The paper "Role of Managers in Ethical Policies and Practices" is a great example of management coursework. Managers, in an organization, visibly stand apart in the present business world. This is because they run the core businesses of an organization. They are well-positioned to play a major role and assisting the organization in becoming a responsible firm both environmentally and socially. The manager utilizes some or all resources of an organization to ensure that the organization achieve its set objectives and goals. In addition, the manager has the required knowledge to lead and manage the organization.
They therefore have different roles in the practice and ethical policies of an organization. An organization may have different practices and policies and therefore, a manager should be acquainted with their organizational policies and practices (Durai 2010). Behavior-based on ethical values and principles is necessary for the success and health of any organization. In actual fact, the practising of ethical policies and practices in management is very essential for both organizational and individual success and efficiency. However, it is important to note that when employees in an organization practice ethical values in an organization, does not necessarily imply that an organization is ethical.
Ethical organization refers to when an organization practice justice and fairness in its operation. Those organizations that may be seen to be ethical, they tend to have long-term success in their operation. The basis of the ethical organization is respect and mutual trust (Durai 2010). Employees in an organization work hard not only for benefits but also for psychological and social well-being. Therefore, any violation of the ethical principles in an organization during decision-making may have a great impact on the employee’ s character and life.
For instances, a manager lack fairness in issues like compensation and promotion can easily affect the career plans and choice of employees, therefore, undermining their self-esteem, satisfaction and performance (Hardina 2007). A manager has, therefore, a major role in an organization ethical policies and practices. As ethical decisions are done daily, the management of the manager plays a significant role as the “ voice and keeper” of the organization ethics. The managers should deal with ethical issues and need to be sensitive to how they handle the management activities.
However, instead of fully relying on manager laws or policies, employees must be guided by personal behaviors and values. There are various views that do explain the importance of the manager in ensuring that all ethical practices, fairness and justice are ever-present in the management practices. Examples of ethical misconduct involving manager activities include: compensation which includes misrepresenting time worked, personal bias mainly in a pay increase, employee relation, this may be seen in how the employees relate to the supervisor and coworkers, for example, the employees may lie to coworkers and supervisors, managers e-mailing untrue information to the vendors and customers, violating healthy/safety regulations intentionally.
All ethical issues do pose fundamental questions about justice, fairness, social responsibility and truthfulness (George & Jones 2007). Complying with a wider range of laws, regulation and requirements does not necessary means that all ethical situations that managers, executive and employees and human resources manager face are covered. Although, having all the necessary elements of ethical programs will not prevent the managers or the executives from failing to uncover unethical behavior.
Even manager staff members may seem reluctant to uncover ethics concern as they may fear that this will affect their future employment. One way for the manager to ensure that ethical behavior and decisions are guided is through training (Jackson & Mathis 2010). The managers should ensure that the employees are trained. This can be done through persons or the internet. This will guide the employees as they are working on ways to relate with the coworkers and supervisors. It will also ensure that the organization has a good and conducive environment for the employees to operate leading to effective and efficient work.
Durai, P, 2010, Human Resource Management, New Delhi: Dorling Kindersley Pvt. Ltd
George, J, Jones, G, 2007, Contemporary Management, New York: McGraw/Irwin
Hardina, D, 2007, An Empowering approach to managing social service organization, New York: Springer Publisher Company.
Hellrigel, D and Scocum, W, 2009. Organizational Behavior. Boulevard: Cengage Learning.
Joseph, J, 2000, Ethics in the Workplace. Retrieved on 25th November 2011 from http://www.asaecenter.org/Resources/articledetail.cfm?ItemNumber=13073.
Mathis, R, Jackson, J, 2010, Human Resource Management, Boulevard: Cengage Learning.
Whitton, H, 2009, “Teaching Ethics in Highly Corruption Societies: Concerns and Opportunities” U4 Brief 2009:5 Bergen: CMI/U4