A 3-5 Page Paper Is Due In Week 4 ✓ Solved

A 3-5 Page Paper Is Due In Week 4 The Paper Will Consist Of 3-5 Page

This assignment requires the submission of a 3-5 page paper, with a total length of 5-7 pages including a cover page and a reference page. The paper should include an introduction and conclusion that summarize the entire discussion. It must be formatted according to APA guidelines. The topic focuses on "Ethics as a component of organizational culture." You are instructed to select an organization, either current or past, and examine the ethical "rules" within that organization. You should analyze how these ethical rules are reflected in the organization's culture, whether they conflict with your personal ethical beliefs, and how they are reinforced through organizational behaviors and expectations.

Readings provided include chapters 7, 8, and 9 of the textbook, as well as the following articles:

  • Dion, M. (1996). Organizational culture as matrix of corporate ethics. International Journal of Organizational Analysis, 4(4), 2 pages.
  • Bart, C. (2011). Ethics: The key to organizational culture. The Canadian Manager, 36(3), 4-6 pages.
  • Rakichevikj, G., Strezoska, J., & Najdeska, K. (2010). Professional ethics as a basic component of organizational culture. Proceedings of the Biennial International Congress, pp.
  • Llopis, J., G., & Gasco, J. L. (2007). Corporate governance and organisational culture: The role of ethics officers. International Journal of Disclosure and Governance, 4(2), 96-105. doi.
  • Jayne, V. (2006). Business excellence: Building performance ethics into organizational culture. New Zealand Management, 67.

You are encouraged to incorporate at least two references from the provided readings, as well as your textbook. The paper should reflect critical analysis of how ethics function within organizational culture, supported by scholarly references.

Sample Paper For Above instruction

Introduction

Organizational culture forms the underlying framework that shapes the behaviors, values, and norms within a company. An essential component of this culture is the set of ethical rules and standards that guide decision-making and conduct. Ethics in organizations influence everything from everyday interactions to strategic policies and corporate reputation. This paper explores the role of ethics as a fundamental aspect of organizational culture, drawing upon scholarly theories and personal insights from my previous or current employment experience. The analysis includes the reflection of ethical rules in the corporate environment, their consistency or conflict with personal ethics, and how these rules are reinforced through organizational practices.

Ethical Rules in Organizational Culture

Organizations typically establish formal ethical policies that delineate acceptable behaviors and standards. These rules may be codified in codes of conduct, employee handbooks, or corporate mission statements. In my former organization, ethical guidelines emphasized integrity, transparency, and respect. These principles were reflected in daily operations through open communication channels, employee training programs, and leadership accountability measures. Ethical conduct was reinforced by performance evaluations that rewarded adherence to these standards, thus embedding ethical considerations into the organizational fabric (Dion, 1996).

However, the presence of explicit ethical rules does not always guarantee ethical behavior. Instances of ethical lapses, such as conflicts of interest or misrepresentation, can emerge when organizational pressures or cultural norms conflict with formal rules. In my experience, such conflicts were mitigated by strong ethical leadership, which modeled expected behaviors and fostered an environment where ethical concerns could be openly discussed (Bart, 2011). This alignment between formal rules and informal cultural norms is vital in establishing a sustainable ethical culture.

Reflection on Personal Ethical Alignment

Considering my personal ethical standards, I found a general alignment with the organization’s rules of integrity and respect. Nonetheless, certain situations sometimes posed ethical dilemmas, especially when organizational objectives conflicted with personal morals. For example, in a case involving the pressure to meet ambitious targets, I observed that adhering strictly to the ethical code sometimes conflicted with performance pressures. Such instances highlight the importance of organizational support for ethical decision-making and the role of ethics officers in maintaining alignment between organizational and personal ethics (Llopis et al., 2007).

Reinforcement of Ethical Rules in Organizational Culture

Organizations reinforce ethical rules through a combination of formal policies and informal cultural practices. My previous workplace integrated ethics training sessions, ongoing communication about ethical expectations, and recognition programs for ethical conduct. These mechanisms created a culture where integrity was rewarded, and unethical behavior was discouraged. As Jayne (2006) notes, embedding ethics into daily organizational practices fosters a performance ethic that sustains organizational reputation and employee trust.

Furthermore, leadership commitment plays a crucial role in reinforcing ethical standards. Leaders who demonstrate ethical behavior set a tone at the top, influencing overall organizational climate. This alignment of leadership actions with organizational ethics helps to embed these rules deeply into the culture, ensuring that ethical conduct is the norm rather than the exception (Rakichevikj et al., 2010).

Conclusion

Ethics are a vital component of organizational culture, shaping behaviors and establishing norms that influence organizational success and reputation. Formal ethical rules, when aligned with organizational practices and leadership exemplars, foster a culture of integrity and accountability. Personal reflection reveals that organizational ethics can sometimes conflict with personal morals, emphasizing the need for ongoing ethical leadership and reinforcement mechanisms. Ultimately, embedding ethics into organizational culture enhances trust, performance, and sustainability in any professional setting.

References

  • Dion, M. (1996). Organizational culture as matrix of corporate ethics. International Journal of Organizational Analysis, 4(4), 2 pages.
  • Bart, C. (2011). Ethics: The key to organizational Culture. The Canadian Manager, 36(3), 4-6.
  • Rakichevikj, G., Strezoska, J., & Najdeska, K. (2010). Professional ethics - Basic component of organizational culture. Proceedings of the Biennial International Congress, pp.
  • Llopis, J., G., & Gasco, J. L. (2007). Corporate governance and organisational culture: The role of ethics officers. International Journal of Disclosure and Governance, 4(2), 96-105. doi.
  • Jayne, V. (2006). Business excellence; Built to last - How to fill performance gaps; how do you build a strong performance ethic into your organisational culture? New Zealand Management, 67.

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