Williams Institute Ethics Awareness Inventory Research Paper

Introduction

Every reputed organization follows a general customary set of ethical laws of demeanor that takes into its purview the efficacy of its workforce for creating values and taking ethical decisions on behalf of the company. There are several ways which can be unequivocal or understood by which the organization corresponds its values, up to standard decisive factors for administrative decisions, and its basic statutes for performances. A growing number of organizations are gradually recognizing the significance and advantages of openly corresponding their values and principles in a pre-decided ethical code of conducts. Such a convention, which facilitates fabricating a value-driven association, is primarily concerned with an organization’s fundamental values, dedication to its stakeholders, customs for doing business, and its liaison with open society (Yukl, 2010). In order to sustain healthy organizational behavior, any particular organization must regulate individual behavior and individuals within that particular organization must exhibit moral standpoint. This honest or ethical standpoint is identified as ethics. The Ethics Awareness Inventory is a sequence of extensive categorizations in lieu of four major groupings of principled beliefs. These metaphors are used to investigate several distinctiveness of a character’s standpoint on ethics. The four types expressed are: Character, Obligation, Results and Equity. According to The Williams Institute, producer of the Ethics Awareness Inventory, an individual with an ethical perspective of obligation, tends to base their attitude of ethics on an individual‘s duty and obligation to do what is morally right (Carter, 2011).

This assignment mainly discusses the values and the decision making indicators identified for an individual from Williams Institute Ethics Awareness Inventory results. In this assignment the values identified in ethical decision making process while working in ABC organization have been evaluated. A suitable example has been given where an ethical decision was taken on behalf of the organization and this has been evaluated on the basis of Williams Institute Ethics Awareness Inventory Codes. This assignment is practically important for the readers to understand the values of organization while making ethical decisions on behalf of the company.

Organizational Values and Decision Making Indicators (Williams Institute Ethics Awareness Inventory Results

Ethics and organizational values are the two most significant characters of an individual. They define the character of an organization and also help in decision making process. While making a decision on behalf of the company personal values and beliefs of an individual always play a significant role. These indispensable standards delineate our individual character. There are numerous features which ascertain our moral values. The factors include our creed, ethnicity, and incalculable supplementary aspects that influence our principles and values. Often the values and morals ram with one another. When such situations it shows that the thinking process of each individual varies from one another (Nickels & McHugh, 2005). The Williams Institute Ethics Awareness Inventory program exhibits an A³ move towards principled resolution process. The three principle factors of A³ are:

1. Awareness
2. Articulation and
3. Application (The Williams Institute, 2011)

Upon vigilant scrutinization of the Williams Institute Ethics Awareness Inventory self-assessment on ABC organization, I investigated the depiction and the principled judgment making course of action. It supplies the assessment that an individual should place on an organization, such as the exemplified organization. Within the perimeter of any business, an employee should be fair-haired and pragmatic with the problem that floats up. This signifies that an employee should consider the surroundings and the circumstances of interaction that comprise each problem. One must make decisions which are ethical and right for the overall society and the present condition. After evaluating my results from the Williams Institute Ethics Awareness Inventory Self-Assessment, my principled contour of CORE(Character, Obligation, Results, Equity) belief was most intimately associated with (R=Results) upshots and least close aligned with obligation (O) effects. The result shows that I consider on the whole betterment for the social order (The Williams Institute, 2011).

Example of Ethical Decision Making in ABC Organization

In the example, given here, I had to make an ethical decision for one of my junior staff which will eventually help my organization and the competence. In this practice I used the A³ approach. This junior was deceitful and was not dedicated, always making excuses while taking responsibilities. Before the appraisal, I started evaluating his work and after careful observations (awareness) and documentation for a month I found out that he was actually not doing everything that has been allocated to him and is eventually creating problem for others who depended on his contributions in the team. He only showed superficial reports and reported that other things have been completed. Some constructive principled judgment had to be made in her appraisal for the advantage of the company and my section. I monitored him often and asked several things related to his job but he couldn’t provide a satisfactory answer (articulation). In the end, I had reported everything about him in his appraisal and gave him a chance to improvise (application). The decision given by me for the promotion of the employee in his appraisal was ethical and honest since company can give another chance to this employee to improvise. This was the consequence of application approach. This example fully supports the results of my Williams Institute Ethics Awareness Inventory assessment where I considered the whole betterment of the social order. Here my honest comments and appraisal will help the company to know the shortcomings of the employee and also will help the employee to recognize his faults and improvise likewise to be more productive. In this way the organization will get a more productive employee and the employee himself will be more aware of his organizational responsibilities.

Conclusion

Our principles and values are influenced by the culture in which we have been raised and our generations which is given by our ancestors. The difference between right and wrong is taught to us in our childhood which later in our career is exhibited by us in our work culture. The ethics and honesty values that influenced my decision making process about the colleague on behalf of ABC organization exactly portray my character and my dedication towards the organization in which I was working. The notion of ethically right or wrong for a society or organization is very much constructed from our own perspective of morals and values. These inspirations provoke alterations, personage disagreement and succession of the human race. The values revealed form an imperative constituent in our daily activities. My decision was quite fair-headed and I used an honest application approach for the assessment. I have no regrets for the comments given for the employee in his appraisal because I know the decision was made in a sound state of mind without any pressure from above. Every human being has their own composite of convictions pertaining to good or bad and that which is important. They behave or communicate in accordance with those ethical beliefs which help them in construction of judgmental decisions. Thus by way of my ethical decision making process in the example, I have rationalized my position in helping the organization and sustaining a healthy work environment.

References

Carter, P. (2011). Too Much Blue: Memoirs of A Mississippi Delta Village. Bloomington, United States of America: Author House.

Nickels, W.G., McHugh, J. M., & McHugh, S.M. (2005). Understanding Business. Irwin: Mc-Graw Hill.

The Williams Institute: Ethics Awareness Inventory. (2011). Web.

Yukl, G. (2010). Leadership in Organizations. New Delhi, India: Dorling Kindersley (India) Pvt. Ltd.