Running head: STATEMENT ON ORGANIZATIONAL ETHICS 1

Statement on Organizational Ethics

Deem N. Silva

South Texas College

Patricia M. Blanco, Ph.D., M.Ed.

STATEMENT ON ORGANIZATIONAL ETHICS 2

Statement on Organizational Ethics

Ethics is what guides the conduct of an individual for making choices that are to be

believed as right and wrong, good or bad. The choices are shaped by the moral principles and

values that we begin to learn from the moment we are born. The choices are also influenced by

culture, family, belief system, knowledge, technology, and character. Indeed, ethics is an

essential element that we can use in our everyday life for more effective decision making when

confronted with ethical dilemmas. Developing and practicing strong moral values will allow us

to immediately identify when we are being confronted with ethical dilemmas and act with

integrity and responsibility. Similarly, the decision-makers of an organization have the

ineludible obligation to define the organization’s values, beliefs, principles, practices, and

policies, with the sole objective to guide and support the employees for better ethical decision.

Organizational ethics strives to develop a positive environment for the well-being of their people

and to protect the environment and improve the welfare of society (Johnson, 2016). There is too

much at stake, and failure to implement a healthy organizational culture would be catastrophic

for human lives and the environment.

I abide by the altruism theory that is based on the principle of seeking the well-being of

others rather than in one’s self-interest — being altruistic yields for self-sacrifice regardless of

the benefits or rewards we may obtain. Altruism promotes empathy for others to stimulate

healthy interactions within society. When employing the altruist approach at the organizational

level, it will encourage decision-makers to practice empowerment, mentoring, and team building,

increasing productivity, and build authentic relationships (Johnson, 2016). I think the altruistic

ethical approach is reciprocal, regardless of the efforts we make to make it only one way (for the
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benefit of others only) it also benefits supporters by alleviating many uncertainties and attain a

positive outlook.

In my case, I became conscious of my practice of altruism ever since I started going to

college. However, I am convinced that my style of ethics began to develop just the moment I

was born. I owe it to my culture, family, and the belief system that I profess. Besides, I would

like to remark for the adverse life circumstances, failures, challenges, trials, and tribulations, as

they have been an essential part of my ethical formation. All life experiences have guided me to

develop healthy relationships with others and to develop stronger people skills. My motivation

to be committed to altruism is that the benefits surpassed my expectations, and I have seen the

good it does to entire communities. Helping the less fortunate, especially when there are

children involved, seeing their faces when they receive water, food, and shelter is what makes

sacrifices worthwhile.

There would be times while interacting with others, that they might not coincide with my

personal ethical choices, and it is understandable since we live in a culturally diverse world. I

don’t think cultural diversity should be an issue; it’s an added benefit when the difference of

opinion is channeled correctly; when there’s the willingness to set prejudice aside.

Unfortunately, not every case would end in positive outcomes, but if we develop cultural and

emotional intelligence, we could be instrumental in positive outcomes. Engaging in a

competition, for instance, playing the one-upping game will create more hostility, frustration,

and distrust. In this event, if there isn’t any risk for physical danger and aggression, I will be

more receptive to the concerns without being intrusive. I will confirm sincere interest in

collaborating to find a middle ground and to develop the best course of action. Personally,
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collaboration would be the ethical approach to effectively resolve the difference of opinion,

which requires cultural and emotional intelligence competency.

Leaders and followers have a particular set of responsibilities. I think in the

organizational ladder, everyone is a follower, even the Presidents, and CEOs. To illustrate the

point, the CEO of a marketing company must follow the requests and demands of customers and

depend on the organizational structure, they must report to the board or any external stakeholder.

As a leader, I will absorb a broader responsibility, and I will be accountable for making either

good or bad ethical decision that might affect the integrity of the entire organization. I must

adhere to high moral standards to be a role model for all the people I’m accountable for, and

being coherent when communicating the ethical standards would build trustworthiness.

Sometimes effective leaders don’t even have to put too much effort to deliver since actions speak

louder than words verbally. As a follower, it will be crucial to obey the guidelines and directives

established by the organization.

To develop organizational ethics, we need to establish core values. Positive values will

drive the behavior of the entire organization. An organization’s mission statement is what

provides an identity and a reason for being (Johnson, 2016). It would be imperative for the

leaders to disseminate the established core values and behave coherently to serve as an example

of what expected for everyone. It is necessary to continuously reinforce standards through

multiple techniques to preserve the ethical organizational culture. The following are suggestions

that I believe to be important to keep ethics in line. Leaders and managers will need to abide by

the ethical standards and serve as role models; employees are always watching! The expectation

will need to be enforced after a certain period to avoid any ethical ambiguities. The entire

organization must receive ethics training via workshops, seminars, etc. A system to reward will
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be beneficial to keep individuals accountable for their actions. Moreover, a system of check and

balances will be necessary to keep everyone in check.

In summary, effective leaders must have a complete understanding of the importance of

establishing a robust organizational culture. I think every organization is responsible for being at

the forefront; developing and implementing ethical structures and processes. Organizational

ethics affects everyone inside and outside the organization. Ethics is an important matter at the

organization level and is equally important at the individual level. The wrongdoings executed by

anyone, at any level, have the potential for wrecking the entire reputation for a company.

Certainly, unethical behavior can be costly; it goes from ruining individual, professional, and

organizational reputation; and it has to power to place people’s well-being and the environment

at risk. Knowing about the different ethical theories is not enough; we must take action and

embrace the one that will be more suited to confront the challenges and issues the world is

facing. A practical ethical theory protects the individual, professionals, and organizational well-

being, and it helps us to become better followers, leaders, and citizens. I value my ethical

approach because I have been able to prove its effectiveness. Every day I need to be mindful of

what is best for my family, the community, the company that I work for, and to be true to my

faith. Leaders have a special calling, and they are supposed to be ethical, trust wordy, influential

and should be ready to embrace the changes and challenges that are occurring in our world

(McKee, 2014).
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References

Johnson, C. E. (2016). Organizational ethics: a practical approach (3rd ed.). Los Angeles:

SAGE.

McKee, A. (2014). Management: A Focus on Leaders. (2nd ed.). Upper Saddle River, NJ:

Pearson Education.