Personal values, personal mission statement, and personal code
Business ethics or corporate ethics is sometimes referred to as a form of professional ethics or applied ethics examining moral ethics or problems in a business environment (Velasquez, 2006). Business ethics should apply to all businesses activities, thus ethics must be associated with business issues especially to the decisions made by the business. Various ethical issues including environmental, social, financial, as well as managerial issues facing the business should be carefully executed (Scheler, 2002).
Ethics entails interior measures that illustrate how an individual should behave under normal circumstances derived from good and bad deeds. In other words, it is the ability to judge; for instance, distinguishing between rights and wrong. Secondly, it is the commitment to perform in a good and proper way through actions, not a simple idea to be argued about. Personal ethics entails an honest basis through which an individual builds his or her life; however, it directs an individual to make a decision that best affects business positively. Individually ethics deals with the uniqueness of a person to determine the values of personal standards to life, while organizational ethics are practiced in order to create a favorable environment with all stakeholders.
Organization’s workplace values, culture/climate, vision/mission statement and code of ethics
As a manager, my personal values, mission statement, and personal code of ethics have unique personal core values, which I normally fulfill in order to feel comfortable. However, the kind of work that somebody does is related to the mission statement. Management is a responsibility that an individual should handle when the opportunity arises. The internal satisfaction with the work done determines how the manager behaves before and after the inspection of the work done, either directly or through delegation.
At the workplace, we should lead as examples so that the employees follow suit. However, the goals that we set at the workplace and in life should be achievable. Organizational training is very necessary for better work output so that the manager should train the staff in order to solve the management problems (Velasquez, 2006). Having short useful missions that are easily understood and interpreted by the intended group, you should not complicate the very easy process and consider everything that is right, rather you should have a mission and vision of what you intend to achieve and later on, make your target achievable. The mission of having consensus assist in proper decision-making. In addition to that, when the leaders do not practice the core values, it is perceived that there is inconsistency in the managerial line of duty, which affects the worker’s spirit, hence lowering their productivity within the organization.
The world is facing a great crisis with the environment. The effects of global warming are alarming and the need to save the environment is becoming a priority in every organization. However, the competition that businesses are facing sometimes places them in a position that does not favor environmental conscious issues. For instance, companies are focusing on the packaging of soft drinks in plastic or tins that are disposable to enhance their market. In this context, the business is in a dilemma between saving the environment and making a profit. Business ethics should be applied in such a situation to ensure that the business is ethical and that the environment is safe.
Organization’s social responsibility, and my appraisal of how it meets those responsibilities
In my organization, the manager is the one who takes the fragile social responsibility duties. The social responsibilities I undertake as a manager have to benefit all stakeholders positively, thus including employees, company, suppliers, customers and society at large. Some examples of social responsibilities I carry out are performing activities that stimulate social goals, making decisions that allow business activities to go smoothly (like minimizing government agencies who act as a barrier), enhancing wise strategies of job redesign and job elimination, and many more. The appraisals of the staff will motivate them to work even harder during breaks to appease the boss. The appraisals are of importance to the organization as they show how the trend of each individual’s performance (Scheler, 2002).
Organization’s training programs, and an evaluation of their strengths and weaknesses
My organization has training programs, and evaluation programs of their strengths and weaknesses. In order to evaluate the employee’s strengths and weaknesses, try not to dwell so much on the specific issues, which are sensitive in training. In the training program, I set the apprentices into two groups, the fast learners and the slow learners, but I ensure that both categories have been handled with the care they deserve (Ferrell, et al. 2009). Weaknesses are not permanent, hence it requires delectation, and by understanding monitoring the progress of training, I am able to obtain high-quality personnel, who are capable of increasing productivity at a superior level.
All employees should be treated equally and thus, equality and fairness should be championed. This means chances and opportunities should be provided based on frameworks that are supported by the organization. Therefore, it means that all stakeholders within the organization should maximize their opportunities, while at the same time being provided with opportunities to improve in terms of career.
Usually, the timeframe that is used to change the approach of employee retention reduces the impact of consequences of managerial shortcomings ranges depending on the nature of the organization. A large organization should formulate and implement a framework that encourages and champions employees, and thus resulting in the improvement of tasks and productivity of the organization. This means that the framework can be in one day or even it can take years to implement, which means that a clear framework should be in place (Ferrell, et al. 2009).
Moral philosophies and ethical principles
Ethics or moral philosophy is a branch of psychology, which focuses on addressing the question of morality. Values on the other hand are a comparative ethic value an assumption upon realization can be extrapolated (Max, 2002). In the workplace, values and ethics are terms that go hand in hand in defining each other. A value system is applied in every workplace to guide and control the members of a team in a given group or organization (Fredrick, 2006).
Ethics and values are greatly influenced by cultural differences in the workplace. This is from the perspective that each cultural group attaches to specific values is guided by certain ethics. These differences are noticeable in the workplace and may result in conflict or misunderstanding among members of a work team. Accordingly, a principal value is a basis upon which uprightness values and measures are instituted (Fredrick, 2006). Values are subjective in nature and change across cultures, political or religious bases. In the workplace, it may be difficult to instill standard values that will universalize each member’s individual values. This is the biggest challenge in applying values and ethics as they are culturally based.
Good leadership is the principal approach in achieving and attaining values and ethics and having them work across all the cultures in the workplace. A good leader hence needs to understand the cultural differences in values and ethics within the workplace in order to unify the perspective of his group. Values and ethics are inseparable terms and a lasting solution to their differences across cultures is inevitable hence, the need for appreciating these variations (Fredrick, 2006).
References
Fredrick, G. (2006). Social work values and ethics. New York: Prentice Hall.
Ferrell, O. et al. (2009). Business Ethics: Ethical Decision Making And Case. New York: Routledge.
Velasquez, M. G. (2006). Business Ethics: Concepts and Cases (6th ed.). ISBN: 0-13-193007-9
Scheler, M. (2002). Formalization of Ethics And Non-Formal Ethics Of Values. New York: Routledge.