Ethics in the Workplace

Bee and Buckley (2001) stir that over the aside few decades, in mergedd codes of morals kick in proliferated. These codes affirm proved utilizationable In inform employees virtually legal requirements of the firm, addressing specific concerns and serving as guidelines for accepted charge in spite of appearance the organization. However, unhonorable roleplays continue to occur, as Is manifest by the new-made rec all(prenominal) of Firestone tires and the 103 deaths that forced It. (p. 73) It does non matter if bodily executives be told millions of multiplication of codes of guileless comport as some til now will conduct illegal activities.These singulars atomic number 18 looking to make themselves rep allowe while otherwise ethical individuals ar looking out for the unafraid of the organization and its stockholders. This report card will discuss the occasion statement, problem statement, topic background, necessity of contemplate, sizeableness of topi c to the theater of operations of bringing up as s hearty up as the effectiveness significance of the study to scholarly lit with regard to my research study entitled Employees Perspectives of morality in the Workplace.Purpose account The purpose of this study Is to get word whether employees demonstrate ethical port In the soundplace Problem Statement Research is needed to explore the experiences of employees with regard to ethics or the escape thereof in the workplace today. The purpose of this study is to explore the experiences of employees in the workplace and to examine the differences and similarities of their experiences with regard to ethics in the workplace. The methodology and bearing of this study were derived by using the structure to establish goodness advocated by Armenia and Haltered (2002). affair Background Pains (1994) statement that the ethical newspaper publisher of the individual defines the ethical composition of the organization Is described In his article entitled Managing for Organizational Integrity. Therefore, who you are will Influence the do of the organization due to the following reasons. First, Individuals person-to-person values become part of the organization. Second, the supervisors make for over the employees actions. Third, old direction influence over lower counsel and employees. Fourth, internal drive of the individual to succeed.Fifth, accomplishment pressures within the organization. Sixth, lack of punishment within the organization. S correctth, friends and/or coworker influence over other employees. Furtherto a niftyer extent, the organizations tillage influences the values of the organization as the culture of an organization defines the ethical air of this particular organization by be what is right and wrong. In order to reconcile Inconsistencies between your accept values and the values of the organization, an Individual must choose whether to advance his/her give birth interests, the organizations, or the Interests of others.For example, bribes or personal payments, gifts, or special favors In listed to Influence close making. Individuals should report other employees for such acts as lying to supervisors, entertainment pass in violation of family policy. These acts are violations against the organizations Code of Ethics which is a formal statement of what an organization expects in the way of ethical demeanour (what conducts are acceptable or unacceptable) and reflects ri saveed vigilances organisational values, rules, and policies.However, many individuals do non report fellow co-workers for fear of non being considered a team player, do non signify corrective action would be taken, fear of retribution (from management) as intimately as not rely the organizational to keep the report confidential. Based on the literature, Beams, et al. (2003) experiment rear that guilt had the greatest effect on intent to dish out establish on at bottomr informa tion. Expected gain, cynicism, and perceptions of the fairness of laws were also significantly associated with the intent to trade based on insider information (p. 320).The study also found that individuals do not necessarily engage in insider barter to gain gold but to avoid a possible loss. Furthermore, the study found that insider trading was not necessarily acceptable by society as well as likely to be caught and punished for the crime. Bee and Buckley (2001) state that over the past few decades, corporate codes of ethics hold back proliferated. These codes have proved useful in informing employees about legal requirements of the firm, addressing specific concerns and serving as guidelines for accepted practice within the organization.However, unethical acts continue to occur, as is evidenced by the recent recall of Firestone tires and the 103 deaths that forced it. (p. 73) It does not matter if corporate executives are told millions of cadences of codes of ethical conduct a s some still will conduct illegal activities. These individuals are looking to make themselves rich while other ethical individuals are looking out for the good of the organization and its stockholders. Dungaree and Jeeps studied cardinal individuals who engaged in barbarous and unethical activities in the corporate stock world.Dungaree and Speedups findings as related to these six individuals definitely support the Beams, et. Al. Experiment as these individuals knew that their activities were illegal as well as unethical. Furthermore, these activities were definitely not viewed favorably by society. Dungaree and Jeeps (2001) state that all six certainly knew that they were reeking the law and most went to extra-ordinary lengths to teetotum up what they were doing (p. 51).These individuals were also in naughty level positions, which caused individuals who knew about the barbarous activities to look the other way. These individuals engaged in these activities because they were greedy and definitely not working toward organizational goals. Fell (2001) states that evidence shows that firms with ethics programs have a lower percentage of inside directors on their compensation committals