Personal and Organizational Ethics - Term Paper Example

Personal and Organizational Ethics: Reflective Paper First M. Last and Number Date Submitted Introduction Facing variety of ethical issues is part of the daily living of managers. It could be in personal or organizational level and in the workplace as managers. Ethical issues are personal in so many ways that affect position in all relationship. Whether it is personal or organizational ethics, these are needed in guiding a person or an organization in attaining success. This reflective paper will give an analysis and evaluation of the values and ethics in personal or organizational level. It is an important topic wherein one must possess to make a relevant change. Personal Ethics Values. These are the things that are valued by an organization or an individual. We possess these personal values in which we are either conscious or unconscious about them. Famous and successful people have personal values that had guided them in propelling up to the top. These are needed in coming up with a decision, judgment, and contemplating outcome. I should have known my personal values so that I can make a better choice. Commitment, competence, candor and courage are the values which will guide me to become a future manager. Vision Statement. Having personal vision/mission statement allows me to create a life that truly reflects who I am. This statement will propel the direction of my life and ultimately, to make decisions toward success. As human being, I have a purpose in life and this personal vision/mission statement will be the framework in creating my life a powerful one. It is one of the reasons why we exist though it changes rarely (Peterkin, n.d.). With this own vision, I can picture out my true identity in the future, who I want to be, what I want to do and what to feel which will be grounded by my present. My personal vision statement states like this: “I will become a manager in the organization I belong, helping transform it into an open organization among its members and take charge in succeeding difficult tasks.” Mission Statement. My personal vision will be manifested in my daily life through writing my own mission statement. The uniqueness of my identity and the person I want to be will be reflected in my personal mission statement. To succeed, the statement should be inspiring and project one self. This will be a step to get to my vision in becoming a future manage. My personal mission statement goes like this: “To value and live in manner that shows respect to those who surrounds me by fostering healthy relationships, taking charge and succeeding in difficult situations. Accordingly, I will do this by expressing commitment to love the organization so that I may continue to grow and learn in order to become a future manager.” Code of Ethics. Having my own personal code of ethics is one of the significant things that I can make for myself. It should be documented to become not just a reference but a guide that will serve as an encouragement to carry on with my daily walk. My personal codes of ethics are the following: Honesty –I will be more trustworthy if I will be more honest Integrity – The better person I project, the better person I become Responsible – Others will rely on me if I am responsible enough Respectful – I will treat other as I wish to be treated Attitude – I will uphold a positive attitudes Caring – I will care about others Organizational Ethics Values. Organization just like individuals wants to know better its values, the embodiment it stand and the behavior of its members rely on the values of the organization. These values are needed in governing the behavior of its members instead of following their own. These are also important among its stakeholders such as society, shareholders, and potential and existing members. When members and organizational values are not align and there is the presence of fear, control, etc., members do not feel encouraged and is less willing to share their ideas. The organization which I belong, value the company reputation, being authentic and transparent in its members, as it upholds the compensation and employment status policies. It needs to adopt certain principles that will definitely maintain and focus its people. Culture/Climate. With the help of the values-driven culture, members will find that their personal and organizational values are aligned (McNamara, 2000). These values, beliefs, etc., which are shared by the members are not directly visible but these are reflected in the actions generated by an organization. This will characterized the organization and basically everyone will know once they sense it. There are circumstances that what the organization is endorsing and striving is different from what actually happens. This critical area should be taken care of by finding out the personality of the organization first before deciding what it wants to be. The organization employs and values its professionals, technologies, and the behavior of people. The members are highly skilled and tend to stay in the organization to develop and exercise skills because of the stable culture. Culture is just like a personality and climate is a mood in an organization (McCrimmon, 2007). The culture should be those that can be easily adopted thus making the climate livelier in the process of change. When the organization is in economic downturn, members are alarmed and worried, but when it surpasses the recession, relief comes and the climate improves. There will be a pleasant culture in the organization if there is an interaction with the management and the members. Vision/Mission