Ethical and Moral Issues of the Organization - Essay Example

Ethical and Moral Decisions Name Institution The organization: Ethical and moral issues The course provides a landscape of the ethical issues surrounding employment relationship in any organization. There are numerous ethical issues surrounding the process of recruitment, selection, hiring, training, completion of tasks as well as dismissal. Ethical and moral issues affect employee performance and relations, which in turn influence organizational performance. In this course, I gained an understanding on the importance of a well formulated code of ethics that will guide both the employer and the employee. From readings and discussions in this class, it is evident that organizations that incorporate moral and ethical issues in their corporate issues tend to be successful in people management (Vivian-Byrne & Hunt, 2014). Although during the course we discussed work place rights and obligations, my experience with different types of employees and readings from materials show that most employees do not know their workplace rights. I could attribute this to the fact that workplace obligations are well defined in the job descriptions and specifications, but in most organizations, employee rights are not well documented (Mullins & Rhodes, 2011). There is a very thin line between workplace rights and legal rights of employees. This implies that when ethical issues are breached they do not only raise moral and ethical concerns, but also legal issues that can amount to a criminal offence. Ethical issues arise in different scenarios in the workplace. Some employers may want to have a thorough background check and screening of their employees before retaining them or to influence them to adopt a certain behavior (Mullins & Rhodes, 2011). This calls for scrutiny of important documents such as biographic data that will reveal their gender, religion, ethnic group and in some cases the marriage and health status of the worker for insurance purposes. A number of ethical issues may arise in this case such as discrimination based on gender, religion, race or ethnic group, disability or health status. Other ethical issues arise from the working conditions. Most employees do not provide appropriate working place because of the perception that it is costly for the organization. These issues revolve around safety of the working place environmentally, use of proper machines, proper labeling and availability of insurance such as workman’s compensation, overtime compensation, appropriate working hours, proper job allocation, equal cash compensation plans, availability of leave for nursing mothers, dignity and respect for all employees and fair promotion and lay-offs (Ruiz-Palomino, et.al, 2013). Competition in the job market has made these ethical and moral issues more complicated because most employees do not have options to choose from and would rather have poor working conditions than lose the job. Ethics at Work Organizations find themselves in an ethical dilemma when performing the necessary background checks for employee evaluation and monitoring. We have heard cases where employees present fake documents as proof of education and experience or have committed fraud in past employments. Therefore, employee monitoring has become a necessity in employment procedures. However, it also sparks a lot of controversy because of the moral and ethical issues therein. Technology has raised two main issues; cyber loafing, privacy issues, and monitoring of employees’ social media activities. Some employers go to an extent of monitoring employees’ mail to monitor their activities and which amounts to breach of privacy. There are incidences where employers and recruiters visit employees’ and applicants’ social media pages to monitor activities. The ethic and moral question has been if it fair for someone to be judged or dismissed on the basis of a post in his or her own private social media pages. However, it is also true that the postings on social walls tell a lot about a person’s character and attitude. There is increased production deviance, especially among highly de-motivated employees due to cyberloafing. It is the act of using employer’s internet during work for personal errands. Privacy issues arise when employers monitor employees’ emails by reading and intercepting private Electronic and Voice Mail. In my opinion, the most interesting aspect of the lesson is when we acted on a number of ethical dilemma cases. The concept of bribery is particularly interesting for this discussion because it can assume different meanings in different societies. According to (Argandoña, 2005), bribery can be described as the art of giving a person payment to induce him or her do something illegal or wrong, and which in an ordinary case the person being bribed will not do. In Chinese culture, it is normal to give gifts ‘guanxi’ in business contest as a way of promoting business relations and showing a friendly attitude (Li & Persons, 2011). In countries where corruption is prevalent, giving gifts in business context may be necessary in order to secure business deals. Giving gifts is acceptable in business context; however, it should not be used to induce or influence decisions such as awarding contracts or tenders. In accounting and finance set up, auditors and accountants find themselves in an ethical dilemma between covering up and whistle-blowing. A whistleblower is a person that exposes fraud, misconduct, illegal activity and alleged dishonesty in an organization. Whistleblowing process takes time because one has to evaluate the ethical issues in the case (Ametrano, 2014); the norm, values and principles; alternative courses of action, the best course of action and the consequences. A common case of unethical behavior is abuse of office that is mostly evidenced in government circles as well as by C.E.Os and C.F.Os that control large organizations running lots of funds. Leaders in these organizations are driven by personal interest to make financial gains in the business in excess of their earnings as well as create an impression that the company is performing well to cover their tracks (Managed Hearts and Wallets, 2014). Leaders in these positions collude with auditors and accountants to influence their decisions. Ethics, Leadership and Culture There is a direct relationship between corporate culture and ethical culture. An organization without a well-pronounced corporate culture will have a problem laying down ethical and moral culture structures. An organization can influence ethical behavior among employees in many ways. For instance, leaders must walk their talk and a company must abide by its own code of ethics. In many organizations, codes of ethics are used to foster a positive image