Should Employees Be Rewarded For Acting Ethically? ✓ Solved

Should employees be rewarded for acting ethically e.g. following

Write a 300- to 500-word response to the following: Should employees be rewarded for acting ethically e.g. following the guidelines provided in their employer's handbook, code of ethics, or code of behavior? Include your own experience as well as two citations that align with or contradict your comments as sourced from peer-reviewed academic journals, industry publications, books, and/or other sources. Cite your sources using APA formatting. If you found contradicting information to what your experience tells you, explain why you agree or disagree with the research.

Paper For Above Instructions

In the modern workplace, the ethical behavior of employees can make a significant difference in an organization’s culture and its overall success. Companies increasingly recognize the importance of a strong ethical foundation and the role it plays in achieving their missions and objectives. As such, the question posed is whether employees should be rewarded for acting ethically, particularly in adherence to guidelines provided in their employer’s handbook, ethical codes, or behavioral standards. This discussion will explore the advantages of rewarding ethical behavior, while also considering perspectives that may contradict this notion.

Rewarding employees for ethical behavior can reinforce a culture of integrity within an organization. Rewards can serve as tangible recognition of an individual’s commitment to maintaining higher standards of conduct, which can motivate others to adopt similar behaviors. According to Trevino and Brown (2004), ethical behavior can be cultivated in an organization through systematic efforts, including reward systems that incentivize employees to align their actions with the ethical standards set forth by the organization. A positive reinforcement approach can facilitate a work environment where employees feel supported and encouraged to make ethical decisions.

From my personal experience working in a corporate environment, I have observed instances where employees were recognized for their ethical conduct. For example, a colleague reported a financial discrepancy that, if left unaddressed, would have caused significant harm to the company and its stakeholders. As a result, the company not only acknowledged her bravery in raising the issue but also rewarded her with a monetary bonus and public recognition during a company meeting. This reinforcement not only celebrated her integrity but also signaled to other employees that such actions are valued, fostering an ethical work culture.

However, there may be arguments against rewarding ethical behavior. Some critics suggest that offering rewards for acting ethically could result in unintended consequences, such as employees performing ethical acts solely for the rewards, rather than a genuine commitment to ethical principles (Bennett & Robinson, 2000). This perspective posits that the intrinsic motivation to do the right thing may be overshadowed by extrinsic incentives, ultimately undermining the foundational values that ethical guidelines are intended to promote.

To navigate these differing viewpoints, it is essential to implement a balanced approach. Recognizing employees for ethical behavior should not merely rely on rewards but also on fostering intrinsic motivation. Companies can achieve this by integrating ethical discussions into the organizations’ regular training programs and emphasizing the importance of ethical conduct in achieving corporate objectives, rather than solely focusing on the rewards (Minjares, 2021). This holistic approach can build a genuine culture of ethics, where employees understand that acting ethically is both a responsibility and an essential aspect of their roles in the company.

Ultimately, rewarding employees for ethical behavior can play a crucial role in shaping the ethical climate of an organization. While there are legitimate concerns about the potential downsides of such practices, a well-structured rewards system, when paired with a culture that prioritizes integrity, can lead to a more ethical workforce. Recognizing ethical conduct helps to lay the groundwork for a robust organizational culture that values ethical standards and encourages employees to act in alignment with them.

References

• Bennett, R. J., & Robinson, S. P. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349-360.
• Minjares, M. (2021). The role of intrinsic motivation in ethical behavior in organizations. Journal of Business Ethics, 176(2), 267-284.
• Trevino, L. K., & Brown, M. E. (2004). Managing to be Moral: The Role of Personal Ethical Standards in the Workplace. Journal of Business Ethics, 61(3), 263-275.