Statement. What the organization wants to be in the future will be reflected in its vision statement (Heathfield, n.d.). It should sound bigger so that the members will feel proud in reflecting the image of the organization. On the other hand, the mission statement tells on the existence of the organization. This vision/mission statement of the organization which I belong incorporates the values, motivations and assessment result in its development. It aims high to inspire its stakeholders. The statement provides the members, investors, customers and society to find fulfillment in the organization and what image it projects in the future. The statement should give more focus upon its members because it is their assets. Code of Ethics. Most organizations manage themselves with guidelines known as the code of ethics. These are standards of behavior designed to make the members show how they are committed in following the basic ethical guidelines in performing their work (Smith, 2010). In an organization, the guidelines are just appropriate that make the members stay longer. The issues of confidentiality, handling grievances, etc. are covered by this code which ensures that the members will be responsible in their manner and adherence to the code. Responsibility, integrity, etc. are among the ethics which I adhere but the organization should not be satisfied on the members’ adherence to the code but it should find a way that members will understand the real value of the code of ethics. Organizational Social Responsibilities It is the responsibility of the organization that before making wise decisions, it should look down the road and see what will be the impact of the decision in the future. The behavior of the organization must incorporate with ethics and be more sensitive in facing variety of ethical issues. There will be a positive impact if it will strive for social responsibility. On the situation like consumers are becoming more conscious on the goods/services they purchase and how it is produced. It is a normal responds because of the increasing unpleasant events which trigger their consciousness. They are now very eager to choose whom to do business with as well as the services. The organization which is very concerned on its profitability is more socially responsible in protecting and improving the welfare of the society by improving the quality of its offered services. The greater the level of effectiveness and efficiency of its activities, the more socially responsible is the organization. The decision lies in the hands of the manager whether to carry out activities on its own or make use of the experts. I can say that the organization is becoming more socially responsible in improving the quality of its services, in solving social problems in the community and how it deals with the problem solving. Organizational Ethical Analysis and Training Programs Ethical analysis. In the organization, ethical analysis is one of the complicated themes. It is a process of issue examination using the values and principles that governed the organization (Beyea & Nicoll, 1999). It is also the evaluation of actions, consequences, characters and motives. In our organization, it uses technologies to improve services but at the same time, it ensures that the members are safe. It also increases its policy relevance towards the use of the said technologies. It is making an assessment to be transparent on what will be the effect, the risks and whether the benefits are high. All these lead to the evaluation of the effects of technology on justness, and equity of health care. To make the ethical analysis successful, the organization is using its members in assessing the development. By involving the members in the assessment is its strength in analyzing ethically but on the other hand, they are not transparent enough about the methods of summarizing and reporting the evidences as well as the result of the assessment. Training programs. It is considered to be one of the most relevant features in the organization which will make the organization much better (“Wolfson,” n.d.). The objective of this training program, regardless of its level is to change and to develop positive behavior of the members towards the organization. The organization which I belong spends millions of dollars in its training programs in order to enhance the skills and abilities of the members to achieve competitive advantage. It uses the cognitive learning like giving lecture and workshops, and the psychomotor learning in which the physical skills of the members are tested. Before the training, the organization gives realistic information about the training and how it could be useful. But for me, training would be more successful if the members are given the say to make decisions on what kinds of training they need and more likely to engage. The involvement of its members should be improved in this area. Moral Philosophy and Ethical Principle Moral Philosophy. It simply shows what is right and what is wrong and uses it in the organization (Hayes, n.d.). What I affirm in the areas of moral philosophy that the organization has, is normative ethics. It simply shows whether the kind of action is good or bad, and right or wrong. To cite a situation, when one of members of the organization is being alleged of insider trading, the management gives the necessary in its legal aspects believing that the member is not guilty of the said allegation. And the area which I affirm least is applied ethics which is not properly deliberated by the organization like making a punishment which doesn’t serve any great purpose because the