Prior To Beginning Your Assignment, Read Chapters 7 And 8

Prior To Beginning Your Assignment Read Chapters 7 And 8 Of The Textb

Prior to beginning your assignment, read Chapters 7 and 8 of the textbook, and Creating an ethical workplace (Links to an external site.)Links to an external site. . 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. Two to five 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

In today’s organizational environments, the ethical culture profoundly influences decision-making processes among employees and management. An ethical culture refers to the shared values, beliefs, and norms that guide behavior within an organization. When this culture is compromised, it can lead to unethical choices that undermine trust, damage reputation, and result in legal or financial repercussions. As a mid-level manager observing such issues within my organization, I believe it is crucial to communicate these concerns effectively to the CEO and shareholders, suggesting viable solutions to foster an ethical environment.

The primary ethical issues observed stem from a culture that tacitly tolerates or overlooks unethical behaviors. This may manifest in various ways, such as biased decision-making, favoritism, withholding information, or cutting corners to meet performance goals. Such practices not only violate organizational standards but also threaten the integrity of operations, employee morale, and stakeholder trust. The affected stakeholders include employees who may feel demotivated or coerced, shareholders concerned about the company's reputation and compliance risks, and the broader community that expects organizations to operate ethically and responsibly.

A significant contributor to these issues is the lack of a comprehensive ethical framework supported by strong leadership commitment. To rectify this, I propose implementing a structured ethics program that emphasizes transparency, accountability, and ongoing ethics training. This program should start with a clear code of ethics that explicitly defines expected behaviors and consequences for violations. Leaders must serve as role models, demonstrating ethical conduct consistently and visibly. Establishing confidential channels for reporting unethical behavior can also empower employees to speak up without fear of retaliation.

Furthermore, integrating ethics into performance evaluations can reinforce its importance, aligning individual and organizational values. Regular ethics audits and monitoring will ensure compliance and allow for continuous improvement of the ethical standards. Education initiatives, such as workshops and seminars, should be designed to embed ethical decision-making into the corporate culture, making it a shared responsibility.

Communicating the importance of these initiatives to the CEO and shareholders is vital. Demonstrating how a strong ethical culture can enhance reputation, mitigate legal risks, and improve employee engagement will persuade them of the necessity of these changes. Emphasizing that ethical practices are aligned with long-term organizational success can foster support for the proposed initiatives. It is crucial to present data or case studies illustrating the benefits of ethical cultures in similar organizations to strengthen the argument.

In conclusion, fostering an ethical organizational culture requires a strategic approach that includes clear policies, leadership commitment, and ongoing education. Addressing current deficiencies and proactively promoting integrity will not only improve decision-making but will also reinforce trust among all stakeholders. By implementing these solutions, the organization can position itself as a responsible and sustainable entity committed to ethical excellence.

References

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