Ethics is a crucial component of corporate culture. It is a significant factor in the process of ethical decision-making (Ferrell, Fraedrich, & Ferrell, 2014). Culture is a common approach to resolving issues that are within a set of goals, values and norms. These common values play a critical role when it comes to creating an organizational culture. The ethical culture influences the organization’s approaches when working towards its objectives (Dion, 1996). The organization’s culture determines its concern for people and performance. In light of this understanding, ethics is a critical component that drives the overall culture.
Ethical values where I work
I work for a company which foundation is within a set of ethical rules. Located in NW Alabama, the company’s operations serve the entire region of North Alabama, some parts of Mississippi and Tennessee. Since its inception in 1950, the company’s priority has been quality and not quantity. The company puts a big emphasis on the way it handles the customers and employees.
Essentially, the company exists more as a member within a community than a business enterprise. The company esteems its customers by treating them as co-partners within the business industry. Customers often say that they feel as if they are co-owners. As such, they feel that it is their responsibility to ensure that the company is able to realize its objectives. Four main aspects that influence my organization’s ethical culture include the common values, organizational norms, practices and routines and lastly, the organization’s artifacts and symbols (Ferrell, Fraedrich, & Ferrell, 2014).
These values exist within the organization’s norms that include policies, conduct and general guidelines. Application of these norms is manifested in practice and routines (Rakichevikj, Strezoska, & Najdeska, 2010).
The evidence of ethical culture
The company has managed to maintain its ethical culture through a number of activities and events. These events include seminars that focus on enhancing skills, general operations, participation in community events, and supporting employee enhancement programs.
The company has created a policy that outlines the expected ethical standards of conduct. The policy consists of a written standard of ethical conduct, training standards, steps towards handling misconduct, and ethical processes during a dismissal. These forums have been instrumental in creating a culture that respects the employee. As a result, the entire organization operates as a small community that treats every member with utmost esteem.
Personal ethical considerations and their general impact on the company The Company’s focus on ethical standards resonates with my personal opinion regarding organizational ethics. I believe in working in a team that exhibits the spirit of honesty, cooperation and integrity. From experience, working as a team generates values of honesty and trust. Working as a team fosters excellence and creativity. Employees work towards ensuring that the working environment is conducive.
In essence, it is quite fulfilling working in this organization because it resonates with my personal convictions. These attributes have enabled me to focus on my responsibilities and aspire to be more productive. Furthermore, there has been a general reduction in employee turnover. It is not common to find an employee leaving willingly.
From my observations, customers have taken it upon themselves to participate in marketing forums on behalf of the company. Due to its emphasis on quality, customers do not find it difficult to refer to potential clients. As a result, the company has managed to retain its old customers as well as increase its client base.
Conflict is a common aspect in any existing society. There are situations where the employees within the company have to deal with conflicts. Due to the level of commitment and respect within the company, there are structures that seek to identify any sources of conflict. When conflict occurs, the human resource department establishes a clear framework that brings all the parties involved to a common ground. As a result, most of the conflicts are resolved amicably.
The company’s stability comes from a committed board of directors. The leadership has put in place measures that have sustained an effective team. These practices have enabled the organization to have a team that upholds and articulates organizational values (Llopis & Gasco, 2007).
The hub of our organization’s ethical culture is the top-down integrity that exists within the environment of shared values (Carpenter, Bauer, & Erdogan, 2010). Shared values develop into organizational norms that form the foundation for ethical behavior. These behaviors have been instrumental in enhancing the organization’s culture. Conclusion
Compliance to ethical standards within an organization is critical for fostering an ethical culture (Ferrell, Fraedrich, & Ferrell, 2014). In essence, companies that are able to outline clear ethical values provide a platform for collective progress. Maintaining strong commitment requires deliberate efforts by the management team. The management has the capacity to create an enabling environment that seeks to reach out to every stakeholder (Ferrell, Fraedrich, & Ferrell, 2014).
Involving the different levels of management within an organization enables a company to foster values that include trust, transparency, and respect (Rakichevikj, Strezoska, & Najdeska, 2010). When adequately inculcated, these values provide the appropriate grounds for company’s growth and expansion. I believe that these attributes have created an enabling environment within my company. As a result, it is not difficult to introduce new trends and ideas within the organization’s structure.
Carpenter, M., Bauer, T., & Erdogan, B. (2010). Principles of Management. New York: Flat World Knowledge,LLC.
Dion, M. (1996). Organizational culture as matrix of corporate ethics. International Journal of Organizational Analysis , 4 (4), 329-351.
Ferrell, O. C., Fraedrich, J., & Ferrell. (2014). Business Ethics: Ethical Decision Making & Cases. California: Cengage Learning.
Llopis, J., & Gasco, J. (2007). Corporate governance and organizational Culture: The role of ethics officers. International Journal of Disclosure and Governance , 4 (2), 96-105.
Rakichevikj, G., Strezoska, J., & Najdeska, K. (2010). Professional Ethics: Basic Component of Organizational Culture. Tourism & Hospitality Management (pp. 1168-1177). Opatija: Faculty of Tourism and Hospitality