Ethics During Change Essay

* Employees might decrease rate of production as demand decreases to create an impression of need and to preserve jobs

The theme of this work is that managers constantly adapt to the social environments of their organisations in order to succeed. In such contexts, they have no use for abstract ethical principles, but conform to the requirements of bureaucratic functionality. What implications follow for the ethical leader in business?

Ethics is the practice of not only understanding where someone is coming from, but also understanding how he or she got there. Former Supreme Court Justice, Potter Stewart, when commenting on ethics, explained that “ethics” is “knowing the difference between what you have a right to do, and what is right to do.” Potters expression perfectly parallels to any ethical dilemma, as it is not only correct to bring in different approaches, but also to understand the goal, or as Potter put it- to know the “difference.” For the sake of this paper, and for a fair analysis, the four main ethical approaches will be considered: Virtue, Utilitarian, Justice, and Rights. The academic article “Man and Superman” by renowned Author, Malcolm Gladwell focuses on many ethical dilemmas in the world of extreme and professional sports, as it raises the question of- “When is Enhancement acceptable?”-Regarding Natural Versus Engineered athletic ability. He injects: “what qualifies as a sporting chance?” as people should not be allowed to enhance themselves to compete or catch up with the naturally talented.

The work of Kanter (1992) defined organizational change as the behavior of the organization to a certain degree or another. Organizational change has strategic and structural consequences within a given organization. This is because it involves the process of dismantling as well a restructuring of the various structures within a given organization. Several problems can arise due to organizational change (Czerniawska,2005).

This paper will describe a problem that my organization currently has and consider a change that can fix this issue. The paper will identify how the change aligns with my organization’s mission, vision, and values and professional ethics. The paper describes a specific solution to the issue and the strategy that I can use to implement the planned change. The strategy will include the steps that are necessary to facilitate the planned change.

Organizations that change will want to do so in an ethical manner. Businesses that try to create changes in an unethical manner will most likely harm their company at the very least, not including the stakeholders. By going things ethically, it will ensure that an organization is protecting the best interest of their business. Organizations being ethical will help them enormously, along with everyone involved with them.

Organizational change encompasses many challenges to both the individual, and the organization. An organization is a living system, as Flower (2002) states “living systems cannot survive without change, challenge, variety, and surprise” (Flower, 2002, p. 16). An organization requires the ability to adapt in to survive as Darwin states in The Origin of Man, “It is not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change” (Read Me First, 2013, p. 1). It must adapt to the changing market, global economic pressures, stakeholder demands, and the diverse needs

This ethics case focuses on a non-partner manager for a CPA firm who decides to leave the firm to work in the private industry. The manager’s name is Candy Bookit and the CPA firm she was working for is Ima, Sharp and Crooke. The case begins with Candy deciding to leave the CPA firm to accept a controllership position with Artifice Company, a company who was a client of her CPA firm. Artifice Company was a holding company for a group of family-owned corporations that were all heavily involved in government projects. The company consists of a series of more than twenty businesses owned in whole or part by the Addams family. While with the CPA firm, Candy was involved with the business consulting end of the relationship in

Downsizing and layoffs could also impact the company negatively, the “D Corps” managers are noted as having to high morale, and good work ethic other employees may become discouraged by the downsizing, investors and the public may also see the downsizing as negative, as WeaveTech attempts to tap into new business ventures of high performance apparel.

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

Scenario: You have worked at this organization for over 10 years and feel totally unappreciated. You have not received a promotion or pay raise in over 5 years, and you work long days and typically take work home with you to stay caught up. Your supervisor—who you despise because of the way he treats you and because he does not authorize any promotion or raise, whereas other departments do—climbs the staircase in front of your cubicle every day to get to his office. This particular supervisor has been with the organization for over 30 years and can essentially retire at any time, but he chooses to continue to work. You happen to notice that a portion of the staircase is rotting out and

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

To the extent it affects them varies on the company. The products manufactured by companies can become non-useful or not as in-demand as they were before. The lack of productivity is another reason for downsizing. A last few deciding factors are the government deregulating certain industries and excessive overhead costs. Based on a 1997 survey by the American Management Association, the most often claimed reasons for downsizing are “organizational restructuring, business downturn, and reengineering of business processes.” However, downsizing basically comes down to one issue that all of these factors stem from, money. When a company does not have any money or not enough, it causes problems in the company. In Downsizing Without Disaster, Lynn Tylczak states that everything takes money, and without it a company cannot survive (4-7).

Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

For any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.