Week 4 Essay Instructions: Ethics In Business Relationships

Week 4 Essay · Instructions Ethics in business relationships include both

Ethics in business relationships include both the external and internal relationships that develop around the organization. For this assignment, you will focus on the internal relationships that develop inside the organization. Studies have indicated the more positive the environment within the organization, the more productive the employees. Research one or a combination of these job-related topics found within organizations: job discrimination; sexual harassment; bullying or unsafe working conditions.

1. Briefly describe the issue.

2. Analyze the impact on overall morale, relationships within the organization and ultimately overall productivity levels.

3. Research a minimum of one company that was caught up in this type of issue.

4. What best practices might a company implement to avoid negative behavior within their organization?

5. How would you rate the ethical practices of the company that you chose (excellent, fair or poor)? Explain.

Your response should include an introduction, thesis statement, and a clear discussion of the questions/topics above. It should be a minimum of two double-spaced pages. You are required to use at least two credible references. All sources used must be referenced; paraphrased and quoted material must have accompanying citations and be cited per APA guidelines.

Paper For Above instruction

The internal ethical dynamics within organizations profoundly influence employee morale, productivity, and overall organizational health. Among various internal issues, job discrimination, sexual harassment, bullying, and unsafe working conditions stand out as significant challenges that can undermine workplace harmony. This paper focuses on sexual harassment, exploring its implications, providing an example from a real-world company, and discussing best practices to prevent such behavior, along with an ethical assessment of the chosen company.

Sexual harassment in the workplace involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that can create a hostile work environment. This issue has garnered increased attention due to its detrimental effects on employees’ psychological well-being and the organization's integrity. The presence of sexual harassment tends to diminish morale, fracture trust among colleagues, and diminish collaboration, leading to a decline in overall productivity. Employees working in an environment where harassment is either ignored or improperly addressed tend to feel unsafe, undervalued, and demotivated, which translates into higher turnover rates and reduced efficiency.

An illustrative example is the case of Uber Technologies Inc. In 2017, Uber faced a significant scandal involving allegations of sexual harassment and a toxic work culture rooted in gender discrimination. Reports indicated that the company’s internal environment tolerated or ignored inappropriate behavior, which led to a public relations crisis and internal upheaval. This scandal highlighted serious lapses in the organization’s ethical commitments and mandated a comprehensive overhaul of their policies and culture.

To prevent such negative behaviors, organizations must implement proactive and comprehensive best practices. These include developing clear anti-harassment policies, providing regular training sessions, establishing confidential reporting channels, and ensuring prompt, fair investigations of complaints. Leadership plays a crucial role by fostering a culture of respect, accountability, and zero tolerance for unethical conduct. Promoting diversity and inclusion initiatives can also help address biases that often underpin discriminatory behaviors. Regular monitoring and reinforcing of ethical standards are vital to sustaining an environment where employees feel safe and valued.

Regarding the ethical practices of Uber, the company’s handling of the harassment scandal reflected poorly on its ethical standards at the time. The initial response was often viewed as inadequate, prioritizing reputation management over genuine cultural change. Over time, Uber took steps to improve its workplace culture, but the early missteps demonstrated a lack of commitment to ethical practices, earning a rating of 'poor' in terms of organizational ethics at that time.

In conclusion, internal ethical issues like sexual harassment significantly impact morale, relationships, and productivity within organizations. By modeling positive behaviors, implementing robust policies, and fostering a culture of respect and integrity, companies can create healthier, more productive workplaces. Evaluating and improving ethical standards should remain an ongoing priority for organizations committed to long-term success and employee well-being.

References

• Fitzgerald, L. F., Drasgow, F., Hurst, C. S., & Carroll, L. (1997). Antecedents and consequences of sexual harassment in the workplace. Journal of Social Issues, 53(2), 113-135.
• Holtz, B. C., & Harrow, A. (2016). Sexual harassment and organizational ethics: How ethical climate impacts behavior. Journal of Business Ethics, 139(4), 583-595.
• Uber Technologies Inc. (2017). Uber’s response to allegations of misconduct. Uber Newsroom. https://www.uber.com/newsroom/
• Ragins, B. R., & Dutton, J. E. (2007). Boundaries and boundaries management. In Handbook of organizational culture and climate, 663-692.
• Burke, R. J. (2006). Work and bullying: Strategies for creating a healthy workplace. Routledge.
• Dipboye, R. L., & Colella, A. (2013). Discrimination at work: The psychological and organizational bases. Routledge.
• Press Release: Uber. (2017). Uber Announces New Initiatives to Foster Better Workplace Culture. Uber Newsroom. https://www.uber.com/newsroom/
• Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293-315.
• Thomas, D. A., & Ely, R. J. (1996). Making differences matter: A new paradigm for managing diversity. Harvard Business Review, 74(5), 79-90.
• U.S. Equal Employment Opportunity Commission (EEOC). (2020). Sexual Harassment. https://www.eeoc.gov/statistics/sexual-harassment