Ethics in Management – A Primer
MANAGEMENT ETHICS – A Primer
By
Vikram Karve
Honesty Loyalty and May are often deeply rooted in the composition of simple and humble people than in men of high position. A man who was taking bribes when he was a police officer does not turn honest when he became the chief of police. The only thing that changes is the size of the pot wine. Weakness of character and his inability to resist the temptation to stay with the man, no matter how high it rises.
ETHICS and HUMAN RESOURCE MANAGEMENT
It is often said that the greatest resource of any organization is the human resource. This article focuses on the relevance ethics in human resources management and discusses various aspects of ethics and motivation, including values and ethical decision-making ethical.
Ethics is an integral and vital aspect of human resource management since most of our actions and decisions events with ethical ramifications accordingly in the HR field.
There is a general belief that the ethical concerns that financial propriety.
Although this certainly involves ethics, ethical management encompasses everything about each and every aspect of your life and personal.
It is a story, probably apocryphal, which illustrates this.
There was a cyclonic storm and millions of fish were washed ashore and were struggling for life on the beach. A man came to the beach and patiently began to pick up the fish one by one and throwing them into the sea A fun way asks what difference it would, when the man pointed out the fish in his hand and said: "Ask the fish?
Thus, we see that seemingly routine decisions, which, at the organization does not seem to have the major ethical scale, are of ethical significance important at the individual level.
The purpose of this paper is to give you a basic understanding of the fundamental notion of ethics, do you think on the relationship between your values and your ethical conduct as a manager of human resources and show you how to develop a personalized approach to faced with ethical dilemmas.
Even if only a tiny fraction of employees in May to engage in conduct contrary to the ethical it has serious implications for the organization as a whole, and affects a large number of people who are stakeholders.
Many of us do not even know if some of our actions and decisions have ethical implications or not and its consequences.
DEFFINITON AND PURPOSE OF ETHICS
What is ethics and what does it face?
(a) Ethics is the set of behavioral norms that relate a set of principles, values and ideals of human conduct. Ethics may be defined as "standards of conduct that indicate how to behave on moral duties and obligations. "
(b) deals with ethics, on two aspects: the first involves a capacity to distinguish right from wrong, right from wrong and the merits of irregularity, the second involves the commitment to do what is right, just and healthy.
CORE ETHICAL VALUES
Values are fundamental beliefs that guide or motivate attitudes and behaviors. They represent the ideals established by the life as members of a given society regard as desirable.
Moral values are directly related to our beliefs about what is just, good and just. They impose moral obligations and are concerned about our sense of moral duty. The basic ethical values 10 are: —
(i) Honesty
(ii) the integrity
(iii) held Promise
(iv) Fairness
(v) Equity
() VI concern and altruism
(vii) Respect for others
(viii) Responsible Citizenship
(ix) the pursuit of excellence
(x) Accountability
What are your care ethical values?
How many of the above they coincide?
Or, do you have other unique values to ethics?
Before you can develop an approach to making ethical decisions, you should invest some time and effort and achieve a solid understanding of your own core ethical values.
ETHICAL DECISION MAKING
ETHICAL PERSPECTIVES OF DECISIONS
There is a dimension ethical in all decisions that can be evaluated in terms of its adherence to ethical principles above values. Thus, any of your decisions, which affect other persons, have ethical implications, and almost all of your important decisions reflect your sensitivity and commitment Ethics.
In summary, you work in your workplace, what are the ethical dimensions that you deal with your superiors, peers, subordinates and others related to your work?
Different stakeholders have different views ethics.
Consider the story of the organization. Whereas some organizations feel that there is nothing morally May bad and even encourage organizational romance and marriage among colleagues by giving various benefits and incentives like dating allowance, certain other organizations May prohibit or discourage novel of the organization. Of course, sexual harassment would be universally considered unethical.
The process of making ethical decisions.
Ethical decision making involves the process by which a person evaluates and chooses among alternatives in a manner consistent with its core values of ethics or principles. So when you make an ethical personal or professional decision: (a) collecting and removing options unethical, and then (b) Select the best of several competing ethical alternatives using management tools such as soft skills CATWOE model.
