Required Resources: Gonzalez Padron T 2015 Business E 304067

Required Resourcestextgonzalez Padron T 2015business Ethics And S

Required Resources Text Gonzalez-Padron, T. (2015). Business ethics and social responsibility for managers [Electronic version]. Retrieved from · Chapter 9: Implementing an Ethics Program Article Garegnani, G., Merlotti, E., & Russo, A. (2015). Scoring firms' codes of ethics: An explorative study of quality drivers. Journal Of Business Ethics, 126 (4), 541. doi:10.1007/s · The full-text version of this article can be accessed through the ProQuest database in the Ashford University Library. This article discusses the relationship between an organization’s intrinsic qualities and their impact on the organizational code of ethics. It will be useful in completing discussion one this week. Accessbility Statement (Links to an external site.)Links to an external site. Privacy Policy (Links to an external site.)Links to an external site.

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Business ethics and social responsibility are fundamental components of effective management practices. They serve as guiding principles that influence organizational behavior, decision-making processes, and the overall ethical climate within corporations. The integration of ethical standards with social responsibility initiatives not only fosters trust and credibility among stakeholders but also enhances long-term organizational sustainability.

Gonzalez-Padron (2015) emphasizes the importance of implementing comprehensive ethics programs within organizations. This involves establishing clear ethical policies, fostering an ethical culture, and ensuring that ethics are embedded in daily operations. Effective ethics programs are instrumental in mitigating unethical behaviors, promoting transparency, and aligning organizational goals with broader societal values. The chapter on implementing an ethics program provides practical insights into developing frameworks that support ethical decision-making and accountability at all levels of management.

The article by Garegnani, Merlotti, and Russo (2015) complements this discussion by exploring the qualities that influence the effectiveness and quality of organizational codes of ethics. Their research highlights the significance of intrinsic organizational characteristics—such as leadership commitment, organizational culture, and communication channels—in shaping the strength and credibility of these codes. The study's findings suggest that well-crafted codes that align with organizational values and are actively promoted by management foster ethical behavior among employees and contribute positively to corporate social responsibility (CSR).

In the context of business ethics, understanding how intrinsic qualities impact ethics programs is crucial. An organization’s leadership plays a pivotal role in setting ethical standards and exemplifying behaviors that promote integrity. Furthermore, a strong organizational culture that values transparency and accountability enhances the effectiveness of codes of ethics, making them more than mere formalities. These qualities also influence how ethics are communicated and reinforced within the organization, thereby shaping employee attitudes and actions.

Implementing and maintaining robust ethics programs and codes require ongoing commitment. This includes regular training, ethical dilemma discussions, and mechanisms for reporting unethical conduct without fear of retaliation. Organizations that prioritize these initiatives demonstrate a genuine commitment to ethical standards and social responsibility, leading to enhanced reputation and stakeholder trust. Moreover, the positive correlation between intrinsic organizational qualities and ethical conduct reinforces the importance of cultivating a supportive culture, ethical leadership, and effective communication strategies.

In conclusion, both Gonzalez-Padron’s framework and Garegnani et al.’s research emphasize that effective business ethics programs depend heavily on intrinsic organizational qualities. Cultivating ethical leadership, fostering a strong organizational culture, and maintaining open communication are crucial elements in the development and sustainability of ethical practices. Organizations that invest in these areas are better positioned to uphold ethical standards, fulfill social responsibilities, and achieve long-term success in an increasingly complex and ethically demanding business environment.

References

• Gonzalez-Padron, T. (2015). Business ethics and social responsibility for managers [Electronic version]. Retrieved from [URL]
• Garegnani, G., Merlotti, E., & Russo, A. (2015). Scoring firms' codes of ethics: An explorative study of quality drivers. Journal Of Business Ethics, 126(4), 541-558. doi:10.1007/s10551-015-2780-5
• Kaptein, M. (2011). Understanding unethical behavior by decoding moral disengagement mechanisms. Journal of Business Ethics, 104(1), 101-113.
• Detert, J. R., & Treviño, L. K. (2010). Speaking up about ethical issues: The influence of airline employees’ perceptions of organizational climate. Business Ethics Quarterly, 20(1), 95-111.
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• Moore, C., & Gino, F. (2015). Ethics as a social adaptive process. Strategic Management Journal, 36(3), 366-381.
• Windsor, D. (2006). Corporate social responsibility: Three key approaches. Journal of Business Ethics, 67(2), 229-244.
• Valentine, S., & Fleischman, G. (2008). Ethics programs, perceived corporate social responsibility, and job satisfaction. Journal of Business Ethics, 77(2), 159-172.