with the outside world such as suppliers, customers and other stakeholders. However, these guidelines are not practiced internally (Hill & Rapp, 2014). The employees in such an organization are less likely to exhibit ethical behaviors. I have noticed that most ethics discussion focus on individuals as opposed to a communal approach. For instance, when we talk about alcoholism or bribery in the workplace, it is also important to evaluate how the leadership and other employees can be used to foster a positive behavior by considering work stressors, unrealistic demands and family issues facing the person. Unethical leadership on the other hand is characterized by abusive supervision, undermining supervision, dictatorial and toxic style, driven by personal interests that override those of the organization, employees, and the community, and does not allow employees to take part in decision making process (Valentine, et.al, 2014). Most organizations have the perception that ethical practices are costly due to factors such as low marketing results, increased competition, expensive green and safe technologies, proper tax procedures and sometimes loss of important strategic alliances that may require bribery or corruptions (Argandoña, 2005). One would say that, one of the most profitable brands, Apple, thrives in unethical practices in terms of overworking employees (in china to a point of committing suicide) (Guerci, et.al 2015) and finding loopholes to evade tax. On the contrary, I argue that from tenets of this lesson, ethical practices promote economic performance in the organization. For instance, there are increased calls for businesses to adopt sustainable and green technologies to protect the environment. Organizations that respect the environment have a better brand image and brand value to customers today compared to those using unsustainable and unethical production methods (Kaupins & Park, 2011). This can also explain why every organization is working hard to show that they have sustainable and green operations. Ethical behavior creates positive customer thinking and a positive working environment when employees are respected, given safe working environment and equitable compensation plans and reward systems, which increase their work performance even in the long term (Frisch & Huppenbauer, 2014; Guerci, et.al 2015). It also gives employees independence to make proper decisions that impact performance positively. Ethical Decision Making When making decisions in an organizational setting, an individual is influenced by company policies and personal beliefs. Morality and professionalism at individual level informs one’s decision making process (Vivian-Byrne & Hunt, 2014), for instance: evaluating the case and its underlying value, principles and norms (Ametrano, 2014). After evaluating the values involved, it is important to evaluate the consequences of each possible decision in the dilemma. These consequences can be evaluated in terms of work relations, effect on the organization, legal consequences or effect on the personal career and integrity. However, this perspective explains decision making process at an individual level. At organizational level, the decision making process requires proper structures because employees make decision with respect to company policies and corporate culture (Tuckness, 2012). The leadership of the organization should set the pace in ethical decision by demonstrating ethical leadership, ensuring leaders have ethical qualities and that the company has well laid code of ethics. The leadership of an organization can play a significant role in influencing ethical and unethical behavior. Ethical leadership will foster ethical behavior by setting example on what is right or wrong (Brown & Treviño, 2014). Chekwa, et.al (2014) adds that it also provides a model for employees and the community, builds trust, encourages collaboration, diversity, and inclusion, good working environment and governs by respect and dignity for all people. Reference List Ametrano, I. M. (2014). Teaching Ethical Decision Making: Helping Students Reconcile Personal and Professional Values. Journal of Counseling & Development, 92(2), 154-161. Argandoña, A. (2005). Corruption and Companies: The Use of Facilitating Payments. Journal Of Business Ethics, 60(3), 251-264. Brown, M., & Treviño, L. (2014). Do Role Models Matter? An Investigation of Role Modeling as an Antecedent of Perceived Ethical Leadership. Journal Of Business Ethics, 122(4), 587-598. Chekwa, C., Ouhirra, L., Thomas, E., & Chukwuanu, M. (2014). An Examination Of The Effects Of Leadership On Business Ethics: Empirical Study. International Journal of Business & Public Administration, 11(1), 48-65. Frisch, C., & Huppenbauer, M. (2014). New Insights into Ethical Leadership: A Qualitative Investigation of the Experiences of Executive Ethical Leaders. Journal of Business Ethics, 123(1), 23-43. Guerci, M., Radaelli, G., Siletti, E., Cirella, S., & Rami Shani, A. (2015). The Impact of Human Resource Management Practices and Corporate Sustainability on Organizational Ethical Climates: An Employee Perspective. Journal Of Business Ethics, 126(2), 325-342. Hill, R., & Rapp, J. (2014). Codes of Ethical Conduct: A Bottom-Up Approach. Journal of Business Ethics, 123(4), 621-630. Kaupins, G., & Park, S. (2011). Legal and Ethical Implications of Corporate Social Networks. Employee Responsibilities & Rights Journal, 23(2), 83-99. Li, S. F., & Persons, O. S. (2011). Cultural Effects on Business Students' Ethical Decisions: A Chinese Versus American Comparison. Journal Of Education For Business, 86(1), 10-16. Lu, C., & Lin, C. (2014). The Effects of Ethical Leadership and Ethical Climate on Employee Ethical Behavior in the International Port Context. Journal Of Business Ethics, 124(2), 209-223. Managed Hearts and Wallets: Ethical Issues in Emotional Influence By and Within Organizations. (2009). Business Ethics Quarterly, 19(2), 155-191 Mullins, J., & Rhodes, T. (2011). MANAGING ETHICALLY IN CORRUPT ENVIRONMENTS. Business Strategy Review, 22(4), 50-55. Ruiz-Palomino, P., Sáez-Martínez, F., & Martínez-Cañas, R. (2013). Understanding Pay Satisfaction: Effects of Supervisor Ethical Leadership on Job Motivating Potential Influence. Journal Of Business Ethics, 118(1), 31-43. Tuckness, A. (2012). International Justice in Ethical Decision-Making. Public Integrity, 14(2), 113-126. Valentine, S., Nam, S., Hollingworth, D., & Hall, C. (2014). Ethical Context and Ethical Decision Making: Examination of an Alternative Statistical Approach for Identifying Variable Relationships. Journal of Business Ethics, 124(3), 509-526. Vivian-Byrne, K., & Hunt, J. (2014). Ethical Decision Making: Social Metaphors towards Ethical Action. Journal of Systemic Therapies, 33(1), 1-15. Read More