than do firms without ethics programs.Firms in which boards are actively involved in the programs have more independent roads (higher percentage of independent directors and lower percentage of inside directors and are more likely to compensate outside directors with equity than are firms in which boards are not actively involved in the programs. interpreted together, the evidence indicates that a board actively involved in an ethics program, and not the simple existence of an ethics program is related to the incidence of potential conflicts employees must adhere to.Maybe these ethical standards will make individuals think before they conduct illegal and unethical activities which harm stockholders and the organization. McCall (2002) states that there should be an alternativ e model for adjudicating between stakeholders conflicting claims of rights and it applies that method to determine what responsibilities corporate management might have to employees and how management might be held responsible for discharging those responsibilities (p. 133). Management certainly has responsibilities to the organization, the stockholders and the employees.They are supposed to conduct business in the high hat interest of all. Whetstone (2003) states that (1) virtue ethics and virtue language is fluently used by practicing managers, (2) virtue engage is important to understanding managerial excellence, and (3) whereas the set of virtues defining the excellent manager can be pass judgment to be dependent on the societal, industry, and organizational context, such a set of manager virtues can be identified and prioritize within a particular organizational milieu.The implication is that, once an organizations management better understands the message of the excellent manager in terms of the virtue language already used by its let employees, it is better equipped to implement a practical ethic of virtues, one helpful toward recognizing and developing excellent managers. Ethics researchers are challenged to increase their understanding of extant virtue language as the basis for a renewed development of virtue ethics guess and applications (p. 343). All organizations should train and retain managers as well as requiring all employees to at extend ethical seminars and conferences on a yearly basis.This will construe that these individuals understand the code of ethics and their responsibilities to adhere to this code of ethics. Study of Topic Importance to the Field of Education The topic of ethics is important to the field of education as well as all other field as well as the business world. Bchamel and Bowie (2004) identify leash primary arguments on the practice of preferential treatment (a) It is in force(p), (b) it is unjust, and (c) it i s not estimable but it is still permissible. The argument that is the most consistent with typical American business practices is (c) it is not Just but it is still permissible.In other words, executives and employees in the business world today take the position that unethical look on their part is Just the way business is conducted today. Bchamel (2004) argues that raze some forms of reverse discrimination can be Justified as a means to the end of a nondiscriminatory society (p. 27). This type of behavior is illegal and known by the executives and employees to be wrong but individuals tend to lend a blind eye when this type of behavior is discover in the corporate world. For example, At the heart of the Enron scandal is a disaster of corporate governance.Senior executives who permitted or encouraged misleading accounting treatment. An audit committee that signed off on misleading accounts. Individuals enriched by transactions with the company that employed them. A board that was ineffective in supervising senior managers actions. Weight littleness complaints that was ignored r whitewashed. (http//www. Uncharacteristically. Com/cars/try. CGI? Articled=1679) the Board of Directors which led to its failure and bankruptcy. I bank that these individuals were only out to make themselves rich and did not sympathize with in the least about the stockholders.If the weightlessness were not disregarded, maybe Enron could have been saved before it turned into one of the full-grownst corporate scandals in the chronicle of the United States. The major theory that underlies workplace ethics is the stakeholder theory. According to this theory, management has an obligation to the stakeholders to make profit for the stakeholders as well as conducting business ethically. Furthermore, management must settlement to the stakeholders for any wrongdoing and unethical behavior. For example, Enron executives had to answer to the stockholders as they lost their investments wh en the company declared bankruptcy.It is difficult for corporations to be ethical because some managers and executives are looking to profit themselves instead of what is in the best interest of the stakeholders. The trends with regard to ethical issues in the workplace are those of employees and management who are acting unethically. For example, stealing supplies, reaching the internet during work hours, difference early and arriving late as well as management profiting for their own best interest. As time progresses, this type of behavior will vex worse as individuals in the workplace will have less morals than they do today.Potential Significance of Study to Scholarly Literature growing theory from the data without preconceived ideas is an appropriate technique for this study on ethics in the workplace. Since studies examining the affect of ethical experiences are not attested in current literature, the data collected will be use to generate an original theory. The data obtai ned in this study Anton verify preexistent theory because this is not a relevant preexisting theory on this topic to be verified. This fact further substantiates a grounded theory methodology is an appropriate methodology for this study.Necessity of Study I regard that this is an important conquer as ethics is lacking in individuals, groups, workplaces and the world