Personal Ethics Action Plan (PEAP) - Essay Example

Personal Ethics Action Plan (PEAP Mission/Goal I believe that consistency, dedication, adaptability and goal planning are the four most crucial aspects for an individual working in an organization. In my perspective, I use the collaborative efforts of all the four aspects in order to decide about what my present should be and how will I use my competencies for moving forward, in the context of attaining a bright future. Thus, from a generalized point of view I describe my mission as a combination of rigorous effort, which I have been undertaking within my professional life to reach top hierarchical positions within my organization. As for my goals are concerned, I can state that they are variable and depends on basis of the situations I am. For instance, if I am appointed within the sales department of my organization, I will first observe the patterns in which the work flow are carried out within the department and then make my own strategies for achieving the allotted targets in a competitive manner. I also believe that rather than following others in the old traditional manner, I should project myself as unique but also keep the positivity factor in mind. 2. Definitions Ethics Ethics can be described as a combination of both the positive and negative behavior within an individual that governs the way in which an individual behaves within an organization. I also believe that that the ethical pattern of an individual mostly depends on the way in which he / she is treated within an organization. For instance, the ethical patterns of the employees within an organization following unethical functionality trend will always be negative. In contrast, the employees of an organization that implements positive ethical practices within their functioning style assists in developing an effective working culture based on business ethics. Leadership Leadership is the most crucial and interesting aspect that decides the fate of an organization during tough times. As per my opinion, without effective leadership, an organization cannot pave out its path regarding in which direction they should move forward in order to attain new heights and accomplish organisational objectives successfully. Within an organization, the team managers implement a combination of varied type of leadership style to understand and lead the employees in an effective manner. I also believe that effective leadership within an organization’s work structure also help the employees in attain their set goals along with identifying the available career development scopes. Service Service is a combination of all the functionality and the job responsibilities, which an organization allots to its employees. The term service might appear to be small in its concept but its explanation can have wider perspective. For instance, service types for individuals might vary based on departments or organizations. In sales organization, the service part includes promotion and selling of goods among others whereas in manufacturing organizations, the service part generally includes manufacturing of the goods based on customers demand among others. Character Character can be defined as a combination of multiple factors such as quality, features and behavior that differentiates one individual from the other. I believe that the character concept plays a crucial role in terms of determining how an individual will act under different circumstances. For instance, an employee having an annoying character will always feel annoyed if the workload increases or might be subjected to other stress related factors. In my opinion, all the four above provided definitions holds significant importance in terms of understanding and evaluating employees within an organization in an effective manner. The four aspects might also help the managers within an organization to formulate appropriate management strategies through which they can regulate and manage the performance as well as their behavior and thus manage conflict arising situations efficiently. 3. Pressing Ethical Issues Work place ethical issues are currently a major concern for multiple organizations due to the fact that these issues results in hampering the interests and the operational efficiency of the organizations to a significant extent. Majority of the ethical issues within the work place are a result of workplace diversity. Workplace diversity might arise in an organization owing to hierarchical structure. In a workplace, ethical issues between the employees belonging to upper part of an organizational hierarchy and lower part of the hierarchy in terms of position might adversely affect the workflow of the employees substantially. Often it happens that the higher designation holders in an organization act unethical towards the employees holding lower designations (Pike, 2009). In this respect, multiple conflict situations might hamper the productivity and the communication flow between the departments. Another type of workplace ethical issue that can be identified within multiple organizations is regarding the work style of the employees. Each and every employee within a workplace has their own way of understanding and conducting the job roles assigned to them. As a result, employees might find it annoying and thus, might raise the chances of conflict occurrence (Pike, 2009). This in turn also hampers the overall productivity of an organization. Apart from these two types of workplace conflicts, multiple other types of conflicts can be seen within organizations. One such type of conflict is related to the ethno cultural diversity within the workplace. These types of conflicting cases can specifically be observed within the MNCs where employees from different caste, community and nation can be found to be working together (Pike, 2009). In such cases, the chances of conflict arousal appear to be very high. The reason being that, the tendency of remaining confined to one’s community can often be found within employees. Such cases also lead to the formation of groups, which on one hand can appears beneficial for employees but on the other hand, brings down the effectiveness of the communication process within such diversified groups (CPP Global Human Capital Report, 2008). Regardless of these above mentioned workplace conflicts, one specific type of conflict that can be often seen within an organizational