Solving, resolving and dissolving the morality issues in originations

Introduction 

A problem-solving framework is critical for solving problems within an organization and thus ensures the organization continues to operate effectively or improve on its previous performance. It is always important to solve the problem as swiftly as possible as soon as they arise in order to save time for the more productive tasks that shape the performance of the organization. Dwelling on a problem for an extended period of time due to indecisiveness delays other activities within the organization and as a result, the organization may fail to meet its targets within the stipulated period of time. In addition, the longer the decision makers within an organization take to handle a challenge the severe the damage resulting from the challenge, and as a result, the greater the derailment from the path to success. Individuals also face challenges within organizations and must learn effective ways of solving the personal problems to ensure their challenges do not affect their organization. For individuals handling their personal challenges, moral character is a great determinant of how they approach these challenges. Moral character influences the ability of people to make hard choices, even when the outcomes do not favor them. The following recommendations are critical for solving, resolving and dissolving the morality issues in originations. 

Three approaches to dealing with the problem 

Solving the problems 

Solving the problem will involve coming up with solutions for the problem. This is seeking the best possible outcome. Solving problems is the most common approach use and it involves analyzing the problem in order to find its most appropriate solution. 

Resolving problems 

Resolving involves determining if the problem at hand has ever happened before and the approaches that were used to handle it in the past. It also involves determining if the techniques that were used in the past to deal with the problems can be used again. It is also necessary to necessary to analyze the changes that had occurred prior to the problem arising. This way it is possible to get to the condition that causes the problem and eliminate it. 

Dissolution 

This approach is highly valued and entails preventing the problem or eliminating it. The approach to dealing with problems within an organization can be achieved by redesigning the organization in order to realize improved effectiveness among others. This approach is also desirable for organizational improvement 

The recommended approaches to solving, resolving and dissolving the morality issues in originations 

Establishing an organizational culture that encourages morality 

The organizational culture is the primary tool for shaping how the staffs conduct themselves and the affairs of their employer. As a result, the organizational culture can create a good foundation for ethical and moral values within the organization (Cohen & Morse, 2014). An ethical organizational culture gives the organization a strong footing. There are several elements that the organization should encourage as well as implement in order to make its organizational culture ethical. They include respect, honor, integrity, loyalty, trust, and passion. It is necessary the employees adopt these values as their personal values (Regan, 2008). 

Respect 

It is important for the organization to ensure that its employees treat each other with respect as well as respect themselves. This may involve training, coaching, and direction on how they handle their task as well as interact with each other without micromanagement by the administration. The organization should avoid engagement with disrespectful parties and correct any disrespectful events on its premises. This way the organization will ensure the prevalence of respect both in the internal and external environments of the organization. The employees will respect colleagues, customers and vendors and similarly clients will respect each other and the officers of the organization. The mutual respect should be sustained since if lost, it can take a while to rebuild. 

Honor 

People with good disposition are a critical part of good ethics. Good people can be helpful ambassadors for executing things in the right way. The organization should encourage good conduct and special performance by rewarding individuals who perform exemplary and thus encourage them to continue exemplifying the kind of spirit the organization values and wants to identify with. 

Encourage Integrity 

It is also necessary to ensure integrity is embraced by the organization and all that are associated with it, ranging from internal staff to external associates. With the issues of integrity, the organization has no option but to behave like a preachy guardian. The standing should be thou shall not steal; thou shall not lie or cheat and so on. The organization should make such principles its internal policy and stick by them. Employees who make mistakes should own their mistakes and make necessary changes to clean up and avoid the same in future. It is necessary that staff treat each other the way they themselves would prefer being treated. Also, it is important to avoid hiring employees who lack integrity and drop the already employed individuals that demonstrate a shortage if integrity. Anyone one who overlooks company principles for their own gains should be dropped before they create and spread a distrust virus through the organization (Shahid & Azhar, 2013). 

Encourage Trust 

Trust is a critical quality the organizations must nature in their employees. Luck of trust results in numerous unethical issues such as dishonesty, poor communication and conflicts that in turn can encourage high employee turnover. Untrustworthy employees keep their colleagues in doubt while the trustworthy employees keep each other secured. Trustworthy employees also make the organization gain trust for external parties such as suppliers and clients. It is thus important that the management insists on trustworthiness as one of the core values of the organizational culture (Shahid & Azhar, 2013). 

Loyalty 

Another quality that encourages morality within an organization is loyalty and thus the organization must strive to ensure its employees are loyal. Loyalty creates the foundation on which trust and respect develops. When employees are loyal to each other and to the organization, they are less likely to engage in activities that will negatively affect their colleagues or their employer. It is thus important that the organization encourages loyalty as well as develops measures to ensure this quality develop within its staff. 

