Organization Culture and Business Ethics - Coursework Example

Running Head: Organization Culture and Business Ethics Organization Culture and Business Ethics Customer’s Name: Customer’s Course Tutor’s Name September 14th, 2012 Introduction Organization/business ethics is an eminent branch of ethics that analysis how moral standard are applied to business organizations as well as behaviour. This means that the basic ethical theories are featured in business ethics therefore cannot be separated (Allaire & Firsirotu, 1984). From the normative ethical theory, different approaches are provided each showing how moral rules can be used by an individual to determine whether an act is morally wrong or right in distinct setting (Dion, 1996). These theories are applied in business ethics by providing guidelines to human resources practices, policies makers, and evaluation standards for managers. Most of these theories are based on traditional ethical theories and they form a legal framework that can be referred when making a decision (Lozano, 1998). Looking at virtue ethics and business ethics, they differ in the sense that while business ethics focuses on providing guidelines; virtue ethics focuses on the trait/character of the person who makes the decision. Therefore, if one needs to develop his/her character; he/she needs to consider developing virtue first. As defined, a virtue is a character trait that is admirable, desirable, and brave. A virtue therefore describes for us how a person will be if he/she reaches self-actualization (Allaire & Firsirotu, 1984). From this context; it is a manner of right or wrong. On the other hand, pragmatic researches demonstrate that persons normally justify their decision based on distinct ethic theories like virtue ethics, deontology, egoism, and utilitarianism. This implies that business ethics encapsulates all these theories in order to seek answers as well as justifications (Dierkes & Zimmerman, 1994). Exploring the application of consequential ethics, virtue ethics, care ethics, and deontological ethics in the light of organizational culture is the purpose of this paper. The paper hence supports the statement that a strong organizational culture is the surest way to avoid having your name in the media for the wrong reasons by applying these ethical theories. Discussion Human resource practices and virtues come as one of many components of organizational culture. Some if not all of business aspect including the workplace itself are influenced and/or determined by the company culture (Beach, 1993). Business culture cluster around worthwhile components and categories as Dan Shapiro puts it. In other words, organizational cultures are those categories and components within the company that makes it different from others but not what makes it “great.” As the statement connotes, one has to apply good organizational culture to avoid being on the media for the wrong reasons. “Office politics” comes as an example of organizational culture that can make one appear in the media for the wrong or right reason (Mind Tools (n.d.)). Whether you like it, admire it, hate it, avoid it or practice it, office politics is played in any organization. Mark my words, “you have to understand it or master it to be certain of the organization’s success and more so if you are a manager.” As one of organizational culture practices, office politics is used by many to put others on a “tight corner.” As pointed out in the introduction, organizational culture practices are addressed by ethic theories (Beach, 1993). However, some of ethics like office politics are better addressed practically than applying theories. At a closer look, not the entire office politics is bad. It is important for us to understand the meaning of the word office politics. Hence from definition, office politics is the strategies some people use to take advantage of other (Mind Tools (n.d.)). So, if applied wrongly, it can lead to negatively affecting the working environment and relationships in the organization. On the other hand good office politics can promote ones quality as well as work and it is sometimes called stakeholder management. For one to succeed in business and build a strong organizational culture without bad office politics affecting him/her, he or she needs to navigate the source of office politics. Since only bad office politic negatively the working experience and relationship, it can be turned to good politic so as to build a strong culture hence avoid media for the stated reasons (Mind Tools (n.d.)). By applying ethics theories, a vice is the opposite of virtue which is a good attribute. Hence office politics can be viewed from either perspective. But because we are addressing avoiding appearing on the media for the wrong reasons, we take office as a vice. One therefore needs to observe and use the information gathered to build a strong culture to operate in. More importantly, changing the situation is a matter of understanding the people around you (Dierkes & Zimmerman, 1994). Consequently, one needs to understand “who gets along with who”, who are involve incase there are interpersonal conflicts, and who influences others (Dierkes & Zimmerman, 1994). With these facts, one needs to build a strong relationship with those who are involved. Clearly, set distinctions between executives, peers and bosses as you establish strong relationships. Besides, one needs to be known by everyone in the organization but not only one group i.e. peers or bosses. It is important to remember that established relationships are based on nothing else but respect and trust (Beach, 1993). All of the relationships developed are ethical issues and require ethical