Ethical Issues in the Workplace - Report Example

Ethical issues in the workplace Introduction Ethics entails an individual’s moral concern and judgement of what is wrongor right. Decisions made by an individual in an organization may affect the overall activities. Company culture mostly influences these decisions whether they are individual decisions or group decisions. The decision to behave in an ethical manner is a moral act. Employees must be in a position to decide and to act in a manner that they feel is in the right course of action but not acting on the influence of peers thereby breaching moral values. The decisions should involve rejecting those courses that may lead to self-destruction or the destruction of the company reputation. Acting in an ethical way and adherence to corporate social responsibilities can influence an organization in many ways (Smith, 2003). For example, a company may attract customers, attract investors and increase productivity. Unethical behaviours may lead to subjection to legal questionings thereby damaging firm’s reputation thus making it less appealing to the stakeholders. In making, a decision one should consider both individual ethical developments and the ethical requirements of an organization. Analysis Individual moral developments and the cultural values of the organization should govern a person’s decision whenever faced by ethical issues. Ethical culture reflects whether a firm has own ethical conscience (Kolodinsky et al., 2008). It is a function of many factors that include corporate policies on ethics, influence of co-workers, management’s leadership on ethical matters, and the opportunity to conduct an unethical behaviour. In an organization, there can be development of sub climates within workgroups or individual departments but the strength of the firms overall ethical culture influences the outcomes and functions of each stakeholder. According to Durkheim (2013), every individual employee should be in a position to weigh whether certain activities are ethical based on individual values and morals and not those influenced by the culture of an organization. Professionalism indicates that every employee should act in a way that one feels it is ethical and in line with the professional code of ethics. Professionally one should weigh various implications of unethical act not only on individual reputation but also to the good of other members of the organization and the organization itself (Smith, 2003). Integrity should be a driving factor in any activity that a professional employee engages. Before engaging in any activity, it is important to weigh the ethicality of the issues based on accountability, professionalism, occupational safety, external communications and corporate values and the guiding principles (Corner, 2009). It is also important to view any activity on a utilitarian view and analyse on the general effect of the activity to the employees who represent the major interest of an organisation. A case where one is encouraged to inflate the own expense account by pressure from other members of the organization as it is a cultural norm, it is significant for one to take a critical analysis of the situation before making any decision. Any decision in such a case may have both positive and negative impacts on individual level and organizational level. The first thing to consider on individual grounds is the ethicality of the matter based on moral values and codes of professionalism (Christian & Gumbus 2009). It is also necessary to consider the legality of any activity on the organization rules and those of the state. Expense inflation may occur in an organization and may be informed of various perspectives. For example, during organizational duties outside the organizational premises, it may require one to book a hotel, take meals and use taxis during the duty. As it may be the culture of others in the organization, they may advise that, it is important to take advantage of the chance and earn more cash on the opportunity. One may ask for extra receipts and forge signatures on the purpose of inflating the expenses in the activity. It is important to figure out that it is unethical to forge documents only to acquire extra money that is not in line with the actual expenses during duty. Even if there may be pressure from other members of the organization, one should consider the harm; such activity may bring to an organization. On individual morals, it is necessary to figure out the impact the activity may have on personal reputation if unravelled. Another case may occur where in an organization there is encouragement to inflate own expense account for manipulating the taxable income. Where it may be a combined effort between an individual and the organization, it is necessary for organizational leaders to adhere to organizational ethics and ethical requirements of a leader (Lagan & Moran, 2005). There are individual and organizational morals that should govern a decision in such scenarios. The decision to make, as an individual should be based on the moral values, self believes, self-evaluation, figuring out the legal implications and the key of all the ethicality of the choice. It is also important to view the organizational codes and their ethical take on such issues (Giacalone & Jurkiewicz, 2003). The decision should be in line with the organization values and ethics. Such situations of expense inflation provide ethical dilemma that establishes conflict between the individual and organization, and organization and the public. The decision on how to act