Personal Moral Development Versus Organizational Culture - Essay Example

Personal Moral Development versus Organizational Culture Unit There are various ethical concerns that surround the working environment. The capacity to avoid the temptation of unethical behavior in workplace is dependent on either the belief by an individual that is based on their moral development or may be influenced by the values of an organization that are entrenched in its culture. However, in order to have a situation where morality is upheld to the letter, the transformation of an individual plays a greater role than when it is the culture predicting the extent of morality. This is because under favorable conditions an immoral individual will engage in immoral acts contrary to a situation where an individual has entrenched personal moral beliefs. Therefore, in an organization the likelihood of individual moral development contributing to inflation of expenses is much lower compared to a situation where it is the organizational culture that predicts. This does not mean the organizational culture has no role to play; it has a very critical role in the development of a morally upright organization. given a chance to inflate my expenses account, the key my personal moral development would play a bigger role as opposed to the cultural values of the organization. I have learn quite a number of moral principles which have become part of my life, hence I am able to differentiate what is right from that which is unacceptable. Despite the organization having a culture that may encourage the employees to abide by organizational culture, having my personal morality will help me to find it easy to conform to the organizational culture. On the other hand, being an immoral person may present restrictions in my engagement with immoral acts but ideally, it does not prevent me completely. An immoral person in such a scenario would weigh the pros and the cons of inflating their expense. Upon realization that they will not be noticed, questioned or stand to face hard consequences, they can easily engage in the act. However, if the individual exhibits moral principles, it does not a second though to say ‘no’ to such a deal. Inflation of expenses is unethical and hence immoral. The situation may provide a conducive environment for an individual to engage in such a vice. A morally upright individual has very high chances of refusing to heed to the call of inflating their expenses because they will have the guilt that they have engaged in an unethical endeavor. On the other hand, when an organization has created an ethical environment based on its culture, individuals are likely to have no other option than incline to the company provisions (Carr 1984, pg.452). However, the ability to entrench this culture in the personal lives of the people is a daunting task. It is cumbersome for the organization to transform the character of some of the employees so that they are able to fully conform to the prevailing culture. However the organization attempts to create an organizational culture, there are individuals that are likely to be opposed hence they can easily engage in immoral acts such as inflating their expenses so that they can get a higher compensation. Developing an organizational culture that is acceptable by everyone in the organization requires that they have some basis of morality based on their individual behavior. Though this proposition is disputable based on the moral philosophical perspective that is embraced, some of them carry this view (Regan 2008). Despite the organizational culture having a lesser role as far as morality is concerned, the hierarchical structures as well as the employees’ norms may discourage engagements in activities that are immoral either on the basis of avoiding the accompanying punishment if identified or it has become part of the organization’s culture. An individual’s moral stand outshines the organizational moral culture. As noted by Davis (1997, pg. 200), there is more emphasis by many organizations on productivity and performance as opposed to moral principles. This means that though organizations have attempted to develop morally acceptable principle, the main aspect of their culture is aspects that touch on performance. It takes the effort of an individual to make an organizational culture. Organizations stand in the discretion of the individuals that are employed therein. The human race has diversity of thoughts and opinions; therefore, it is highly unlikely that all the individuals in an organization will exhibit the same perception of morality (Fotis 1996, pg 46). This indicates that the concept of morality is relative depending on an individual’s background. The organizational culture attempts to mash the beliefs to a professional status in which not everybody will agree with it. This indicates that when provided with an opportunity the organizational culture would have a less role compared to personal moral status. I would rather disagree with those that attempt to raise their expenses rather than compromise on my moral beliefs. Despite the fact that the personal view is the most important in making the decision whether to accept an inflated pay, socially determined, moral frameworks such as the organizational culture are important in determining an individual’s reaction. If for example, the cultural environment was changed, such that the organizational culture does not have a