Essays on Cultural Relativism versus Ethical Imperialism, Organizational Culture Coursework

Download full paperFile format: .doc, available for editing

The paper "Cultural Relativism versus Ethical Imperialism, Organizational Culture " is a good example of management coursework.   Ethics, or in most cases moral philosophy, refers to the recommendation, defense, and systemization of the concepts that ascertain the right or wrong conduct in any situation. Ethics is based on the habits and customs that promote the determination of being right or wrong, as dependent on the actions thereof. In terms of the management concerns in any organization, ethics affects the tendencies of people within the setting behaving and conducting themselves in morally appropriate manners.

Management is concerned with morals and ethics as they both determine the courses of action and resultant achievements (Mayon-White 2014, p. 196). Moral values affect the fundamental beliefs regarding good or bad, right or wrong. Ethics, on the other hand, become the standards of conduct based on moral values. Despite the beliefs that while in Rome, do as Romans, the measures should incorporate the right ethical background even if it means going against the norm at the respective organization. Instead, ethical imperialism should be of Discussion Cultural Relativism versus Ethical Imperialism The two main conflicting concerns on the issue of moral as well as ethical considerations in terms of management decisions, actions and procedures in the organizational setup are cultural relativism and ethical imperialism.

Cultural relativism is the denoted principle that the beliefs and activities of an individual should be understood or tolerated due to the personal culture and determinants that prohibit the same (Mayon-White 2014, p. 196). In this dimension, any individual can dictate the tolerance terms of their characteristics in the synthesis of their behaviors and conducts within an organizational framework.

Cultural relativism derives the differences from influences determined by the impact of critique based on the origin of the dimension. The critical function is then responsible for a broader understanding of tolerance as is expected with certain cultures, beliefs and systems all functioning in a single entity. It is more of a position or doctrine as compared to methodology. Ethical imperialism refers to the belief that certain behavioral depictions or actions are either right or wrong, depending on the setting and irrespective of the cultures that surround them.

Wright (2013, p. 88) argues that in the aspect of ethical imperialism, there is an added incentive on the application of the truths irrespective of the location, culture, organization, and individuals involved in the process. Ethical imperialism uses carious values that are meant to transcend in the different cultures in order to determine what is wrong or right. The application criteria might be varied from one organization, location, setting, people or culture to another, but the fundamental distinctions are maintained all together. With the distinction of morals versus ethics in the offing, it is necessary for the right actions, decisions or judgments to be made with the right purpose of the organization’ s view. Organizational Culture The governing mechanism of people’ s behaviors in an organization through shared values, assumptions, beliefs, systematic deliveries and thought process refers to the organizational culture.

The shared elements in the setting all affect the influence of all involved persons’ mannerism in their actions, dressing, communication, relations, the performance of their jobs and responsibilities with the overall analytical mindsets (Pane Haden, Humphreys, Cooke and Penland 2012, p. 14). Organizational culture transcends into the different aspects including feelings and emotional attachments to the roles and responsibilities involved in the organization’ s identity as well as interaction with the projected image towards the involved stakeholders across the board.

The co-existing subcultures in the organization are determinants of the culture with the unique attributes, which help facilitate the understanding between all members and individuals. From the historical concept, the organizational culture helps in forming the appropriate and expected returns forthwith from identity and responses.


By, R., Burnes, B., & Oswick, C, 2012, Change Management: The Road Ahead. Journal of Change Management, 11(1), 1-6.

Kaptein, M. (2013). Workplace morality: behavioral ethics in organizations.

Max H. Bazerman and Ann E. Tenbrunsel, 2011, Blind Spots: Why We Fail to Do What's Right and What to Do about It Princeton, N. J.: Princeton University Press.

Mayon-White, W, 2014, Focus on Business Change and Ethics: The Ethics of Change Management: Manipulation or Participation? Business Ethics: A European Review, 3(4), 196-200.

Murray, D. (2007). Ethics in organizations. London, Kogan Page in association with Coopers & Lybrand.

Pane Haden, S S, Humphreys, J H, Cooke, J, & Penland, P 2012, ‘Applying Taylor’s Principles to

Teams: Renewing a Century-Old Theory’, Journal of Leadership, Accountability and Ethics, vol. 90(4), pp. 11-20.

Schwartz, M 2007, ‘The “business ethics” of management theory’, Journal of Management History, vol. 13, issue 1, pp. 43-54.

Tobias J. Moskowitz and L. Jon Werthheim, 2011, Scorecasting: The Hidden Influences Behind How Sports Are Played and Games Are Won (New York, N.Y.: Crown Publishing Group.

Wren, DA 2011, ‘The Centennial of Frederick W. Taylor’s The Principles of Scientific Management: A Retrospective Commentary’, Journal of Business and Management, vol. 17, no. 1, pp. 11-22.

Wright, A, 2013. Using scenarios to challenge and change management thinking. Total Quality Management & Business Excellence, 16(1), 87-103.

Download full paperFile format: .doc, available for editing
Contact Us