Initiatives needed to create a values-driven culture defined by integrity
The following actions should be embraced to achieve an organizational culture driven by values. Make the employees feel valued by giving them the power to act as if they are the owners. Involve the employees in the process of forming values; they are stewards and a part of the organizational values, therefore; they deserve to be involved. It would be good if the organization created innovation time for staff to realize their full potential. Develop programs that make an impact in the company and also ensure the leaders portray the need cultural values.
Values development including the ethical theories
Ethics and values are integral components of the overall culture of an organization. Following approaches shape the organizational values. The deontology moral theory focuses more on the wrongness or rightness of action other than the wrongness or rightness of the results. Utilitarianism theory is concerned on the consequence of wrongness or rightness of opting one move over the other (Gasper, 2014). Values may also be developed through the virtue theory which emphasizes the character of an individual as a core factor of thinking critically.
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Steps of ethical decision making
Ethical decisions can be made if the following steps are followed. Collects as many facts as possible before making any conclusions. Avoid making any conclusion before identifying the ethical issues in any scenario. The next step is identifying all the stakeholders or parties affected by that issue. After that, determine the probable consequences, both negative and positive for the parties that will be affected by the decision (Enck, 2014). Identify rights, justice and principles issues related to the scenario. Before thinking about the course of action, one should think about personal characters first. Come up with the decision and be prepared to respond to the opposers.
Programs to help achieve a values-driven culture of integrity
The following programs can be prioritized in the order of organizational needs. Continual awareness and training programs should be conducted on all employees to strengthen the corporate standards and values. Generate a code of conduct that communicates the ethics and culture of the organization. Select a compliance officer who will be responsible for ensuring the organizational values are followed and reporting non-compliance to the top management. Establish a communication channel that is open and accessible to all employees to say any challenges or issues. Have the culture of responding and dealing with the cases of misconduct.
Theresa and Mike Key behaviors required to embed the desired culture
The leaders must have strong communication skills to able to communicate the organizational requirements. They must lead by example for the employees to follow towards the desired organizational culture. Theresa and Mike must adopt the behavior of setting clear goals and how they will impact the organization.
Their role in leading the initiatives
Mike and Theresa should play the role of a sponsor; they should be the one advocating for the changes required to achieve the required culture. They should serve as a role model by showing other employees the way forward and what is expected of them. It is their role to set up a vision and mission for the merged organization (Kotter, 2012). The two are required to stand up and make the necessary decision within the organization. They should engage other parties in the initiatives and motivate them towards achieving them.
Actions that are important to communicate and establish alignment across the merged organization
For the merged organization to run effectively, the leaders are required to communicate the culture for the new organization. It is also essential to define and communicate a shared vision and goals so that employees can know what they are working for. Communicate the roles and responsibilities of various staff members. It is also essential to communicate minimum standards and what winning looks like.
References
Enck, G. (2014). Six-step framework for ethical decision making. Journal of health services research & policy, 19(1), 62-64.
Gasper, D. (2014). Ethics and development. The companion to development studies, 3rd ed, ed. Robert B. Potter and Vandana Desai, 47-50.
Kotter, J. P. (2012). Leading change. Harvard business press.
