Additionally, by viewing the issue of workplace diversity at a macro levels an understanding of socialization, education, healthcare, and the role of company community and diversity projects can be brought into the conversation of discussing the possibility of more diverse workplaces in the future.
Overview[ edit ] An organization's ethical philosophy can affect the organization in many ways including its reputation, productivity, and the bottom line of the organization. A positive ethical corporate culture improves the morale among the workers in an organization, which could increase productivity and employee retention.
There are laws that have the same type of prohibition for European companies which create a disadvantage competitively for both European and U.
Organizations that lack ethical practices as a mandatory basis of their business structure and corporate culture, have commonly been found to fail due to the absence of business ethics.
Corporate downfalls would include, but are not limited to, the recent Enron and WorldCom scandals, two primary examples of unethical business practices concerning questionable accounting transactions. Organizations focusing on encouraging ethical practices are commonly viewed with respect by their employees, the community, and corresponding industries.
This has been seen through greater sales and increased revenue by companies retaining talented personnel and attracting new skilled employees. More importantly, an ethical organization will have the ability to retain employees that are experienced and knowledgeable generally referred to as human capital.
This human capital results in less employee turnover, less training time for new employees, and greater output regarding services or production of goods.
Basic ethical elements[ edit ] There are at least four elements that aim to create an ethical culture and behavior of employees within an organization. Businesses must create an ethical business climate in order to develop an ethical organization.
Otherwise said, companies must focus on the ethics of employees in order to create an ethical business. Employees must know the difference between what is acceptable and unacceptable in the workplace.
These standards are found in the written code of ethics or may be referred to as the employee handbook. These standards are a written form of employee conduct and performance expectations. Employee handbooks also commonly include rules concerning expectations and consequences that follow misconduct.
Handbooks normally will clearly state the rules, guidelines, and standards of an organization as well as possible rules, regulations, and laws that they are bound by.
For more information regarding situational ethical principles, refer to " Situational Ethics. Based on the reliability and support structure of each of the four areas needed for ethical behavior, the organizational ethics will be evident throughout the organization.
The organization including the employees, managers, suppliers, customers, and other entities, will receive intrinsic and extrinsic rewards.
Actions of employees can range from whistle blowing intrinsic to the extraordinary actions of hourly employee purchasing all the recently produced peanut butter as produced by his employerthat has no resale value due to mislabeled jars.
This employee was aware that his employer extrinsic would reimburse him in full for purchasing the mislabeled peanut butter. These theories and studies can range from individual steam sstakeholdermanagementleadershiphuman resourcesgroup s interaction sas well as the psychological framework behind each area to include the distribution of job tasks within various types of organizations.
Leadership sets the tone for organizational management strategic actions taken by an organization to create a positive image to both internal and external public. In fact, an examination of business reveals that most leaders approach the X?
Leaders using empowerment to motivate their subordinates, is based upon the view of: For more information about organization theory, refer to " Organizational Theory.
It is the stakeholder theory that implies that all stakeholders or individuals must be treated equally, regardless of the fact that some individuals will contribute more than others to the organization. Leaders must set aside individual or personal ambitions along with any prejudice in order to present these goals properly.
Furthermore, it is leadership that influences stakeholders towards ethical behavior for the organization. They must step behind a veil of ignorance and treat every stakeholder as a means with equal weight.
Importantly, the leader or stakeholder management must possess the necessary skills and rank to ensure that each stakeholders voice is respected and heard within the organization to ensure that other voices are not expressing views or needs as in respects to Maslow's Hierarchy of Needs.
Therefore, stakeholder management must ensure an ethical system for their own management styles, personalities, systems, performances, plans, policies, strategies, productivity, opennessand even risk s within their cultures or industries.
Ethical system implementation[ edit ] The function of developing and implementing business ethics into an organization is difficult. Due to each organization's culture and atmosphere being different, there is no clear or specific way to implement a code of ethics to an existing business.
Business ethics implementation can be categorized into two groups; formal and informal measures. Formal measures include training and courses pertaining to ethics.
Informal measures are led by example from either the manager or the social norm of the company. Some of these steps include obtaining a commitment from the board of directors and senior managers, developing resources for ethics initiatives, and determining ethical risks and developing contingency plans.
Other steps include developing an ethics program that addresses risks while still maintaining compliance with the ethical standards, providing insight for implementation and audits of the ethical programs, and communicating with stakeholders to create shared commitment and values for ethical conduct.When you work in business and clearly understand both diversity and corporate social responsibility (CSR, which is defined as aligning a company’s activities with the social, economic and environmental expectations of it’s “stakeholders”) and their connection to each other, their value to the business and our communities becomes clear.
Finally, one of the greatest benefits of promoting social responsibility in the workplace is the positive environment you build for your employees. When employees and management feel they are working for a company that has a true conscience, they will likely be more enthusiastic and engaged in their jobs.
Considering Diversity in the Context of Corporate Social Responsibility As a student of (American) cultural and business studies at a German university, you rarely get into contact with areas like corporate social responsibility (henceforth CSR) or diversity . Profiles in Diversity Journal ® is dedicated to promoting and advancing diversity and inclusion in the corporate, government, nonprofit, higher education, and military sectors.
Since , we have helped to stimulate organizational change by showcasing the visionary leadership, innovative programs, and committed individuals who are making it.
This page intentionally left blank. Stakeholder Theory In , R. Edward Freeman published his landmark book, Strategic Management: Part III Stakeholder theory, ethics, and corporate social responsibility 7 Stakeholder theory and business ethics modern capitalism.
Our plan is as follows. The chapters in Part I, “The genesis of. Below I outline three benefits I have experienced from incorporating corporate responsibility into the workplace. Attracting fresh talent. As the talent pool continues to become more diverse, the modern workplace is exposed to an array of employee needs, values and desires.