Ethical decision requires more than the belief in the importance of ethics. It also requires sensitivity to perceive the ethical implications of your decisions, the ability to evaluate complex ambiguous and incomplete facts and the skill to implement ethical decision making without jeopardizing your career.
Ethical decision making requires three things: ethical commitment, ethical consciousness and ethical competence.
ETHICAL COMMITMENT
Ethical Commitment is the desire to act ethically, to do the right thing especially when ethics imposes financial, social or psychological costs. Regardless of occupation, almost all people believe they are and should be of order ethics. While most are not satisfied with the ethical quality of society as a whole, they believe their profession is more ethical than others and they are no less ethical than their profession.
Unfortunately, our behavior does not always match our own image and moral ambitions. Consequently, many honest people who are committed to ethical values compromised these values regularly, often because they lack the strength to follow their conscience. In both your professional and personal life, you will be confronted with a continuous stream flow situations in which your commitment Ethics will be constantly tested.
ETHICAL AWARENESS
While weakness of will explains many things misconduct, a much bigger problem stems from our inability to perceive the ethical implications of our conduct. Many of us fall simply to apply our moral convictions in our daily behavior.
Some of us do not always ethical which are susceptible to other problems. Sometimes, driving perfectly legal often seems to be ethically improper or inappropriate.
ETHICS JURISDICTION
Being aware of ethical and pledging to act ethically is not always enough. In complex situations, which are frequently encountered by many of us involved in managing human resources, the reasoning below and resolution problems skills are also necessary:
Evaluation – The ability to collect and evaluate relevant facts and know when to stop and how to make prudent decisions based on incomplete and ambiguous.
Creativity – The ability to develop alternative means of achieving objectives in order to avoid or minimize ethical problems.
Prediction – The ability to predict the potential consequences of conduct and assess the likelihood or risk that this person will be helped or aggrieved by an act.
STAKEHOLDER CONCEPT
The person concerned to be ethical has a moral obligation to consider the ethical implications of all of its decisions on others.
Each entity, person, group or institution, or constituency which is likely to be affected by the decision is a "player" with a moral claim on the decision maker. The concept of stakeholders provides a systematic way collecting and sorting the different interests involved in our ethical decision making.
The stakeholder concept reinforces our obligation to make all reasonable efforts to predict the possible consequences and take reasonable steps to avoid causing undue hardship to stakeholders innocent – an instance of ethical decision would not cause unintended harm.
A MODEL FOR ETHICAL DECISION MAKING
Three is necessary to develop a model of ethical decision making that avoids the shortcomings of traditional approaches such as the golden rule (do unto others as you would have them do unto you) and categorical ethical imperatives (high absolute truths impose Corporations that must be respected regardless of consequences).
This model can be applied to common problems found in management situations competitive and stressful. The three steps to ethical decision making model includes: —
(a) All decisions must take into account and reflect a concern for the interests and welfare of all stakeholders.
(b) The ethical values and principles always have priority over non-ethical values and principles.
(c) It is ethically proper to violate the ethical principle only when it is clearly necessary to advance a true ethical principle which, according to the decision make his conscience, will produce the greatest balance of good in the long term.
STAGES OF MORAL DEVELOPMENT
The extent to which one uses this approach ethical decision making to guide our behavior in situations of managing a very person to another. Kohlberg offers a practical framework for delineating the stage each of us has reached with regard moral development staff.
Step 1. Physical consequences determine moral behavior. At this stage of development personal moral, ethical behavior of the individual is driven by the decision to avoid punishment or by deference to power. The punishment is an automatic response of physical retaliation. The immediate physical consequences of an action determine its goodness or wickedness. Behavior moral views that are cadets in training for university services where physical punishment techniques are prevalent in order to inculcate the attributes obedience and deference to authority.
Stage 2. Individual needs dictate moral behavior. At this stage, the needs of a person are main concern of the person. The right action consists of what instrumentally satisfies your own needs. People are evaluated according to their usefulness. Example: "I'll help because it may help me in return – you scratch my back, I will scratch yours.
Step 3. Approval of others determines moral behavior. This stage is characterized by the decision if the approval others determines the person's behavior. Good behavior is what pleases or helps others in the group. The good person satisfies family, friends and associates. "Everyone does, so it must be OK." It won approval being conventionally "respectable" and "nice." Sin is a breach of trust of the social order – "log Kahenge Kya?
