The Relational Aspect Of Humans And Their Moral Standards Essay

Moral status is a bioethical concept that concerns the type of beings that possess rights, like human beings. There are five distinct viewpoints, or theories, that help in determining moral status. These theories include: a theory based on human properties, a theory based on cognitive properties, a theory based on moral agency, a theory based on sentience, and a theory based on relationships (HLT-302 Introduction 2, 2015). In the case study, a situation in which a fetus develops a rare condition where its quality of life would be poor is presented. The physician (Dr. Wilson), aunt (Maria), mother (Jessica), and father (Marco) all share different viewpoints that make the process of determining a final plan of action very difficult.

Organizational culture shapes and reinforces certain employee attitudes and behaviors by creating a system of control over employees.

“Organizational culture consists of a set of shared meanings and values held by a set of members in an organization that distinguish the organization from other organizations” (Baack, 2012). These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs. Culture plays a huge role in the guiding of the behaviors of employees of an organization. There are three stages of culture that interact with one another to influence the behaviors in the organization. These stages are: observable artifacts, espoused values, and enacted values.

The link between morality and human nature has been a progressive reoccurring theme since ancient times (Prinz, 2008). Moral development is a characteristic of a person’s general development that transpires over the course of a lifetime. Moral development is derived by a wide variety of cultural and demographic factors that appear to influence morally relevant actions. Turiel (2006) defined morality as an individuals “prescriptive judgments of justice, rights, and welfare pertaining to how people ought to relate to each other.” Individuals’ moral judgments are frequently considered to be a product of culturally specific controls that provide a framework for behavioral motivations that are sensitive to the effects of gender, education, religion and politics (Banerjee, Huebner & Hauser, 2010). While several approaches have been utilized to examine the interaction of multivariate contributors to fundamental moral differences such as: disputes about family life, sexuality, social fairness, and so on, research has suggested that ideological considerations have provided a potent and diverse explanation for the polarization of contrasting views (Weber & Federico, 2013).

- Denison DR and Spreitzer GM, 1991. “Organizational culture and organizational development a competing values approach”. Available at : http://www.denisonconsu

Internally, organizational culture, a set of important assumptions that members of an organization share in common, should be established to provide meaning, direction, and a basis for action (Pearce & Robinson, 2004). The organization would benefit if leaders promote and identify key themes and dominant values within the organization to reinforce competitive advantage they seek to maintain and build (Pearce & Robinson, 2004).

Sims, R. R., & Sauser, W. I. (2013). Toward a better understanding of the relationships among received wisdom, groupthink, and organizational ethical culture. Journal of Management Policy and Practice, 14(4), 75-90. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=http://search.proquest.com.libraryresources.c olumbiasouthern.edu/docview/1503089275?accountid=33337

Organizational or corporate culture is the widely shared values within an organization that foster unity and cooperation to achieve common goals. The key to a productive culture is mutual trust. Organizations receive trust by giving it. Top companies stress high moral and ethical values such as honesty, reliability, fairness, environmental protection and social involvement.

A norm of spectacular customer service will sell your products and engage your employees. Tolerating poor performance or exhibiting a lack of discipline to maintain established processes and systems will impede your success.” (Heathfield). Which is true of subsystems and organizations as a whole, if one department is not accountable for what they are responsible for, the organization as a whole, can fail. Subsystem norms must to align with organizational norms and culture, otherwise, “when your work culture is strong, most people in the group agree on the culture. When your work culture is weak, people do not agree on the culture. Sometimes a weak organizational culture can be the result of many subcultures, or the shared values, assumptions, and behaviors of a subset of the organization.” (Heathfield). “When the organization culture supports teamwork, team members understand how the strategy of using teams fits in the total context of their organization's strategic plan and success goals.” (Heathfield). Furthermore, “in a successful team culture, teams understand where their work fits in the total context of the organization’s mission, goals, principles, vision, and values.” (Heathfield).

Many different types of culture exist in businesses today. Certain cultures encourage employees to work and grow together as a family—thereby creating unity. Others may place emphasis on higher ranking employees, which leaves those at the

Morality and ethical behaviour within the human population is vital in order to conceive a healthy society. Although throughout history, morals and ethics have been used interchangeably, they are in fact not one in the same. Morality is within oneself and develops over a period of time as a result of meeting and resolving moral issues as they come forth, whereas ethics is essentially a moral compass, or a set of rules one follows throughout the course of their life (Crebert, Patrick, Cragnolini, 2004). From a personal perspective, I believe each individual has several distinguishing moral codes they live by, even if they may not distinctly know it. I personally have several moral foundations that I live by, including transparency,

According to Richard Perrin, “the Organizational Culture is a sum of values and rituals which serve as ‘glue’ to integrate the members of the organization”

According to Needle (2004), “Organisational culture represents the collective values, beliefs and practices of organizational members and is a product of such factors as history, product market, technology strategy, type of employees, management style, national cultures and so on”.

It goes without saying that, employee behavior and decisions are hugely guided by the cultures that prevail in the organization. Employees, by default, belong to the culture they were born in; however, when they enter the organization they have to set aside their beliefs and adopt the values of their workplace. Adapting to the culture of the workplace is not only important to sustain the job but also so that the company represents one common notion. (Stewart, 2007) suggests that profitability should by every company’s organisational goal- one of the best places to start improvements is with an examination of organisation’s work culture. He states that the strongest component of the work culture is the beliefs and attitudes of the employees. It is the people who make up the culture, he stated. An example of this is , if cultural norms contain beliefs such as , “Around here, nobody dares make waves” or, “ Do just enough to get by and people will leave you alone, “ the organisations performance will reflect those beliefs. Moreover, if the cultural belief system contains positive approaches, such as, “Winners are rewarded here” or, “People really care if you do a good job in this outfit, “that is also reflected in the orgaisation’s performance. (Stewart, 2007) also states that an organisation’s cultural norms strongly affect all who are involved in the organization.

Evaluating my own reflection was indeed something hard to do until I started learning Human Relations. Without self-awareness and self-disclosure, one can’t see his own reflection. It’s like a mirage in the dessert. We assume that something is there, but it won’t be there. And others mostly won’t envision the views we perceive. We may even have different opinions and may end up in fights.