Ethical culture revolves around the manner in which certain things are systematically done and handled within an organization ( Robbins & Judge, 2009) . Using the example of Melinda Gates (the co-owner of Gates Foundation and the wife of Bill Gates), many attributes can be learnt insofar as good leadership is desired. Melinda has set forth clear expectations of what is approved and what is not approved in her organization. All employees are bound to abide by the set code of ethics and conduct stipulated in the company’s rules and regulations. The directors have instituted a department that models and oversees desired behavior on all staff. From time to time, the management is always keen at reinforcing and nurturing good behavior on all employees. The management recognizes that upholding good ethics comes with certain challenges, thus, it always encourages skill building and problem solving.
On the other hand, there is a leader of an organization whose reputation of leadership and management has been ruined as a result of having poor ethical practices in his organization. There is rampant neglect of attitudes where every staff member seems to lack direction of what to do. Secondly, there is a careless approach of handling issues within the organization. There is no clear expression of employees on matters affecting their work and their progress since their self-confidence has always been lowered. Observing clearly how everything in this organization is done, one notices that the morale of staff has been completely diminished. This lack of moral leadership has led to hyper competitiveness whereby the company’s culture rewards staff members who constantly pursue individual advantage instead of focusing on entire contribution of the organization ( Tozer, 2012) .
Delegate your assignment to our experts and they will do the rest.
An organization’s formal culture has a profound impact on the ethical behavior of all the employees. For instance, a positive corporate culture is likely to encourage employees to cultivate positive responsibility, abide in doing ethical things, love team collaboration, and foster staff empowerment ( Sims & Brinkmann, 2003) . The outcome of all these is having a happy workplace.
References
Robbins, S.P., & Judge, T.A. (2009). Organizational behavior (13th ed.). Upper Saddle River, NJ: Pearson Education, Inc.
Sims, R.R., & Brinkmann, J. (2003). Enron ethics (or: Culture matters more than codes). Journal of Business Ethics, 45 (3), 243-256.
Tozer, J. (2012). Leading through leaders: Driving strategy, execution and change . London, UK: KoganPage.
