Management Ethics: Examining Managerial Roles and Employee Integrity

This essay delves into the ethical considerations within management, exploring the interplay between managerial responsibilities and the personal integrity of employees. It examines how employees can ethically navigate organizational challenges using their autonomy, while also emphasizing the role of managers in fostering an ethical environment. The essay discusses various ethical theories and their implications for both managers and employees, highlighting that while business ethics is a matter of personal choice, it significantly impacts organizational culture and reputation. The importance of managers setting ethical examples and creating a supportive environment is emphasized, alongside the need for open communication and mutual respect. Ultimately, the essay argues that a collaborative approach, where managers nurture employee integrity and employees uphold ethical standards, is crucial for organizational success and a positive business culture. Desklib offers a platform to explore similar essays and study resources for students.

Running head: MANAGEMENT ETHICS
Management Ethics
Name of the Student
Name of the University
Author Note

1MANAGEMENT ETHICS
This following essay will look to investigate into the matter of ethical issues within the
management and how employees will act ethically by using their integrity and autonomy within
the organization. The role of the managers to act ethically will also be discussed in this matter as
well. The different ethical theories will be discussed in this paper with the role of both the
managers and employees. If the managers go on to take some dishonest or unethical decisions
within the management, it is the role of the employees to correct them using their personal
integrity. The total scenario of business ethics would be discussed here with examples and
explanations.
In this essay the topic that would be discussed is that of the role of the managers in
different businesses from the ethical perspectives. The issue is if the ethical behaviors within the
organization are the matter of managers or the personal integrity of the employees. Therefore, it
is quite clear that employees have a job responsibility to keep up the reputation of the
organization (Lawrence and Weber 2014). If they play their ethical roles properly, it will be
helpful for the organizational managers as well. It is because they have to keep note of several
other factors. Critics have always opined that employees will have to understand their
responsibilities since it will be a part of their autonomy and personal integrity to present the
organization in the best manner all over the world (Jones 1991).
Some critics are of the opinion that business ethics is simply a matter of the employees.
The way the employees behave in the organizations is simply their personal choice. Some
employees are seen to behave in an ethical manner and some of them behave unethically.
However, this has a significant impact on the organizational culture and reputation. The
organizations always want to keep their reputation very clean so they do not have to lose their
customers (DesJardins and McCall 2014). The good behavior from the business managers also

2MANAGEMENT ETHICS
seems to motivate the employees. The employees will only work properly if their managers
behave well to them. When any single individual commits any misdeed or approach the complex
situations unethically, this will have a sound and clear bad impression on the culture of the
organization (Mishra, Boynton and Mishra 2014). The entire organization will have to suffer
from this. The responsibility comes on the shoulder of managers and they will have to manage
the situations accordingly (DesJardins and McCall 2014).
The ethical context has everything to do with the decisions of the management. The
values and ethics of the organization are hampered from a larger scenario (Jones 2015). Thus it
has to be understood that context of ethics is both organizational and personal issue. The climate
of the organization can only be strengthened if all the employees can act as per the ethical
guidelines provided by the upper management (Stanwick and Stanwick 2013). So, it is quite
apparent that it is the role of the managers to inculcate the value of ethics within the minds of
employees (Jones 1991). This is mainly a matter of personal integrity of the employees and
managers. It is because employees are definitely not children and they should know what is
expected from them. They are not bound by strictest rules that they should act in this way or that
(Stanwick and Stanwick 2013).
It is the managers only who can shape the organization in a better manner with the
support of employees by ensuring ethical behaviors. The personal integrity of employees in
assuring to behave in a ethical manner will definitely have better opportunities for benefitting
organizations. The question of autonomy in this scenario is less important than personal
autonomy (Lawrence and Weber 2014). When a manager or executive of an organization is
unable to restrain their employees from unethical behaviors, they will face the risk of losing their

