Values And Ethics In The Workplace Essays

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Moreover, such leadership should come from the highest levels of the organization.

2) Education: Training for both new and existing employees should include the values underpinning workplace and policy ethics programs.

Such audits should involve two-way interactive activities, rather than one-way policing.

The work of Jones, Watson, Gardner and Gallois (2004) entitled: "Organizational Communication: Challenges for the New Century" relates that communication is "the central means by which individual activity is coordinated to devise, disseminate, and pursue organizational goals." However, Jones, Watson, Gardner and Gallois state that the work of Weick (1979) states an "...alternative viewpoint...communication is the core process of organizing." (Jones, Watson, Gardner and Gallois, 2004) it is pointed out that the work of Iedema and Wodak (1999) states that organizations do not exist independently of their members.

SUMMARY and CONCLUSION Stated as the thesis for this work is that organizational ethics and integrity are generally set out in company rules and policies however, organizational ethics and integrity are also communicated in other… Ethics Policies Memo of transmittal Ethics policies within companies Microsoft Corporation Nokia Intel Corporation Memo of transmittal The current ethics policies are the outcome of…

Pages: 8 (2159 words) | Type: Term Paper | Style: APA | Bibliography Sources: 5 Ethics and Management Management and Ethics In this paper, the author investigates the ethics of business management. Public administration in modern and postmodern society: The context of administrative ethics According to Chapter 3 of the responsible administrator by…

(Le Clair, Ferrell, and Fraedrich, 1998; as cited in Ferrell, nd) Various stages of moral development exist and the work of Kohlberg (1969) identified these as the stages as follows: 1) Pre-conventional stage - a stage of moral development in which the individual is centrally-focused upon their own needs and desires; 2) Conventional stage - a stage of moral development when the individual is group-centric in their focus and the values of the group and conformance to group expectations takes center stage; and 3) Principled stage - a stage of moral development in which the concern of the individual is to uphold basic rights, values and rules of society.

(Ferrell, nd; paraphrased) Kohlberg held that an "overlap" exist among the three stages therefore, "cognitive moral development should probably be viewed as more of a continuum than a series of discrete stages." (Ferrell, nd) Ferrell relates that Kohlberg held that "people may change their moral beliefs and behavior as they gain education and experience in resolving conflicts, which in turn accelerates their moral development.

Furthermore, they can be distinguished by their underlying justifications, the stage of their development, and the academic and professional environment they operate in." (Saner and von Baeyer, 2005; p.3) Saner and von Baeyer relate that the 'structures' of ethics in the workplace is vested in the "departmental ethics officers responsible for ethics programs and working together with experts on training, confidential advice (ombudpersons), program management, assessment and such.

Duties of the ethics officers might also be in the areas of "fraud awareness, legal compliance, disclosure of wrongdoing, and whistleblower protection..." (2005) in other words, these individuals are "ethics champions." (Saner and von Baeyer, 2005) the "structures' of policy ethics are stated to be "considerably less formal..." (Saner and von Baeyer, 2005) the 'processes' of ethics in the workplace are stated to include "ethics training for new and existing staff, broad-based dialogue on ethics, mechanisms for confidential disclosure, accountability regimes and sharing of best practices with other institutions..." (Saner and von Baeyer, 2005) These are " processes (leadership) and bottom-up processes (grassroots consultation)." (Saner and von Baeyer, 2005) the point in the work of Saner and von Baeyer is that ethics should be encouraged to reach a convergence within all aspects of policy and ethical organizational considerations because organizational ethics serves to strengthen policy integrity and policy ethics appears to strengthen workplace integrity.


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