Creating An Ethical Culture

Kolb, 2008). In addition, 90 days after the training was conducted, positive effects on ethical behaviour and were still reported in the treatment group. Similarly, the only other longitudinal study focused on ethics training and its effects on ethical organisational culture (Warren, Gaspar & Laufer, 2014). The study found that two years after a single training session was conducted, evidence of sustained positive effects on observed ethical behaviour, intentions to behave ethically and individual perceptions of organisational efficacy in managing ethics were prevalent (Warren, Gaspar & Laufer, 2014).. However, both of the aforementioned studies, observed a dissipation in scores over a longer period of time, which suggests that ethics training programmes by themselves are not drivers of sustained behavioural improvements (Warren, Gaspar & Laufer, 2014).

During the announcement of the seventh annual list of most ethical companies in the world in 2013, Alex Brigham of Ethisphere, noted that more companies find that ethical business practices increase their competitiveness in their respective industries, helping to further substantiate the notion that a culture of ethic is crucial to sustainable excellence (Smith, 2013). Researchers in the field of Organizational Behavior has found that employees are subjected to an environment of ethical dilemma constantly. During such moments employees have a choice either to pursue with ethical conduct or engage in an unethical behavior which results in harming the organization or its stakeholder (Trevino & Brown, 2004). How the employee behave greatly depends

Past research has discovered that managers react to ethical dilemmas according to the situation. If specific values that are related to ethical behavior can be identified, they would offer strong tools for managers who want to retain high standards of ethical behavior in their society.

An organization’s culture is based off the shared values and beliefs that are shaped by the organization and its managers. It is this culture that dictates the manner in which employees are to conduct themselves within the organization. Therefore, a culture that creates an environment that influences the employees to act unethically will allow them to do so without thinking of the outcome of their

In difficult financial times, companies face various moral issues to try to keep up with their competitors. Although these issues have a direct impact on employee decision making, businesses rarely address how employees should assess the ethics of their actions and incorporate ethics into their decisions. Often this can be alleviated by creating and maintaining a corporate culture with a focus on

In the workplace as well as one’s personal life is essential for ethics to be maintained; often taking the right action is not always the most popular choice. It is important for maintaining an upstanding ethical code of conduct to be a productive individual as well as function as an employee in the workplace.

According to our text, “Ethics is the moral principles and standards that guide the behavior of an individual or group” (Bateman & Snell, 2013, p. 68). Mark Hurd’s behavior was unethical to his values, character, and morals. Therefore, there were consequences that were created, to keep the company’s “ethical climate” properly shaped (Bateman & Snell, 2013, p. 76). Thus, unethical corporate behavior may be the responsibility of an unethical individual, but it often reveals a company culture that is ethically lax (Bateman & Snell, 2013, p. 76). Overall, maintaining an ethical environment can be challenging, but it is important to assess the company’s morals—to ensure that their reputation will not be in

Advance practice nurses (APNs) and nurse share the same responsibility in maintaining an ethical environment ethics. Yet, APNs do bare a greater responsibility in the creation and development of the ethical environment. Ethical environments are created by the APN that foster the “ought to’s” opposed to “the should’s” (DeNisco & Barker, 2016). The advanced practice nurse has an increased understanding of effectively collaboration, communication, and mediation (DeNisco & Barker, 2016). As a nursing leader, he/she is able to foster an ethical environment by supporting ethical principles in the face of adversity.

The implementation of a new ethics program would involve a great deal of communication (Ruddell, 2004). Assessing the common ethical concerns within an organization helps to create a more tailored plan for the organization (Belhaven, 2015). Initially sharing the code of conduct, training employees on the steps to resolve ethical problems, and providing guidelines to report concerns could be communicated multiple ways (Belhaven 2015). Another task is to identify a group to investigate

Ethics are extremely important in the workplace to maintain order, ensuring that a company runs properly and efficiently. According to authors Colquitt, LePine, & Wesson, ethics is noted as, “The degree to which the behaviors of an authority are in accordance with generally accepted moral norms” (Colquitt, LePine, & Wesson). The decisions that individuals make on a daily basis have a great deal morality within. Characteristics that aid in the ethical decision making process include dedication, integrity, conduct, and many more. Every company makes its values and ethics known immediately after hiring an employee, or specifically, during the interview process. In many businesses, no matter how well an employee performs, workplace values and ethics are

Culture and Ethics" - this problem has become in our time more urgent, for the development of civilization in the XX century has come to such a milestone. When deprived of the ethical culture of the beginning of the bourgeois society more threatens the well-being and existence of man on earth. It should be full assess the extent of the danger posed to the future of mankind so called "mass culture" of bourgeois society, with no solid the moral foundations of impregnated ideas of violence, robbery, sex and cult continuous and long-term corrupt many human dignity generations. On the other hand, in the moral development of mankind is made a step of the greatest importance: lost faith in capitalism humanity turns away from the ethics of individualism, degenerate into a cult of selfishness and greed, and draws their attention to the ethics of collectivism, born in new time the proletariat and the development of socialism. Culture and ethical implications are intermingle together.

It is one thing to establish a code of ethical conduct for an organization in the public sector, but it is quite another to really impress upon all employees the importance of living up to that code of conduct. What makes a code of conduct and how can management be assured that all employees understand the code and follow it's values and guidelines? How do not-for-profit professions stack up against for-profit professionals when it comes to ethics? This paper delves into codes of conduct in the public and sector and provides a review of several scholarly articles that present specific instances where codes of conduct are part of the workplace culture.

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).

According to Osibanjo and Akinbode and Falola and Oludayo (2015), strong work ethics fosters excellent outcomes in work performance. This paper evaluates how strong work ethics (SWE) or weak work ethics (WWE) contributes to encouraging or discouraging an employee’s job performance. Based on existing research, a conceptual model is developed suggesting that work ethics is influenced by variables such as integrity, quality, self-discipline, sense of responsibility and teamwork to determine ethics which has a bearing on the employee. Integrity is critical and has a direct impact on employee job performance and so is self-disciplined because then the employee is focused on individual or team goals and possess a high-level of commitment to the organization’s goals. On the other hand, unethical behavior cannot be ignored, instead it should be discouraged and this is possible by the ways of leadership. Their daily conduct must portray a high ethical conduct. Ethical policies, procedures and practices must be implemented. The more openness there is in the workplace, the quicker unethical conduct can be dealt with. In conclusion, the need for strong work ethics in an organization is to keep the employees’ performance genuine, help them adapt to fluctuating conditions, prevent errors, cope with any complexity and minimize costs.