Paradigm Toys

Ethics is the guiding force in any respectable organization. With a moral compass, especially in the leadership of organization, a company can become compromised and fall into a quagmire of legal issues, a tarnished reputation, and devaluation of company stock if it is a publically traded company. In pursuit of examine my own ethical lens I will analyze the ethical traits of an admired leader, my own traits as exhibited in the Ethical Lens Inventory, and how I make a decision concerning a particular ethical dilemma.

Disney Pixar’s Monsters, Inc. illustrates ethical issues and situations that range from being highly significant to minor decisions as well as being deeply personal to spanning upper-level corporate culture. As in other films, Pixar masterfully captures and teaches lessons to children and adults alike. This creative story focuses on the monsters that used to hide in our childhood closets and illustrates the trials and hardships in their own world and energy industry. The film acts as a metaphor for real world issues concerning personal and business based morality by inserting these dilemmas in a fictional world that can easily be applied back to reality. In this paper, I will focus on the ethical issues presented in the film, the positive and negative changes characters undergo, unethical rationalizations shown by individuals as well as the business, virtues highlighted throughout, my personal reactions to scenes and the film as a whole, and how Monsters, Inc. has affected the way I approach ethical issues in business.

The amount of legitimate power someone has depends on the importance of the position she or he occupies and the willingness to grant authority to the person in that position. The benefits of this type of power are that incorporates weight of the entire organization, effective for gaining obedience, helps large organizations function effectively. The costs are that lowers follower task performance, lowers follower task satisfaction, and may become less effective overtime.

Legitimate Power - Is the same as positional power - obtaining compliance through formal authority. Positional power is external to you. It is your important job title, college degree, etc. It can be taken away from you.

The function of ethics in structural behavior is the fundamental influence to the achievement and endurance of any business. A set of procedures and principles concentrating on encouraging security, confidence, and responsible preparation inside the workplace should be inaugurated internally. Businesses progress policy of ethics that focus upon the advancement of good. Ethics are vital in improving entrusting interactions amongst

When looking at French and Raven’s Five Forms of Power in this situation, you can understand where the power comes from in this workplace (French, Raven, 1960). I see only four of the five forms being actively used in the RetailMax scenario. The CEO, who helped put the company back into a positive growth, has legitimate power since he believes that he has the right to make demands and get compliance from others in the organization. This can be seen as he authorizes another department to make an offer to Cam. Vince Mangini, Vice President of Professional Services (PS), has reward power and is able to compensate Cam for joining his department with a higher salary and a larger bonus. Cam Archer has the expert power and he wields is well. He has become a more-rounded team player and is continuing to gain credibility and experience in the company. And Regan Kessel has the referent power since he has gained the respect of other workers. With over twenty years of experience in the industry, he is a trusted leader. This has been shown by the relocation of the marketing team under his purview.

Ethics are values and principles that individuals use to govern his decisions and activities. Ethics are about moral judgment of an individual about right and wrong. In an organization, code of ethics refers to set of guiding principles and organizations use these principles in their policies, programs, and decisions for business. Within organizations, decisions are taken by groups or individuals and these decisions are influenced by the culture of the company. Decision making and relevance of ethics may also differ for nonprofit and for profit organizations. In contemporary business environment, organizations must have a clear ethical policy and implement it in proper manner. There are many social, legal and economic outcomes that company has to face in case of any ethical dilemma, so there must be a smart strategy to deal with ethical dilemmas. In this paper, we will address the ethics for nonprofit and profits organizations, ethical dilemmas being faced or faced by each of these companies and the outcomes of these ethical dilemmas. Critique of actions of each of these companies will be provided from the point of view of applicable philosophical theories of organizational ethics.

Reward power is often common in the workplace when employees are praised from meeting goals or deadlines, or just having doing something special for another coworker. Rewards can range from gift cards, commission, pay raises or even promotions depending on the case. Everyone likes being praised for their accomplishments, so this power is usually one of the common powers in large organizations with a large amount of employees. (Abudi, 2011)

Power has been addressed in academic literature in several ways but most commonly describing “power as the ability to control valued resources and administer rewards and

(Panza & Potthast, n.d.) Ethics is very important to a company’s success. Ethical behavior can bring benefits to a business. They can attract customers, which can lead to a boost in sales and profits. It can attract the right employees and increase productivity. It can also attract investors and keep the company’s share price high. Unethical behavior on the other hand can damage a company’s reputation and make it less appealing to stakeholders. It could also result in lower profits.

By definition, legitimacy is the belief that the exercise of power is “right” or “proper” and that people are morally obligated to submit to it (Harrison 5). In layman’s terms, legitimacy means conforming to the laws and rules. On the other hand, power is defined as the capacity to affect the conduct of others through the real or threatened use of rewards and punishments (Harrison 18). However, when it comes to legitimacy, I am of the belief that it is possible to have legitimacy without enforcing the use of power. This is said so because in any given society or institutions, there are certain laws and rules that one must adhere to. Failure to do so would result in some form of punishment by those in authority. For example, while I was in

“Coercive power relies on the fact that people fear you, and reward power is only effective so long as people value the rewards you have to offer. Legitimate power relies on your rank in the company hierarchy, and recent events

The management can use this power to demote, transfer, fire or deny raises to their employees. The third power base of Position is legitimate power. This power stems from the level of hierarchy in which the subordinates report directly to the authority over them for decisions. Process Power controls the input and output of organizations to make sure that the processes are carried out efficiently and effectively within. Information power is the control of information or access to it within an organization. Information can be controlled to a ?need to know? basis and/or just limited to the upper management. This type of power compliments the legitimate power. Finally, there is Representative power in which an organization uses an individual to be there spokesperson both within the organization and when dealing with people outside of the organization.

Legitimate power: Holding an office or formal title in some organization and using the powers that are associated with that office.

Legitimate power is the power of organisation grants to a particular position. A manager has the right to insist that employees do their work and the right to discipline or dismiss them if they fail to comply.