Organizational Philosophies and Technology - Essay Example

Running Head: Organizational Philosophies and Technology Organizational Philosophies and Technology [Institute’s OrganizationalPhilosophies and Technology Ethics has a very significant part in a company’s operations. Actually, the instant the technology is formed, ethics also formed simultaneously. If technology is opinionated - that is, it already incorporates / eliminates specific interests - then it is immediately ethical as well. It indicates that if a plan is made to help a company, but is merely able to help everybody except the ones who are unable to type, then the plan eliminates specific individuals and is automatically ethical. In this scenario, the ethics could simply come under explanation as substantial ethics, meaning, one thing takes place so something else should happen to rectify or rationalize the condition. Now companies are gradually becoming conscious regarding the significance of ethics for business and that it is significant to success. A flourishing business should know that assurance as well as admiration of its clientele is fundamental. A business will respond in accordance to its ethical course of action and values if the owners as well as decision makers do not “lose sight on the essential value of fairness” (Gravett, 2003). On the other hand, if they opt to use legitimacy and productivity as their “measurement in determining what is right from wrong then business ethics will surely becomes irrelevant” (Gravett, 2003). Ethics reveals the attitude of a company, one of whose intends is to find out the “fundamental purposes of a company. If a companys purpose is to maximize shareholder returns, then sacrificing profits to other concerns is a violation of its fiduciary responsibility” (Gravett, 2003). Corporate entities are officially regarded as individuals within United States of America as well as in the majority of courtiers. Companies use technology to facilitate set and manage ethical standards and guidelines in many ways. A number of companies are capable of conveniently supervising staffs emails as well as telephone (official number) discussions via the network administrator. This department censors emails that appear to have unsuitable words or content and sends it back to the actual correspondent. Telephone talks are scrutinized and if the caller or receiver uses improper words, the call is disconnected and the worker could be warned. An additional method by which a business guarantees employee efficiency as well as appropriate utilization of time is by blocking some specific or all internet sites “outside of company intranet” (Gravett, 2003). This organization-wide blockage will stop workers from surfing net endlessly, viewing content that is unsuitable for the office and / or playing games or having chat. Putting in place the standard for ethical activities is an extremely significant function, which the head of the company along with executive teams, and senior management must assign themselves. These individuals are at a post that sets a model for workers and as such, “sets the general tone” (Gravett, 2003), as well as ethical traditions of a business. It is for every company head to lay down a clear example of honesty and to ensure that their subordinates are familiar with the fact that ideal behavior will be required and needed. A person must receive training in the ways of ethical behavior “by both example and words” (Paauwe, 2004). If executive committee tells the workforce that playing games during business hours is improper, then he must not involve himself in such activities. If he does involve himself, then he involuntarily tells the workforce that this sort of behavior is acceptable. Public domain in technology modifies as well as redefines moral values. “How much information is private if the information is cast out into the World Wide Web? When should a company become concerned over information that is "overlapping and mutually inclusive” (Paauwe, 2004)? A number of companies are now rejecting to appoint individuals who are bloggers. Should a business appoint a person who is an identified blogger with maybe risqué data or images shown in his or her blog, then ethical viewpoint may have to be written again “to apply to outside public information that applies to employees” (Paauwe, 2004). This process may appear to be unreasonable, but since technology has ordered an alteration, this should be considered to sustain the truthfulness of a corporation as well as workforce. Company’s Culture or Working Environment “If a company has poor ethics promoting said company could become quite difficult” (Paauwe, 2004), particularly if the business has a good standing that is less than attractive. The return rate could be high thus, having the business to lose cash because of finances utilized for training reasons, “that do not pay-off in the end” (Paauwe, 2004). This incomplete procedure could have an effect on the general moral in a pessimistic way. Ethical values should start from top of a company and sent down to workers. The guiding principle can be as ordinary as the style of outfits one should wear while going to the job. If a company has good ethical values - in both technology as well as the public aspect of the business - then one can believe and look ahead to a satisfying working environment to work in. If a chief executive has high ethical standards and principles, then this as well will have an effect on workers but in an encouraging manner. Human resource will be more expected to acknowledge as well as stick to these ethical viewpoints and the office will be a calmer place to work in view of the fact that there will be lesser unethical activities. Technology for HR Functions and Company Culture A couple of years back, when everything was written by hand and was really slow as well as time consuming, a number of individuals think that technology used to carry out human resource functions damages a company and confidence of its human resource. Employing latest technology did make quite a lot of posts outdated, which damage general self-esteem, although as society has become accustomed to the perception and educated to make use of technical advancements, work-life has turn out to be convenient as well as more prolific. At the present, a worker can be in touch with management without any need of earlier appointment and get immediate response by means of “email or instant messenger” (Klikauer, 2008). This innovative utility not just saves time but generates a feeling of harmony inside a company. Executives are capable of posting notes to a number of workers in spur of the moment, rather than taking the time to write every memo manually separately. Not only he can type electronic notes but he can also ascertain that his workforce has viewed the post by requesting the electronic receipt. Technology might cause temporary cacophony but the lasting influence has been “worth the trouble” (Klikauer, 2008). Day-to-day chores that previously require endless hours in addition to additional workers have been reduced to a small number of “purposeful taps across a keyboard” (Klikauer, 2008), plans that can facilitate in successfully operating a business have been formed, and at last, technology is similar to empowerment. Understanding as well as technology renews a formerly undeveloped component in workers and executive body, which assists in generating a feeling of usefulness as well as efficiency in routine business tasks. Conclusion This paper shed light on the way how companies utilize technology to facilitate in setting as well as supervising ethical values and course of action, for instance, electronically observing communication, how these guiding principles or ethics can form the working atmosphere or culture a company shows. In addition, it showed how employing technology to carry out human resource functions has an effect on customs of a company, by utilizing email to promptly communicate and get opinion to and from executive body or workers (Pinnington et al, 2007). Technology modifies not just every year or every week, but every day, and business is required to get hold of these modifications to outshine and progress in relevant industry. References Gravett, L. (2003). HRM Ethics: Perspectives for a New Millennium. Atomic Dog Publishing. Klikauer, T. (2008). Management Communication: Communicative Ethics and Action. Palgrave Macmillan. Paauwe, J. (2004). HRM and Performance: Achieving Long-Term Viability. OUP. Pinnington, A. Macklin, R. and Campbell, T. (2007). Human Resource Management: Ethics and Employment. OUP. Read More