should be based on the individual morals where one should consider the intention, impact, and those that the decision taken would injure (Lagan & Moran, 2005). There are several principles that a person should consider in making such a decision to inflate expenses. One should not allow personal gains to outweigh the good of an organization or other employees. Therefore, it would be a good decision not to inflate the expense account, as this would bring loss to the company. On the push to evade tax, this would harm the organization reputation. It is also necessary to challenge every decision to be in line with own values, beliefs, and morals (Giacalone & Jurkiewicz, 2003). One should also never compromise on own integrity on the expense of making others happy by following their advices that are against own values. Thus, one should define them on own values of personal stands that cannot be influenced by others. On individual morals, it is unnecessary to go for a quick fix to avoid taxation or to earn money that would finally result to shameful outcomes. On taking a decision on whether to do, what other peers are encouraging one to do, it is imperative for one to consider the cultural values of the organization (Preston, 2007). The main question would be how the decision would affect the activities of the company and reputation. First, it is necessary to understand the organization codes of ethics to determine the ethicality of a decision. A utilitarian approach on ethical issues indicates that one should make a decision that would be for the best interest of an organization or a group (Durkheim, 2013). Thus, it would not make sense to inflate the expense account to please peers at the expense of all stakeholders’ reputation. One should consider several organisation values, beliefs, goals, and norms in making decisions. Obeying the rules and guidelines of the organization is one of the signs of responsibility in the line of duty (Hansson & Palm, 2005). Though some corporate behaviour may support an unethical behaviour, as an individual it is necessary to consider moral value of the activity. Obedience to the authorities is ethical and failure to bow to the encouragement of inflating expense account would signal individual morals and respect for the organization. Leaders in every organization need to set examples to the other members of an organization to ensure firm’s values are known to everyone. In making a decision, evaluating the business ethics and intentions would be an integral part in making such a decision (Christian & Gumbus 2009). Any individual intentions and the final decision regarding the step to take may be because of own justifications. These justifications may include arguments that those around in the workplace are taking part in the activity, and so why should I not take part? Others may consider it not a big deal given the potential benefits, and one may also justify on the scope that if one does not do it, someone else will and are rewarded. Employees may have such justifications, but it is the responsibility of the organizational leaders to ensure employees adhere to the organizational values (Sheep, 2006). There are leadership qualities that leaders can possess to ensure they do not set a bad example to others leading to corrosion of organizational values. Leaders should be in a position to monitor the activities of the employees and ensure that they are in line with ethical requirements. They should also advise organizational members and inspire them through portraying a sense of responsibility in maintaining the ethical codes. Conclusion The decision that one should take needs to be based on individual ethics and those of a company. It is evident that inflating own expense account is unethical on both individual values and cultural values of organizations. Such a vice is unethical and can harm individual reputation and the reputation of the organization. It also provides a question on legal responsibility as it is illegal to evade tax. Thus, it is worth to conclude that it is unethical on individual morals and cultural values of an organization to inflate own expense accounts. References Christian, V., & Gumbus, A 2009, Shades of gray: Applying professional codes of ethics to workplace dilemmas, Organization Management Journal, Vol.6, No.3, pp.178-199. Corner, P. D 2009 “Workplace spirituality and business ethics: Insights from an eastern spiritual tradition,” Journal of business ethics, Vol. 85, No.3, pp.377-389. Durkheim, E. 2013 Professional ethics and civic morals, Routledge, London Hansson, S. O., & Palm, E. (Eds.). 2005, The ethics of workplace privacy(Vol. 50). In Peter Lang. Giacalone, R. A., & Jurkiewicz, C. L. (Eds.). (2003). Handbook of workplace spirituality and organizational performance. ME Sharpe. Kolodinsky, R. W., Giacalone, R. A., & Jurkiewicz, C. L 2008, “Workplace values and outcomes: Exploring personal, organizational, and interactive workplace spirituality,” Journal of business ethics, Vol. 81, No.2, pp.465-480. Lagan, A., & Moran, B. 2005, Three dimensional ethics: Implementing workplace values. eContent Management, eContent Management Pty Ltd, , Maleny, Qld Preston, N 2007, Understanding ethics. Federation Press, Annandale, N.S.W Sheep, M. L 2006 “Nurturing the whole person: The ethics of workplace spirituality in a society of organizations,” Journal of business ethics, Vol. 66, No.4, pp.357-375. Smith, N. C. 2003,Corporate social responsibility: not whether, but how, accessed online from http://www.london.edu/facultyandresearch/research/docs/03-701.pdf Read More