Ethics Ethics




Introductionof the overall paper

Businessethics describes the applied moral code that relates to the featuresof commercial activity. Ethicalpractices lead to a more corporate culture where employees andmanagers respect their relevant laws. Ethics can enhance people’scapacity to engage in moral reasoning and creating responsibleconducts. Building standards and correcting unethical behaviors inbusiness do not happen overnight, and it guarantees business successand overall development. It takes a joint effort and a few usage andassessment forms, and, in addition, making changes to pre-createdpractices and qualities. Ensuring and maintaining ethics in anybusiness, an alliance between different managerial levels and thesubordinates’ fraternity should exist regardless. Hence, hiring ofpeople with upright moral behaviors and societal mores becomes anessential pillar of the business success (Amann, 2013).

ThreeMost Interesting Topics from Chapter 1(Headingfor 2nd section)

Inthis chapter, 1, the importance, and interesting information aboutethics and how they relate to business was well elaborated and laidout precisely in the three sub-headings. First and foremost, ethicsand compliance programs are the foundations to the sufficient runningof an organization.

  • Competitive Advantage of Creating and Maintaining and Ethical Organization

Inthis regard, for a successful business, an ethical organization isthe stepping stone. Primarily, it follows the cooperation betweenvarious organizational levels and the implementation of the “normsand values.” However, this creation process does not happenovernight. It involves quite a number of applications and evaluationprocesses, as well as the perpetual reinforcement to change typicallyestablished values, standards, and behaviors. That is, refining the“otherwise” existing values. After implementation, themaintenance process becomes ongoing and gradual. Increating and maintaining ethics, it is fundamental that businessesselect values that relate to both the business’s objectives, aswell as the employees’ goals.&nbspSimilarities between the goalsof the company and its employees boost the probability that theethics will be received well and adhered to.

Thecompetitive advantage of this concept is achieved as soon as thevalues are implemented and maintained throughout. When there is asuccessful application of the ethical values, the business willbenefit hugely and gain a regional reputation. Such advantagesinclude:

  • Improved productivity

  • Sales and profit gain.

  • Absenteeism reduction.

  • Better customer services.

  • Boosting employee morale.

  • Customer retention.

Stakeholdersplay a significant role in the way they conduct their businesses(Amman, 2013).

  • Common Types of Unethical Behaviors in Business

Accordingto Lawrence Kohlberg theory, moral reasoning that is the basis ofethical behavior contains six development constructive stages. Eachof the identifiable has a responsive act towards to the moraldilemmas. Human nature is compromised in that it is affected byothers. Therefore, it is this social dynamics in humans that bringabout unethical behaviors, in the long run. Unethical conduct inbusinesses runs from basic harmless wrongdoings to more complexmisfortunes. Substantially, it would affect business operations.Whether it is:

  • Publicly picking your nose.

  • Questioning a financial report in a rude way that might offend others.

  • Lying to avoid a punishment.

  • Theft of business property.

  • Weak stakeholders-vendor relationship.

  • Poor working conditions.

  • Breaking and bending of rules and codes of conducts.

Anorganization cannot overlook its unethical behaviors. A strict moralapproach is the foundation for any business that needs to keep up adecent and healthy competition thus client satisfaction.Consequently, a stringent ethics policy is the cornerstone for anybusiness that wants to maintain a good reputation(Wulf, 2012).

