This document discusses ethics and organizational ethics. It defines ethics as involving guidelines for human behavior, studying moral choice and values, and choosing between right and wrong. Organizational ethics refers to how an organization responds ethically to internal and external situations and expresses its values to employees. The document notes that leadership plays a key role in developing an ethical organization by balancing operational goals with moral obligations. It provides questions for leaders to consider in building an ethical organization and strategies like written ethics codes, training, and confidential reporting systems.
2. Ethics
Ethics involves:
Having guidelines for human
behavior.
Studying moral choice and values .
choosing between right and wrong .
.
3. Ethics is not:
judging others;
family values;
outcomes;
legal rights;
4. •What is Ethical Behavior:
What is accepted as good and right in the
context of the governing moral code.
The term ensures that all its decisions,
actions "ethical behavior” refers to how an
organization conform to the organization’s
moral and professional principles
5. For what reason do people most often
sacrifice their act unethically?
a. Need for popularity
b. Greed for money
c. Desire for power
d. Ambition to be famous
e. Something else
6. Organizational ethics
It is how an organization ethically responds to an
internal or external stimulus.
It is interdependent with the organizational culture
Organizational ethics express the values of an
organization to its employees.
7. Thus, two things become apparent:
1. Organizational/business ethics are the responsibility of
organizational leadership; and
2. The challenge of leaders to create an ethical organization
is….difficult!
“Leaders play THE key role in developing the ethical organization as they confront
balancing operational and profit goals with corporate moral obligations to internal
and external stakeholders”.
Ethics starts at the top!
Teresa Yancey Crane
Issue Management Council
8. Key Questions for Leaders as they build the ethical organization:
What are my core values and beliefs?
What are the core values and beliefs of the organization?
Whose values, beliefs and interests are impacted by my actions and decisions?
Who will be harmed or helped by my actions and decisions and those of my organization?
How will my core values and those of my organization be affected or changed by my
actions or decisions?
How will I and my organization be affected by my actions and decisions?
Do my actions and decisions represent a consistent set of values?
From this, how will I approach the creation of an ethical organization?
“The ethics of the organization reflect the ethics and skills of leaders.”
Lee Hartman, Ph.D.
Ethics starts at the top!
9. 1) Written code of ethics and standards;
2 ) Ethics training to executives, managers , and
employees;
3) Availability for advice on ethical situations (i.e.
advice lines.)
4) Systems for confidential reporting.
10.
11. The preserving and protecting of life
(self-defense & war). Not “life at all
costs” rather no life should be ended
without very strong justification . . .
Thus it is morally wrong to take
people’s lives against their will
without great rationale and it is also
wrong to interfere with their
death/dying against their will
without similar justification.
12. Goodness or Rightness –
Humans should attempt three things:
1) promote goodness over badness;
2) cause no harm or badness; and
3) prevent badness or harm.
13. Justice or Fairness –
Because most do not live/act in
isolation, people’s actions affect one or
more others.
Two aspects of justice include:
1) treat others fairly and
2) distribute goodness and badness fairly.
14. Truth-telling/honesty –
Moral/ethical systems are
relevant for all within the group
to which the system applies.
Thus, the systems are
dependent upon agreement
among those within the group
to be truthful and honest. This
allows meaningful
communication and
development of trust.
Exceptions may be justified to
this principle (i.e., lesser of two
evils).
15. Individual Freedom –
Individuals have rights and personal
autonomy in determining their own ethical
character and conduct, albeit limited by the
other four principles.
16. Prior research shows that students are affected in
a positive manner by classes that include ethics
education. Teddy Roosevelt said, “To educate a
person in mind and not in morals is to educate a
menace to society.”
Editor's Notes
Life is about choices. We deal with choices in our personal lives everyday. Most of us are guided by such questions as, “Is this the correct thing to do? Is this the right decision to make?” We are guided by our own sense of morality, i.e. the difference between right and wrong.
Organizational business ethics work much the same way. Here, we are dealing with choices, also, about anything and everything related to organizational activities and business situations. We apply our own personal set of values, standards, rules, principles, strategies, and even knowledge of what is lawful to every decision, and these are the things that guide us. But that’s not to say we aren’t tempted. That’s not to say we don’t always go against our sense of morality (right vs wrong) at various times. That’s not to say we always make the right choices. Sometimes, we make the wrong one.
Ethics, ethical behavior, and the culture of ethics starts with the leadership of an organization. Associates in an organization emulate the behavior of the leaders of the organization. So, if the leaders behave unethically, then, it stands to reason that subordinates will, also.
Once leaders realize the importance of ethics in their organizations, and they see the need to create an improved ethical culture and identity, it may be wise for leaders to start by doing a personal inventory of themselves, i.e. their own ethics, ethical standards, and behavior. This is tantamount to a personal evaluation, i.e. a look in the mirror, if you will. Sadly, this often occurs after it’s too late. For example, there may have already been some problem that has occurred, such as a law suit or some negative publicity about a client relationship. But regardless of when they do it, it needs to be done, and it is advisable to start with themselves since it is they that will initiate the changes.
The most difficult part of this self-evaluation is “honesty.” Leaders need to be honest with themselves as they answer the hard questions about their own core values and beliefs. “Would I (or have I ever accepted) a bribe or gift, especially if it was in return for something, such as more business or a renewal of a contract?” Then, if they have, the real key question is “is there anything wrong with that, or is that just the way (I see) business is done?”
Beyond that, the leader should look at the organization with the similar questions, and then determine how these core values and beliefs of him or herself and the organization impact the organization. Who has it harmed, or helped? Who might it harm or help? How does this behavior impact and affect my organization?
Good leaders in any organization have a consistent set of values. This is a part of being an effective and skillful leader. Consistency in ethics is a vital part of this. This means that leaders should treat every organizational associate, every client, every contractor and supplier, and certainly every customer equally, fairly, and consistently.
