Unethical Behaviours - Doc
Added on 2021-06-14
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Leadership Management
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Running Head: UNETHICAL BEHAVIOURS 1UNETHICAL BEHAVIOURSAUTHORS NAMEUNIVERSITY OF AFFILIATION
UNETHICAL BEHAVIOURS 2Leaders always claim to want the utmost ethical standards upheld by the people they lead.However, leaders fail to understand that with the good intentions they have, their own leadershipstyle could be corrupting the choices of the people they lead (Joseph, 2018).But is not easy tothink of how a leader of a company could encourage the workforce to resort to unethical businesstactics. However many times, leaders are usually not aware of the effects of their actions.Through pushing this issue under the rug constantly, they nature a company policy that givesemployees an understanding of anything goes as long as they reach their target and receivepositive annual reviews.The organization could be fostering these unethical behaviors by employees through thefollowing practices. Employees are not given the freedom to speak out. Many staff feels the urgeto adhere to the culture of silence that exists in many organization due to lack of ethics(Rodriguez, 2018). This is due to the managers promoting an environment whereby theemployees are not allowed to speak out their mind, so as to survive in the company. Employeesdo pick this attitude from the internal meetings, whereby an attempt to raise an issue is normallymet by the change of topic.Leaders set unrealistic goals to be attained by the employees. In a case of a marketing firm orany firm that deals with sales, there is competition to close more sales and grow the organizationmarket share. When leaders set goals such as attaining more sales overnight, something is boundto give.Probabaly it will be the staff, they will try to attain u unrealistic goals sets and keep theirjobs at any cost. This will likely involve malicious ways such as involving themselves in fraud.Lastly, the leader failure to talk about the harm caused by the unethical behavior. Majority ofemployees have no extensive knowledge about the magnitude of a fraud case. All they
UNETHICAL BEHAVIOURS 3understand is that some people will be answerable but fail to understand the impact it has on theorganization reputation, which can be ruined beyond repair. Leaders should not only highlightthat common phrase that unethical behaviors are not tolerated in the organization, but theyshould elaborate to the employees about what it Is involved and the impact it can have both ontheir lives and professional reputation.Organization culture and ethics play a significant role in the ethical behavior of employees. First,organization culture builds a positive corporate culture. An organization that has devoted itsresources in the development of policies and procedures which encourage ethical actions builds acorporate culture that is positive (Leonard, 2014). Morale of the team members improveswhenever the employees feel protected against the personal beliefs retaliation. Some of thispolicy include the open door policy and equal growth openings. Whenever the workforcesatmosphere at work, the overall feeling in the business is more positive.The negative reputation can make an organization lose the consumer loyalty and confidence veryfast. For an organization to retain its customer's confidence, it has to ensure that all the activitiesare conducted in an ethical way which starts with honesty and fairness advertising method and isseen through the entire sales process (Ventimiglio, 2014). The organization can lose consumerconfidence through neglecting or negatively handling consumer’s complaints. That is the reasonwhy continuous employee training and constant policies are crucial. The organization shouldtrain the employee on how to treat the customers. Lastly, reduced financial liabilities, anorganization which does not develop policies on the ethical standard risk financial liabilities. Thetopmost liability is the sales reduction. Potential lawsuits financial liabilities are also avoided.Negligence of unethical behavior claims, cost organization a lot of money (Juneja, 2013).
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