today. I cogitate that most leaders, managers and employees act unethically in the workplace. Bchamel and Bowie (2004) identify tierce primary arguments on the practice of preferential treatment (a) It is Just, (b) it is unjust, and (c) it is not Just but it is still permissible. The argument that is the most consistent with typical American business practices is (c) it is not Just but it is still permissible.In other words, executives and employees in the business world today take the position that unethical behavior on their part is Just the way business is conducted today. Bchamel (2004) argues that even some for ms of reverse discrimination can be Justified as a means to the end of a nondiscriminatory society (p. 327). This type of behavior is illegal and known by the executives and employees to be wrong but individuals tend to lend a blind eye when this type of behavior is sight in the corporate world.I am currently employed at The Travelers Companies as a Senior Paralegal in its Special Liability conclave where I handle large commercial claims. I make my own endings on the files that I handle including setting the reserves on a claim and supervising outside counsel until the for fifteen years. Travelers is a large company with offices all over the world so there is high growth potential as well as advancement opportunities within the Company. My department at work consists of seven claim attorneys, two secretaries and myself (the senior paralegal).My secretary, in particular, comes to work late everyday, calls in sick frequently, surfs the internet all day long, gets her hair done duri ng work hours every four weeks, attends a weekly doctors appointment during work hours and socializes with coworkers for long amounts of time. Furthermore, we enter our own time into our human resources database, and I know for a fact that this secretary does not account for all the time she takes off, etc. In other words, she is acquiring more days off then she is allowed as I kept track of when she took off last year.All of these actions are a violation of my companys honestness and ethics policies. Han Cheesy Koch, El Tree H Y fizzle (2004) states that organizational ethics is positively associated with not only financial performance but also employee attitudes. While it is obvious that organizational ethics are intended to guide and influence employee behavior (e. G. , in dealing with ethical dilemma and avoiding unethical situations), it is not obvious what relationship exists between organizational ethics and employee attitudes. (p. 77) Furthermore, I know that my secretary could care less about her job or the company as she has told me so on some(prenominal) occasions. She does not really ant to work but has to because her husband does not make much money. She would much rather sit at seat and watch television. In fact, that is all she does when she is not at work. I would think that she does not have a high level of Job rejoicing and is not motivated toward company goals. I Just do not understand her lack of motivation as my company is a great place to work and we get very competitive raises each year.I believe that the situation that I have described is both an ethical decision and a moral decision. First, my secretary is not behaving to the standard which I was taught to act and behave. I have a conscious and was raise to be an honest person. My father always said that taking even a pen from work was stealing. Second, my secretary actions are morally incorrect as they go against every value that I was ever taught. When we go to work, we shoul d be deep and work toward the goals of the organization. We should adhere to the standards of the organization as well as our own standards.My secretary is clearly not adhering to any standards whatsoever. She is taking up outer space and collecting a paycheck she does not deserve. Furthermore, my secretary actions since I have been with this department (for he past five years) are causing me a high level of dissonance because I believe that a persons work ethic should be of the highest degree. I wish every day that I was her supervisor so I could terminate her employment. I Just cannot believe that our supervisor does not see what she does everyday and those human resources do not scrutinize the time entries more closely.I have thought about give tongue to something to my supervisor but what this secretary does or does not do at work is none of my business. Furthermore, my secretarys actions makes me want to come in late, surf he internet instead of working, take long lunches ev eryday and cheat on my time also. If she can do it, so can l. However, I cannot be unethical as I was raised to be honest. Also, I have a high regard for my organizations success. However, my hotlist which you can call reporting any violations of its ethics and honestly policies. It is an 800 number and you need not give your name.I account my secretary using this hotlist. This report is forwarded to her direct supervisor as well as human resources and an investigation is conducted. I Just could not let this activity continue as it does against every belief and value that I have. I do not feel that this type of behavior in the workplace or anywhere else for that matter should be allowed to occur. I was raised to be an honest person who worked to achieve what I desire as well as the goals of the organization. Frankly, I hope she is terminated even finished she has been with my organization for twenty-five years.I do not think she adds any plentiful resources to my organization and is Just taking up. Conclusion In conclusion, this paper discussed the purpose statement, problem statement, topic background, necessity of study, importance of topic to the field of education as ell as the potential significance of the study to scholarly literature with regard to my research study entitled Employees Perspectives of Ethics in the Workplace. I believe this topic is important because if individuals and the world around us continues in its current state, there will not be an ethics whatsoever when my children grow up.