Step 4. Compliance with authority and maintaining social order are of primary concern ethical person. "do its duty" is the main concern. Consistency and priority should be maintained. Example: "I comply with my instructions above because it is wrong to disobey a superior officer Authority is seldom questioned. "Even if I feel something in May unethical, I will blindly obey all orders and comply with everything my boss says because I think the boss is always right. "
Stage Tolerance 5. Rational dissent and acceptance of majority rule becomes the primary ethical concern. Example: "Even if I disagree with her views. I will support his right to have them. "The right action tends to be defined in terms of general individual rights, and in terms of standards that have been carefully considered and agreed on the whole society. The freedom of the individual must be limited by the society only when it violates the freedom of someone else.
Step 6. This is just considered as a matter of individual conscience, free choice and personal responsibility for the consequences. Example: "There is no external threat that can forcing me to take a decision that I consider morally unacceptable. "A person who reaches this stage acts out of universal ethical principles.
Moral development is in no way correlated with intellectual development or your position in the hierarchy or factors like rank / seniority / status / success. In the words of Alexander Orlov: "Honesty and Loyalty in May are often more deeply rooted in the creation of simple and humble people than in men of high position. A man who was taking bribes when he was a police officer does not turn honest when he became the chief of police, the only thing that changes in the size of the bribe. Weakness of character and his inability to resist the temptation remains with man, no matter how high it rises. "Ethical traits accompany a man to the highest echelons of his career.
If the environment is not conducive, a person can intellectually reach stage 6 but deliberately remain morally at stage May 4 as he feels he has too much sacrifice to reach stage 6. This can be particularly observed in most hierarchical organizations where most smart employees make an outward preference of being at stage 3 or 4 (Compliance and Enforcement) to avoid jeopardize their careers, even if internally they have achieved higher ethical states. This Dr. Jekyll and Mr. Hyde schizophrenic moral approach is at the heart of many ethical dilemmas people encounter in their work and results in stress due to ethical confusion.
Whenever two individuals at different stages of moral development interact with each other two of them try to force / maneuver other in their own assessment of the ethical situation, thus leading to conflict. In a formal hierarchical configuration of actors in the chain May not be the same stage of moral development thereby leading to dissonance in the system.
When the ethical sensibility is high, morally strong people (less vulnerable) should be appointed and conversely, in those jobs where ethical susceptibility is weak, weak people can be appointed.
What is your stage of moral development staff?
Be honest with yourself and to recall the decisions you made in recent ethical situations.
The six stages are valuable landmarks as they tell you about where you are and what changes you make in your behavior and decisions to move to a higher level of development morale.
The ultimate goal is to engage in ethical decision making in step 6. However, the level you have not reached depend on your ethical commitment, ethical consciousness and your ethical competence.
Five types of employees
The stages of moral development, manifested in five types of employees in organizations. Sheep are employees who are not play an active role in the organization and are passive followers who simply comply with an order or direction. Yes Men followers are active (Sycophants) which easily execute orders without discernment, they argue egos of bosses, but their extreme submission can sometimes be dangerous if the orders are unethical or to violate laws. Alienated followers are critical of the organization emphasize negative aspects, but refuse to actively improve the system. trackers play an effective role in the organization but are not Yes Men, they assess critically and respectfully challenge the authority of the organization and propose constructive alternatives. Followers can play an effective role in enhancing organizational performance through their wisdom. survivors are fans who get this investment by a minimum of work and exposure risks in the workplace. With the advent of reengineering, restructuring survivors and downsizing to better retain their jobs than doing their job in carefully cultivating multiple images in order to appear as the King of follower Current leader wants.
What kind of employee you are?
Where do you fit in?
Do you keep some type of changed circumstances to another like a chameleon?
And your colleagues?
It may be interesting to develop links between these types and stages moral development.
ETHICAL susceptibility and vulnerability
The ethical sensitivity is impossible to avoid ethical dilemmas. It is environment dependent (on external factors). Ethics is the vulnerability of your inability to resist succumbing to the ethical dilemmas given situations. It depends on your scene internal moral evolution of the moral situation given. Whereas being in an ethical dilemma is not under your control, to act in an appropriate and ethical in the current situation is certainly that you control. The vulnerability of Ethics is the ease with which a man would be ethically compromised, especially in a poor ethical climate. When sensitivity is high ethical, moral strong people (less vulnerable) should be appointed and conversely, those jobs where ethical susceptibility is low, the weakest may be appointed.
