Introduction
Ethical behaviour can sometimes be tricky in its form; how a business carries itself can leave a good or bad impression on consumers and other businesses. Most businesses are today interested in profits than anything else, thus failing to check on critical aspects such as ethics and consequently their downfall.
Evidently, companies that practice ethical values are incomparable to businesses that just want to make a profit (Crystal, 2010). Implementing Business Ethics in a company’s work environment could have benefits that include improved job satisfaction, a higher degree of organizational commitment and reduction of employee turnover.
Right things are not always the easier ones. The small quandaries in a firm are particularly the major challenges. Staff should know the right ethical act and the action to accept as appropriate form promoting integrity and professionalism.
The benefit in practicing business ethics in the workplace can lead to employee satisfaction, flexible work schedules and more responsibilities. Improved job satisfaction is one benefit to boost the employees’ morale to complete tasks correctly and in a timely manner.
Making sure the employees are happy can result in a more productive environment and the employee feels appreciated as opposed to over-worked. According to Tom Silveri (2004), one solution could be a simple change to the work schedule by allowing flexibility to play a factor in the employees’ lives.
For example, giving employees the option to create their own schedules will satisfy the employees because they are able to balance time of structured work.
Flexible work hours are a great start to increase employee satisfaction but it is not the only option. There are other strategies to boost employees’ loyalty and determination while reducing the turnover rates (Silveri, 2004).
Role of ethical standards in the workplace
The main function involves protection of company’s assets. How well do the employees protect their company’s assets? The treatment employees get highly influences the behaviours. If taken care of with dignity and respect, they take pride of the firm and its ethics, thus the respect of the assets.
The opinion of the employees at the organizations is evident from their conduct at work. The employees’ pride blossoms when the environment delivers respect and the staff are valued as individuals and, treated with fairness and equity in general.
The employees need to perform with unquestionable ethics and integrity. Providing employees’ with responsibility and showing respect by praise or rewards, will improve job satisfaction since they know the management appreciate them.
Today the most damaging acts are the most obvious ethical problems and situations. The subversive acts people practice to protect their own turf at the expense of colleagues affects the working relationships, environment, productivity, trust, and, job satisfaction.
Violations concerned with ethical standards are a high cost to company’s economical performance as well as, cultural reputation. The solution to these small-scale problems involves an analysis to make ethics a core value of various departments other than just having some code of ethics as an organizational culture. Enhancing the ethics as core values involves setting up an executive tone.
This means that the leader does so by example (Silveri, 2004). He/she adheres to the highest ethical standards or behaviours as a guide. Mistrusting and lapse over judgement of the leader cause the negative consequences to the company. Displaying a message that dishonesty is acceptable is asking the subordinates to practice the act.
Secondly, it is important to have written guidelines. It outlines the ethical policies. For instance, a group can engage in a brainstorming session in translation or customization of the general code of ethics to fit relevant aspects of the department.
This code will serve as a helpful reference for the employees when they meet common ethical quandaries and thus enhancing employees’ morale. What holds together commitment in organizations? Employee involvement, motivation, and attitude are a few antidotes that contribute to the dedication of the organization.
A higher degree of organizational commitment can result in dedicated commitment of the employees’, organizational structure and the factors involved in the commitment of the organization. According to Hahn (2007), “The alteration of commitment is possible by recognizing its factors; personal characteristics, job-or role-related characteristics, structural attributes and work experiences.”
This statement is true to its saying; treat people the way you would like them to treat you. A manager will thus respect and trust that employees will do what they are committed to do.
Can organizational structure influence the commitment of the employees’? Well, understanding that the culture and structure places employees’ on jobs so that work is completed and goals achieved. The structure of the organization influences the level of commitment.
Hahn states that (2007), “formalization, functional dependence, and decentralization are all related to commitment.” These factors affect the employees and therefore managers should consider personal attitudes, work experiences, and organizational characteristics by altering as needed to improve commitment (Hahn, 2007).
Thirdly, it is important to communicate a leadership vision. The written code of ethics requires orientation and training programs through video, role-plays, games or other regular addresses in meetings, presentations and, speech. It is also important to enhance ethics of reporting the wrong acts.
There ought to be an easy and safe way of reporting violations and questionable proceedings. The employees should be in a position to deliver bad news to the management without the fear of negative career repercussions. They also need to be reassured of immediate actions or investigations.
Several tasks can reduce employee turnover. Receiving employee feedback, applying attractive compensation packages and job stability will assure long-term ethical performance by existing employees.’ Ryan Bell states (2008); “The business that neglects the feedback of its employees is doomed.”
According to research, employees who are involved in the day-to-day operations of their organization receive attractive compensation packages such as health benefits, and healthy work environments assure increase in company’s turnover and proper work ethics (Bell, 2008).
Lastly, consequences of unethical behaviours ought to apply equally at all levels. A manager who violates the policies must face similar consequences as the level-one employee with a similar offence.
References
Bell, J. R. (2008). Using Employee Surveys for Multiple Goals. Articles Base. Web.
Crystal, D. (2010). Managing Business Ethics. Web.
Hahn, Martin (2007). Factors determining Organizational Commitment. ArticlesGratuits.com-Free Articles. Web.
Silveri, Tom (2004). Improve Your Employees’ Job Satisfaction. Entrepreneur Connect Marketplace. Retrieved from https://www.entrepreneur.com/article/70060