team is regarding the leadership style as followed by the team managers. Often situations arise where the team leader practices autocratic style of leadership for keeping the team members aligned with the organizational objectives. However, such type of leadership style might not appear to be acceptable to one or two of the team members, which might lead to build conflict situations of a sudden hampering the overall dependability, performance and efficiency of the entire team. The management in that case might also find it difficult to control the situation (CPP Global Human Capital Report, 2008). The final kind of workplace conflicting issue that can be found within an organization is regarding the personality of the employees. Multiple cases can be observed when new employees and the existing employees find it quite difficult to bring about adjustment and coordination amid themselves. In such cases, the superiority factor comes into the play and finally results in giving rise to a conflict related situations (CPP Global Human Capital Report, 2008). 4. Case Study Analysis The provided case is regarding the unethical practices witnessed by a newly appointed postgraduate student in the local county government. The young lady named Jenny seems to have recognized multiple instances, which are subjected to misuse of the government property as well as misleaded employee hiring procedure that are unethical. According to the case scenario, the recommendations based on which the unethical practices might be mitigated can be provided by evaluating the case using PISCO model (PISCO Consortium, 2014). The evaluated data including the associated recommendations has been provided hereunder. Purpose Stage The purpose stage provides an understanding of the reasons that have resulted in giving rise to the problems. Based on the identified reason, an appropriate decision can be framed along with evaluated to ensure that the decision will address all the aspects of the identified issues. In the provide case, the reasons which have resulted into giving rise to the unethical practices are the mismanagement and loose regulatory norms within the organization. Jenny has witnessed that the employees of the organization are using organizational resources for personal motives. The employees are also identified to conduct the recruitment process unethically. Additionally, Jenny also recognized that the senior manager of the organization is also involved in the unethical business practices. In this context, unethical practices might adversely affect the business process and brand value in future, as competent employees might not be recruited for unethical recruitment process (Firefli Media, 2009). Input Stage In the present competitive business scenario, employees of an organization are identified to play effective role in building better competitive position in the market segments. The unethical practice of employing individuals through internal sources that include friends might restrain the organisation in employing competent employees. Additionally, the use of organisational resources for personal motive might deprecate the values of such resources before time. In this regard, Jenny needs to identify the links within the hierarchy subjected to the corruption and prepare a silent report regarding it. Additionally, Jenny is also required to gather information regarding all the officials who are identified to be responsible for favouring the corruption (PupilBay, 2012). Solution Stage Jenny on witnessing the unethical practice situation is required to inform the higher management or board members regarding the unethical issues, so that the higher authority of the organisation are able to adopt and implement better precautionary measures in order to mitigate the specified issues. The alternatives solution based on the case scenario can be either warning or whistle blowing (Firefli Media, 2009). Choice Stage The solution to report the higher management of the organisation is an appropriate measure to mitigate the unethical issues identified. The board members of the organisation on the basis of the report might implement effective governance policies with the assistance of tools such as mind mapping and SWOT analysis among others. In this context, the action might assist in building a better transparency in the work culture, so that the business related operations are conducted based on developed policies and business ethics (Firefli Media, 2009). Operation Stage Jenny reporting to the higher management of the organisation might ensure that the business practices are conducted in accordance with the desired governance practices, so that the employees are motivated to conduct their operations positively. The solution derived from the reports of unethical practices are specific, measurable, achievable, relevant and time-bound, as the decisions recommended might mitigate the corruption practices within the organization appropriately with the assistance of board members (Firefli Media, 2009). 5. Course Summary The currently made discussion regarding ethics within workplace has been of immense importance in enhancing my knowledge base. I have also come to know about, multiple techniques through which I can subsequently tackle unethical issues occurring within the organization in which I am working. Moreover, the elaboration of PISCO model has been highly beneficial in terms of understanding the undermined decision making models through which all the side elements and the consequences of the undertaking a decision can be adequately understood. In this respect, the report has been a great learning aspect for me regarding about improving my ethical and workplace behaviour to a greater level for better future endeavours. References CPP Global Human Capital Report. (2008). Workplace conflict and how businesses can harness it to thrive. Maximizing People Performance, 1-35. Firefli Media. (2009). PISCO. Retrieved from http://www.decide-guide.com/pisco/ Pike, K. I. (2009). Perspectives on conflict and workplace climate. Depending on the Angle: Perspectives on Conflict and Workplace Climate, 1-29. PISCO Consortium. (2014). Modeling at UCSB. Retrieved from http://www.piscoweb.org/research/coastal-oceans/oceanographic-models/pisco-ucsb-modeling PupilBay. (2012). PISCO problem solving model. Retrieved from http://www.pupilbay.com/solution-library-result/101642/ Read More