Introduction
This paper explores the standards of professional ethics and how it affects the employees’ productivity at a workplace. In addition, the work ethics of different generations is investigated. As a result of the thorough literature review, it becomes evident that the older descents are more hard-working than, the younger ones due to the rapid development of technologies which impacted the pace of life. The managers struggle to cope with the constantly distracted workers by surfing the internet every other hour. Another major problem is that the employees are increasingly idle to achieve the set objectives in time. Thus, it is vital to elaborate the strategies that a manager can apply to their work in order to stimulate the productivity of the staff, therefore boosting the company’s performance and work ethics. The improvement plan includes implementing a transformational managerial style that presumes active involvement in establishing communication with the followers. This approach is chosen since it contributes to the betterment of all the involved parties.
Work Ethics and Productivity
Professional ethics is a set of specific duties and norms of behavior that support the moral prestige of professional groups in society. It also explains and teaches morality, instills principles and ideas about duty and honor, as well as educates employees. Ethics is designed to help a person behave correctly with other individuals, communicate in a production team, and solve common problems. It provides workers with the basic information regarding the following moral norms accepted as the norm of people’s behavior in a particular activity (Northouse, 2018). The employee should be guided by these standards, cultivating appropriate personal qualities. Professional ethics is designed to regulate human relations in the field of production. It is the basis of the organization’s success alongside productivity. This paper aims to analyze how work ethics and performance shape organizational success and how a manager can cope with idle personnel.
Statement of the Problem
Every ventures’ success depends on two factors – productivity and professional ethics. In fact, these components are interdependent – the more employees follow the work standards, the better they work and vice versa. Today, business leaders face serious challenges hiring a worker who would adapt to the company’s environment and contribute to its growth (Northouse, 2018). The modern business world offers many opportunities for young adults; however, they are sometimes hard to deal with due to their irresponsible attitude toward the working process.
Professional ethics has rapidly declined for several decades, causing numerous organizations to shut down due to underperformance. The root problem here is the shift of views throughout the generations. According to Tapp (2021), “today’s up and coming workforce being comprised of Millennials, and Generation X individuals” presupposes an entirely different perspective on work. It means that young people lack hard work, dedication, and ambitions exhibited by their predecessors (Shaw, 2020). Additionally, young people’s most noticeable distinguishing feature is the active use of the Internet and social networks. The active usage of media and the general influence of technologies on their lives distracts them from reality and makes them lazier.
The short-term problems are related to the use of the Internet at the workplace. This can be easily eliminated by implementing new working standards or installing connection jammers so the employees can concentrate on their assignments (Shaw, 2020). Reanimating the worker’s motivation is a short-term matter because they can be easily encouraged by various bonuses (Tapp, 2021). Restoring the company’s performance refers to the long-term problem because it depends on internal and external factors. Hence, a manager must realize the need to change their leadership approach to guide the staff, boost their productivity, and improve the work ethics.
Causes of the Problem
The major cause of the stated problem is the inability to concentrate entirely on the working process due to enormous distraction from gadgets and lack of ambitions in the younger generation. It can be attributed to the rapid shift to technological progress. Even though young people today are infected with the capitalist worldview – making money, they do not want to make much effort to achieve goals. They want to earn money easily by surfing the net and becoming media influencers. Their urge to work can be described in terms of free-spirit employee behavior. Such workers enjoy autonomy in life, and the job duties constrain their freedom; hence, they tend to idle and prefer not to comply with professional ethics. Therefore, the crucial assumption refers to the conditions under which the millennials and generation Z can be encouraged to perform efficiently.
Decision Criteria and Alternative Solutions
The first criterion is tangible cost – it may take additional expenses to train the employees. Moreover, the implementation time can range from one month to a year. Hence, there is a ground for finding alternative solutions. For instance, a company can hire older generations – it will be beneficial in contributing to its expansion (Tapp, 2021). However, Baby-boomers are reluctant to accept changes. Additionally, the manager can decide to fire irresponsible and lazy employees to improve the business environment. On the other hand, it seems irrelevant because its performance may reduce.
Recommended Solution
It is recommended that the manager change his leadership style to transformational, which is carried out by people who make profound improvements in society. This is typical for leaders who create changes in the behavior and attitude of their followers, alter their vision, and acquire the commitment necessary to achieve the company’s goals (Popescu & Verma, 2021). They care about their followers and appeal to moral ideals and values, such as honesty, responsibility, altruism.
Apart from implementing a new leadership approach, it is vital to stimulate workers with bonuses such as extra vacations or awards. However, arbitrariness in rewards and awards leads to cynicism, not to an increase in motivation (Shaw, 2020). If the new program is fictitious, employees begin to feel that managers do not respect them. It is vital to show respect to employees and, if necessary, explain in detail to them the essence of the new incentive program, its goals, and objectives. Moreover, different employees have different dreams and desires, which means they need to be provided with additional work and professional growth opportunities (Dugan, 2017). Since it was identified that the new generations are not enterprising enough, they need to be constantly asked about every single issue. Ultimately, the Zinger model of employee engagement can be applied to increasing the performance indicators (Popescu & Verma, 2021). The approach presumes to craft specific steps for boosting the worker’s engagement.
The task of improving the norms and standards of ethics of business communications and business ethics, in general, is put forward in many countries today as one of the most important. To strengthen the work ethics, it is essential to practice punctuality, be tolerant of people’s shortcomings, and be responsible for one’s actions. The suggested plan is ideal for a company with young employees because this generation like changes and need to develop their best qualities.
Conclusion
In summation, work ethics and productivity significantly affect general organizational performance. In order to guarantee the effectiveness of the working process in the company where mostly millennials and Generation Z are the key employees, a manager should use the transformational approach and use the Zinger model of employee engagement. The recommended plan can work in case both leaders and employees are ready to make changes.
References
Dugan, J. P. (2017). Leadership theory: Cultivating critical perspectives. Wiley.
Northouse, D. P. G. (2018). Leadership: Theory and practice. SAGE Publications.
Popescu, C., & Verma, R. (Eds.) (2021). Sustainable and responsible entrepreneurship and key drivers of performance. (2021). IGI Global.
Shaw, H. (2020). Sticking points: How to get 5 generations working together in the 12 places they come apart. Tyndale House Publishers, Incorporated.
Tapp, E. (2021). Work ethic and productivity: the mediating role of ting role of leadership [Doctor’s dissertation, Murray State University. Murray State Theses and Dissertations.