Mission Statement of PEDE - Case Study Example

PEDE and PEAP assignment 2. Mission and goals Personal mission ment of PEDE My main purpose in this universe is to assist others realize, advance and utilize intuitive capabilities to ease suffering and develop in good career ethics. My mission is mainly to help maintain and offer high standard of ethical development in every endeavor I undertake. My desire is to assist each of populace to improve and grow in ethical development. I will also help building of personal ethics in the work I undertake Professional mission statement of PEDE I am committed to ensuring high standard ethics in my career by undertaking everything within my power to achieve positive advancement in all the sectors I am involved. My professional mission is mainly to help maintain and offer high standard of ethical development in every endeavor I undertake. My desire is to assist each of populace to improve and grow in ethical development. I will also help building of personal ethics in the work I undertake. Life Balance Goals for PEDE Personal Life Balance Goals: I. I will always make vital decisions on the behalf of my family in regard to dealing with my professional career in case it inhibits with the underlying home life II. I will endeavor work harder to stay spiritually enthused by not allowing my underlying professional career overflow into my corresponding personal life III. I will always be epitome to my colleagues to exemplify how working hard pays off via being dedicated, social and ethics responsibility and career. IV. I will allocate particular day every week to my family within my professional career. Professional Life Balance Goals: I. I will always remain ethical, spiritual, and enthused within my personal and professional career. II. I will permit my personal life to be depicting the person I am within my professional career. This implies that whenever I interact with the underlying community I will make sure I act with similar standards. III. I will strategy every day prior by integrating my underlying personal and professional life task ethics. 3. Definitions I. Ethics Ethics is defined as the underlying moral principles that govern an individual’s or any group behavior II. Leadership The capability of a person to make sound decisions and correspondingly inspire others prevailing people to perform well. III. Service Service is defined as an act of assisting or undertaking particular work for an individual. IV. Character Character is defined as the mental and moral qualities that are distinctive to a person 4. Pressing Ethical Issue Maintaining diversity and ethics practices is significant to all businesses that want to attain loyalty of the workers and corresponding trusts of the consumers. Workplace diversity is a more multifaceted, controversial and corresponding political portents. It is conceptualized from numerous perceptions. The concept of diversity ought to be constrained to particular cultural categories namely race and gender (Stanwick & Stanwick, 2013). Diversity is mainly based on the race, ethnicity and corresponding gender that cannot be comprehended within the similar mean in line with the diversity of the governmental functions, capabilities and cognitive locations. Moreover, the chief issues that pertain to diversity are contemporary because of the discernment and segregation of the cultural groups from old-fashioned organizations. Thus, diversity is a concept that is inclusive to entire people thereby making it cumbersome in identification of the underlying discrimination practices. The main concern of diversity pertain to the perspective is that wide definition that imply all differences among populace. This wills results to reduction of the concept of the diversity. The underlying danger is narrowly defining, nevertheless; it only entail on single dimension of the cultural diversity such as race, civilization, gender or age. Since prevailing cultural diversity dimension mainly interacts with other corresponding dimensions of diversity that consequently narrow the concept of the diversity deficient thus failing to recognize these underlying interactions. Researchers normally argue that diversity mainly entails all the likely means of populaces with differences features. People normally differ because of the race, gender, age and corresponding demographic categories. Difference in populace also arises from their underlying values, capabilities, organizational operation, occupancy and corresponding personality. Moreover, researchers and scholars do contend that a person possesses numerous identities and the manifold can never be segregated within an organizational setting. Besides of the rising race, ethnicity, gender and race, people also possess specific knowledge, behavior and corresponding intellectual style to the work place (Stanwick & Stanwick, 2013). Thus, in order to comprehend the prevailing dynamics that pertains to the heterogeneous workplace, collaborating impacts of the multi-dimensional diversity that ought to be tackled. Moreover, the widening of the concept of diversity possesses potential positive impacts on diversity administration programs since it is normally acceptable in case it is inclusive. Inclusive is not normally oriented towards the corresponding particular demographic groups of workers that are conceptualized workplace diversity via advancement of the five collection of categorization. The classification normally takes the forms of demographic characteristics that mainly entail age, gender, physical status, background, sexual alignment, religion and education. The other form of classification entail skills and abilities, Ethics, perspectives, task associated with knowledge and attitudes; private, intellectual and corresponding attitudinal styles. Other demographic features of classification mainly entail status within the organization such as individual’s categorized position, expert domain, departmental connection coupled with the corresponding superiority. Ideally, the underlying workplace diversity nonfiction promotes three diverse conjectural frameworks that pertain to the assessment of the likely impacts of the workplace diversity. Social classification mainly describe the prevailing categorization of the populace based on the existing salient attributes such as ethnicity, race and gender that normally results in stereotyping on the underlying differences within