shaping culture and ethics of the organization

SHAPING CULTURES AND ETHICS OF THE ORGANIZATION 1

Shaping Cultures and Ethics of the Organization Annotated Bibliography

Author Note

Cabana, G. C., & Muel, K. (2021). Team ethical cultures within an organization: A differentiation perspective on their existence and relevance:  Journal of Business Ethics, 170(4), 761-780. https://doi-org.ezproxy.liberty.edu/10.1007/s10551-019-04376-5

In this article, the authors highlight multiple ethical cultures at the organizational level. They explore the dynamics of team culture as it is the basics of team building and effective team management. In addition, they suggest that team culture is different from an organizational culture based on cultural differences and similarities. Positively associated organizational outcomes such as innovation and employee well-being have been linked to cohesive ethical culture in organizations. Team ethical culture can be multidimensional based on different cultures and values. I find this article useful as it describes the different ethical cultures at the team level and its implication at the management level of the organization. This article is pertinent to my research because the authors identified the different types of ethical cultures and how they relate and factor into an overall organizational culture.

Cherian, J., Gaikar, V., Paul, R., & Pech, R. (2021). Corporate culture and its impact on employees’ attitude, performance, productivity, and behavior: An investigative analysis from selected organizations of the United Arab Emirates (UAE). Journal of Open Innovation, 7(1), 45. https://doi.org/10.3390/joitmc7010045

This article's authors posit corporate culture's impact on employees’ attitudes, performance, productivity, and behavior. They suggest that a substantial cultural influence impacts the company's overall mission when different groups of people come together to form a work environment. The research findings show a positive relationship between job performance, employee attitude, and organizational culture. In addition, the authors indicate that having a diverse work group fosters an environment for innovative thinking, which leads to the organization’s development. This article is helpful for my literature review as it powerfully reveals that factors such as employee satisfaction, behavior, and performance is vital in promoting an influential organizational culture, just as my other article by Maesschalck and Paesen (2021) determined that organizational culture is impacted by antecedents such as employee behavior.

Gaur, N., & Gupta, V. (2021). Exploring the relationship between ethics and knowledge culture: A conceptual framework for successful organizations. Academy of Entrepreneurship Journal, 27, 1-13.

Gaur and Gupta (2021) explore the relationship between ethics and knowledge by identifying the ethical norms that influence behaviors in organizational culture. They suggest that for an organization to be successful, it requires the practice of ethical conduct to prepare and leverage effective organizations, as ethics is the key driver to achieving a successful organization (Gaur & Gupta, 2021). Also, they indicate that knowledge culture and organization can facilitate opportunities to earn a competitive advantage. Relating to my other articles, this article displays the knowledge approach by integrating ethics and culture. This article is relevant to my literature review because the authors properly analyze the similarities between ethics and knowledge culture and the dimensions of ethical issues in organizational culture to include unethical indicators in a corporate environment.

Maesschalck, J., & Paesen, H. (2021). Profiling organizational culture: Using grid-group cultural theory as a lens to take a snapshot of an organization’s culture. SAGE Open, 11(4), 215824402110615. https://doi.org/10.1177/21582440211061564

Research by Maesschalck and Paesen (2021) examines an organizational culture in a 15-dimensional framework of organizational culture and six cultural profiles. They determined that organizational culture is impacted by organizational performance or employee behavior. In their research, they discover that the makeup of organizational culture is embedded in various cultural dimensions. Using grid-group culture theory as a guide, they determined that the different types of dimensions indicate the kind of organizational culture. The findings of this article show that there is a connection between organizational culture and type of occupation. This article is relevant to my literature because it distinguishes between various types of organizational culture, including individualism, egalitarianism, hierarchy, and fatalism, and how they factor into employee performance in an organization.

Martínez, C., Skeet, A. G., & Sasia, P. M. (2021;2020). Managing organizational ethics: How ethics become pervasive within organizations. Business Horizons, 64(1), 83-92. https://doi.org/10.1016/j.bushor.2020.09.008

Organizational ethics has been infused in many organizations as it can positively influence employee commitment, productivity, and customer loyalty. Martinez et al. (2021) indicate in their research that cultural elements influence the management of organizational cultures. They suggest that organizational leaders should be ethically deliberate and socially responsible when dealing with organizational ethics. The findings of this article indicate that organizations are implementing culture management to meet the demands of their customers to prevent ethical dilemmas. They identify that the lack of ethics in management was one of the leading causes of the 2009 financial crisis. This article is helpful for my literature review as it points to a cultural approach that focuses on value alignment to build a shared ethical culture in an organization. Initiating and incorporating an organization’s shared values will allow for easier assimilation into an organization as it allows the steps of culture management to help build an ethical culture.

Metwally, D., Ruiz-Palomino, P., Metwally, M., & Gartzia, L. (2019). How ethical leadership shapes employees' readiness to change: The mediating role of an organizational effectiveness culture. Frontiers in Psychology, 10, 2493-2493. https://doi.org/10.3389/fpsyg.2019.02493

In this research by Metwally et al. (2019), the authors indicate that the employees’ resistance to change is linked to the high leadership turnover in a competitive environment. They suggest that employees’ resistance to change might result from a lack of ethical leadership. The authors argue that ethical leaders can improve employee resistance through influential organizational culture. Furthermore, they identify that the role of an ethical leader in an organization is to demonstrate appropriate conduct through good values, morals, and actions. This article is relative to my literature review as it displays how organizational culture is shaped by the members of the organization and their leadership.

