Shaping Cultures And Ethics Of The Business Organization ✓ Solved

Shaping Cultures and Ethics of the Business Organization

There is a clear thesis statement that specifies the topic that is going to be addressed. The introduction provides a clear overview of the Literature Review’s contents. The introduction is clearly articulated. The introduction has a clear, logical flow.

All key components of the Literature Review are present. The body of the paper includes clarity and relevancy of material with the appropriate level of citations. The assignment has a clear, logical flow. Major points are stated clearly. Major points are supported by good examples or thoughtful analysis. At least fifteen peer-reviewed references are included that are three years old or less.

The issues raised regarding the topic are properly treated. Differing viewpoints are considered, analyzed, and treated. The analysis is thorough. The conclusion offers a good summary of the issues treated in the Literature Review. The conclusion offers suggestions for further study with the appropriate level of citations. The conclusion has a clear, logical flow. Major points are summarized clearly. Major points are supported by good examples or thoughtful analysis.

Grammar, APA formatting, spelling, and grammar are correct. Sentences are complete, clear, and concise. Paragraphs contain appropriately varied sentence structures. Where applicable, references are cited in current APA format. The Literature Review uses current APA format correctly. The paper contains a minimum of 16 pages of content that does not include the cover page, Abstract, outline, reference page, or charts/tables.

Layout

Introduction (no longer than 1 page); Findings (a minimum of 15 pages); Conclusions, recommendations, and suggestions for further study (a minimum of 3 pages) References minimum of 15 scholarly sources that are current (less than 3 years) or important for historical background.

Abstract

The overall atmosphere of numerous organizations is found in their ethics and culture. Organizations are shaped, and often defined, by both ethics and culture. This literature review will explore these two vital components and how they shape the beliefs and behaviors of a company's employees and affect the organization in its entirety. Additionally, this paper will describe culture and ethics and the effects that they have on many aspects of an organization. The business culture of an organization will illustrate the overall functionality of an organization's employees and the way it operates its daily processes, which is essential when management tries to improve the efficiency and productivity of its employees.

Multiple studies will be reviewed and examined in this review, including exploring Hofstede’s Diagram and Schein’s Model of Organizational Culture. Furthermore, the literature review will demonstrate the relationship between culture, ethics, and the behaviors of the daily decision makers within an organization. Also discussed is the importance of factors like managerial ethics and corporate social responsibility shaping cultures and ethics of an organization as they relate in business. This literature review highlights the importance of shaping cultures and ethics in organizations and the varying perspectives from which culture is observed. Lastly, this review will explain the different tools, roles, and levels an organization has in creating a culture that promotes an ethical, efficient, and productive workforce.

1. Introduction

1.1. Business Culture and Ethics

Business culture encompasses the values, beliefs, and behaviors that characterize an organization. It impacts decision-making processes, employee morale, and overall organizational effectiveness. Ethics within this context refers to the principles of right and wrong that guide the behavior of professionals and organizations. The intersection of culture and ethics is significant for fostering an environment where employees feel valued and motivated to perform at their best (Ananthram & Chan, 2016).

1.2. Components of Business Culture and Ethics

1.2.1. Power Distance

Power distance denotes the degree to which less powerful members of a society defer to more powerful members. In organizations, high power distance can lead to hierarchical structures that inhibit open communication and stifle employee initiative (Hofstede, 2016).

1.2.2. Uncertainty Avoidance

This component assesses how comfortable members of an organization are with uncertainty and ambiguity. Organizations with high uncertainty avoidance may implement strict rules and policies that can hamper innovation and adaptability (Hofstede, 2016).

1.2.3. Individualism Versus Collectivism

Individualistic cultures emphasize personal achievements and rights, whereas collectivist cultures focus on group goals and community wellbeing. Understanding this dimension helps managers create environments that resonate with their workforce (Hofstede, 2016).

1.2.4. Masculinity Versus Femininity

This dimension relates to the distribution of emotional roles between the genders. Organizations that embrace more feminine values may foster cooperation, care, and welfare (Hofstede, 2016).

1.2.5. Long-Term Versus Short-Term Orientation

This cultural dimension affects how organizations handle their planning and strategies. Long-term orientation fosters perseverance and thrift, impacting organizational sustainability (Hofstede, 2016).

1.2.6. Indulgence Versus Restraint

This dimension relates to the degree of freedom that societal norms give to citizens in fulfilling their human desires. Organizations fostering indulgence tend to promote leisure and enjoyment, impacting their approach to employee engagement and satisfaction (Hofstede, 2016).

