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Ethics

 Ethics Dissertation

Research Dissertation (2000 words)

15 log papers + 5 book references

Are the actions of people in the workplace a consequence of individual or efficiency characteristics? What would encourage ethical conduct at work?

Intro

EDM ***

For the purpose of this research, we will look on the factors which will influence a person to engage in unethical conduct, which is understood to be any company member action that violates widely acknowledged societal and moral norms (Rest, 1986). It may be useful to note that underhanded behaviour would not equate to office deviance or counterproductive function behaviour (violating organizational norms) These elements can be split into three categories, individual features (cognitive ethical development, locus of control, Machiavellianism, moral philosophy, demographics), moral issue characteristics including moral depth (T. M. Jones, 1991), and organizational environment qualities (ethical climate, ethical tradition, codes of conduct). Personal Characteristics

Cognitive meaningful development

The theory of cognitive moral development (CMD) states that we now have different levels of reasoning that a person may well apply to honest issues. The person at level one is concerned with their self-interest and exterior rewards and punishments. At level two, the individual truly does what others expect of these. The individual at level 3 possesses more autonomous decision-making skills depending on principles of rights and justice rather than external affects (Kolberg, 1969). According to empirical research by Kolberg, most people function at level two pondering. This is maintained Trevino and Nelson (2007), who declare most individuals are generally not autonomous and do not constantly comply with an internal moral compass with regards to decision making. A report by Weber (1990) also placed many business managers at level two. Snooze (1986), who have proposed the 4-stage honest decision making method, places vast importance on CMD...

References: * Kohlberg, L. (1969). Stage and sequence: The cognitive– developing approach to socialization. In Deb. A. Goslin (Ed. ), Handbook of socialization theory and exploration. Chicago, ARIANNE: Rand McNally.

* Snooze, J. (1986). Development in judging meaning issues. Minneapolis, MN: University or college of Mn Press.

* Trevino, T. K., & Nelson, E. A. (2007). Managing business ethics: Straight talk wireless about how to accomplish right. New york city, NY: Wiley.

* Williams, T. Meters. (1991). Ethical decision making by individuals in organizations: A great issue-contingent version. Academy of Management Review, 16, 366–395.

* Weber, J. (1990). Managers' moral reasoning: Evaluating their answers to three meaningful dilemmas. Individual Relations, 43, 687–702.

2. Christie, L. M. Frederick, et. al. " A Cross-Cultural A comparison of Ethical Behaviour of Business Managers: India, Korea as well as the United States”, Journal of Business Values, 46(3), pp. 263-287, Sep. 2003.

2. Crane, Toby, Unpacking the Ethical Product (November three or more, 2004). Journal of Business Ethics, Volume. 30, No . 4, 2001. Available at SSRN: http://ssrn.com/abstract=1533523

Not really used

2. Trevino, D. K. & Brown, Meters. E. (2004) ‘Managing to become ethical: Debunking five organization ethics myths', Academy of Management Business, Vol. 18, No . 2, pp. 69-81.

* Dark brown, M. E. & Treviño, L. K. (2006) ‘Ethical leadership: An assessment and upcoming directions', The Leadership Quarterly, Vol. seventeen, Iss. 6th, pp. 595–616.

* Ardichvili, A., Mitchell, J. A. & Jondle, D (2009) ‘Characteristics of Ethical Business Cultures', Record of Organization Ethics, Volume. 85, Iss. 4, pp. 445-451.

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