Ethics Assignment: Are the Actions of People in the Workplace a Consequence of Individual or Organisational Characteristics? What Would Promote Ethical Behavior at Work?
3. Are the actions of people in the workplace a consequence of individual or organisational characteristics? What would promote ethical behavior at work?
Organisations are defined as congregations of people who are in an interdependent and collaborative relationship to accomplish common goals or objectives (Mcshane, Olekalns & Travaglione 2010). From ancient to modern times, there has been an ongoing need for a guiding beacon on which these organisations can rely on to discern what is morally decent or right. Emerging from this need is the study of ethics.
According to Preston (2007), ethics does not have a singular meaning. Ethics can be referred to as a ‘moral philosophy’ which examines an individual’s or a culture’s values and their corresponding rationalisations. Ethics can also be the moral principles that a person considers when making decisions and relates to the moral obligation, responsibility and social justice of all parties involved in the decision making process (Morf, Schumacher & Vitell 1999). In this paper, I will be investigating a few case studies related to the study of ethics with the aim to discuss whether it is the individual or the organisation that influences the choices and subsequent actions of people at the workplace.
In the workplace, ethical behaviour is an expected requirement at all times. However, Lewis (1985) states that not everyone will have the same understanding of what is morally right or wrong, good or bad, ethical or unethical. To resolve the issue of ambiguity, many organisations or companies come up with their own Code of Ethics as a guide for employees. Take for example the case study of F J Benjamin Holdings Ltd, which is a brand building and managing company listed on the Singapore Exchange. In its Code of Ethics, it is stated that every director and employee has the responsibility to understand and comply with the code of conduct and that functional managers should ensure their subordinates do the same (F
Organisations are defined as congregations of people who are in an interdependent and collaborative relationship to accomplish common goals or objectives (Mcshane, Olekalns & Travaglione 2010). From ancient to modern times, there has been an ongoing need for a guiding beacon on which these organisations can rely on to discern what is morally decent or right. Emerging from this need is the study of ethics.
According to Preston (2007), ethics does not have a singular meaning. Ethics can be referred to as a ‘moral philosophy’ which examines an individual’s or a culture’s values and their corresponding rationalisations. Ethics can also be the moral principles that a person considers when making decisions and relates to the moral obligation, responsibility and social justice of all parties involved in the decision making process (Morf, Schumacher & Vitell 1999). In this paper, I will be investigating a few case studies related to the study of ethics with the aim to discuss whether it is the individual or the organisation that influences the choices and subsequent actions of people at the workplace.
In the workplace, ethical behaviour is an expected requirement at all times. However, Lewis (1985) states that not everyone will have the same understanding of what is morally right or wrong, good or bad, ethical or unethical. To resolve the issue of ambiguity, many organisations or companies come up with their own Code of Ethics as a guide for employees. Take for example the case study of F J Benjamin Holdings Ltd, which is a brand building and managing company listed on the Singapore Exchange. In its Code of Ethics, it is stated that every director and employee has the responsibility to understand and comply with the code of conduct and that functional managers should ensure their subordinates do the same (F