Creating an Ethical Organization for ADCO Construction

Learn how to create an ethical organization for ADCO Construction. Read about principles like being a role model, communicating ethical expectations, offering ethics training, leveraging culture and diversity, competitive advantage through strategic people management, and fostering innovation.

Running head: MANAGEMENT
Management
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Creating an ethical organization
ADCO construction is one of the most popular construction firms in Australia. It is
essential for a manger to build an effective and ethical organization. Therefore he has to create
and follow some principles. They are as follows
Being a role model
As a leader I will always try to make sure that I am being able to act as a role model for
the employees. In order to do this the leaders must always try to reach those values and the
principles that he actually wants his followers to abide by. A manager must always keep his
behavior polite and also keep a composed nature (DeNisi & Murphy, 2017). This will be helping
in making the employees look over to their leader as their role model and they will be going to
imbibe within themselves the good and the positive qualities of their leader within themselves
Communicating ethical expectations
There can be several confusions and ambiguities reading the ethics that the employees
need to follow Thus in order to solve these confusions the leader has to properly convey the
ethical codes of conduct by communication. There must be horizontal communication system
that will be helping the employees to express their views and feedbacks and reach out to their
leaders
Offering the ethics training
One of the best ways to train the employees for abiding by the ethics is to conduct many
workshops, seminars trainings so that the employees are able to understand the goals and
objectives of the organization (Noe et at., 2017).

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Leveraging culture and diversity
In order to leverage the culture and the diversity of the organization the manager will
have to initiate a sound organizational culture. The objectives or the vision of the company must
be set properly by the leaders or the managers. This can be done by the following steps-The
manager must conduct many cross cultural activities and sessions that will be helping the people
to understand each other and also embrace the cultural differences. This will be helpful as all the
employees will be able to interact with each other properly and also take up the collective
responsibilities. As construction firms usually have to undertake many contracts and work in
different places among different cultures and different religions (Suarez,Calvo-Mora & Roldán,
2016). Therefore it is essential for the managers or the leaders of the construction firm to train
their employees in a proper way so that they can easily adjust with the changing conditions in
their surroundings.
Competitive advantage through strategic people management
Gaining a competitive advantage over other firms is of utmost importance in the modern
day scenario. In order to keep the company on top the managers will have to use the flowing
steps
Training and development
A thorough training and development must be carried on so that all the employees can be
trained and made job ready. It is on the leaders to identify the potential that is present within the
employees and then sends them to the respective training and development facilities so that they
can work effectively.

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Performance management
This will help the employees to know that the platforms against which they are being
judged. Te leaders or managers must set some kinds of platforms or measurements to measure
the performances if the employees. This will enable the employees to identify any kinds of issues
that are affecting their performances. Thus this will help the managers to keep an eye upon the
way in which the employees are performing. This will be helping in improving the overall
performance of the company by measuring the performances of the individual employees (Mone
& London, 2018). On finding that the employees are lacking somewhere the managers can lead
them to the right direction and also help them to wok over their areas of weakness.
Fostering innovation
 In order to foster innovation the manager will have to include all the employees in the
decision making process. In other words he will have to make himself approachable and
of a free nature so that all the employees can reach out to him whenever necessary.
 A skill development and training session must be conducted for all the employees so that
they can improve themselves and get over their differences. This will help them in
putting forward a joint and collective collaborative effort so that they can achieve all the
organizational goals
 A daily feedback system must be carried on so that the leaders or the managers can stay
in proper connection with the employees. This will be helping in making the organization
work in a proper way.

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References
DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management:
100 years of progress?. Journal of Applied Psychology, 102(3), 421.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Suarez, E., Calvo-Mora, A., & Roldán, J. L. (2016). The role of strategic planning in excellence
management systems. European Journal of Operational Research, 248(2), 532-542.