2. Literature Review Findings

2.1. Approaches Used in Analyzing Organizations Cultures

2.1.1. Schein's Theoretical Model

Schein's model emphasizes three levels of culture: artifacts, espoused values, and underlying assumptions. This model aids leaders in identifying and assessing the intricacies of their organizational culture, playing a significant role in shaping the culture of ethics (Schein, 2010).

2.2. Categories of Ethical Decision-Making Theories

2.2.1. Consequence-Based Theories

These theories evaluate the outcomes of actions to determine their ethical nature. They encourage companies to consider the broader impact of their decisions on stakeholders (Bedi, Alpaslan, & Green, 2016).

2.2.2. Duty-Based Theories

Duty-based theories focus on adherence to rules and responsibilities regardless of the outcome, promoting integrity and consistency in ethical practices (Ma, 2016).

2.2.3. Contract-Based Theories

This approach views ethical behavior as being governed by social contracts. Organizations might develop codes of conduct grounded in mutual agreements with employees and stakeholders (Craft, 2018).

2.2.4. Virtue-Based Ethics

Virtue ethics emphasizes character development and moral education, suggesting that ethical organizations cultivate moral virtues among their employees (Kaptein, 2017).

2.3. How to Shape Organizational Culture and Ethics

2.3.1. Conventional Theory

Traditional approaches suggest that strong leadership and clear ethical guidelines are key to shaping organization culture and ethics. This includes establishing mission statements that reflect ethical commitments (Fontrodona, Ricart, & Berrone, 2018).

2.3.2. Managements Role

Management plays a critical role in modeling ethical behavior, reinforcing cultural norms, and fostering environments conducive to ethical decision-making (Erhardt, Martin-Rios, & Heckscher, 2016).

2.4. Effects of Shaping Organization’s Cultures and Ethics

2.4.1. Positive effects

A well-formed organizational culture and ethics can lead to increased employee satisfaction, retention, and performance. It enhances the organization's reputation, making it more attractive to prospective employees and clients (Way, Simons, Leroy, & Tuleja, 2018).

2.4.2. Negative effects

Conversely, a poorly defined culture may lead to ethical lapses, high turnover rates, and reputational damage (Yunus & Tadisina, 2016).

2.5. Factors that Hinders Shaping Organizational Cultures and Ethics

Resistance to change, lack of commitment from leadership, and inadequate communication can impede efforts to instill an ethical culture. Addressing these challenges requires sustained effort and reinforcement at all organizational levels (Dheer, 2017).

3. Conclusion

3.1. Recommendation

Organizations should prioritize the development of a strong ethical culture as it influences decision-making and overall performance. Implementing comprehensive training programs that focus on ethical behavior and cultural understanding is recommended.

3.2. Suggestions for Further Studies

Future research could focus on longitudinal studies analyzing the impact of cultural changes on organizational performance over time, as well as the role of technology in shaping ethics and culture in the workplace (Oncioiu et al., 2017).

4. Bibliography

• Adelstein, J., & Clegg, S. (2016). Code of ethics: A stratified vehicle for compliance. Journal of Business Ethics, 138(1), 53-66.
• Ananthram, S., & Chan, C. (2016). Religiosity, spirituality and ethical decision-making: Perspectives from executives in Indian multinational enterprises. Asia Pacific Journal of Management, 33(3).
• Bedi, A., Alpaslan, C. M., & Green, S. (2016). A meta-analytic review of ethical leadership outcomes and moderators. Journal of Business Ethics, 139(3).
• Craft, J. L. (2018). Common thread: The impact of mission on ethical business culture. A case study. Journal of Business Ethics, 149(1).
• Daft, R. L. (2016). Organization theory and design (Twelfth edition). Boston, MA: Cengage Learning.
• de Bruin, B. (2016). Pledging integrity: Oaths as forms of business ethics management. Journal of Business Ethics, 136(1), 23-42.
• Dheer, R. J. S. (2017). Cross-national differences in entrepreneurial activity: Role of culture and institutional factors. Small Business Economics, 48(4), 842-813.
• Erhardt, N., Martin-Rios, C., & Heckscher, C. (2016). Am I doing the right thing? Unpacking workplace rituals as mechanisms for strong organizational culture. International Journal of Hospitality Management, 59, 31-41.
• Fontrodona, J., Ricart, J. E., & Berrone, P. (2018). Ethical challenges in strategic management: The 19th IESE international symposium on ethics, business and society. Journal of Business Ethics, 152(4).
• Kaptein, M. (2017). The battle for business ethics: A struggle theory. Journal of Business Ethics, 144(2).