Term Paper: Ethics Imagine

Pages: 7 (2820 words)  ·  Bibliography Sources: 2  ·  Level: College Senior  ·  Topic: Business - Management  ·  Buy This Paper


[. . .] The leaders at all levels are not always held accountable for their ethical conduct. They are not always held accountable because of the open ended and loose structure of the organization. There are no tighter controls on the leaders and senior management with no accountability checks on regular basis. So the system f ethics management is not fully functioning and effective as sometimes a leader of human resource department has been fired when he was unable to control the grievances of the employees and faculty members during salary week.

Today, meeting the business ethics is highly important in order to achieve positive image of the organization. Concern for people and quality of education are the areas where ethical dilemmas arose in this organization which needs to be dealt. In today's highly complex environment, organizations more often break the ethics and conduct unethical activities for personal gains. This needs to be controlled and this could only be controlled through an ethics officer who has the credibility, character and strong will to develop, implement and maintain accountability and transparency in an organization.

7. What recommendations would you make for handling frivolous calls that come in to a hotline?

Frivolous calls are one which needs to be handled with caution and extra care in order to maintain positive image of the organization. These calls on the hotline need to be handled with effective communication strategy. The receiver needs to know this strategy in advance. For this purpose, it is recommended that effective communication strategy that should be developed where 7 Cs of communication should be remembered. These are completeness, conciseness, consideration, clarity, concreteness, courtesy, and correctness. The employees calling with frivolous complaints should not be penalized as it would add to their grievance or fury. But the human resource should resolve their issues with two-way communication rather than using negative control methods.

8. Does the organization evaluate its ethics initiatives? How? If not, why not?

No, the organization does not evaluate its ethics initiative. Evaluation and monitoring are the crucial final steps of any process. In this organization, evaluation of ethics initiatives is not done because they are caught up in the petty issues and cumbersome dilemmas related to ethics which are not resolved on a timely basis. Also, proper planning of ethics management is not done with any long-term vision and hence the current problems are resolved with no effective long-term strategy. In this organization, there are no specific employee focus groups that involve ethics learning and training. There are no articles related to ethics published in the educational newsletter except basic overview of ensuring ethical management and behavior. The senior management does not have a dedicated target to ensure highly ethical behavior and policies in the organization. It is fully implemented in the organization, thus can cause ethical issues to arise frequently.

9. How would you raise an ethical concern in this organization? List all of the resources available. Which ones would you/they likely use? Why or why not?

If there is an ethical concern in my organization, then there are several resources available through which I could raise this issue. Although, it would be time taking and response would be late but there are ways through which I can give my feedback and inform the concerned people in my organization. The reaction and the response of the departments and the people concerned would be different in each case. Firstly, my manager would be of high concern as I am reporting under him. The legal department would give a reaction through legal laws if it is under the business ethics and laws, then I would have a strong backup otherwise it would be a closed case.

The audit department would not be concerned about my ethical issue as it is only involved in matters related to financial accounts of the organization. The human resources department has a serious concern as it has to reduce ethical dilemmas as well as employee turnover rate. The human resources department would take notice of the issue immediately and try to contact the concerned parties to resolve the issue. The ethics officer would be the key officer in this whole issue as he has the direct role to ensure ethical management. The senior management where the head of the department and CEO operate, their reaction would not be immediate as the departments would know about the issue after sometime since it is a long chain of command where the middle management has the responsibility to resolve it immediately. If I had to go outside my chain of command, then I would contact the senior management that is the head of all the departments so that he could ensure efficient conflict resolution. This would only become the option if my manager, human resources department, legal department and ethics officer do not give proper response on time.

10. Imagine that you're the CEO of a small manufacturing company. An employee has dumped toxic waste in a nearby stream. What would you do? Who would you call into your office and what would you want to know? Develop a short-term and long-term action plan for dealing with the crisis. Who would you communicate with and why?

As the CEO of the small manufacturing company, first of all I would identify all the stakeholders involved. These would be the employees, the owners, the customers, the residents of the area and the media. I would call the human resources department and take details about what has really happened and the statement of the employee involved in the issue. In this case, resolving the issues of the stakeholders mainly the residents, the customers and the media needs to be handled effectively and efficiently. The image of the company needs to be restored through showing concern in the media, for example newspaper. The company would need to show that it is highly ethical and has concern for its stakeholders' interests. The long-term plan would be to ensure employees' ethical behavior incorporating ethics training on a regular basis. As this is a disaster which is hazardous for the environment, it is important to address the issue with proper disaster prevention, mitigation and relief measures. The stakeholders are the asset of the company and hence keeping them satisfied means building positive relationships with them and maintaining positive image of the company. The long-term plan would be to help in achieving this by conducting regular accountability checks and ethics training and guidance for all employees.

11. Evaluate the ethics program at your/their organization from the perspective of. Has the ethics program been designed to affect the organization overall culture? If so, how? If not, what could be done to make the program a better fit?

The ethics program in my organization is based upon honesty, truthfulness, proper code of conduct and positive behavior. The ethics program is designed to ensure that ethical values are followed with no misconduct and improper behaviors in the organization. The organizational culture which is the internal culture is built around these core values so that employees can exhibit positive ethical conduct. But due to loose coordination and inefficient management, the organizational culture faces crucial challenges related to ethics. It is not properly designed to incorporate these values as it does not emphasize upon regular and continuous monitoring of the ethics management in the organizational culture. It requires effective planning where the objectives set for ethics are rightly achieved and monitored continuously. All employees should be given empowerment to ensure ethical responsibility and accountability of their action and this should be the priority. Here, efficient and effective human resources management needs to take place with strategic planning as the core business strategy.


Luthans, F. (2003). Organizational Behavior."Ethics," 2nd Ed, .pp.441-494.

Trevino, L.K. & Nelson, K.A. (2007). Managing Business Ethics -- Straight talk about how to Do it Right -- Fourth Edition John Wiley & Sons, Inc. Copyright 2007 ISBS… [END OF PREVIEW]

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