Workplace Ethics Sample Paper
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Ethics is a fundamental aspect of any organization. About 56% of workers in the United States note that their workplace adopts an ethical culture (RP News Wires, 2019). However, one in 4 that is a quarter of workers state that they have witnessed unethical practices within their workplace within the last six months. Only 11% of these workers say that they were not affected by the unethical or illegal practice occurring within their work environment (RP News Wires, 2019). With 94% of workers say that they find it critical or important to work in a company that respects ethics identifies the need to probe deeper into the concept of ethics in the workplace as a way to understand this topic. The successful application of ethics in the workplace can be achieved by tackling three major areas that are the ethical issues affecting the current workspace, creating ethical cultures and managing ethics. Researchers have observed that the atmosphere of a company is the best predictor of how much consumer value the company can produce with each dollar Investments made from lenders.
Ethics in the Workplace
Ethical Issues in the Workplace
Ethics in the workplace is based on understanding the best ethical practices and the ethical pitfalls that present themselves within the working environment. Notably, ethics in the workplace is achieved by taking note of the benefits and the threats of ethics within the workspace (Martin, 2011). The biggest ethical problems facing company owners today are undoubtedly harassment and discrimination. If abuse or discrimination happens in the workplace, the result may be disastrous for the company either the reputation or finances. To shield workers from unfair treatment, any organization needs to be mindful of the anti-discrimination legislation and regulations that exist. The U.S. Equal Employment Opportunity Commission (EEOC) is one such law that business should keep in mind in addressing discrimination as an ethical issue. This law describes several different forms of statutes against discrimination and abuse that can affect impact the firm, including age, ethnicity, faith and disabilities, but not limited to them.
Some of the ethical danger zones that business should take note of include conflicting goals, fear of retaliation, lowered thresholds, avoidance and rationalization (Bredeson, & Goree, 2012). Unethical leadership is another example of an ethical issues that affect the entire work environment. Organizations plagued by corrupt leadership experience a decrease in employee motivation as well as the loss of customer and investor trust, which subsequently affects the company’s bottom line. The topic of the personal conduct of workers on social media outside of working hours is one of the most current ethical concerns in the industry. Knowing when behaviors are unethical and ethical and warrant attention from the organization is a grey area that affects the implementation of ethics in organizations today.
Strategies for achieving an ethical work environment
Teaching ethics is identified as an effective approach to developing an ethical workforce. Training in ethics will assist leaders and their team in building an ethical environment characterized by more inspired and trustworthy staff. According to Wheeler (2007) fostering ethics in the workplace, managers should set up conferences, courses and related initiatives. Training workshops improve the rules of ethics of the company, to explain what activities are and are not acceptable, and to resolve future ethical dilemmas. Organizations that conduct business ethically have better retention of executives, more active workers and proven loyalty of clients. Ethical training will works to develop a healthy and equitable environment, whether it is teaching business values, fostering collective tolerance and honesty, or even working with difficult clients. Ethical training, therefore, works to equip all the employees and management with the skills and competence necessary to adopt ethical practices and navigate through ethical challenges or dilemmas.
Changing expectations in the workplace can work to develop ethical behaviors and practices from the workforce (Martin, 2011). Ethics should be integrated into every aspect of the tasks and work-related activities to ensure that it becomes part of what employees do. Performance reviews by management may provide assessments of how behavior is assessed against the code of ethics of the organization. Appraisals tend to include how administrators accomplish these targets, as well as the objectives themselves. Performance appraisals work to promote the adoption of ethics by rewarding ethical behaviors and punishing unethical conducts. Rewards for ethical behaviors tend to act as reinforcements of behaviors and trigger.
Placing regular emphasis through official communications on the value of ethical practices can work to reinforce ethical beliefs and values (Johnson, 2007). A corporate code of ethics can minimize ethical ambiguities. The ethics code should state the primary principles of the company and the ethical rules that workers are supposed to obey. Managers should recall that if officials refuse to model ethical practices, a code of ethics is meaningless. Ethical choices are made one person at a time. However, laws and compliance rules are often geared towards more severe transgressions and can ignore slight ethical breaches that can still affect the company. Many ethical dilemmas are interpersonal, have a capacity for repercussion, and are thus difficult to handle. It is always better for workers to do nothing than make a difficult call.