Passion 

Effective organizations are made up of individuals who have a passion for their activities. Such individual work because they derive some meaning from the work not just their monthly paycheck. Passionate individuals are driven, excited and expect their efforts and output to make a difference. Without passion, the stuff will only put minimal effort into their work and result in complacency as well as moral lapses that affect the organization negatively. In this regard, the organization should invest in ways of keeping the employees' passion high and keep them engaged in their organization's affairs. 

Establishing effective and reliable recruitment processes 

Another effective way to handle problems is to avoid the causes of the problems. When one eliminates the root causes of problems the problems tend to dissipate or dissolve away. The primary source of moral challenges in organizations is employees who lack moral character. Such kind of employees may do as they please, engage in activities that hurt the public image of the organization or harm their colleagues the wrong way. The best way of dealing with such employees is eliminating them from the organization possibly by firing them (Downe, Cowell, & Morgan, 2016). 

However, at such a time, the immoral employees may have already negatively impacted the organization it may take time to recover. Thus, the best approach to dealing with this kind of employee may be not hiring them in the first place. This is effectively achievable through a rigorous recruitment process that can weed out employees who have a low moral compose recruit only the best to join the organization (Valentine, Hollingworth, & Eidsness, 2014). 

For instance, rather than focusing on influence and affluence when recruiting board members it is wise to also take into account their wisdom and their integrity. In some instances, their influence and affluence can turn out to be a liability to the organization rather than an asset (Downe, Cowell, & Morgan, 2016). Therefore, recruiting board members judiciously can save the organization the challenges of having week board leadership. 

This same approach to recruitment should also be exercised when recruiting senior leaders within the organization such as the CEO, CFO and line managers and others. The approach should be further employed when hiring junior employees, including cleaners, recruiting the best people results in the best outcomes for the organization and its organizational culture. 

Various ways of selecting best recruits may come in handy during the hiring process. For instance, personality testing becomes critical in identifying employees who are fit for the organization. Although different personality typing tests employee different approaches and categorize people differently, they provide an important insight into the human psyche. Through these tests it is possible for the employers to identify certain hidden characteristics of the applicants that may not be easily discernible. For instance, it is possible to identify how individuals are like to react to a certain situation or behave in certain environments, treat their colleagues, function in teams, react to customer concerns, or respond to the management. The tests can reveal whether an individual is a high-risk taker with little regards for consequences and thus likely to engage in disparaging activities without giving a thought. High-risk applicants can be avoided. 

Recruiting the right people for the organization helps to ensure they that an organization’s needs are met to buy having candidates with core skill that fit the positions in the organization. It also ensures that the employee can get satisfaction from their jobs by recruiting candidates whose interests are in line with those of the organization. 

Educating the members of staff about what is at risk 

It is important to note that many people do not comprehend the risks they face if they do not execute their duties in ethical and accountable ways (Schweigert, 2016). Ethical lapses occur easily and employees may unknowingly commit them, especially when the organization seems to have a cooperate culture that somehow condones unethical dispositions. The employees and their organizations do this because they do not appreciate what they risk when they lower their moral bar. However, there are numerous examples of what low moral standards within an organization can do. Many organizations across the world have fallen from prominence to oblivion due to unethical practices by their staff or leadership. The organizations range from for-profit firms to non-profit organizations. Providing employees lessons on the risk of unethical conduct and giving them these examples of organizations that have suffered due to the low moral bar can be an effective disincentive for moral lapses. The education also helps in building their moral characters (Sarros & Cooper, 2006). 

Stop using legal provisions as the standard for ethical practices 

There is an enormous difference between what is ethical and what is legal. It is necessary for the organization's leaders to understand these differences and thus avoid making confusions based on the two (Ezigbo, 2012). When handling moral or ethical issues, for instance, when solving a conflict between two employees regarding inappropriate remarks, it is important to avoid involving the legal department. The legal department is only equipped to handle legal issues but lacks the capacity to deal with moral issues. Moral issues a best handled by the individuals involved or by the leadership. For instance, when faced with a moral dilemma the parties involved may consider what the some of the greatest sages on morality would do. For instance, one may ask themselves; what would Jesus do? What would Gandhi do? What would Plato do? Then, based on the principle taught by their preferred moralist, they can proceed to solve the dilemma (Downe, Cowell, & Morgan, 2016). On the other hand, when faced with a legal dilemma, one may simply ask; what does the law prescribe? And proceed to find a legal solution to the dilemma. 

