Analyzing and Identifying Issues of Ethics and Employee Fear Uncertainty … Research Paper
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¶ … Ethics and Employee Fear Uncertainty
Factors of diversity and types of diversity likely to be encountered in the organization.
Factors of diversity
Types of diversity
Demographic diversity: such as age, gender, ethnicity, and nationality. These are known to be attributes that are readily detectable which can be characterized easily in certain individuals. Understanding how organizational behaviors are shaped by these characteristics is quite important. While a number of organizations keep talking about diversity and its benefits, many find it difficult to manage diversity issues effectively. More than 95, 000 people in 2008 filed complaints bordering on discriminations based on these guarded characteristics (Bauer & Erdogan, 2016).
Organizational diversity. Diversity equally involves the context of the organization that adds to the varied views of the dynamism of the group like occupation and employee functions, seniority in the company, and ranking based on hierarchy in the organization.
Socio-cognitive diversity, involves religious and cultural values, knowledge level, beliefs, and individual characteristics.
Ethical perspectives/approaches within the organization
When it comes to organizational ethics, one ought to be know that two separate methods exist; first, the individualistic method to this subject and second, the communal method. A distinct viewpoint of ethical responsibility as well as a distinct approach to the kind of ethical values that can be utilized to solve similar ethical issues is incorporated in each approach. Most times, only the individualistic method to ethical responsibility has been reflected in the discussions about the organizational ethics. According to such approach, each person in any organization ought to be considered morally accountable for his/her personal behavior, and every effort aimed at changing such behavior should be focused on that individual.
However, there is a different method of assessing the issue of responsibility that happens to be evident in the communal method. Within this method, individuals are not seen separately; in fact, they are observed as community members who are partly accountable for the actions of their associates. Therefore, in order to fully comprehend and transform the behavior of any individual, it is important to first understand the community they live in and make necessary changes therein. Any proper comprehension of, and efficient resolutions to, ethical issues that arise in these institutions need both approaches be taken into account by us. These two different approaches equally result in different approaches to moral behavior evaluation. Once more, most ethical issue discussion in the place of work can take a personal approach. They concentrate on advancing the person's good: the individual's rights, like the right to privacy or freedom of speech and expression, are accorded necessary importance.
The communal method, alternatively, would want us to concentrate on the good of everyone, which enjoins us to pay attention to conducts wherein policies and actions prohibit or promote the idea of social justice and/or the ways they bring benefits or harms to the whole community.
In case one utilizes the insights the two approaches avail us, our perception of these moral principles considered in moral matters are increased while increasing available options for taking care of these issues.
Making use of these two approaches to dealing with ethical issues in organizations will always lead to a better understanding of these issues (Brown, 2015).
How factors such as offshoring and outsourcing may lead to employee fears and uncertainty
Employees are always afraid of the economic threats offshoring and outsourcing will have on their lives generally. They also fear the uncertainty that comes with whether they will be affected during the next outsourcing and offshoring of different sectors of the company. It is a common belief among the employees that they will have less job satisfaction and results in a feeling of not having power in the job irrespective of their performance and job ethics as offshoring and outsourcing soothes cost savings over these two areas. Thus, the employees start lacking organizational commitment to the company, which affects organizational behavior, as the workers believe their jobs are not secured and that it is not fair that their jobs would possibly outsourced in spite of their performance on the job or how long they have been with the company.
Most employees may even contemplate quitting present jobs (and find other jobs) before jobs gets outsourced as workers in organizations that have outsourced particular sectors in the organization have a deeper fear of losing their job to outsourcing and offshoring. The impact of outsourcing and offshoring has on workers is fear of losing their jobs and a negative behavior towards the company owners which sometimes reduce the quality of their job output.
How diversity, ethics, and offshoring/outsourcing may lead to conflict individually and in teams.
In America, you will find both natives and immigrant workers with different ethnic backgrounds. They have varied views, approaches, social styles, communication styles, and propriety senses. As cultures mix in the workplace, managers and employees can easily become frustrated when communications is difficult or when these social styles do not easily mix with the culture of the company.
America has lots of religious organizations and denominations. People do not always understand the beliefs systems of each other, which causes biases and stereotypes that build hurt and legal responsibility once there is a friction in the place of work.
Companies can equally face some civil suits for sexual harassment. Smart organizations do not just have sexual harassment and gender discrimination policies, but consciously create training plans on such issues to create a respectful and comfortable workplace where every worker has a sense of belonging and enjoy same opportunities.
A principled disagreement happens when either you or your colleague takes the decision that would appear unlawful or inappropriate to any third-party. Ethical disagreements come from the minutest lies to important decisions that can have effects on the employees of the company, customers, or investors. Ethical disagreements happen before, during and after decisions have been taken. For instance, if you are asked by your boss to tear an implicating document, this can be regarded as an ethical disagreement even before you carry out the instruction.
Major global concerns for companies include job loss; power struggles; diversities in culture; the need for flexibility and willingness to adapt; and the acknowledgement of the fact that what may be feasible in a particular situation may fail to work in another situation (Argosy 2014). Bearing these challenges in mind, there are bound to be organizational challenges in terms of motivating the workers in companies where offshoring and outsourcing of jobs is more common.
This is mostly an outcome of the obvious negative relationship between employee satisfaction and outsourcing, balance in work life, turnover, and commitment. Conflict comes due to the dissatisfaction of the employee with the companies' managements for outsourcing tasks (that could have been done locally), to people in other countries. This type of conflict is mostly between the employees and organization.
The specific types of conflict that may be present.
Conflict of Interest
Understanding how your goals and personal interests fit into the structure of any organization will reduce the problems related to conflict on interests. When the personal goals of any individual do not match the company's goals, the person may be tempted to fight for his individual goals, thereby creating a conflict that could possible hinder the success of the project.
The personalities of individuals who partake in organizational structure play a vital role in the resolution of conflicts. Most times, the conflict results from interpersonal relationships where parties to such conflicts are not able to find solutions to personal problems with each other. Setting aside personal prejudices when going into the workplace is not always an easy task, but recognizing what the prejudices really are and ensure they are rightly dealt with before they develop into conflicts.
A company is a network of interconnected groups, departments, sections and work teams. The intergroup conflicts encountered are never all that personal in nature as a result of certain factors found in the structure of the organization. For instance, there is a very active and continuous conflict existing among the employees of the company. The managers may hate their large dependence on the staff for recommendations and information. This interdependence leads to intergroup conflict. These inter-unit conflicts may appear because of the continued performance outcomes and variance in criteria for different groups and units (Chand, 2015).
How an individual conflict affects a team's performance?
While conflicts can possibly give rise to solutions to certain problems, they create problems most times.
Conflicts caused by the enmity between individuals can minimize the cohesion among team members and their ability to work as a group. Such conflicts can cause distractions that would naturally require some time and efforts to be resolved, which can delay the time it takes for a simple task to be completed and put the goals of a team at risk. When people withdraw their attention and participation, communication suffers a great deal,… [END OF PREVIEW]
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