  • Reasons Why Good People Occasionally Behave Unethically

Inorder for anyone to get a vivid picture of this concept, we need todefine the term CognitiveDissonance asit affects human nature. The theory was proposed by Leon Festingerit produces a feeling of distress that develops and manipulates theattitude, behaviors, ideas values and beliefs so as to reduce thediscomfort and restore balance and emotional stability. Thus, goodpeople may often make poor decisions due to Cognitive Dissonance.This move would later affect their performance in their workingplaces and thus reduce handsome competitiveness in businessoperations. In addition, one of the prime reasons for bad behaviorsis the mistreatments they receive from unethical employers whopractice self-interest gains. A number of other reasons are as listedbelow:

  1. Underprivileged payments and payments delays.

  2. Unhealthy working conditions.

  3. Corruption

  4. Unsuccessful managerial skills hence customer and employee dissatisfaction.

  5. Very strict codes of conduct.

However,whether it is the employees or the employer changing their behavior,it is human nature to blame, psychology studies suggest so.Exploitative circumstances can emerge when a decent individual hasdeficient learning and lacking employment abilities. Moral issuesmay come about because of administration and hierarchicalconfiguration issues. For example, a weak administration frameworkthat requires a proper channel of communication, sufficientlegitimacy and administrative structure has to service the enterprisesetup (Amann, 2013).

ThreeMost Interesting Topics from Chapter 3(heading for third Section)

Inthis Chapter 3, I discuss the different dynamics involved in theselection of job applicants and test measures. It is vital to openlyidentify and understand your employees so that you can achievesuccess from your endeavors, in the long run. Hence, the discussionbelow isolates the various ethical approaches in the workforce ofmost businesses.

  • How to Screen Job Candidates for Ethics

Ethicaldynamics can affect the achievement of any association, yet it can beremarkably hard to judge a competitor`s moral models amidst theevaluation procedure. Interviews are the main criteria for jobscreening. Procuring officers must know how to discover applicantswith demeanor attributes and qualities that adjust to theorganization`s primary goal, vision, and mission. Such interviewsthat seek attention to more suitable moral guidelines and alsolooking for social standards can screen worthy professionals for avacant position.Typically, the nearby societies in which theorganization works will frequently yield fascinating and worthwhileresults.

However,in screening of the job candidates, there is a phenomenon called“Protected class.” In a fair interview, there should be noracial, religion, gender, color or nationality to be used for theselection of the applicants. Everyone should be subjected to thesimilar fair opportunity, not unless stated otherwise. In contrast,at a particular non-intentional neutral level, there might be someform of discrimination. This logic is the unavoidable perceptioncalled DisparateImpact. Furthermore,the discriminated individuals may be helped by an AffirmativeAction thatseeks to give them ample and reserved job positions the idea is alsocalled the PositiveDiscrimination method(Wulf, 2012).

  • Using Personality Test Scales That Measure Ethics in Hiring

Inmeasuring the personality of a job seeker, questionnaires, andstandardized devices apply the principle of individual character andpsychological behavior testing. Primarily, it looks for validity andrelevance in the job. An assumption is that there is a connectionbetween personality and emotional intelligence to work performance.Numerous businesses use identity tests in the determination procedureto distinguish individuals who have more learning and skillimportance to be effective in their employment lines. The work isrendered useless when individuals have identities that do not agreewith their incumbent positions (Wulf, 2012).

  • When Drug and Polygraph Testing Can be Used in Hiring

Ina realistic job preview, a manager must have a sound, work-relatedmotivation to ask a current representative kindly to submit totesting. Nevertheless, it may not be politically correct, if thetest, for instance, the use of polygraphs excessively digs intopersonal issues, it may unlawfully attack the representative`sentitlement to security. Given that recreational drug use is aserious societal concern, so does it affect the workforce as well?Yes. Drug and polygraph tests are so significant in determining if ajob seeker is fit for the application in a manner that would notdeter his performance or bring havoc to the company. It is a standardlogic that a drug abuser will contribute to any business downfallwhatsoever.


Amann,W (2013. Integrityin organizations: Building the foundations for humanistic management.Houndmills, Basingstoke, Hampshire: Palgrave MacMillan.

Wulf,K. (2012).&nbspEthicsand compliance programs in multinational organizations:Springer Science &amp Business Media.

Wulf,K. (2011).&nbspFromcodes of conduct to ethics and compliance programs: Recentdevelopments in the United States&nbsp(Vol.57). Logos Verlag Berlin GmbH.

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