Ethically Questionable Incident at Workplace

Introduction

Ethics theories offer powerful ideas to govern people’s choices and behaviors. Such theories shape the behaviors of many organizational leaders and policymakers. The best ethical theory has the potential to promote the best practices and support the needs of the greatest number of people (Umphress, Bingham, and Mitchell 774). As well, human beings are forced to address a wide range of ethical dilemmas every single day. A proper understanding of morality and ethics, therefore, makes it easier for more people to come up with the best decisions. This essay describes an ethically questionable behavior encountered in my place of work.

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Description of the Event

I have encountered questionable behavior in my place of work. The organization produces and markets different products to more people across the country. The company hires many employees from different cultural and ethnic backgrounds. This decision is embraced to develop and support the best organizational culture (Umphress et al. 778). The purpose of the culture is to ensure the company realizes its business potentials.

However, as an employee with a Chinese background, I have observed several ethical challenges that continue to affect the company. The presence of favoritism in my place of work is something undeniable. The majority of the managers and leaders in the workplace are whites. These leaders have not been able to promote equality and justice at the organization. This issue can be observed whenever they are empowering different employees (Singh and Two 519). Workers from minority racial groups in the company do not get equal treatment compared to those from other backgrounds.

The widely affected racial groups include Asian Americans, African Americans, and Latinos. Unquestionably, employees from the other majority groups are empowered, guided, and equipped with the most appropriate resources (Perry et al. 11). These individuals also receive fair treatment at the workplace. The issues raised by these individuals are addressed in a timely and effective manner.

Linking Assumption

This questionable ethical behavior mirrors the major challenges encountered by many minority groups in the country. The country has also been known to promote certain behaviors that result in favoritism. Individuals from various minority groups continue to encounter numerous challenges (Mitchell, Schaeffer, and Nelson 2). They also find it hard to achieve their economic and social potentials. Different workplaces have also been characterized by such problems. Many companies have also been accused of this malpractice.

This kind of malpractice has continued to affect the performance of many employees. I strongly believe that the level of employee turnover will increase significantly at the company. The current organizational culture makes it easier for the company to hire more employees from diverse backgrounds (Singh and Two 521). However, the culture has failed to support the needs of these employees from diverse cultures. This kind of behavior has produced a major ethical problem at the organization.

What Should Be Done?

A new organizational culture is needed at this company. New leaders who can develop the best organizational culture should be hired. By so doing, the leaders will outline the best practices and promote their followers. Individuals from diverse cultural backgrounds should be encouraged to form new teams. Such teams will make it easier for the employees to work together, share ideas, address the issues affecting them, and focus on the best goals (Mitchell et al. 2).

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The use of various ethical models can also produce desirable results. For instance, utilitarianism can be used by different departmental leaders. This theory guides managers to promote the best practices that have the potential to produce positive results. The utilitarian theory also focuses on the “best behaviors that can increase happiness” (Demeova and Jindrova 78). This approach will eventually support and empower more individuals from different racial backgrounds.

Maslow’s hierarchy of needs is another powerful motivation model that can transform this unethical behavior. The model will ensure more people are encouraged and empowered. The social, economic, and group needs of the employees will also be addressed. These practices will eventually make the company successful. This strategy will promote a win-win situation because more employees will be empowered while at the same time ensuring that the company realizes its business goals (Perry et al. 6). The leaders at the organization should therefore be aware of the best ethical and behavioral practices that can address the existing challenges.

Final Thought

The occurrence of unethical behaviors is something that can affect the performance of every organization. This questionable behavior at my place of work shows how different minority groups in the country encounter a wide range of challenges. At the same, different companies that fail to promote equality at the workplace find it impossible to realize their business potentials and goals. That being the case, every organizational leader must promote the best practices. Positive behaviors should also be promoted in every unit or department (Kaptein 239). The use of effective ethical theories and motivational models can deliver positive results. Unethical behaviors in an organization can therefore affect the morale of many employees and eventually reduce the level of profitability.

Works Cited

Demeova, Ludmila and Andrea Jindrova. “Unethical Behavior of the Students of the Czech University of Life Sciences.” International Education Studies 6.11 (2013): 77-85. Print.

Kaptein, Muel. “Toward Effective Codes: Testing the Relationship with Unethical Behavior.” Journal of Business Ethics 1.1 (2011): 233-251. Print.

Mitchell, Carol, Patricia Schaeffer and Katherine Nelson. “Rewarding Ethical Behavior.” Talent Strategy Partners 1.1 (2005): 1-3. Print.

Perry, Gregory, Patricia Duffy, Clair Nixon and Lindon Robinson. “An Exploration of Factors Influencing Ethical and Unethical Behavior in Negotiations.” Journal of Agricultural and Applied Economics 37.1 (2005): 1-20. Print.

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Singh, Prakash and Thembinkosi Twalo. “Mismanaging Unethical Behaviour in the Workplace.” The Journal of Applied Business Research 31(2) (2015): 515-530. Print.

Umphress, Elizabeth, John Bingham and Marie Mitchell. “Unethical Behavior in the Name of the Company: The Moderating Effect of Organizational Identification and Positive Reciprocity Beliefs on Unethical Pro-Organizational Behavior.” Journal of Applied Psychology 95.4 (2010): 769-780. Print.

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