Theresa And Mike Want To Create A Merged Company That Is Def

Theresa And Mike Want To Create A Merged Company That Is Defined By A

Theresa and Mike want to create a merged company that is defined by a culture of integrity, thus aiding employees in making ethical decisions, such as in Joe’s ethical dilemma. They will begin by understanding the methods of embedding ethical decision making and behaviors into the culture, including their responsibilities as leaders. You, the consultant, are asked to provide recommendations and guidance to help them shape the culture they intend. This discussion is about values, a culture of integrity, and the role of leaders in creating and maintaining it. Review the scenario for this course and discuss the following with your classmates.

What ethical theories can be used to create a values-driven culture of integrity? What organizational programs or processes can help achieve a values-driven culture of integrity? In this type of culture, what decision-making processes can the CEOs use to make ethical decisions? Include any insights from your professional experience. 400 words 2 References

Paper For Above instruction

The development of a values-driven culture of integrity within an organization is essential for fostering ethical decision-making among employees and creating a trustworthy work environment. To achieve this, understanding and applying foundational ethical theories, implementing effective organizational programs, and guiding leadership decision-making processes are critical. This paper discusses these elements and offers insights into embedding integrity into a merged company's culture.

Ethical Theories Supporting a Culture of Integrity

Several ethical theories underpin the foundation of a values-driven culture of integrity. Deontological ethics, proposed by Immanuel Kant, emphasizes duty and adherence to moral principles, encouraging individuals and organizations to act according to ethical duties irrespective of consequences (Kant, 1785). This approach supports establishing clear moral standards that guide behavior. Virtue ethics, rooted in Aristotelian philosophy, focuses on cultivating moral virtues such as honesty, fairness, and courage, which become ingrained in organizational culture (Aristotle, 4th century BCE). By fostering virtues, companies can promote an environment where ethical behavior is second nature. Additionally, utilitarianism advocates for actions that maximize overall well-being, guiding organizational decisions toward the greatest good for all stakeholders (Mill, 1863). Integrating these theories provides a comprehensive framework for cultivating a moral workplace rooted in integrity.

Organizational Programs and Processes for Embedding Integrity

Organizations can implement targeted programs and processes to reinforce a culture of integrity. Ethics training and ongoing education are vital, equipping employees with the knowledge to recognize ethical dilemmas and apply appropriate principles in decision-making (Trevino & Nelson, 2017). Establishing a clear code of ethics offers a formal guideline for expected behaviors and principles, serving as a reference point for employees at all levels. Whistleblower policies and anonymous reporting channels also promote transparency and accountability by protecting employees who report unethical behavior (Near & Miceli, 1985). Leadership development initiatives that emphasize ethical leadership traits help reinforce the importance of integrity from the top down. Regular communication from executives about the significance of ethics and integrity can embed these values into daily operations, shaping organizational culture over time.

Decision-Making Processes in a Culture of Integrity

CEOs and organizational leaders should adopt structured decision-making processes that prioritize ethical considerations. The Ethical Decision-Making Model, such as the PLUS model (Policies, Legal, Universal principles, and Self), guides leaders through evaluating whether an action aligns with organizational policies, legal standards, moral principles, and personal values (Schwenk, 1988). Integrating stakeholder analysis ensures decisions consider the impact on all relevant parties, promoting fairness and transparency (Freeman, 1984). Ethical leadership involves modeling virtue and consistency in decision-making, which sets a behavioral standard for employees. Leaders should also create open forums for discussing ethical challenges, encouraging dialogue that fosters a shared understanding of integrity's importance. By systematically applying these processes, CEOs can uphold ethical standards and reinforce a culture of integrity throughout the organization.

Conclusion

Building a culture rooted in integrity requires a comprehensive approach that integrates ethical theories, organizational practices, and principled decision-making processes. Applying deontological, virtue, and utilitarian philosophies provides a strong ethical foundation. Programmatic initiatives like ethics training, codes of conduct, and transparent reporting facilitate the embedding of these values into daily routines. Finally, leaders play a crucial role by modeling ethical behavior, utilizing structured decision-making frameworks, and fostering open communication to sustain a culture of integrity. Through these strategies, Theresa and Mike can develop a resilient organizational culture that fosters ethical behavior and long-term success.

References

• Kant, I. (1785). Groundwork of the Metaphysics of Morals.
• Aristotle. (4th century BCE). Nicomachean Ethics.
• Mill, J. S. (1863). Utilitarianism.
• Near, J. P., & Miceli, M. P. (1985). Organizational dissidence: The case of whistle-blowing. Journal of Business Ethics, 4(1), 1-16.
• Freeman, R. E. (1984). Strategic Management: A Stakeholder Approach. Pitman.
• Schwenk, C. R. (1988). Ethical decision making in organizations. Academy of Management Review, 13(2), 385-395.
• Trevino, L. K., & Nelson, K. A. (2017). Managing Business Ethics: Straight Talk about How to Do It Right. Wiley.
• Kant, I. (1785). Groundwork of the Metaphysics of Morals.
• Aristotle. (4th century BCE). Nicomachean Ethics.
• Mill, J. S. (1863). Utilitarianism.