Planning accordingly serves to promote follow-up as workers are faced with an ethical problem. Asking workers to maintain a clear code of conduct, a list of immoral acts they can never do reinforces ethical thinking at an employee level. Often advising them to write about how they will react to unethical circumstances that could happen in the workplace helps to keep them well prepared to address ethical issues as they arise within the work environment (Wheeler, 2007). For example, employers can encourage workers to maintain a journal explaining how they will react to ethical dilemmas. If employees keep a written code of ethics in hand, they will be most likely to act with dignity. The rehearsal of the exact words required to address an ethical transgressor will reinforce staff ‘s resolve prior to tough interactions. “The trick is to plan ahead of time, before the condition arises, so you’re able to do it,” Gentile concluded.
Managing Ethics in the Workplace
In any company, avoiding ethical challenges still begins with top management. It ensure transparency and fair corporate standards are enforced by having specifically written policies and procedures that guarantee that such policies are both understood and adhered to. Ethics in the workplace is directed by the management team (Martin, 2011). The success of any ethic improvement initiatives in any organization relies strongly on the support of the management in such initiatives.
Prioritizing ethical behaviors in the management of the workplace helps to promote a positive and ethical work culture. Ethics within the workplace starts with ethical leadership. People want a leader who respectfully treats all, is completely inclusive, acknowledges diversity, and can develop trust within the institution and across economic, cultural, social and political borders (Wheeler, 2007). An ethical workplace is one that mandates the leaders to model behavior in all aspects of their role and their execution of responsibilities.
Ethical leaders have a profound influence on how individuals behave and what they do in their organizations. Many that achieve ethical leadership not only strengthen their industry and society; they also help make a difference in the community. Successful leaders rely on what is right and demonstrate to their persons that they are there to support and not to manipulate others’ shortcomings. Usually, their companies respond to their example and their willingness to contribute and make a meaningful difference to others. Additionally, leaders who behave ethically set a moral precedent and also reap additional benefits. According to Larmer (2001), the most valuable resource for leaders faced with an ethical problem is their own personal network to provide advice and direction on how to handle ethical challenges.
Ethics in the workplace is associated with motivated employees, satisfied customers and positive public image. The sustainability of business today relies greatly on their ability to implement ethics in their workplaces. The successful application of ethics in the workplace is dependent on the ability of the business to explore the ethical issues that affect ethical practices in the work setting. He understanding of ethical issues and pitfalls is essential for any workplace to implement an ethical culture. The examples of ethical issues every workplace should be aware of include harassment and discrimination, employees social media use and unethical leadership. The exploration of the appropriate strategies for creating ethical work-environments promotes ethics in the workplace. Some of these strategies to implement ethics in the workplace includes provides ethical training, encouraging ethical behaviors through rewards and discouraging unethical behaviors through punishments. Regular communication on ethical values and practices, enforcing personal ethics codes in addition to integrating ethics on all task can further achieve an ethical work environment. Ethical leadership provides a model by which the employees can measure their behaviors and practices. The management of ethics within the organization is essential for achieving ethical change within the workforce. Encouraging leaders to lead by example can work to encourages others to act ethically by setting guidance and daily support to employees as they tackle ethical challenges. Get a similar paper
Bredeson, D., & Goree, K. (2012). Ethics in the Workplace. Cengage Learning.
Johnson, C. E. (2007). Ethics in the workplace: Tools and tactics for organizational transformation. Sage Publications.
Larmer, R. A. (2001). Ethics in the workplace: Selected readings in business ethics. Wadsworth Pub Co.
Martin, G. (2011). Human values and ethics in the workplace. Lulu. com.
RP News Wires. (2019). Survey: Ethics impact employment and productivity. Retrieved 31 Oct, https://www.reliableplant.com/Read/2236/survey-ethics-impact-
Wheeler, S. (2007). Ethics in the workplace. Law and Critique, 18(1), 1-28.
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