Improving Ethics Policy in Your Organization
IMPROVING ETHICS POLICY IN YOUR ORGANIZATION 10
ImprovingEthics Policy in Your Organization
ImprovingEthics Policy in Your Organization
Anethics policy regards to a document, which outlines the fundamentalsof how persons within the company interact. It also outlines howemployees interrelate with any customers they serve. It is theuniversal standards of what is right and wrong stipulating theconduct an ethical business, or employee may and may not take on(Murray, 1995). Every business ought to have an ethics policy.Competitiveness, aspiration and originality are necessary towardsbusiness success. However, the aspects ought to be regulated throughcore ethical principles (Murray, 1995). Businesses should worktowards ensuring that their ethics policy is effective. In a mediumsize business of close to 100 persons, there are various strategiesfor improving the ethics policy.
Improvingthe Ethics Policy
Asemployees execute every aspect of their business action, the ethicspolicy should act as a guide. An effective ethics policy ensures thatemployees work ethically at all times. Many managers, business ownersand workers demonstrate concern over if their business is ethical.There are steps that can be taken to improve the ethics policy in theorganization.
Theinitial step to improving ethics policy is to formulate an apparentplan, which concentrates on tackling specific situational needs ofthe business. For example, a company where many employees handlemoney differs from one where cash is in form of checks or invoices.This implies that every plan should be exceptional to suit thebusiness (Murray, 1995). The plan acts as a guide on what is expectedof employees in the business. Characteristic actions included in theplan involves items like enhancing the hiring procedure, clearcommunication of the policy, and determination of the structure ofchecks and regulations to make certain improper conduct is shunnedand realized in a timely way. In addition, the plan makes it easy toinvestigate and tackle ethical breaches (Murray, 1995).
Oncerequired steps to improve business ethics policy have been noted, itis necessary to make the plan work. This includes strategies likeholding training lessons for employees to inform them about theethical policy (Henn, 2009). Managers should distribute the policy toworkers and ensure that they sign a compliance statement. Wherenecessary, as noted in the plan, the organization should come up withapparent policies and processes, and conduct training to make sureall workers comprehend the expectations of how procedures in theorganization must be executed. Making the plan effective also,entails ensuring all ethical business needs are being tackled (Henn,2009). Apparent policies communicated and adhered to by members ofthe organization is a vital part of internal control. It helps inmeeting conformity requirements and with formulating goals andmeasurement, the key to enhance business ethics.
Ethicsas Organizational Culture
Apartfrom coming up with and implementing a plan, the most significantmanner to improve the ethics policy involves organizational leadersdisplaying the greatest level of ethical conduct in the manner theyexecute business on a daily basis (Henn, 2009). Employees are morelikely to act as their organizational leaders. Although developing anethics policy and controls is necessary, the majority of theorganizational members borrow their ethical behavior from those theyfeel are accountable for decision-making and tone setting (Henn,2009). This means that the business will be as ethical as theleaders. Managers should talk about ethical standards during employeemeetings, and include them in the hiring procedure. Ethical businessleaders communicate the strict ethical adherence to other employees.
Evaluationof Candidates’ Values
Theindividuals the business employs can influence ethics negatively orpositively. Thus, it is important to employ workers that recognizethe need for ethics in business. During the hiring procedure, theorganization should take the initiative of evaluating the workinghistory of the candidate (Mizzoni, 2010). This includes aspects likeperformance in previous workplaces and recommendation from bosses.These are effective aspects in determining the working policy of theindividual. For instance, a recommendation noting the employee hadproper customer relation skills demonstrates that the individualshandle customers appropriately. Such an individual is a major assetfor any business where employees deal with clients directly (Mizzoni,2010).
ImprovingStrong Internal Controls
Internalcontrols refer to procedures formulated to avail a realisticguarantee that the organization’s financial statements aretrustworthy and precise (Mizzoni, 2010). It also demonstrates thatthe business adheres to applicable rules, and that operations areeffective. Internal controls assist in protecting the organization’sassets and makes sure that decisions management makes, and otherstakeholders are founded on truthful information. With improvedinternal controls, employees realize that the business is gearedtowards ensuring ethics at every aspect of an operation (Mizzoni,2010). As a result, they emulate the same behavior and work withinthe set ethical policies.
Workerscan play a crucial function in reporting unethical conduct. However,organizations should provide a venue for listening to the complaints.Contrary, workers will be hesitant in reporting colleagues that donot follow the organization’s ethics policy (Howie, 2000). This isbecause they are apprehensive of vengeance. It is difficult topromote an ethical culture in business, when employees feel thattheir voices are ignored. Managers require training on how to examineethics complaints.
Manyorganizations depend on incentives, like monetary bonuses to heartendependability and hard work. Research demonstrates that such anapproach endorses workers to cut ethical corners in search ofincentives (Howie, 2000). As an alternative, the organization shouldconnect performance objectives with ethical principles. Employees aremore probable to meet or surpass the principles if they are involvedin yearly reviews, and make conditions for incentives. Reconsideringemployee incentives means that the incentives should not merely arisefrom a performance, rather employee compliance to the ethical policy(Howie, 2000). In the end, many employees will behave ethically notmerely due to the linked incentives, but because the behavior ismodeled with time.
Inorder for business to improve ethics policy, it is necessary toadhere to basic ethics principles. The principles form the basis ofan ethical organization. The firm should adhere to ethics principlesin its operations.