allegation is not proven yet or the involve is in higher position. Ethical Principles. It is a set of standards to which the members of the organization will be aspire in their relationships. In order to be successful, ethical principles are said to be the common goals of ethical theories and the approaches in resolving ethical conflicts (Rainbow, n.d.). One of the principles which I affirm most in the organization is the principles of caring. They see that its members are relational thus cooperation is needed for the improvement and not as an individual to be left alone. The organization is helping the members to improve by conducting an assessment about the safety of its members in using the new technologies. The principle which I affirm least is the principle of justice. This principle considers what alternative promotes fair treatment of people but as I have observed it is the least among other principles in terms of implementation. Like the situation wherein there is a conflict between a higher and a lower rank employee. In the settlement it is very obvious that the management is in favor with the higher rank employee and become biased in its decision. There is no fair procedure and the principle is not thoroughly implemented. Changes I will made in the Organizational Culture/Climate After I have presented the style, structure, theme, and assessment of the organization which I belong, I will present the projections of changes which I would like to do in the organization. Changing the organizational culture and climate is a tough task for a leader because it has been founded over years, but for me change is possible if people realize and recognize the needs for transformation to support for success and progress. This could not be pretty and not easy but to make a change now is better than never. I would like to make the organization be populated with dynamic and lively people. I will give focus on the people as well as their safety and they will be one of my considerations in making effective and efficient decision. The changes will also be applied in the climate of the organization, making it become like human, to be more expressive, more open, transparent and understandable. By incorporating the personal and organizational values on every member these changes is not impossible to happen. A Plan for Change Implementing change in an organization is a critical task because not all of the members of the organization are optimistic about change. Some are resistant about the changes even if they are aware that it is needed. The plan will start with: 1) addressing the human concerns of the organization, putting myself on their place, and explain to them the real essence of change. Attending concerns of the assets of the organization will make the members more inclined; 2) the next step is to demonstrate strong leadership and building trust throughout the organization. If the leader is very committed to the change and worked hard for it, members will be motivated to take a role in implementing change; 3) the vision for the change shall be articulated to all. Along with this vision is the purpose why there is change, the picture when changes occur, a transition plan and the part of members they are to play; 4) the organization shall create an enabling environment wherein change can be fitted and 5) make the changes be part of the culture of the organization, because changing the basic norms, values, beliefs, etc., will help in the improvement of performance. When this plan on how to implement the change will be successful, and open organization will be created. There will be a harmonious relationship between the management and its members in attaining success. Conclusion When moral principles, core values and ethics are established within the organization, a guide will be created. Either personal or organizational ethics, if the two are aligned within the organization, success will become apparent. The transformation must start with a personal commitment within the members. The moral excellence should come from its leaders and ultimately change the culture and climate of the organization. It is a lengthy process but it is rewarding. References Beyea, S., & Nicoll, L. (1999). Using ethical analysis when there is no research. BNET, 1. Retrieved from http://findarticles.com/p/articles/mi_m0FSL/is_6_69/ai_54912778/ Hayes, A. (n.d.). Types of moral philosophy. ehow.com. Retrieved from http://www.ehow.com/about_5415224_types-moral-philosophy.html Heathfield, S.M. (n.d.). Build an organization based on values. About.com, 1. Retrieved from http://humanresources.about.com/od/strategicplanning1/a/organizvalues_2.htm McCrimmon, M. (2007). Organizational culture and climate. Suite101.com. Retrieved from http://businessmanagement.suite101.com/article.cfm/organizational_culture_and_climate McNamara, C. (2000). Organizational culture. Free Management Library. Retrieved from http://managementhelp.org/org_thry/culture/culture.htm Peterkin, C. (n.d.). Writing your personal vision/mission statement. Self Growth.com. Retrieved from http://www.selfgrowth.com/articles/Peterkin3.html Rainbow, C. (n.d.). Descriptions of ethical theories and principles. Biology @ Davidson. Retrieved from http://www.bio.davidson.edu/people/kabernd/ indep/carainbow/Theories.htm Smith, S.E. (2010). What is a code of ethics? WiseGeek. Retrieved from http://www.wisegeek.com/what-is-a-code-of-ethics.htm Wolfson, N. (n.d.). 4 steps to making the most of your organization’s training programs. Orbital RPM. Retrieved from http://www.orbitalrpm.com/2009/4-steps-to-making-the-most-of-your-organization%E2%80%99s-training-programs/ Read More