consists of statements that serve as principles and basis for rules of conduct. Leaders and managers must be role models for organizational success. If employees see leaders and management demonstrating the organizational values then it adds to the commitment and credibility of leadership and reinforces the importance of the organization’s values which leads to employees who are more engaged and committed to the organization. Also turnover among employees tends to be lower and productivity tends to be high. On the other hand, if leadership demonstrates behavior that is inconsistent with the code of conduct then a negative message is sent to the employees. Therefore, employees may disengage and compromise company standards as seen in the

With these values in place makes sure that each person working within our organization models these characteristics. It helps establish priorities in daily work life and personal life and can help our organization grow. Effective organizations identify and develop a clear, concise and shared meaning of values/beliefs, priorities, and direction so that every employee understands and can

A quote that relates to organizational values or mission comes from the article "A general model of organizational values in educational administration": "the phrase ‘‘organizational values’’ could be applied in reference to groups or organizations, such values are thought of as being known, understood, and expressed in context of the behavior and experience of individuals."(Mueller, 2014, pg.649) The reason why I picked this quote is that it agree with the fact that people derive their workplace values from the behavior and experiences of those that lead them. What this means is that the leader and their actions does determine what the behaviors of the organization are.

For this assignment, this writer chose to analyze the CVS Caremark organizational values statement. According to a public relations specialist, the creation of the shared values statement was a joint endeavor by a select group of CVS top executives, specifically, the company vice presidents, under the guidance of Larry Merlo (Brown, W., personal communication , May 17, 2016). In analyzing the CVS value statements, it appears that the sentences represent specific actions that reflect the company’s core values. The words “passionate, relentless, innovate, work as a team” provides information about how the organization operates and shows the principles and ethics to which the organization adheres.

Elaine Robinson Beattie’s seminar, “Cultural Superpowers” was both exhilarating and informative. One of the topics discussed in the seminar by Elaine Robinson Beattie is to work and live within personal values. It is so important that an individual identify what is most esteemed in their life (E. Beattie, personal communication, November 5, 2016). In relation to work, individuals should seek out organizations with shared organizational values and purpose. The values that an employee distinguishes will reflect in the effort, commitment and motivation that the employee will bring to his or her job (Analysing your Career Values, n.d.). There is a direct link between job satisfaction and values. The link has been referred to as the "Holy Grail"

Values are the fundamental beliefs of a person, and they help guide us in making decisions and how we live our lives. Values are a part of our everyday life and in the workplace. In the workplace, these are the guiding principles that help to define how the corporation would behave. In this essay, the author will identify personal core values and discuss how we acquire and change values throughout life. Also will discuss what values do for us and the importance of values in the workplace.

Values have five key components. They are concepts of beliefs, pertain to desirable end-states or behaviors, transcend situations, guide selection or evaluation of behavior and events, and are ordered by relative importance (Kreitner & Kinicki, 2013). Many researchers believe that when employees share organizational values, they feel more loyal, dedicated, identify more strongly with the organization and are less likely to leave (Khandelwal & Mohendra, 2010). An organization’s goal is to turn espoused values into enacted values. Enacted values are the values and norms that are actually exhibited or converted into employee behavior (Kreitner & Kinicki, 2013). Chrysler’s espoused values are innovation, leadership, responsibility and cooperation (Chrysler,

Corporate values have become the structure upon which the employees grow and develop. Companies have adopted this strategy in order to provide a shared vision and shared culture among upper leadership and employees alike.

The purpose or aim of every organization is to establish such an organizational culture and behavior among its employees that helps in achievement of ideal ethical standards. There are certain determinants that play a critical role in helping achieve the right organizational culture. Some of these include personal moral intensity, social ties, codes of ethics, locus of control and Machiavellianism. These

How do ethical values shape behavior in organizations? According to Saleem (2014), ethical values and behaviors of an organization are made up of organizations institutionalized philosophies along with the moral ideologies of its members. In addition, the codes of ethics help to enhance the moral reasoning of employees while shaping their behaviors towards morally questioning unethical situations. Organizational leaders are encouraged to build cultures of trust with leadership who establish concerning goals employees pursue y setting examples for others to follow (Crosbie, 2008). The leaders whom are able to build training and development throughout their organization helps design and build relationships characterized by collaborative behaviors those results in mutually beneficial outcomes (Crosbie, 2008).

As the culture is defined by a prototype of conduct or actions and rituals landed over from generations to generations. Moral propositions springs from virtually every decision while a person working in an organization and off the job. It has become very testing to the managers of current society to uplift the moral conduct and the courage to practise ethical conduct.

A company 's values are the beliefs, traits, and behavioral norms that company personnel are expected to display in conducting the company 's business and pursuing its strategic vision and strategy.

An individual’s effectiveness in the workplace often depends on his/her personality, attitudes and values, along with his/her motivation to succeed. Concurrently, the perception, attitudes and values of colleagues in the workplace play a role in determining the individual’s effectiveness. Understanding these characteristics of employees can be very crucial for organizations to operate successfully. At the same time, it is essential that employees understand the values associated with the organization in order to avoid any conflicting feelings toward the work they are employed to do. By recognizing and appreciating each other’s characteristics and constraints, employees and the organizations they are part of, form a highly-beneficial