Personal profile and implementing the problem-solving framework 

In implementing the above strategies, my personal attributes can be very helpful in enabling me to go through with the different task needed to accomplish the entire objective. My core value is achievement and in order to realize any achievement, the environment within which one operates must provide conditions necessary for the achievement (Hannah, n.d.). Thus emphasizing morality in the work environment creates the discipline necessary to ensure that every member of staff focuses on their duties. Furthermore, disciplined and ethically upright employees motivate each other to give their best since their work environment becomes an environment of highly motivated individuals with the desire to make a mark through their individual contribution. 

The implementation of the recommended strategies relies heavily on decision making and problem-solving insights (Hannah, n.d.). Morality problems arise frequently in the organization and thus decision-making skills become relevant when choosing which recommendation to implement and the problem targeted by the recommendation. For instance, it is easier to drop dishonorable employees than forcing them to change their attitudes. Dropping them dissolves the problem posed by the affected employees, thus eliminating it permanently. On the other hand, changing organizational culture ensure that loopholes that can result in moral lapses are sealed. 

Communication and leadership can also help in implementing these recommendations by finding a way to make all the staff members buy in (Hannah, n.d.). Organizational change is a constant activity that happens within the organization from time to time. However, it is difficult to get the employee to adopt new changes without proper leadership and communication. The leadership and communication help them understand the need for the change and thus persuade them to accept or embrace the change. Although I do not enjoy taking part in organizational politics, I understand how such politics can be influential in the adoption of changes in the workplace (Hannah, n.d.). However, with strong leadership and proper communication, it is possible to whether the influence of negative organizational politics. 

Application of the scripture 

Based on what I have learned from the scriptures, the Lord can use me in various ways in the implementation of these recommendations. God is the greatest advocate of morality and by ensuring that my organization operates under morally acceptable principles I will be doing God work by providing other people with an example of how conducting business in a moral way can be productive. The fruitfulness of my moral approach will bring more faithful to the Lord to learn from his ways. According to the scriptures, the Lord wrote his law in our hearts (Romans 2:5). The lord laws that we carry in our hearts is conscience that helps us differentiate between right and wrong. The scriptures on the other hand provide God's law in a written form which becomes a source of our morality (Timothy 3:16). However, if everyone decides to do what that they feel is right in their own eyes (Judges 17:6) they fall out of God's grace and may unnecessarily start competing against each other and doing evil. By solving moral challenges, the Lord will use me to restore his children on the right path of loving each other (Romans 13:8-10) and serving one another (Matthew 7:12). 

Conclusion 

Organizations and individuals frequently face moral challenges in the workplace. The moral character of the individuals greatly influences how the address these challenges. Regardless moral challenge ought to be solved quickly and the individuals or leaders within the organization facing such dilemmas must solve, resolve or dissolve them as quickly as possible to allow productive activities to continue. The recommendations contained herein provide approaches the organizations can use to deal with the challenges. They include developing a new organizational culture with moral values, firing employees that lack moral values, improving hiring process to screen and recruit highly moral recruits, and educating employee of the importance of ethics in the organization. 

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References 

Cohen, T. R., & Morse, L. (2014). Moral character: What it is and what it does. Research in Organizational Behavior, 34 (2014), 43-61 

Downe, J., Cowell, R., & Morgan, K. (2016). What Determines Ethical Behavior in Public Organizations: Is It Rules or Leadership? Public Administration Review, 76 (6). https://doi.org/10.1111/puar.12562 

Ezigbo, C.A. (2012). Assessing Enforcement of Ethical Principles in the Work Place. International Journal of Business and Social Science, 3 (22), 231-241. 

Hannah, A. (n.d.). Project 2 Assessment . Liberty University 

Regan, M. C. (2008). Moral Intuitions and Organizational Culture. Georgetown Business, Economics and Regulatory Law Research Paper No. 1130858. Retrieved from https://scholarship.law.georgetown.edu/cgi/viewcontent.cgi?article=1456&context=facpub 

Sarros, C. J., & Cooper, B. K. (2006).Building character: A leadership essential. Journal of Business and Psychology, 21 (1), 1-22. 

Schweigert, F. J. (2016). Business Ethics Education and the Pragmatic Pursuit of the Good . Springer Science and Business Media 

Shahid, A., & Azhar, S. M. (2013). Integrity & Trust: The Defining Principles of Great Workplaces . Journal of Management Research , 5(4), 64-75. doi:10.5296/jmr.v5i4.3739 

Valentine, S., Hollingworth, D., & Eidsness, B. (2014). Ethics-related selection and reduced ethical conflict as drivers of positive work attitudes: Delivering on employees’ expectations for an ethical workplace. Personnel Review, 43 (5) 692-716. (Abstract). https://doi.org/10.1108/PR-12-2012-0207