provision for morality, then even a morally upright individual is likely to be corrupted in the process. An employee gets to be absorbed in the organizational culture once they get to the organization and are likely to shed some of their beliefs to conform socially to the preexisting group (Rampersad 2006, pg 455). An individual’s stand can be more firm than that of the organization because of less ownership to the position when it comes to the organization. I can easily compromise the organizational culture but not my own principles; it could be very difficult especially when it has to do with morality. The organization stipulates some of the aspects that do not affect a person individually. This means that a person has to consider his or her own views first before those of the organization. A person can easily break culture especially when they want to set themselves apart from some of the beliefs or when the culture compromises their personal beliefs. I have always endeavored to have a moral character that is based on virtue. My religious principles form the basis for being virtuous. I endeavor to do good to all men as well as my organization. Therefore, elevating my expenses will be tantamount to being unfaithful towards my organization which I do count unethical and immoral. I have endeavored to have practical wisdom that I can apply to myself as well as to my organization so that I benefit from it while on the other the shareholders of the organization get to benefit from my services. This understanding does not need to emanate from the organizational culture but it is from myself based on what I have been taught through my life and believed. Practical wisdom that is personal is required by every employee to enable him or her to analyze situations and facilitate in the distinction of facts. The other thing that should exist for efficiency and moral uprightness is honesty. Honesty is a very important virtue that prevents self-deception especially with clients as well as with coworkers. The third thing that I think I have is the courage to do the right thing; irrespective of the perception by colleagues, I will not shy from what is right whether it is provided by the organizational culture or not (Siers 1991). Virtues begins from a personal perspective and are entrenched into an organization’s culture. The culture is capable of maintaining and creating virtues that make a difference to many individuals including those that had a different or opposed culture. One aspect that is highly helpful in an organization is role modelling (Quinn1997, pg 127). Colleagues in the organization see a role model as a person they can always look up to because of their stand for what they believe is right. I see myself as a role model that is capable of standing by my standards at all costs. Though there may be some social alienation for non-conformity to their stands, this usually occurs over a given period and finally they will end up embracing my proposition. Despite the alienation, it is quite easy to stand with a position as an individual as opposed to an organization because of the opposition by some of the members of the organization. Therefore, though being encouraged to inflate my expense account, I would not heed to that call at any cost. In conclusion, a personal moral stand overrides the organizational culture. The major influence on whether to inflate my expense account or not will be influenced by my personal moral beliefs and to a lesser extent the organizational culture. Ownership to the organizational culture is not always guaranteed but personal principles cannot be easily breached. In addition, dealing with such a situation requires that I have practical wisdom, become honest, and have the courage to embrace that which I think is right. Ultimately, my morality will be based mainly by my personal responsibility to being fair to the shareholders of the organization as well as doing something that I have a conviction is right and does not affect someone else in any negative way. References Carr, A (1984), Is Business Bluffing Ethical? In Hoffman M.W. & Mills Moore, J. eds. Business Ethics. McGraw-Hill, New York: 451-456 Davis, M. (1997) Better Communication Between Engineers and Managers: Some Ways to Prevent Many Ethically Hard Choices. Science and Engineering Ethics 3, 2: 171-212 Fotis, G.W. (1996), Interactive personal ethics, Management review, vol. 85, no. 12, pp. 46. Retrieved from http://search.proquest.com/business/docview/206684255/B84B31AA77A045DAPQ/5?accountid=45049 Quinn, J.J. (1997) Personal ethics and business ethics: The ethical attitudes of owner/managers of small business, Journal of Business Ethics, vol. 16, no. 2, pp. 119-127. Retrieved from http://search.proquest.com/business/docview/198089076/B84B31AA77A045DAPQ/7?accountid=45049 Rampersad, H. (2006) Towards personal and organizational effectiveness and integrity: business ethics, Training & Management Development Methods, vol. 20, no. 5, pp. 453-459,16. Regan, M. C. (2008) Moral intuition and organizational culture. Retrieved from http://scholarship.law.georgetown.edu/cgi/viewcontent.cgi?article=1456&context=facpub Siers, H.L. (1991) Ethics - A Personal Matter, Management Accounting, vol. 72, no. 9, pp. 18. http://search.proquest.com/business/docview/229737052/B84B31AA77A045DAPQ/15?accountid=45049 Werhane, P. (1999) Moral Imagination and Management Decision Making. 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