There are two categories of components in ethical culture. One is the formal elements, and the other category consists of the natural parts. In considering the nature of the item, they all work towards ensuring there is an efficiency of operations in the organization. Feasibility is one of the ethical components of corporate culture. The element entails setting up of goals and objectives which are realistic, the removal of perseverance incentives and promotion. Another aspect is transparency. The aspect of transparency ensures that there is critical communication to all the stakeholders in a reasonable way (Johnson, 2019). The component is used to indicate whether there is consistency in the levels of operation or not. Enforcement is the other essential element of ethical culture. The aspect gives way for the attachment of the consequences to the non-compliance.
Most of the leaders consider different elements of ethical culture to be critical than others. However, all the components should work together to ensure there is a success. The most vital aspect for the leaders is leading by example. The item encompasses showing the personal integrity of an individual through standing up for their standards and values, prevent conflict of interest, and being consistent in their worlds and deed. Balancing of interest is a crucial component, as the interest of the stakeholders will be taken seriously (Johnson, 2019). It will be possible to keep a record of consideration, and risk analysis of the customers will be effectively carried out to identify all the relevant interests. The element of consistent action ensures that the goals and objectives are set, and the steps taken are per the stated aims.
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Other than the components of ethical culture, there are cultural change efforts that are necessary for promoting a systematic moral change. Some of the drivers of the shift include ethical diagnosis, engaged leadership, ethics training, continuous moral improvement, and the targeted socialization processes. Ethical diagnosis entails the evaluation of the level of efficiency and effectiveness of ethical practices in creating change. The diagnosis will gauge if the ethical practice intended to bring change has been effective or not, and if not, what are some of the recommendations that can be made (Johnson, 2019). An engaged leadership driver encompasses the aspect of the top management to work with all the other stakeholders in bringing the change. For the change to be effective, they need to train the personnel on the new ethical issue. The training can be done through workshops and other ice-breaking activities.
Ethical change is not a one-time process. Instead, it is dynamic, and the process should be continuous. With the increasing trends in the market and level of operations, the ethical change should be ongoing to meet the new demands. Before bringing up the difference or even implementing the switch, there is a need to identify the target population, the goals, and the objectives (Johnson, 2019). In most instances, ethical issues arise from the social interactions that we have with other people. Thus, for a suitable social change to be a success, there is a need to target the socialization processes that trigger the moral issue. If the socialization processes are well addressed, then the change will be positively absorbed.
Synthesize
In summary, components of ethical culture work towards ensuring that there is a holistic environment that is safe for all individuals to operate. The segments focus on ensuring there is transparency, validity, and accountability of how people behave both within and outside the organization’s environment. The components work towards upholding the values of the organization and incorporating the aspect of integrity (Chad, 2014). The atmosphere created will indulge the opinions and ideas of all the individual without segregation. Freedom of expression is what the components are after, and they will be in a position where they can trust each other. Ethical culture components not only work towards improving on the behavior of people but also their performance level.
There are a lot of benefits associated with the implementation of the elements of ethical culture. One advantage is that there will be increasing awareness among the employees on the implications of their behaviors. The items will give room for providing direct feedback on the actions of individuals, and there will be an increased level of internal control. Another benefit is the availability of clear goals and objective that needs to be accomplished (Chad, 2014). It will be possible to provide reports on the milestones progress in given activities, i.e., with the implementation of the elements, it will be possible to track the progress of various entities. The component will allow the human resource department and the managing director to implement policies and rules that will make all the stakeholders behave ethically at workplaces. There will be the willingness of people to open up and speak of the private matters that disturb them without being discriminated against.
Analyze
After reviewing Brooke Deterline’s Creating Ethical Cultures In Business , there are a lot of similarities in her discussion and that of Johnson. Brooke Deterline talks of courage as one of the elements that remind us of who we are and the values that we have (“TEDx Talks,” 2012). Similarly, Johnson argues that ethical training is one of the essential components in creating change. In the training individuals go through some of the values and characters that will enhance their behavior in the process of bringing change. Also, Brooke Deterline talks of an unfair situation that can be solved with courage (“TEDx Talks,” 2012). She suggests that even the most ethical people are in a position to betray their values and that of other people closely working with them. Johnson (2019) has a parallel suggestion where he talks of accountability and transparency as a critical element in an ethical environment.
The leadership of the organization may not be as ethical as it may appear. But since every individual is vulnerable to face a moral challenge in their life, it is within their responsibility to speak up and be transparent for the safety of other individuals and to bring about change. It is natural for an individual to be a bystander, follow a leader, or even a group. But when in an ethical dilemma, the sense of acceptance and security are the option. However, the good news is that the ability to decide which part to follow is within us (“TEDx Talks,” 2012). When people focus on the operational activities of an organization and put pressure on top, the ethical perspectives fade from their minds. Johnson’s argument is parallel to that of Brooke Deterline as people always pay more attention to business. Johnson implies that the space between stimulus and response can be used to reconnect to our values for ethical change in business setups.
Evaluate
When the factors are implemented, they add value to the ethics of a business or an organization. The consideration of transparency will ensure that all the workers in an organization or industry set up are accountable for their actions. They will want to behave ethically to reduce their chances of facing the laws of the company for being unethical. Also, factors have improved on the respect that people accord each other in workplaces (Bayley, 2012). Everyone in the organization knows the does and the don’ts. That sets a boundary on their ethical behavior while interacting with other staff in the organization. There will be an additional value to the organization, and the workers will be in a position to self-assess their conduct. With an appropriate self-examination, the most relevant and proper decisions that will improve the efficiency and effectiveness of the organization will be made. The communication within the company will be enhanced with the factors. An individual will be able to make referrals to the objectives and goals of the organization in their decision-making process. Also, the elements will assist in the creation of a rewarding system for employees who have ethical conduct (Bayley, 2012). All employees will work toward improving their behaviors for them to get the rewards, and on the other hand, the operations and level of performance in the organization will increase. There will be no more dilemma scenarios in the organization as everything will go as per the plan.
References
Bayley, B. K. (2012). Organizational Ethics Training: A Proactive Perspective. The Journal for Quality & Participation, 35 (2), 15-19.
Chad, R. (2014). Value of Organizational Ethics Training: A Two-Fold Benefit. Journal of Value-Based Leadership, 7 (2): 1-6.
Johnson, C. (2019). Organizational Ethics: A Practical Approach (4 th Ed.) Thousand Oaks, Calif.: Sage Publications. Print.
TEDx Talks. (2012). Creating Ethical Cultures in Business: Brooke Deterline at TEDxPresidio (Video file). Retrieved from https://youtube.be/wzicXbnmllc
