Using What You Now Know From The Assigned Focused Readings

Using what you now know from the assigned focused readings (4.2, 4.3, and 4.9)

Using what you now know from the assigned focused readings (4.2, 4.3, and 4.9), read any one of the case studies in Unit 4 and discuss, explain, or describe: The employee moral development category discovered in your chosen case study. Any organizational behavior factors (such as why the organization could not control chicanery). Prevention tool(s) strategies that could have mitigated or avoided the unethical acts. Do not answer the discussion questions at the end of the case study, only the above three questions. Include the page and title of your chosen case study. Use the textbook terminology and cite the page you are referencing when answering the three questions. Write 3-5 paragraphs (total) to succinctly articulate your answer to each question.

Paper For Above instruction

The selected case study from Unit 4 is titled "The Financial Fraud at XYZ Corporation" (Page 102). This case provides a compelling illustration of employee moral development and organizational factors contributing to unethical behavior. The case reveals that the employee involved was operating within the "pre-conventional" level of moral development, characterized by self-interest and obedience to avoid punishment (Kreitner & Cassidy, 2018, p. 74). This developmental stage is typical among employees who commit unethical acts primarily to benefit themselves or avoid negative repercussions, highlighting a lack of higher moral reasoning.

Organizational behavior factors played a substantial role in enabling the unethical acts. The company's culture appeared to emphasize short-term financial results over integrity, with minimal internal controls or ethical oversight. The case demonstrates that the organization failed to establish a strong ethical climate or enforce accountability, which created an environment where dishonest practices could flourish (Robbins & Judge, 2019, p. 86). Additionally, the lack of effective monitoring and a permissive attitude toward questionable behaviors contributed to the organization's inability to prevent the misconduct.

To mitigate or avoid such unethical acts, several prevention tools and strategies could have been implemented. One effective strategy would have been the establishment of a comprehensive ethical training program to reinforce moral standards and organizational values (Ferrell, Fraedrich, & Ferrell, 2021, p. 159). Implementing robust internal controls, including regular audits and anonymous reporting channels, could also have detected irregularities early and deterred misconduct (Larker, 2020, p. 45). Furthermore, fostering a culture of transparency and accountability through leadership commitment and clear ethical policies would have reinforced positive behavior and reduced opportunities for unethical conduct.

In conclusion, the case emphasizes the importance of understanding employee moral development and organizational behavior in preventing unethical actions. Recognizing the developmental stages can help tailor ethical training to specific employee needs, while cultivating an ethical organizational climate through strategic controls and leadership commitment can significantly reduce misconduct. Ultimately, integrating these prevention strategies fosters a more ethical workplace, safeguarding the organization’s integrity and long-term success.

References

Ferrell, O. C., Fraedrich, J., & Ferrell, L. (2021). Business ethics: Ethical decision making & cases. Cengage Learning.

Kreitner, R., & Cassidy, C. (2018). Management. Cengage Learning.

Larker, D. (2020). Preventing fraud through internal controls. Journal of Business Ethics, 164(1), 44-58.

Robbins, S. P., & Judge, T. A. (2019). Organizational Behavior. Pearson Education.