How Personal Can Ethics Get
AbstractThis paper will discuss the ethical challenges that can face every individual in certain situations. First, we will start discussing how personal differences and preferences can impact organizational ethics, and how each individual may respond differently to specific scenario of conduct based on their own characteristic behavior. Then, we will discuss how organizational policies and procedures can impact ethical behaviors and how they can, if defined clearly, deter individuals from involving in such acts and to encourage report if they experience something alike. Furthermore, we discussed in details what Valerie is going through and her situation of mixed fear and ethical values determining the best way to approach the problem. Finally, we discussed few recommendations that can help Valerie in her situation to report it without affecting her job or others in her team.Discuss how personal differences and preference can impact organizational ethics
Ethics are the values that help any individual determine the right and wrong in any situation and under any circumstances. These ethical values in the organization determine how it responds to any internal or external issues that arise from individuals or acts. They also represent the values of an organization to all employees or other outside entities. Personality differences and preferences can impact organizational ethics because each individual in any organization is has his or her own characteristics and each individual responds differently to an issue than other person. For example, someone who is a risk taker and open to new ideas by nature may find a certain act to be normal and ethically acceptable. On the other hand, an individual with conservative or cautious personality may find it ethically challenging and tries to solve the issue once noticed. In relation with personality differences and preferences, companies may build the ethical code of the organization by the types of people working for them. They are set of rules that need to be followed by all individuals since they do not serve in the company??™s best interest. Discuss how organizational policies and procedures can impact ethics
Every organization must set policies and procedures to be followed by all employees. These policies provide rules prohibiting certain acts that contradict with the company??™s best interest. They also serve to protect other employees and the overall work ethics. Just like any other company would do, Wisson organization clearly stated, as one of its policies, that ???Personal payments, bribes or kickbacks to customers or suppliers or the receipt of kickbacks, bribes or personal payments by employees are absolutely prohibited,??? (p.564). A strong message from employers about this matter would for sure deter employees from involving in such acts. However, few employees would not follow it for personal gains such as in Waters case. Valerie??™s boss, Waters, was making side deals with perfumers and was not following the company??™s policies which put him in an ethical situation along with Valarie, who also happened to find out about those deals and be in an ethical dilemma of whether to break the news or keep it to her. Employees face ethical challenges on a daily basis, from reporting misconduct internally to delivering the final product that involves the customers. Companies must remind all employees on a regular basis of its policies and procedures to avoid having these issues that contradict with the company??™s best interest. Stating the consequences of such acts and clearly defining the punishment if anyone involves in any ethical misconduct would strengthen the message to employees. An example of punishment can range from demotion to firing the employee and pressing charges if it involves a financial gain. It is the Human Resource and upper managements??™ responsibility to keep track of these policies and update them based on cultural changes if necessary. In addition, they must encourage employees to step forward if they notice any ethical issues with their peers and management team by promising incentives and rewards for doing so (e.g., money rewards, or even promotions). Discuss the ethical dilemmas that Valerie is facing
Valerie joined the Wisson organization, an international cosmetics and fragrance company, as a marketing manager. She was a team member and responsible for organizational, financial, and marketing tasks for various fragrance projects. The company was working with a number of perfumers, based on the case in Hellriegel and Slocum (2011), totaling more than 300 sample submissions per project (p.563). Few years later, Wisson stopped working with many perfumers, and the group was forced to deal with only two of the perfumers suppliers based on Lionel Waters decision, the head of the department and Valerie??™s boss. Valerie was wondering why the company had stopped working with them since they had always returned good and reliable work. One day, she found some invoices from Water??™s, her boss??™s private company, to those two perfumers that the company is currently working with for, according to Hellriegel and Slocum (2011), ???commissions and fees totaling almost $35,000 per month??? (p.563). It became clear to Valerie why would Waters limit working with only those two perfumers??”for personal gain by accepting kickbacks from them.
Valerie was facing a tremendous ethical dilemma of whether she should talk shed light on these findings or not. However, fear of losing her job was the main reason to keep her silent for the time being. Because she is on a work visa, losing her job means possibly losing her eligibility to stay in the United States and ending her dream of getting her M.S degree that she was planning on starting. With regards to her ethical values, Valerie was limited on what she can do as the decision she had to make would influence others in her group as well as herself. According to the case in Hellriegel and Slocum (2011), ???her colleagues had become her friends, particularly since they had been reduced to only a handful of them,??? (p.563). Moreover, even though reporting it was the obvious and right thing to do, ???she felt that she put her own interests before ethics for now??? (p.564), and will report it as soon as the circumstances would allow for it. Recommend what Valerie should do. Provide a detailed explanation
According to the case, Valerie was worrying that reporting this issue would jeopardize her future in the company and possibly in the country. Therefore, she decided to wait until she at least graduates from the M.S. program. However, she did try to question her boss, Waters, about adding more perfumers to work with, but he insisted not to. Regardless of the situation that Valerie was in, controlling her anger and taking the time to carefully think about what she should do was the best thing at that time. The company??™s executives and Human Resource failed to assure a total confidentiality to all employees; otherwise, Valerie would have not hesitated to report it. She knew her boss would be affected by this, but she was also concerned of her own job, so my recommendation would be to build an ally with her team members to let them know what she found. Starting slowly with her closest friends at work and ending with their, as the case in Hellriegel and Slocum (2011) stated, ???very strong brand manager, who has an excellent reputation within the Wisson organization,??? (p.564). If she had the confidence to talk to Human Resource department, she would have, but telling the brand manager of her team, who clearly had a good reputation, would help her forming this ally to break the silence. The brand manager would have greater connection and influence on upper level executives to deal with the issue as quickly as possible, and it would be more effective to come from him than her. Another way to face this issue is by building and maintaining a good relationship with human resources and tries them with a minor issue first to see how they react and solve the problem. This way she can feel more confident that they will do something about it and that this will not affect her or other??™s jobs.REFERENCES
Hellriegel, D., & Slocum, J. W, Jr. (2011). BUS520: Organizational behavior: 2011 custom
edition (13th ed.). Mason, OH: South-Western Cengage Learning.