Organizational Philosophies and Technology, Ethical Standards and Guidelines - Essay Example

Organizational Philosophies and Technology Introduction This essay outlines what ethical standards and guidelines entail for companies, and considerstheir importance and need for constant review. It then looks at the use of technology to help set and manage ethical standards and guidelines especially through monitoring briefly mentioning its downsides. Following this is a consideration of how the type of work environment or culture a company wishes to promote can be shaped through exemplariness rather than imposing rules, and why this is more effective. Additionally, the use of technology to perform human resource functions is discussed in connection with how it affects the company culture. Ethical Standards and Guidelines Ethical standards and guidelines concern the relationships both within and outside the company and upholding values such as trust and integrity. It is not only about following legal requirements but also about doing what is considered in the best interests of the company. For example, recording of hours worked, use of company equipment, treatment of confidential data, handling company funds, dealing with suppliers, communicating with competitors, wearing appropriate clothing etc. are all issues that demand ethical standards and guidelines. According to Seagate, ethical considerations are important because “there is a close relationship between ethics and business efficiency” (Seagate, 2009). Moreover, high ethical standards also create a harmonious working environment. There is greater loyalty and pride towards the company. As a result the chance of theft within the company is minimised, and cases of discrimination and harassment are also less likely to occur. Thus, at the centre of maintaining such a working environment is the strength of the mutual relationships. Recent accounting scandals for instance have highlighted the importance of teaching ethics even before professionals enter the workplace (Haas, 2005). Ethical standards and guidelines also need to be constantly reviewed in response to the rapid developments in society at large. Technology in its entire dimension is developing rapidly and bringing about a multitude of consequences demanding new standards and guidelines. Companies are far from isolated organisations, rather the sophisticated information and communication technologies have networked them globally and a happening even at the other side of the world can have consequences for the company. In this way, technological developments have consequentially ethical repercussions. Use of Technology Using technology to help set and manage ethical standards and guidelines is an increasing trend in many large companies around the world. The driving forces are the advances in communication capabilities including instant messaging and video conferencing and especially the development of the Internet. Satellite tracking technologies are also used in situations where the work involves travelling outside (Onley, 2005). The situation today is characterised by greater transparency and openness to the outside world. And what this requires is an effective system of monitoring and control to ensure compliance with the company’s ethical standards and guidelines. Communications to external agents can be easily monitored. For example, emails and phone calls can be monitored for use of inappropriate content and the system or network administrator alerted. Whilst the Internet has brought numerous benefits certain sites and activities such as playing games would be inappropriate for the workplace and can therefore be blocked by the company. In terms of growth opportunities, the Internet has opened up the possibility of conducting business on a global scale even for the smallest of companies in previously unknown places. The company’s entire direction is thus reoriented. Its mission statement must reflect this and its ethical standards and guidelines modified to respond to the changed requirements. At the same time, the greater openness to the outside world means the monitoring has to be much more thorough because of the potential complications that could occur such as defamation and release of company secrets. Bloggers who divulge their thoughts and experiences are a particular concern and require guidelines. These issues cannot be ignored. They have been thrust upon us by the rapid advancements in technology. The downside of using technology for monitoring however is that it dampens employee morale and consequently becomes an economic loss for the company. It is perceived as intrusive, and “employees may feel they are being denied the self-respect that comes with being trusted to do their jobs correctly” (Ariss, 2002). What is needed therefore is something more fundamental that governs our relationships and the way we work. Shaping the work environment “Ethical standards can begin at the very top of a business and trickle down to employees” (Morin, 2007). So, ethical standards should be set not only through written guidelines but also set by example. For example, if playing games is considered as inappropriate activity for company workers, then management should also not engage in playing games in the workplace. In addition, they should also otherwise demonstrate that company time is valuable and should not be wasted in such idle pursuits. As Seidman of LRN advocates, it is “self-regulation based on shared values, rather than externally-imposed rules” (Thompson, 2007) that is a more effective way of establishing an ethical corporate culture. Thus, the ethical standards of the CEO and other top management can greatly influence the values and morals promoted by the company. The greater their own standards the more likely are others “to accept and abide by these ethical philosophies and the workplace will be a more peaceful place to work since there will be less poor behaviour” (Morin, 2007). Further implications Using technology to perform human resource functions can also affect company culture because technology has changed so many aspects of the workplace, in the way we work and quickened working processes, and become central to many functions. Consider employee communications with management. Without technology, one would have to physically go over to the manager’s office and perhaps even make an appointment, whereas using present technology instant communication both ways is possible. Similarly, managers can instantly send messages to any individuals or groups instead of writing them out. Besides saving time, this “creates a sense of unity within a company” (Morin, 2007) and is therefore a very helpful way for management of creating the desired culture. In short, “daily tasks that once took hours and extra manpower have been decreased to a few purposeful taps across a keyboard” (ibid) thereby improving productivity. Conclusion Ethical standards nowadays not only have to be targeted at the staff working within the company as in the past but also take into account various factors from the external environment and respond to changing technology. One of the consequences of the increasing use of technology is the greater transparency that now exists or ease of communication both within and outside the company. Within the company, technology has aided awareness amongst staff of the ethical standards and guidelines they are expected to follow. However, enforcing these has become a more difficult task for companies especially where confidential information and secrecy is concerned. The technological approach a company can take in general is to be flexible besides implementing a good monitoring process. However, whilst monitoring is an effective way to keep tabs on what is happening amongst the workers, what is really required is a building of trust and integrity. And this can only be established by creating the right corporate culture than encourages trust and integrity to exist to best serve the interests of the company. References Ariss, Sonny et al. (2002). Trust and technology in the virtual organization. SAM Advanced Management Journal. Vol. 67, 2002. Haas, Amy. (2005). Now is the Time for Ethics in Education. The CPA Journal. June 2005 Issue. New York State Society of CPAs. Morin, E. L. (2007). Organizational Philosophy and Technology: Ethics and Technology. Associated Content. Sep. 18, 2007. http://www.associatedcontent.com/article/378805/organizational_philosophies_and_technology.html?cat=3 [Accessed May 14, 2009]. Onley, Dawn S. Technology gives Big Brother capability: new technology allows companies to monitor employees’ whereabouts to improve productivity. HR Magazine. July, 2005. http://findarticles.com/p/articles/mi_m3495/is_7_50/ai_n14814550/ [Accessed May 14, 2009]. Seagate. (2009). Seagate Technology Work Environment: International Integrity and Ethics. Seagate. http://www.seagate.com/www/en-us/about/global_citizenship/work_environment/international_integrity_and_ethics/ [Accessed May 14, 2009]. Thompson, Kenneth R. (2007). A Corporate Training View of Ethics Education: An Interview with Dov L. Seidman, CEO of LRN. Journal of Leadership & Organisational Studies. Vol. 13, No. 3, pp. 79-91. Read More