Role of Managers in Ethical Policies and Practices - Coursework Example

Role of managers in ethical policies and practices xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Name xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Course xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Lecturer xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Date Role of managers in ethical policies and practices 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 to their organization 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 practicing of ethical policies and practices in management is a 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 necessary implies 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 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 play 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 the manager laws or policies, employees must be guided by personal behaviors and values. There are various views that do explain the importance of manager in ensuring that all ethical practices, fairness and justice are ever present in the manager practices. Examples of ethical misconduct involving manager activities include: compensation which include misrepresenting time worked, personal bias mainly in pay increase, employee relation, this may be seen in how the employees relates 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 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. The managers have to conduct themselves in a fair, legal and moral manner. This has a major effect on the employees as no amount of written and unwritten rules will achieve ethical behavior of employees if the leaders themselves are not effective. The employees definitely view the managers as role models in the organization. Consequently, this will affect their behavior. To create good working environment, the manager needs to comply to the ethics policies and practices of the organization strictly. The basic role therefore, of the manger is to deal with all ethical issues that well define the employee-employer relations that include duties and rights of employees and employers (George & Jones 2007) Organizational ethical policy forms part of a normative framework that allows employees to execute their various duties in the most acceptable manner. This is a management practice that is basically an inspirational approach which focuses on employee’s voluntary compliance with the organization’s ethical principles and rules (Joseph 2000). It provides encouragements and scope for individuals to maximally practice ethical values stipulated in governance policy. However, a management team that is not able to execute and implement set standards may be required to develop specific ethical policies in areas of training, sanctions and rewards in order to restore the organization integrity. Generally, management that intends to improve its ethical governance will have to review core activities in the business such as financial management and accountability, professional standards of conducts and ethics, fair treatment rules, fraud preventive processes, integrity mechanisms and transparency. Coherent and consistent application of ethical-related policies is an essential character for managers. Leaders who are coherent are sensitive in the implementation of ethics policies and they constantly send signals to the entire organization as well as external stakeholders on matters concerning ethics especially during deployment of sanctions for failure to comply with set standards. Conversely, management that fails to effectively communicate ethical policies to all stakeholders sends serious signals about its reliability and commitment (Joseph 2000). Development of ethical policies by management should be based on the strategic direction and current circumstances of the organization. However, basic policies such as the code of conduct, conflict management practices, utility of organizational assets and authority, criteria for reporting unethical behavior as well as accountability and transparency measures should take first priority in development of the policies. Constant ethics training demonstrates commitment of the management. Training themes should include financial management, integrity systems, donor relations, responsibility, accountability and problem solving procedures. Policies and procedures for reporting to executives and boards ensure alignment of core values and organizational behavior. Management is able to identify areas in the policy that need improvement. Procedures on reporting of improper conduct should also be incorporated into the system. This enhances confidence in stakeholders and employees on the organizations integrity system and provides a detection avenue for fraud and inappropriate behavior. In order to enhance effectiveness of ethical issues in the organization, sanctions for failure to meet standards and improper conduct should be put in place. The effectiveness of an ethical policy is indeed an expensive overhead cost for any given organization. Failure to properly implement the policy might lead to detrimental results in both reputational and monetary terms. Ethics policy monitoring system is therefore a common practice among managers who intend to establish an ethically upright organization. The system evaluates the damages that would be realized if the organization engaged in unethical practices such as corruption. It goes further to propose measures of identifying such loopholes. It also has an analytical capability of calculating cost-benefit of ethics training and the overall integrity system. Monitoring of the system enables management to identify areas of potential risks within the organization hence provide measures to counter the same (Whitton 2009). In order to maintain policy effectiveness, several administrative tools are utilized by managers. There are policy-making procedures by the executives who are also responsible for the formulation of standardized policy documents. It is also their primary duty to ensure that the policies are regularly reviewed and updated to avoid ambiguity and uncertainty in the organization (Whitton 2009). They ensure that effective communication mechanisms are installed such that the policies are passed on to all stakeholders in the organization. Ethical performance of the entire organization including managers should be formally evaluated regularly by conducting internal and external audits. Ethical dilemma is a common situation facing senior leaders in organizations. Ethical dilemma occurs when an individual has to make a decision on behalf of a multiple parties. It does not necessarily involve a choosing right or wrong as other factors may be involved such as time pressure. This therefore requires managers to be ethically competent so as to make correct decisions (Hellrigel and Scocum 2009). In conclusion, the role of managers in ethical policies and practices is pivotal for organizations. Besides creating the policies, it is their basic duty to ensure that the policies are adequately communicated to all members of the organization and they are implemented. Managers should act as good role models to other employees in following ethics and codes of conducts. Managers who demonstrate this character win the trust and credibility of their employers, therefore, enhancing their performance and productivity. Effective monitoring of ethical policies and practices within an organization ensures sustainability of the system. REFERENCES 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 Read More