Ethics

Ethics

It is challenging for leaders to make ethical choices. Nonetheless, such managers experiencing the dilemma may apply various decision-making approaches. Moral absolutism constitutes the fundamental and universal ethical approach. The concept represents a firm conviction that an act cannot be right for anybody anywhere if it is not justifiable to somebody. While the idea is usable in cross-cultural situations, business leaders can apply the approach especially if a subject operates beyond the culturally acceptable standards.

The decision-making process is simple due to the universal plan. It predetermines the ethical choice hence eliminating the need for debates and lengthy reflection. Besides, appropriate decisions are compulsory or highly preferable even in the United States because of global regulations and national laws. According to Wilkens (2011), the precise denotation of “wrong” and “right” eases the oversight process. Therefore, the workers, stakeholders, and business associates can enjoy same standards due to the universal approach.

According to the critics of ethics, a striking similarity exists between ethical imperialism and the global leadership concept hence posing a challenge particularly to the cross-cultural engagements. No businessperson or a leader wishes that the international community or people at home should regard him as possessing a rigid ethical stance. In case a leader has such a stance, it is highly likely that his subjects will see him as discriminatory to the convictions of others.

For instance, a chief executive officer may be contemplating how to form an alliance with an overseas business entity that is against women in power. An organization such as this may have a policy that limits the women’s ability to rise the ranks, and the CEO may face an ethical dilemma on collaborating with this corporation. Further, it is imperative for a multinational to uphold environmental standards and policies, especially if it operates in a third-world nation with lax pollution standard. Lastly, a business leader may consider if a worker refrains from participating in debates because of his culture or has an introverted personality. Alternatively, the employee may just be uncooperative.

I agree that the alternative to the universal approach is cultural relativism. According to cultural relativism, the ethics in a given environment are variable depending on the values and norms. The concept also respects the validity and variance distinct viewpoints in global cultural settings. Nonetheless, the individuals subscribing to the cultural relativism may pinpoint the applicability of ethical standards beyond the boundaries. The examples of workplace ethical standards are fair pay, employee safety, and rights. I recommend that the leaders should not use cultural relativism as an excuse of enforcing poor working conditions while relaxing the environmental policies. Instead, they should embrace the unified social contracts theory that not only ensures respects for local cultures but also guarantees shared ethics.

Regarding the ethical egoism, it is clear that some moral agents can pursue normative values based on their self-interests. However, this principle contrasts that of psychological egoism where only self-interest is the influential factor for ethical responsibility. Researchers consider rational self-interest as ethical if the consequences of a person’s actions are beneficial to the doer. In the case of ethical egoism, the moral agents may not necessarily have an obligation of assisting others. At the same time, the moral agents should not harm the others’ wellbeing and interests.

The Understanding of Ethic

            Cantrell & Lucas (2007) reveal that ethical values and principles are crucial in decision-making and other engagement in a corporate setting. Indeed, ethics serves as a guide to the corporate policies and laws since it influences the leader’s productivity and reputation. The corporate leaders applying leadership principles affect not only the subject's loyalty but also their morale. For instance, workers regard their leaders as role models hence their engagement can shape the workforce’s discipline and acceptable behavior. The employees will work towards matching the leader’s ethical standards. Over time, an organizational culture emerges, especially if the managers exhibit a moral behavior they would like to observe in their juniors.

            People approach their lives with ethical and moral framework either subconsciously or knowingly. In most cases, the individuals cultivate this structure early in life because they take their parent’s worldview. Other sources of moral justification are friends and religion. Still, it is common for the ethical stances to change over the years as people grow up. Some may opt for a conventional life while other become liberal. In this consideration, it is true that the leaders do not lose their moral frameworks once they assume the role in the society or an organization. During their tenure, they shape up the corporate operations depending on their ethical and moral frameworks.

            In a business setting, the ethics can be descriptive or normative. In the case of normative ethics, the leader ought to understand the employee behavior specifically if it relates to their social upbringing or culture. The leader may be a conservative in financial expenditures because his parents encouraged saving money. Nonetheless, the leader must understand that their personal beliefs have a lasting impact on their managerial decisions.

On the other hand, the descriptive ethics entails the incorporation of best practices in the societal or corporate procedures and policies. In a culturally diverse country such as the United States, an organization can have customers or employees that observe specific holidays and traditions. Therefore, it is the business leader’s mandate to consider such behaviors during policymaking. A failure to be cognizant of the variable ethics can result in a poor performance.

As the leader instills ethical framework in the society or organization, he must do so while appreciating the viewpoints of others. Mutual respect is critical to a working relationship. In my workplace, I think about the ways that my ethical principle connects me with my workmates and the consumers. Likewise, the business owner must consider if his moral standing increases the bottom line or profitability. Other factors to consider are the losses from the incorporation of such principles (Cantrell & Lucas, 2007). I also realize that we come from different economic, social, and cultural background hence the need of balancing the institutionalization of ethical principle with concern and respect for other’s welfare.

Core Values

A leader must consider many core values and ethical principles to ensure profitability and cordial working relationship with the stakeholders and consumers. First, he must commit to responsible financial management by eliminating fraudulent and misrepresentative activities. Second, the leadership must respect and treat the customers or co-workers with dignity. Most importantly, the manager should lead the corporation in giving back to the society through various corporate social responsibilities. The CSR engagements such as investments in local learning institutions yield a win-win outcome.

I have core values that are in line with the leadership and workplace ethics. It is hard to be employed if the worker lacks the competency and skills. It is also notable that most organizations focus on profitability. The main ingredients of success are teamwork and workforce motivation, but they are unattainable unless the firm has ethical policies and guidelines. The manager monitors the employees to ensure they comply with such regulations.

The acceptable behavior is specifiable by the organization, especially during the hiring process. The interviewers can even summarize their expectation from the potential employees. In this regard, I always refrain from harassing other using an unprofessional language when holding conversations with colleagues and customers. A failure to adhere to the ethical codes of conduct can result in firing or verbal warnings.

In summary, I execute my job with integrity and honesty because my job entails financial transactions and work management. I also refrain from sneakiness and gossip during practice time thus taking responsibility for my actions. The measures I consider for accountability include timeliness and showing up during the workdays according to the human resource’s schedule. If my engagements go wrong, I maintain professionalism and remain truthful. I also collaborate with others during task execution. In the process, I strengthen my relationship with the customers, supervisors, and peers.  My goal is to set aside personal interests for the attainment of the company’s aims and objectives. Lastly, I am committed to strong work ethic and positivity. My core values dictate my ethical direction because I refer to the corporate policies while observing the attributes of a prominent business leader and mentors keenly.

References

Cantrell, W., & Lucas, J. R. (2007). High-performance ethics: 10 timeless principles for next-generation leadership. Chicago: Tyndale House Publishers, Inc.

Wilkens, S. (2011). Beyond bumper sticker ethics: An introduction to theories of right and wrong. New York: Intervarsity Press.