Managing Ethics and Corporate Social Responsibility - Essay Example

Managing Ethics and Corporate Social Responsibility Affiliation In every organization a leader should be able to treat all the members of staff or people that relate with the company equally and fairly. This is achievable if the leader is not biased or favorable to any party but transparent and fair in all the transactions. The same is true when an organization is dealing with corporate social responsibility where there is need for fairness and transparency in selecting the projects and the communities that ought to benefit from the organization’s input back to the society. It is important to maintain a high level of transparency and that is only achievable through having an open mind and not bias against gender or color for one to have the trust and confidence of all the employees and the team as a leader. This paper uses the implicit Association Test to measure the affiliations and biases that one has and how they would influence a leader and his job to lead an organization or a company. This paper uses the results of two tests in the IAT to examine the leadership traits present and also investigate the different aspects that generally need to be improved for one to be a great leader. The first test was complete to measure the racial preference score of an individual. The results were that the data suggested there is a slight preference for white people compared to black people. The second test measured how one associates a person with the good aspects of their lives and how the two related in filling up the study. For the second test the results revealed that there was no preference identified for one person or deeds over the other. In the two tests there is a difference in the type of results since although one shows that there is bias in terms of color the other shows one as a leader that can be able to handle the people without any form of bias. The two results are mixed, however, in the first test there is only a slight preference to the whites as compared to the black people in the society. The IAT results have revealed some facts about my preferences that I previously did not know that I had especially the preference to the Black people. I have considered myself to be very partial and not discriminative of the color of skin since I have been raised in a region where I have interacted with people from all racial backgrounds throughout my life. However, the fact that the results only give a slight preference in the preference scales reveals that although I may be considered to be biased it is at a very low and minimal scale. This further compounded by the second test that reveals that I do not have a preference or an association of behavior to the people that I interact with. This information has shed light on some of the facts that I did not previously know about myself a fact that can only improve my skills and attributes as a leader. A leader is faced with important decision making choices and needs to instill confidence on the other people in terms of the actions that they take. Since I have learnt that I have a preference for the whites as opposed to black people this will influence my decision making process if faced by scenario where I need to make a decision between two people with these attributes. I will be more vigilant and ensure that I make the decision based on merit and the best choice after examining all the aspects of the given scenario and not on my first judgment alone. I will also consult others in order to come up with the best choice given the circumstances and ensure that there is equality. The results have given me a reflection of an inner self and therefore they are inconsequential in ensuring that I deliver the best judgment and leadership qualities when faced by similar problems in future as a leader. The fact that I do not associate or bias against others due to the actions of their peers means that in terms of making judgment in terms of personal attributes I have all the necessary tools and attributes to make the best choices given the mandate as a leader. Organizations face the problem of discrimination and inequality at the workplace on a daily basis, however, there needs to be frameworks and objective standards to ensure that the problem is completely eradicated. One of the ways is through internal audits and checks in the organization to ensure that the numbers that are expected or projected tally with the results that the company has in any given time. The use of the IAT techniques to measure the preference of the workers especially those in positions of power is also essential in ensuring that the organization and its employees observe equality and fairness. The use of a code of conduct and rules that should govern the organization is also important since they need to have the consequences if people are found to have gone against the rules. Inequality in the workplace is intolerable and the workers need to see action taken against employees that do not follow the set rules in order to inevitably strive to abide by the set equality rules and procedures. The IAT may not meet the legally defensible procedures but it is an important tool in evaluating the employees and leaders and assessing the different leaders. The IAT results can be used to measure the level of intolerance to a given group of people by the leaders and in turn this ensures that the organization can monitor these employees and reduce the discrimination within the organization. Keeping the leaders found to be intolerant under scrutiny and their operations properly examined is one of the ways that the tool helps since it acts as an indicator of inequality in an individual. The organizations may also advice the leaders and ask them to use the results to change their perceptive behaviors. Read More