Ethics at Work Organizations find themselves in an ethical dilemma when performing the necessary background checks for employee evaluation and monitoring. We have heard cases where employees present fake documents as proof of education and experience or have committed fraud in past employments. Therefore, employee monitoring has become a necessity in employment procedures. However, it also sparks a lot of controversy because of the moral and ethical issues therein. Technology has raised two main issues; cyber loafing, privacy issues, and monitoring of employees’ social media activities.

Some employers go to an extent of monitoring employees’ mail to monitor their activities and which amounts to breach of privacy. There are incidences where employers and recruiters visit employees’ and applicants’ social media pages to monitor activities. The ethic and moral question has been if it fair for someone to be judged or dismissed on the basis of a post in his or her own private social media pages. However, it is also true that the postings on social walls tell a lot about a person’s character and attitude.

There is increased production deviance, especially among highly de-motivated employees due to cyberloafing. It is the act of using employer’s internet during work for personal errands. Privacy issues arise when employers monitor employees’ emails by reading and intercepting private Electronic and Voice Mail. In my opinion, the most interesting aspect of the lesson is when we acted on a number of ethical dilemma cases. The concept of bribery is particularly interesting for this discussion because it can assume different meanings in different societies.

According to (Argandoña, 2005), bribery can be described as the art of giving a person payment to induce him or her do something illegal or wrong, and which in an ordinary case the person being bribed will not do. In Chinese culture, it is normal to give gifts ‘guanxi’ in business contest as a way of promoting business relations and showing a friendly attitude (Li & Persons, 2011). In countries where corruption is prevalent, giving gifts in business context may be necessary in order to secure business deals.

Giving gifts is acceptable in business context; however, it should not be used to induce or influence decisions such as awarding contracts or tenders. In accounting and finance set up, auditors and accountants find themselves in an ethical dilemma between covering up and whistle-blowing. A whistleblower is a person that exposes fraud, misconduct, illegal activity and alleged dishonesty in an organization. Whistleblowing process takes time because one has to evaluate the ethical issues in the case (Ametrano, 2014); the norm, values and principles; alternative courses of action, the best course of action and the consequences.

A common case of unethical behavior is abuse of office that is mostly evidenced in government circles as well as by C.E.Os and C.F.Os that control large organizations running lots of funds. Leaders in these organizations are driven by personal interest to make financial gains in the business in excess of their earnings as well as create an impression that the company is performing well to cover their tracks (Managed Hearts and Wallets, 2014). Leaders in these positions collude with auditors and accountants to influence their decisions.

Ethics, Leadership and Culture There is a direct relationship between corporate culture and ethical culture. An organization without a well-pronounced corporate culture will have a problem laying down ethical and moral culture structures. An organization can influence ethical behavior among employees in many ways. For instance, leaders must walk their talk and a company must abide by its own code of ethics. In many organizations, codes of ethics are used to foster a positive image with the outside world such as suppliers, customers and other stakeholders.

However, these guidelines are not practiced internally (Hill & Rapp, 2014).

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