the workplace. Similarity and corresponding attraction theory mainly assert that existing similarity in regard to salient and non-salient attributes such as race and values results to escalation of the interactive desirability and affection. Moreover, the prevailing information that regard to the decision making theory aids in assessment of effects of distribution of fundamental information and proficiency on work terms. These theories results to diverse and inconsistent suppositions that concern impacts of diversity on the underlying group procedure and corresponding performance. Social classification coupled with the similarity attraction theory predicts negative impacts that mainly entail reduction within the prevailing within-group communiqué, eradication of gratification and commitment and escalated labor turnover (Stanwick & Stanwick, 2013). Nevertheless, the underlying information and corresponding decision making viewpoint and positive impacts of diversity are normally hypothesized since they are more difference in terms of the work-teams, which results to more creativity and escalated of performance of workforce. Numerous factors are normally seen as the source of conflict of diversity within the work-team composition. Research depicts that identification of individual group members possessing clear groups’ results to disruption of the group crescendos. Moreover, self-classification theory depicts that underlying out-group members evoke more abhorring, distrust and rivalry as compared to in-group out-group members that unfounded inevitably thereby giving the perception. Nevertheless, biases against the prevailing out-group members normally unfold spontaneously due to discernment of a salient quality. In case the underlying out-group members emanates from either cultures or sub cultures that possess in-group members having unacquainted, philological or paralinguistic differences they might results to enhancement of miscommunication and misinterpretation. Minimal palpable differences related with the attitude, perceptions and anticipations results to subtler that are formidable and deterrents to communication and comprehension within the prevailing diverse group. Diversity in the work groups escalates with the escalation of the task conflict. Escalated diversity mainly imply to the larger possibility that underlying individual interactions that entail dissimilar individuals. Members of such groups normally perceive that diverge from their own intra-group task encounter that might be more pronounced. Moreover, cognitive task within the organizations ideally require the experience and corresponding knowledge attained via exposure to purposeful locations and organizational occupancy. Researchers argue that functional circumstantial coupled with tenure is relatable to the work group tasks. Moreover, age, race and femininity possess low job affiliation. Controversy of the positive association amidst workplace diversity and organizational performance pertains to the evidence for managing workplace diversity possessing antagonistic implications. Assessment of the effect of diversity upon businesses raise question concerning the presence of any connection amidst workplace diversity and occupational performance. The underlying business benefits of the workplace diversity have been extensively contested because of the apprehended idea 5. Case Study Analysis Ethical decisions in leadership PISCO (Problem Solving model) Step 1 In this case, there are two main characters: Jenny and Matt, the department’s business manager, who was second-in-command to the department head and deals with hiring of Prospective applicants. Jenny is a recent master degree graduate and is deeply involved with the underlying ethics related issues. Moreover, Jenny is uncomfortable in working environment due to the culture of corruption. Step 2: Problems in the case study The main problem in the case study is mismanagement and misallocation of the grants in the local county government. The co-workers of Jenny are involved in mismanagement of the county owned materials such as cars (Stanwick & Stanwick, 2013). There is massive corruption is the hiring process at the office as the prospective applicants who are supposed to undertake exams proctored by the government employees. The proctors are permits applicants to cheat on the tests thus many pre-chosen applicants are friends of the present employees. Matt, the department’s business manager, who was second-in-command to the department head seems to be aware of it and fully supports the act. He covers up the employees and act that Jenny is uncomfortable about. Nevertheless, Jenny is dare need of the loan to pay off loans from the corresponding graduate school and loves the content of her current work. She is also concern about leaving the current job as it will tarnish future chances to the work government. Jenny is also uncomfortable in her working environment due to the culture of corruption. Step 3: Plausible solutions The plausible solutions is Jenny reporting the issue to the top manager since Matt, the department’s business manager, who is second-in-command to the department head is part of the corruption, which is taking place within the workplace (Stanwick & Stanwick, 2013). She can also report the matter to the higher authority of the government that deals with the corruption matters. Jenny can also opt to leave the job if she finds another job that embrace ethics in the work. She should not take part in the corruption in order to pay off her graduate instead she ought to look for other fund sources to settle it. Step 4: Evaluation of plausible solutions The best solution will be reporting the act of corruption to the higher authorities for appropriate action to be taken and the perpetrators to take their responsibility of their act of corruption. Jenny ought to look for additional source of capital to pay off the graduate studies and look for better places in case appropriate action is noted taken for her to maintain ethics. 6. Course summary The course is very important in regard to setting up of the personal and professional mission statements and corresponding life balance goals for the PEDE and PEAP. I have also learnt about the importance of upholding ethics in business and in professional career. Reference Stanwick, P. A., & Stanwick, S. D. (2013). Understanding business ethics. Thousand Oaks, Calif: SAGE. Read More