An overview of case studies examining the ethical problems of different organizations shows that many of the common ethical issues faced by organizations come from individuals who protect their own financial advantage and / or the short-term economic goals of their organizations and do not protect other business or the organization's most important stakeholders. Organizations can avoid serious consequences, taking into account the consequences of their actions for six key stakeholders; business partners, clients, employees, opinion leaders, community and authorities (Trevino and Nelson, 2005, p. 196). Analyzing the decisions using the six groups guide; "we can begin to identify how different kinds of disasters can affect the company's reputation and the value of the brand and how much these disasters can cost" (196).

By examining how companies reacted efficiently and inefficiently to serious Due to ethical dilemmas, the leaders of organizations can show 8 steps to prevent ethical dilemmas in their own organization

1. Above the responsibility of moral behavior must be within an organization. The head of the organization should be responsible for handling the ethical behavior of the organization. This responsibility can not be delegated. In addition, this responsibility can not be reduced to a smaller role than other key management tasks, such as short-term gains. Leadership must define the ethical voice of the organization. Their ethical behavioral concepts are often and as explicitly and clearly communicated to employees as other organizations. The leader can not leave the organization's ethical voice accidentally or within the organization for others.

2nd Organizations must develop an ethics code for the organization. This code must be obtained from a wide range of individuals within the organization. This should be provided to all members of the organization and often referred to training and other types of communication to employees so that it does not only include a manual but a valid document as a response to accepted questions and can not be accepted within the organization attitude.

3rd The organization must identify and strengthen the way in which ethical abuses are reported. Employees need to understand how they can report problems and know that they can do so without fear of retaliation. It must be ensured that this is not only a theoretical exercise, but also examples of real accounts, and that employees are rewarded for reporting ethical dilemmas

. Ethical responsibility should be taught to members of the organization. This needs to be done in various situations, including entering new staff, ongoing workshops, business meetings, managers, newsletters, websites, etc. Round-table conversations. The training should include case studies where employees need to look into ethical dilemmas. we have to face realistic challenges and take the necessary steps. These case studies should include possible cases or theoretical cases that may occur in the body, so individuals can understand how to handle the problems of a real life. Employees must understand clearly that each stakeholder has a common ethical responsibility with the organization's responsibility.

5th Practices should be built to ensure that ethical disputes are included in the decision-making process. For example, a "devil's lawyer" should discuss decisions to find out that the decision may endanger unpredictable people; or decisions must be reviewed by an ethics committee or department to assess whether there are any other stakeholders at risk. Encourage and reward the questioning of decisions and the open exploration of their consequences.

6th Responsibility for ethical behavior must be taken seriously at all levels of the organization. Unethical behavior must be punished and not allowed to continue. Ethical behavior must be rewarded. Performance management systems should include ethical behavior and other key aspects of work performance. Higher than the organization should be punished in the same way as lower than the organization. In fact, it could be justified to be higher than the organizations in the entry-level positions because they need to know better and because of the organization's example. Organizations need to act swiftly to protect stakeholders when dilemmas occur. Emergency plans need to be prepared to address the crisis in order to respond swiftly to protect stakeholders in an emergency

. The members of the organization know that their primary responsibility is to protect and maintain the reputation of the organization. Leaders should encourage norms of behavior to be higher than those prescribed by law. Legality should be considered as minimum requirements; norms should, however, be higher than this minimum to increase and protect the reputation of the organization. The behavior listed below should not be accepted and the elevation of the higher level should be rewarded and acknowledged by leaders of the superiors.

Trevino, L. and Nelson K. (2005). Corporate social responsibility and leadership ethics. Hoboken, NJ: John Wiley and Sons, Inc.

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