This section investigates some ethical decisions that managers often encounter. It delves into how managers guide organizations by carefully choosing and imparting the specific culture and desirable values that define a workplace. According to the s, defining an organizational culture necessitates observing various values ranging from how individuals dress to the level of competition and cooperation in the workplace. Instilling organizational culture can be made possible through rules and codes. Pressures and social cues can also be key tools of instilling an organization’s culture.
Evaluation of corporate culture can be done in ethical terms. Such corporate culture can either be challenged as morally reproachable, or justified as ethically respectable. Besides, the s define compliance in business as acting in accord with the stated values and policies of an organization among members of the organization. Organizational culture ethics audit can serve to loosely measure compliance. However, the fundamental values of a business are reflected in codes that regulate grooming and dress. In view of the s, the implications of such codes as well as the value underneath them stretch extensively through the organization. Individuals starting their own businesses should instill corporation culture, which will be influenced by the leadership style and the exigencies of the type of business. An effective corporate culture can be defined by straight-ahead questions concerning the most basic features of the effort. When leading an organization, it is advisable to adopt a persona of leadership role. However, on an individual level, there are numerous leadership styles and basic personas that can be integrated. While in themselves, leadership styles are not bad or good. Nonetheless, some are relatively suited to specific individual personalities as well as certain types of businesses.
Chapter 10 Summary
The chapter is an exploration of matters and ethics pertaining to discrimination in the workplace. In view of the s, racial discrimination is a hostile treatment grounded on baseless stereotypes regarding an individual’s race. It is further noted that disfavoring or favoring members of a racial group may denote racism, or may imply a legitimate job requirement. Accumulation of evidence of racial discrimination can be done episodically, statistically, and experimentally. In business, racial discrimination can be categorized into various kinds and intentions. In the history of racial discrimination, The Civil Rights Act of 1964 remains a critical legal document. Ethical arguments opposing discrimination are usually grounded on theories of fairness, rights, as well as on utilitarian arguments. The chapter argues that gender discrimination can occur in the form of occupational seclusion. Strong ethical debates can be formulated for or against some types of occupational segregation.
Moreover, in view of the s, the idea of comparable worth outlines comparable pay for different occupations that necessitate similar levels of capability. For decades, the glass ceiling have blocked women from rising to the topmost professional levels for reasons beyond capability and dedication. An extensive set of ethical questions regarding the rights of employers versus the society’s priorities has been introduced by the fact that women can also be mothers. Discrimination can be exercised a society to a group on the basis of cultural and physical traits. The s posit that minority is a general category intended to consider individuals who are vulnerable to discrimination. Oppression occurs when vulnerability to discrimination changes into a weapon to use against others. The chapters concludes by asserting that affirmative action policies are implemented by organizations for altruistic reasons or for self-interest.
Chapter 11 Summary
This chapter looks into sex ethics in the realm of marketing and explores issues pertaining to love and romance in the workplace, among workmates. Moreover, drug use is discussed from the perspective of prevention as well as from the standpoint of performance improvement. According to the chapter, practices that are mostly considered undignified and inappropriate may turn to economic reality completely and faster compared to how they do in ethical arguments. As such, the s argue that the behaviors that are mostly considered egregious can best be cured by letting market forces prevail.
The chapter also contends that using sexual suggestions and images for economic purposes raises pertinent ethical issues of objectification, sincerity, and prurience. On the same note, sleeping with the boss in order to advance in a career raises issues of the intrinsic dignity of the person in a workplace setting as well as the limits of morally acceptable advancement strategies. Sexual behavior, according to the s, is culturally diverse, breeding problems with international participants in workplaces. As such, it is difficult to establish explicit rules that define sexual harassment. The chapter argues that while the use of drugs at work can potentially improve performance, it can also lead to high cost of operating business, less productive workforce, and can pose risks to third parties. What is more, performing drug tests at work competes the legitimate interest of the employer in maximizing employee performance against the employee’s rights to freedom and privacy. However, in view of the s, drug use among employees may in some cases, serve the interests of the organization. As such, different organizations may choose to get involved in or allow drug use among employees.