approaches. Therefore, it is important to listen to people’s ideas;-remember that humans are social beings and need someone to listen to them. In addition, get to know what motivates the “rumor mongers” as well as their goals. This will make one avoid bad politicking hence avoid making-headlines on the media (Dierkes & Zimmerman, 1994). On the personal behaviours, one needs not to forget that most of the office politics (good or bad) is aimed to criticize one’s character. Therefore, through behaviour observation of the fellow workers one will be able to know what works and what does not work in the organizational culture. For example, observe what peers do or not do in order to get the successful behaviours that are adoptable (Beach, 1993). Moreover, do not exercise gossip or other politicking that can put you on the spotlight. All these will enable someone practice ethical organizational practices that –in one way or another-facilitate avoid office politics from spreading. On the same point, it will provide one with strong organizational culture. Alternatively, it can help in building office politics that are good hence put someone on media for the right reasons. It may be argued that good office politics is the genesis of a strong organizational culture (Mind Tools (n.d.)). This is because a good and strong corporate culture is based on good values, ethics, norms, relationships, and learning. At a closer look, strong culture is necessary background for success. In addition, it enables the mission of the organization to be guided by value and image. Virtue ethic therefore applies in organizational culture in the sense that a decision or action in the culture of the company is either termed good or bad (Dierkes & Zimmerman, 1994). Office politics is a good example of a virtue/vice depending on the purported outcome. It is therefore true to say that good office politics are ethical virtues since (from definition) it is desirable, admirable as well as laudable. On the other side, office politics provides a strong guideline hence qualifying to be called a corporate/business ethics. A strong organizational culture is important to all stakeholders of an organization. The most affected employees are the manager if a company fails to establish a good and strong culture (Dion, 1996). One of such negative impacts of a weak and bad organizational culture is failure of the employees to produce the required outcome (Beach, 1993). Say, if employees spend most of their time politicking, the productivity rate will rise and at the same time increase employees’ turnover rate. More eminently, managers are the first one to be brought on the spotlight of the media for whatever reason-good or bad. It is therefore important for managers to establish a strong and ethical organizational culture. Conclusion In conclusion, it is noteworthy to point out that researches based on organizational culture portrayed that strong organizational culture promote ethics in an organization. More significantly, any human resource practice is regarded as an ethical issue (Lozano, 1998). The view of terming organizational culture as ethical issues emerged with realization that thoughts and actions are culturally determined. Besides, the realization that individuals can operate influenced by different standards and criteria. Moreover, socialization processes in organizations are usually aimed at shaping individuals to fit into a normative structure. Organizational culture can therefore be thought as to encapsulate business ethics and other practices that define an organization (Beach, 1993). It is therefore evident from discussion that organizational culture is the genesis of building a strong relationship so that every stakeholder gets to know how to relate and work together effectively (Dion, 1996). In addition, it helps the organization to best adapt to its mission and to its environment. This strong culture makes stakeholders to integrate and build strong relationships based on respect and trust. With this, the strong culture does not give way to bad office politicking (Mind Tools (n.d.)). More importantly, it helps one avoid appearing on the media’s spotlight for the wrong reasons. This is so because, a strong organizational culture determines; how people communicate, how people interact, how people relate with one another, what is appropriate behaviour, how power and status are allocated as well as guides day-to-day working relationships (Lozano, 1998). Finally, with positives about a strong organizational culture exceeding negatively; and office politics being turned to improve the relationships of the employees, one can say that he/she cannot appear on the media for the wrong reason:-Case closed. References Allaire, Y & Firsirotu, M. (1984) ‘Theories of Organizational Culture’ in Organization Studies, 5 (3); 193-226. Beach, L. (1993) .Making the Right Decision: Organizational Culture, Vision, and Planning. Englewood Cliffs, Prentice-Hall Dierkes, M & Zimmerman, K. (1994), ‘The Institutional Dimension of Business Ethics, an Agenda for Reflection Research and Action’: Journal of Business Ethics, 13(1994), p. 533-541 Dion, M (1996) .Organizational Culture as Matrix of Corporate Ethics: International Journal of Organizational Analysis, Vol. 4 Issue: 4, pp.329 - 351 Lozano, J (1998) .Ethics and Corporate Culture: Ethical Perspectives 5 (1); 53 available online at: http://www.ethical-perspectives.be/viewpic.php?LAN=E&TABLE=EP&ID=374 Retrieved on 14th September 2012 Mind Tools (n.d.) .Dealing with Office Politics: Navigating the minefield, available at: http://www.mindtools.com/pages/article/newCDV_85.htm Retrieved on 14th September 2012 Organizational Culture and Business Ethics Read More