For This Assignment You Will Take On The Role Of A Mid Level

For This Assignment You Will Take On the Role Of a Mid Level Organiza

For this assignment, you will take on the role of a mid-level organizational manager. In your current job role, you have noticed that the organizational culture is contributing to some unethical decision making by subordinates and peers. You feel strongly that leadership must be not only made aware of the situation but also given appropriate solutions. To communicate with the CEO and shareholders, you must create a memo. In the memo, you will explain the issues, as well as offer appropriate solutions.

For help in the format and writing style of a memo use Good example of a persuasive memo. In your memo include: Header: with To, From, Date, and Subject Introductory paragraph One to two paragraphs outlining the issues. Three to six paragraphs describing solutions A closing paragraph that summarizes the information. In the memo: Describe the issues of the current ethical culture Describe which stakeholders are affected by the issues, such as employees, shareholders, local community, society, etc. Formulate a plan to change the ethical culture Convince the CEO and shareholders of the importance of the changes. Memos are a business style of writing rather than academic.

You do not need to use in-text citations in the memo. However, your work should be paraphrased rather than quoted. You must include a reference page to demonstrate the use of any resources.

Paper For Above instruction

The ethical culture within an organization plays a crucial role in shaping the behavior, decision-making processes, and overall integrity of its members. When the ethical environment is compromised or weak, it can lead to unethical decision making by employees and peers, undermining trust, damaging reputation, and potentially resulting in legal consequences. As a mid-level manager observing these issues, it is imperative to communicate effectively with top leadership—specifically, the CEO and shareholders—to highlight the challenges and propose viable solutions to foster a more ethical organizational culture.

Current organizational culture often influences employee behavior significantly. If the prevailing culture tacitly condones unethical practices, employees may feel justified or pressured to act dishonestly to meet organizational goals or peer expectations. For instance, pressures to meet sales targets might lead to manipulation of figures or bending rules, which can become normalized within the organization. Such practices not only violate moral standards but also expose the organization to risks of penalties, loss of stakeholder trust, and long-term reputational harm. Moreover, when leadership fails to model ethical behavior, it unintentionally signals that unethical practices are acceptable or even expected.

Stakeholders across multiple levels are affected by these cultural issues. Employees may experience moral dilemmas or diminished job satisfaction, feeling conflicted between personal integrity and organizational demands. Shareholders face increased risk of financial loss if unethical behaviors lead to scandals, lawsuits, or regulatory penalties. The local community and society at large bear consequences as unethical practices, such as environmental violations or exploitation, can harm community health and safety. Recognizing these impacts is vital to understanding the importance of promoting an ethical culture that aligns organizational goals with societal values.

To address these issues, a comprehensive plan to change the ethical culture must be implemented. First, leadership needs to establish a clear code of ethics that is communicated effectively throughout the organization. This code should outline expected behaviors, provide examples of ethical decision making, and emphasize the organization’s commitment to integrity. Training programs should be developed to reinforce these principles and equip employees with practical tools to navigate ethical dilemmas.

Second, the organization should create transparent channels for reporting unethical behavior without fear of retaliation. Implementing anonymous hotlines and ensuring strict non-retaliation policies can encourage employees to speak up about misconduct, facilitating early intervention and corrective actions. Third, ethical behavior must be consistently modeled by senior leaders, whose actions serve as a powerful example for all employees. Regularly holding leadership accountable for maintaining ethical standards can reinforce credibility and trust.

Furthermore, integrating ethics into performance evaluations and reward systems can promote a culture of integrity. Recognizing and rewarding ethical behavior incentivizes employees to uphold organizational values. Establishing an ethics oversight committee to monitor compliance, review incidents, and continuously improve policies adds another layer of accountability. Lastly, fostering an organizational culture that values open dialogue about ethics can empower employees to discuss concerns and contribute to ongoing cultural improvement.

In conclusion, addressing the ethical challenges within the organization requires committed leadership and strategic initiatives. By establishing clear codes of conduct, promoting transparency, modeling ethical behavior at the top, and integrating ethics into performance systems, organizations can cultivate a culture rooted in integrity. These steps will not only mitigate the risks associated with unethical decision making but also strengthen trust among stakeholders, ultimately enhancing organizational sustainability and societal reputation.

References

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