Ethics in corporate culture
Student name
Institutional affiliation
Introduction
The hypothetical basis will help me formulate relevance in the research stages. To structure the hypothetical research design, the topic under investigation is ethics in corporate culture. The primary approaches used for the study are the qualitative and quantitative approaches. The paper will be focusing on evaluating the two hypothetical research designs. Both will provide efficient analysis that will help in collecting information in its best form.
Quantitative design
The quantitative design was chosen focuses on ethical values towards organizations, behavioral, strategic and management process. The implications are towards employees and the management.
Hypothesis statement
There’s a positive relationship between the ethical culture of organizations and overall behavioral, strategic and management process.
Methodology
The qualitative survey was conducted based on 47 correspondents. The correspondents were taken from Fads Technology Company. A mix of questionnaire and interviews helped do the research. The study used both the high-level employee and the subordinate to help understanding the need of having an ethical culture in the organization. A multi-linear regression analysis was done examining how ethical culture in organizations relates to organizational management. The research focused on the implication of ethical practices to corporate operations, management, and strategic implementations
Findings
There is a definite link between ethical cultures in organizations and institutionalization of strategic plans. According to Schwartz (2001), unethical behavior tends to hinder the essence of business ethics. Moreover, ethical standards lead to both employee motivation as well as fostering respect in the business environment. Ethical standards developed by institutions streamline operations at workplace thus influencing productivity.
Research implications
Data collected was from the private sector. Therefore, in future, information will need to be obtained from the public sector. The results support previous research arguments towards positive ethics in organizational culture.
Practical implications
It is suggested that the congruence of management, as well as support of organizational virtues, enhances productivity. The underlying virtues help provide efficiencies in strategic planning as well as the management process (Key & Popkin, 1998). It is required that stakeholders, the management, and their employees understand the policies in the course of business
Originality
Through the research, we can provide empirical evidence towards the interrelations between the ethical culture of organizations and overall behavioral, strategic and management process. Employees rely on the set standards in observing the organizational ethics.
Qualitative research design
The qualitative study chosen is to identify the general characteristics attributed to ethical business cultures. The research focuses on stakeholder balance, leadership effectiveness, and process integrity
Hypothesis statement
Various characteristics are used as foundational basis influencing the operational practices and sustaining an ethical business culture.
Research design
The study was based on ground theory approach. The study focused on discovering the framework under investigation. Data analysis was of qualitative data clustering methods. Key informants were previous interviews with various organizational leaders.
Methodology
10 participants were involved in the study. This included five executive heads and five academics. The executives were from the finance, manufacturing and retail sector while the academics were experts on ethical practices and behaviors.
Findings
Ethics in organizations rely on leadership effectiveness, stakeholder balance, and process integrity. Participants emphasized the need for ethical practices in organizational cultures. For an organization to survive, they require a mission and values. Employees must integrate these set standard into the organization's strategic focus. Performance culture requires a systematic though outset of values that drive desired behaviors. Participants place the importance of values towards institutionalizing business ethics. This implies that both organizational and personal values form the basis for the corporate culture (Ardichvili et al., 2009).
Analysis
Stakeholder balance suggests extension between multiple groups. Maintaining a balance with stakeholders influences decision making. This deals with all stakeholders on the consistency of ethics and value-oriented basis (Jones et al., 2007). Leadership efficiencies are drawn from personal traits. The leadership of an organization defines the organization’s values regarding their behavior compelling employees and other stakeholders to conform to the set standards. Process integrity incorporates the critical functional units of businesses; Recruitment, appraisals, hiring, firing, and evaluations. There are numerous challenges experienced by companies when it comes to setting desired behaviors aligning with monitoring.
Implications
Business leaders now understand that by building institutional ethics many preventive measures could leverage to diminish market failures. An integrity system takes time and needs commitment. Business leaders need to understand their role in building an institutional integrity center. According to Mihelic et al. (2010), Facilitating ethical conduct shares responsibilities with conceiving and executing the set code of ethics. Also, prospects of leniency may prompt a company to implement compliance-based ethics programs.
Conclusion
Embedding ethics into the corporate culture should set a tone for ethical values, behaviors, and practices. It lies among the stakeholders, management, and employees into initiating the best ethical practices and safeguard workplace integrity. All employees need encouragement to speak up about ethical issues affecting them in their workplaces. The management is required to provide platforms where grievances are spoken about so that the company can reflect on the underlying issues. Ethical values help build a positive reputation for an organization. Set standards are an indicator of the good practices carried by a given company.
With right structures put in places organizations can embed their ethical cultures into their operations. This is not only good for business but the broader community. Leaders play an overall role in ensuring that the set values are adhere. The implications seen will lead to harmony among all organizational stakeholders and build lasting relations. This in effect will lead to smooth running of the daily operations. Moreover, doing business with organizations with same standards and values gives a clear message towards high integrity.
References
Ardichvili, A., Mitchell, J. A., & Jondle, D. (2009). Characteristics of ethical business cultures. Journal of business ethics, 85(4), 445-451.
Jones, T. M., Felps, W., & Bigley, G. A. (2007). Ethical theory and stakeholder-related decisions: The role of stakeholder culture. Academy of Management Review, 32(1), 137-155.
Key, S., & Popkin, S. J. (1998). Integrating ethics into the strategic management process: doing well by doing good. Management Decision, 36(5), 331-338.
Mihelic, K. K., Lipicnik, B., & Tekavcic, M. (2010). Ethical leadership. International Journal of Management & Information Systems (Online), 14(5).
Schwartz, M. (2001). The nature of the relationship between corporate codes of ethics and behaviour. Journal of Business Ethics, 32(3), 247-262.
Arun1990
Ethicsincorporateculture.edited1.docx
0
