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.
2. What role did top management commitment play in developing the ethical work climate and organizational performance seen at Alcoa? What other ethical safeguards are mentioned in the case to support the company's effort at developing a strong ethical culture?
Every business develops a set of ethical principles that they abide by. The business ethical principles intentions: it construct the business certainty in the community , maintain the employees liveried in what the business attempt to have as structural conducts and aid the employees consume principles to make ethical choices that guards the business. In a culture with a diverse assessment structure and augmented judgment visibly by companies with changeable ethics and interests, there appears to be further difficulties on business individuals to make tougher ethical assessments. In our day-to-day performances, we depend on on our ethical principles to monitor us in the correct path and do the correct things. The substance of any efficacious and perpetual business is they segment a mutual ethical matter concentrating on presenting and generating value along with allocating their business values with the citizens they network with on a day-to-day basis.
A healthy and ethical environment starts with a positive leadership role-model who encourage ethical practices, teamwork, participation, and inspires staff performance that support organizational goals (Ortmeier & Meese, 2010). Organizational cultures shape the framework of employee behavior, which can inhabit a negative environment and unethical conduct consisting of a code of silence, feelings of personal loyalty, morality issues, character, and authoritative environments that reduce morale and
We are only human after all, and we are likely to make mistakes when it comes to the gray areas of ethics. One way to assure we do the best we can is keep the lines of communication open and the feeling of a safe zone ever present. If employees feel like they are in a safe environment and can question a practice, or even a superior, than we are less likely to have unethical issues get out of control. Finally, ensuring clarity in the organizational ethical culture promotes higher work engagement, less emotional strain and exhaustion, and lower turnover rate. These all lead to a decrease in unethical activity and a healthier work environment (Huhtala et al.,
This paper will provide the requirements for an ethical climate survey for a scrapbook company. First, this paper will provide a brief description of the Decorative Scrapbooks Company (DCS), a crafting company, and one to which I will be providing my consulting services. Next, it will recommend key steps the organization can take to create a strong culture. Further, this paper will develop an introductory paragraph to the survey explaining the tie between organizational culture and ethical conduct. Also, it will designate at least two groups within the organization who will take the survey, as well my rationale as to why these two groups should complete the survey. Next, this paper will develop a one paragraph invitation to participate in the survey, explaining the purpose and intended use of the survey. Further, it will develop the criteria for conducting the ethical climate survey of the organization, ensuring the criteria identifying the target audience, the method by which I will administer the survey, and the instructions for participants on accessing and completing the survey. Also, this paper will provide at least
Ethical Climate Survey the organization with which to provide consulting services is a midsized organization with 600 employees. There is an overall of six branches, although the group is planning on expanding. The organization needs to identify the ways in which it can harmonize the culture so that everyone is in agreement with the strategies it wants to implement. There has been a success in the organizational, but it is not as expected by the management. The group expects the success levels to be of a higher percentage. It has led to questions being raised by the Directorate and stakeholders as well. Most of these issues were directed towards the culture of the organization. It is the main reason behind the organization wanting to use related expertise in helping solve the mystery.
The authors purpose is to make the reader understand organizational climate defined as the policies, practices, and procedures that are rewarded, supported, and expected in an organization regarding a specific organizational domain, such as safety, innovation, customer service, and ethics such as climate for service, climate for safety and ethical climate. The climate for service can be evaluated by employees and customers on the level of customer service. Generally, when it is a strong climate the results will be the same. The climate of safety refers to employee perceptions of an organization's policies, practices, and procedures regarding safety that are rewarded, supported, and expected from employees. The ethical climate can be thought of as shared perceptions among group members regarding what constitutes ethically correct behavior and how ethical issues should be handled within an organization. The assessment of the organizational climate may reveal that the strategic direction of the organizational interest may not be perceived in organizational practices, policies and procedures and the organization may need to redesign to better align with their interest.
The purpose of this document is to provide a brief description of the organization for the consulting services. Next, the consultant will recommend key steps that the organization can take to create a strong culture. The consultant will develop an introductory paragraph to the survey explaining the tie between organizational culture and ethical conduct. Designate at least two (2) groups within the organization who will take the survey and provide a rationale as to why these two (2) groups should complete the survey. After the two groups have been identified, develop a brief overview of the participates in the form of an invitation to participate in the survey explaining the purpose and intended use of the survey. Develop criteria for conducting the ethical climate survey of the organization. The criteria will identify:
Most of the studies related to the constructs explored in this study were completed in Western countries, reﬂecting Anglo/individualized cultural values (Yousef, 2002). Due partly to this, differences in the range of variables and the mobility of literature across different cultures (Glazer and Beehr, 2005) still remains relatively unexplored. Bearing this in mind, we will examine whether ethics is related to employee attitudes and behaviour, and investigate the factor structure of the Ethical Climate Questionnaire developed by Victor and Cullen (1988) within Turkish culture.
Personal values may conflict with ethical decision making if those personal values are different than the organizational norms of the business or institution. Constructing, and maintaining personal ethics in the workplace rests with the individual, and how willing he or she is in assimilating to the evolving cultural dynamic of the corporate world. Many times a person find their personal, cultural and/or organizational ethics conflicting and must reconcile a course of action that will mitigate cognitive dissonance. In order to be a productive member of society, in small groups and globally, one must reconcile these conflicts on a daily basis and continually move forward while maintaining personal integrity and
Organizations are always being faced with ethical dilemmas and situations that affect their decision-making. For businesses to be successful, they need to be able to resolve ethical issues that may arise in the workplace. Resolving ethical issues within an organization takes time, communication, and implementation. Managers have to communicate to other employees what is expected of them of how they should react in an ethical situation. When managers make decisions regarding ethical behavior they cannot simply make a decision and leave it alone. Managers need to be the leading force behind implementing such decisions. Ethical issues can destroy an organization if they are not attacked with a
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
There are a number of ethical concerns contained within the case study. Due to the large number of ethical issues confronting Jacob, he may wish to make a decision as to whether he truly desires to work in such an unethical culture. The environment of a business can certainly influence the individual employee, either for good and positive aspects, or in a bad or negative manner.