In the context of organizations, it is revealing to reflect on the HR practices in place and to try to aim to facilitate and encourage all employees to reach at least stage 4 of moral development grid, to enable them to be efficient flowers. HR practices the style of Adam Smith who use fear and insecurity as factors of motivation are similar to treat employees as slaves and lead to the proliferation of sheep type of employees. Overstatement of discipline, threats of dismissal, dismissal and transfer are examples of incentives that attempt to cow by an employee in Phase 1. Over-reliance on motivation as a motivating factor corresponds to step 2 and this may become a standard operating practice to motivate and facilitate yes-man as well as Phase 3 motivational techniques, unless it has reached the stage ultimate moral development (consciousness and free will) all of us to the United Nations in a state of flux of morality and the working environment and situation May personal force a man to fluctuate between the stages of moral development (consciousness and free will) all of us in a state of flux and legal environment Workplace and personal circumstances in May forcing a man to fluctuate between the stages of moral development according to the situation and he may have tended to practice what called situation ethics as typical survivor of the employee.
A proactive, fair and transparent human resources system will reduce the need for an ethics of the situation. It is for top management to decide what kind of employee you want to work where and HR practices tailored accordingly. The mismatch can be dangerous. In short, we must focus on reducing vulnerability Ethics in jobs ethically sensitive facilitating ethical conduct and gradually extend the ethical HR initiatives across the organization to achieve consonance ethical perspectives of all stakeholders.
Ethical Dilemmas
Magnitude is a measure of the organization will receive an ethical dilemma.
The importance is the single person affected not perceive the ethical dilemma. Examples of ethical dilemmas in the four areas are ethical dilemma: —
- Area 1 (small-scale high significance) romance organization, petty corruption
- Theme 2 (What meaning high importance) Sexual harassment, grand corruption, Firm Stop
- Area 3 (Small low magnitude) of minor offenses as slight deviation from the dress code
- Area 4 (high importance of small magnitude) transfer
Any time of the man being involved in the life of another human being directly or indirectly on the state of ethics arises. Ethical issues are often charged with emotion. Any attempt to apply quantities, systematic, impersonal, objective and logical decision making techniques may not yield desired result and are not desirable.
CODES OF CONDUCT
Ethics is a set of rules what to say and do, or what should avoid and what to ignore. It involves judgments that only those who face these decisions can be. Therefore, management ethics has a broader meaning than just the laws prohibiting certain actions. This must be a spirit, a code of conduct impregnated, an ethos. There must be a climate in which everyone understand that certain conduct is proper and any other behavior is clearly unacceptable. For example, consider the code of conduct (code Honor Cadet), followed by West Point: "A cadet will not lie, cheat, steal, or tolerate those who do "
As someone who is responsible for fulfilling trust and as someone who is basically good and ethical, it is your duty to Make your ethical decisions at the earliest possible stage of moral development. Once the majority of us operate at the highest level of development morale, the frequency of acts contrary to ethics will be near the zero which will result in full mutual trust and confidence which is sine qua non for human resources management harmonious.
Vikram Karve
Copyright © Vikram Karve 2010
Vikram Karve has asserted his right under the Copyright, Designs and Patents Act 1988 to be identified as the author of this book.
http://www.linkedin.com/in/karve
href = "mailto: vikramkarve@sify.com"> vikramkarve@sify.com
About the Author
VIKRAM KARVE educated at IIT Delhi, ITBHU and The Lawrence School Lovedale, is an Electronics and Communications Engineer by profession, a Human Resource and Training Manager by occupation, a Teacher by vocation, a Creative Writer by inclination and a Foodie by passion. An avid blogger, he has written a number of fiction short stories and creative non-fiction articles in magazines and journals for many years before the advent of blogging. His delicious foodie blogs have been compiled in a book “Appetite for a Stroll”. Vikram lives in Pune with his family and pet Doberman girl Sherry, with whom he takes long walks thinking creative thoughts. Vikram’s Creative Writing Blog – http://vikramkarve.sulekha.com Email: vikramkarve@sify.com
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