MANAGING ETHICAL ISSUES AT WORKPLACES

Running head: MANAGING ETHICAL ISSUES AT WORKPLACES
MANAGING ETHICAL ISSUES AT WORKPLACES
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MANAGING ETHICAL ISSUES AT WORKPLACES1
Introduction
Ethics is regarded as a philosophical word coining from Greek word “ethos” implying
custom or character. It has been paying attention to recount as well as suggest moral desires
and behaviours, which advocates that there are satisfactory and intolerable ways of behaving
that work as a function of ethical values. In an organizational context, ethics can be regarded
as a forthright discussion related to the values as well as issues most essential to stakeholders
as well as to business. Moreover, it is an incessant unearthing and confirmation as well as
evaluation of individual standards and ideologies. According to Kinicki et al. (2011), as
managers consider the issue of ethical responsibility in an earnest manner, they tend to
develop greater understanding towards followers’ desires and complications of the ones who
will be affected, thus developing greater ability to distinguish spontaneously the developing
conflicts in organizations (Pless, Maak & Waldman, 2012). The following report will analyse
the role of managers in dealing with ethical issues like equality and racial and gender
discrimination within organizations which tend to affect the stakeholders internally and
externally.
Discussion
Managers’ role in understanding ethical dilemmas within workplace
Managers exercise inordinate effect on employee approaches as well as behaviour.
They serve decisive role in generating, fostering as well as sustaining ethical principles
besides an ethical workforce (McDonald, Charlesworth & Graham, 2015). Organizations in
contemporary times require developing utmost prudence in managing its labor force since the
work setting has been experiencing an immense transformation. Substantial level of empirical
evidence have been found which shed light on the challenges that managers tend to encounter

MANAGING ETHICAL ISSUES AT WORKPLACES2
in managing ethical issues like racial and sexual harassment as well as equality in the
organization with a range of lessons piloted in various arenas. Kinicki et al. (2011) have
noted that globalization of markets has enforced modifications in the realm of demographic
individualities of personnel across the world and has been treated as a significant area of
study for scholars, companies, managers as well as policy-makers all over the world. Diverse
personnel comprises of personalities be appropriate to exclusive cultures who exhibit diverse
individualities, ambitions and expectations. Furthermore, staff coming from diverse
backgrounds show different requirements and develop the feeling of compulsion to be
appreciated in their workplace. Okan and Akyüz (2015) by drawing relevance to these factors
have noted that management requires recognizing the necessity of these diverse collections of
individuals in order to evade worker rigidities as well as encounters. Maintaining workplace
concord is imperative for companies in order to upsurge efficiency. Managers in
organizations worldwide are focused on workplace equality with intent of evading situation
of “us” verses “them” kind of references and remarks. In the opinion of Demirtas and
Akdogan (2015), in recent times, one of the behavioural patterns most mentioned as
necessary in order to use effective leadership and management is integrity. Managers who
exhibit integrity and truthfulness are considered to be honest with them and to their
stakeholders and obtain knowledge from faults or blunders and have been continually putting
effort in the process of self-improvement. They are likely to lead by example and anticipate
as much of others like they do for their own development. They take accountability to be
judgemental about significant choices and endeavour to poise challenging benefits when in
the course of attaining vital managerial objectives. According to Place (2015), an integrity-
based approach to handling ethical issues associates with compliance of the commandment
with an importance on managerial accountability for ethical behaviour. Integrity approaches
take account of businesses’ managerial standards, objectives as well as arrays of supposition