Ethics As a Component of Organizational Culture

ETHICS: AS A COMPONENT OF ORGANISATIONAL CULTURE 1

Ethics: As aComponent of Organizational Culture

Ethics: As aComponent of Organization Culture

According to Dion (1996), ethics refers to the rules of conductacknowledged in respect to certain human action class or a particulargroup or culture. On the other hand, culture is the other hand issimply the behavior and the belief traits of a given social, agegroup or ethnic group. This paper focuses on ethics, which is a vitalcomponent of anygiven group. The structure of the organizationdetermines the organizational culture. Individuals and teams achievecoordination through organizational structures in an organization.Therefore, for an organization to achieve their set goals andobjectives there must be coordination of the team members. Ethicsplays a crucial role in the success of an organization and itsincorporation in the culture of the organization enhances this.

Inday-to-day running of the organization, social networking among themembers must take place. It enables one to understand the contents ofa social network. It is a pattern of the relationship between variouspeople involved in carrying out a given task, and each plays theirpart that ultimately make it possible to complete a given task in thegroup. As Llopis et al. (2007) observe, when considering the socialnetwork analysis the issue of ethics comes about, in anyorganization, there is a particular way that people know each othereither directly or indirectly. Social Network Analysis (SNA) refersto the evaluation of the relationships, which exist betweenorganizations, computers, people, groups and the other entities. Suchevaluations have the capability of information processing by meanssuch as sharing of e-mails, use of pen and paper survey, use ofcomputer programs and even the telephone conversations.

Thefirst concern on the implication of ethics is a privacy violation. Inorder to capture the actual social network map, managers commonlymake use of surveys, and they may do so by help of consultants.However, there need to be consent to do so by the people involvedsince it is done for their good too. It calls for carefulness andmaking known the objectives and the applications of the study. Forinstance, one may agree to contribute to the investigation by givinginformation on the other people he or she networks with and thosethey network with may refuse to cooperate making survey unsuccessfuldue to the gaps created. Due to this limitation, other social networkmapping methods may be helpful. For instance with the help ofcomputer software, the content of the systems using e-mails, phonelogs can be coded without the user knowing of the mapping. It makesit have ethical implications. Ineither of the approach usedconfidentiality need to have a high level of maintenance. There is apossibility of one guessing the user of e-mail or phone user due tothe database that are in the human resource department making it havea limitation that would lead to prohibition by organizational rulesand international laws as well. Despite it all, it has positiveoutcomes on the flow of information (Dion 1996).

Thesecond ethical implication is the harm that occurs on the individualstanding. As seen on the violation of privacy such can cause anindividual or team to face a disciplinary action for interfering withthe different individual’s stand. For instance, social network mapmay reveal that a particular person or entire members of a givendepartment are the hindrances to organizational progress. Llopis &ampGasco (2007) confirm that it may be false or true since the managermay be the origin of the issue by the reason of not delegating theflow of information in the system. Similarly, an organizationreliance on one person for the flow of information may add up to theproblem.

It maycall for the need to training the personnel’s or by recruiting morestaffs to help in making the flow of information to be useful. To addup to this inventor may find himself in trouble because of themistakes done by others during the product development stages. Itwould keep of people with innovative minds from putting their ideasinto practice this will have a negative impact on the organization.The main purpose of the network analysis is the identification of thecritical areas on the strategy, vision and mission that needmanagement attention.

Thethird area of concern is the psychological harm caused. This type ofharm may come up due to information usage in a manner capable ofmanipulating the individual’s behaviors. Due to the believe thatthere are better means of controlling, leading and organizing,managers may develop maps of social network. It may serve as asignificant catalyst of change, but there is a danger in that theemotion of a group setting can be affected, this may put theresearcher a situation of therapy practicing without a license(Llopis et al. 2007).

Thesolution to the ethical issues will be making an assessment on thesituation, making consideration on the point of view of theidentified stakeholders, making consideration of the alternatives,making consideration on the actions taken. It happens after makingsuch decision and then monitors the results before finally takingprecaution (Rakichevikj et al. 2010).

Inconclusion, the ethical issues needs to be addressed to reduce theadverse outcomes that may fall on a group interfering with theculture of the organization an ultimately the organizationalstructure.

References

Dion, M. (1996). Organizational culture as matrix of corporateethics. International Journal of Organizational Analysis, 4(4),329-351.

Jayne, V. (2006). Business excellence Built to last – How to fillperformance gaps how do you build a strong performance ethic intoyour organizational culture? Vicki Jayne talks to two executives whothink they have the answer. New Zealand Management, 67.

Llopis, J., M, R. G., &amp Gasco, J. L. (2007). Corporate governanceand organizational culture: The role of ethics officers.International Journal of Disclosure and Governance, 4(2), 96-105.Doi: http://dx.doi.org/10.1057/palgrave.jdg.2050051.

Rakichevikj, G., PhD., Strezoska, J., PhD., &amp Najdeska, K., PhD.(2010). Professional ethics – Basic component of organizationalculture. Faculty of Tourism and Hospitality Management in Opatija.Biennial International Congress. Tourism &amp Hospitality Industry,1168-1177.