Nayak, T. (2021). Changing the organization’s culture.  Journal of Organizational Culture, Communications, and Conflict, 25(4), 1-2. https://go.openathens.net/redirector/liberty.edu?url=https://www-proquest-com.ezproxy.liberty.edu/scholarly-journals/changing-organization-culture/docview/2539314064/se-2

Nayak (2021) examines the change in organizational culture. The article discusses the factors that play a role in changing an organization’s culture to include the values and behavior and how it aligns with its members. An organization's ideologies, principles, beliefs, and policies represent the work culture, and it is essential to align with employees. The examples show an employee’s view of cultural alignment and organizational culture. This article is relevant to my literature review, providing detailed examples of organization and work culture.

Nelson, W. A., Taylor, E., & Walsh, T. (2020). Building an ethical organizational culture. The Health Care Manager, 39(4), 168-174. https://doi.org/10.1097/HCM.0000000000000304

The authors suggest that building an ethical organizational culture requires aligning management and clinical decisions. In this article, the authors indicate that solid organizational leadership and effective planning are the requirements for building an influential organizational culture. An organization-wide communication prevents issues and challenges that can lead to mismanagement of organizational culture. The authors identify the process for creating an ethical culture in an organization. These steps utilized together help facilitate a cultural transformation of an organization. This article is relevant to my literature review as it identifies the steps for creating an ethics-grounded culture and offers similar research to my other articles.

Pau, C., Martin, M., & Ciurea, J. (2021). A managerial perspective on ethical culture in organizations and institutions . Robotică Şi Management (Reșița), 26(1), 27-30. https://doi.org/10.24193/rm.2021.1.6

In this article, the authors assess the managerial perspectives of ethical culture in organizations by establishing that ethics is an integral part of decision-making in an organization. The different dimensions of ethical performance cultivate the content of ethics within the organization. The ethical climate influences the behaviors of the organization's members, and the managers' assertiveness will prevent unethical behaviors and foster a cohesive work environment. The findings of this article are relatable to my other articles as it shows that a leadership presence allows the employee to feel a part of the institution and be more productive.

Peace, I. O., & Agboola, M. (2021). Customers’ perception of principles of organizational ethics as a determinant of organizational productivity. Academy of Strategic Management Journal, 20(3), 1-11.

This article identifies customers’ perceptions of organizational ethics and how it determines organizational productivity. The article describes customer perceptions influence the productivity of organizations. Increased customer satisfaction improves organizational culture and enhances productivity. This shapes the culture of the organization and has a significant effect on organizational ethics. This article applies to my literature review as it identifies that customer and employee perception influences productivity.

Rhodes, C. (2022). The ethics of organizational ethics. Organization Studies, 17084062210820. https://doi.org/10.1177/01708406221082055

Rhodes (2022) assesses the ethics of an organization ethic by identifying organizations that function without an ethical committee. In this article, the author suggests that ethics is based on individual action instead of organizational rules and procedures. However, the assessment of ethics that individuals should be responsible for their choices and constitute that organization must reside with regulations to be able to govern effectively. This article can be helpful in my literature review to help determine the morality of ethics in the hierarchy and how it can help shape an organization’s culture.

Roque, A., Moreira, J. M., Dias Figueiredo, J., Albuquerque, R., & Gonçalves, H. (2020). Ethics beyond leadership: Can ethics survive bad leadership ? Journal of Global Responsibility, 11(3), 275-294. https://doi.org/10.1108/JGR-06-2019-0065

Roque et al. (2020) indicate that maintaining ethics in bad leadership can be difficult. They suggest the importance of ethical leadership in an organization. Leaders have an influence on organizational ethics, so it is important to have the right group of leaders leading the organization in the right direction. They suggest that a single change in leadership can have a positive or negative influence on the organization. Leaders are vital in an ethical climate, so employees’ and customers’ perceptions must indicate good values and behavior. This article is related to my other articles that detail management’s role in organization ethics and culture.

Schwepker, C. H., Valentine, S. R., Giacalone, R. A., & Promislo, M. (2020;2021). Good barrels yield healthy apples: Organizational ethics as a mechanism for mitigating work-related stress and promoting employee well-being. Journal of Business Ethics, 174(1), 143-159. https://doi.org/10.1007/s10551-020-04562-w

In this article, the authors suggest that organizations should take proper initiative in improving their cultural and ethical climate by selecting the best leaders to help improve the code of ethics and communication within the organization. Employee well-being is linked to organizational ethics as the ethical climate produces a conducive environment that allows employees to thrive. This shows that good leadership significantly impacts employee well-being, which improves an organization's culture. Compared to many of my other articles, this article helps my argument that the right culture must support and reinforce the strategy and structure of an effective work environment.