Autonomyregards to self-governance. People should revere the sovereignty ofother individuals, which entails respecting decisions made by othersin respect to their lives. The principle is also referred to as theprinciple of human distinction (Mizzoni, 2010). It integrates ethicalconvictions. These are, that persons should be handled as autonomousagents, and persons with moderate independence are entitled tosafeguard. The principle hence alienates into two disconnect ethicalrequirements, the need to concede self-rule and the need to safeguardthose with moderate freedoms. Respect for autonomy refers to notrestricting people from acting as they desire (Mizzoni, 2010).However, it is also important to direct people in manners that theyshould act. This applies to the case of an organization, wheremanagement must set rules for employees. An ethical policy is set bymanagement, which is communicated to the workers, who are then freeto adhere to these policies. Concerning those with moderate autonomy,in the case of business this refers to customers and otherstakeholders that do not deal with the business directly. It is therole of an organization’s management to ensure that its employeeautonomy respects that of the customers (Mizzoni, 2010). Thecustomers have the freedom of being handled with respect. Whenworkers adhere to ethics policy in the business, they treat customersappropriately.
Peopleare handled ethically, not merely through reverence for theirdecisions and safeguarding them from injury, rather through makingendeavors to protect their well-being. Such treatment defines theethical principle of beneficence (Mizzoni, 2010). There are twouniversal rules created as corresponding expressions of beneficentactivities. These are not causing harm, capitalizing on probablegains, and reducing probable harms. Similar to many difficult cases,the diverse claims incorporated in the ethical principle might comeinto disagreement and compel difficult alternatives (Mizzoni, 2010).This means that in the case of business, it may be impossible todetermine how to handle the harm caused by an employee to customers,which might be through disrespect. The managers should secure thewell-being of both the employee and customer without causing harm toeither. However, the principle guides the decision made by businessmanagers, because in the case, the employee acts unethically(Mizzoni, 2010).
Ensuringjustice in business is an important principle. A just businessenvironment acts as a conducive place for all individuals involved.This involves treating equals evenly. When formulating an ethicspolicy, it is important that the policy is universal to all employees(Howie, 2000). The same policy should apply to top management, aswell as employees on a junior level. It ensures that the business isguided by a common objective and that all employees treat customersin the similar ethical manner. It also sets a clear ethical guidelinethrough which workers should operate. Injustice happens when somegain to which an individual is allowed is deprived without goodrationale.
BasicEthics Principles Recommended for Management
Asnoted, to improve ethics policy in the organization, managementshould acts as models in demonstrating adherence to the policy. As aresult, employees follow in the organization culture. To improveethics policy, ethics principles are recommended for management.
Itrefers to acknowledgement of advent ideas and manner in whichindividuals approach the views and knowhow of other people (Betz,1998). Open-minded managers allow all individuals within anorganization to contribute in decision-making. This ensures thedecisions in the business are not just top-down, rather inclusive ofall employees. For progressive advancement of the business, themanager should be open to ideas. Seek opinion and reaction fromclients, as well as team members. In turn, the company advances(Betz, 1998).
Customersdesire to engage in business with a trustworthy company. When themanagement of the organization is trustworthy, then all employeesrecognize trust as an integral part of the business (Betz, 1998).When trust is at the center of business, it is simple to make out,which draws more customers. It also ensures that management andemployees trust each other.
Ethicalmanagers gain trust from others via individual integrity. It regardsto the completeness of character depicted through reliability amidthoughts, phrases and actions (Gellerman, 2000). Ensuring integrityfrequently calls for honorable bravery, in doing what is right.Ethical managers are righteous, decent and conscientious. Integritymeans that management does not forgo ethics for expediency.
Ethicalmanagers are dedicated to partiality. They do not practice authoritysubjectively nor employ overstretched manners to acquire any gain ortake unwarranted benefit of other’s mistakes. The managersdemonstrate a dedication to fairness, the impartial handling ofemployees, acceptance of diversity (Gellerman, 2000). Managers shouldtreat all employees and customers in the same way, without depictingany form of prejudice.
Managementshould be caring towards the needs of their workers and clients.Managers should comprehend the importance of stakeholders in thebusiness (Johnstone, 2013). This means ensuring that organizationalobjectives result in minimal harm and maximum gain to stakeholders.It entails acting on behalf of others and not selfishly. Managersshould place organizational needs prior to their individual needs.
Employeesin an organization emulate the behaviors of their seniors. Managersthat abide to all laws communicate the need for the same to allworkers (Johnstone, 2013). As a result, issues like corruption arenot apparent in the business. It also entails adhering to the lawsset by the company. Law-abiding managers enhance the trust in theorganization, as all stakeholders work in accordance to set policies.
Managersshould be able to respect the personal autonomy of all businessstakeholders. This involves ensuring the privacy, freedoms and likesof all persons linked to the company when making decisions. Ethicalmanagers are courteous and handle all persons fairly. The endeavor totreat others in a similar manner they would desire to be treated(Kapstein, 2001).
Managementshould be dedicated in ensuring that the business excels. Theyexecute their duties excellently and exceptionally. They ought to beproperly informed about the business and endeavor to enhance theirexpertise in all sectors of accountability (Kapstein, 2001).
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Gellerman,S. W. (2000). Why good managers make bad ethicalchoices. HarvardBusiness Review,85-90.
Henn,S. K. (2009). BusinessEthics: A Case Study Approach: Epub Edition.John Wiley & Sons Inc.
Howie,J. (2000). Ethicalprinciples and practice.Carbondale: Southern Illinois University Press.
Johnstone,M. (2013). Ethics.Australian Nursing and Midwifery Journal, 21(5),29.
Kapstein,E. B. (2001). Five basic principles for a worldwide code of businessethics. International Herald Tribune, 1-1.
Mizzoni,J. (2010). Ethics:The basics.Chichester, West Sussex, U.K: Wiley-Blackwell.
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