3MANAGEMENT ETHICS
customers at some time or later. Definitely the managers should look after this issue with utmost
importance for future benefits (Lawrence and Weber 2014).
It has really been a matter of debate for all employees and employers. Workplace ethics is
indeed a very crucial matter for everyone. Employee should see this as an issue that they must
abide by (Jones 1991). This will bring them good results on the long term. On the contrary,
management too, has a crucial role in inculcating ethical decisions among the workers. It is the
role of senior officials of the organization that they should always set an example before all
employees. Only then the organization will go on to gain the best reputation in their industry.
One of the best examples of this is to reach the workplace on time. If the bosses or senior
supervisors do not reach office on time, their juniors or subordinate employees will also do the
same. The mangers should always be the best body that will provide inspiration to their
subordinates.
Essentially the managers of teams or team leaders have a huge influence on their team
members. It is only possible for the team to perform at its peak when they take ethical decisions
and do what is mostly needed. In this scenario, the team members can take up leading roles in
inspiring other members who has been lagging behind. Therefore, it is not at all a matter of only
personal integrity (Jones 1991). When employees do not behave ethically or honestly, it is the
overall responsibility of higher authority managers to lead them properly so they can behave
ethically and not complete their jobs in an unethical manner. Another crucial matter in this
context is whether managers or leaders should do their jobs forcefully to educate employees.
Employees should not behave in a strange manner because they work as professionals and they
have to satisfy their clients. In order to do this, No employee should feel guilty because of their
deeds that they committee (Jones 1991).

4MANAGEMENT ETHICS
The employers or bosses have another responsibility as well. They should always thrive
to listen to all the problems of the employees. This should be highly helpful because employees
must know they have the faith and trust and trust of their supervisors. Only then ethical issues
within organizations could be sorted out properly (Stevens 2008). If the bosses are so strict with
employees, they will feel they are highly pressurized. In order to create troubles, they will try to
commit some unethical things that will ruin the organizational culture. If the bosses want to
revive the organizational culture properly, they should stress on ethical decisions being taken and
ensure everything is done as per code of ethics of the organization. Therefore, the responsibility
of the leaders and managers is huge in ensuring ethical behaviors within the organization. It is
also unethical on the part of leaders and managers to disturb someone when he is not on duty or
spending time with their families (Stevens 2008). It is also a part of good organizational culture
that employees should be allowed to maintain a work-life balance. Only then employees will also
response to their supervisors in a timely and ethical manner.
It can also be argued in this matter that role of managers and employees should be
complimentary to each other. Therefore, managers should always attempt to make the employees
feel concerned about the overall reputation of the organization (Stevens 2008). The behavior of
the workers and managers is very crucial on how other stakeholders; mostly customers would
look at it. So, another perspective for ensuring ethical behavior is to innovate new approaches
into the scenario (Trevino, Hartman and Brown 2000). An organization can only become great as
per ethical approaches when they undertake activities of corporate social responsibility. The
employees can give this idea to their supervisors. In turn the managers should work on building
the integrity of employees. This will be highly important since conflicts within employees will
pose as a threat for the organizational sustainability. If the employees are motivated, it will have

5MANAGEMENT ETHICS
positive implications on the success of those organizations. If the ethical behaviors are inculcated
among employees, it will surely draw on a positive business culture. The business culture should
always be transparent and based on trust and faith on each other (Trevino, Hartman and Brown
2000).
Critics have argued that business cultures in the organization have a huge impact on the
betterment of customer reactions. The managers can opt to train their employees in a manner that
they would ensure customer satisfaction (Trevino, Hartman and Brown 2000). Managers have to
hold the control over the code of ethics that should be made mandatory for all workers to abide
by. If someone breaks or violates this code, it will be treated with utmost severity. This ethical
approach by managers will be helpful to retain the most talented employees and urge them to
work for the betterment of the organization in better ways (Trevino, Hartman and Brown 2000).
This is not at all a one way approach since employees have to response to the calls of managers.
This is how managers can be sure that employees will be able to curb the issues properly. Thus,
organizations will find a smooth path to enact in an ethical manner for the best outcomes. The
brand value of the organization will rise in this way (Trevino and Youngblood 1990).
It is perhaps the responsibility of the managers that they should always care for the
integrity among each other. They should be honest in their profession and try to win the
confidence of all their internal and external stakeholders. This is how their approach will change
the entire scenario regarding the organization (Trevino and Youngblood 1990). Winning the trust
or confidence of the seniors is n important way of learning to behave ethically. There are other
things in the part of the employees as well. They should learn to respect all other employees, be
it their juniors or newly joined employees. They should not approach them with rude behavior as
this will have a bad impact on their psychology. The managers have a huge role in ensuring this

6MANAGEMENT ETHICS
properly (Tsahuridu 2005). Employees should also have smooth accessibility to all relevant
information since this is a part of their profession. The managers must opt for open discussions
when any issues related to major developments should be approached.
Another way managers can inculcate ethical behaviors within employees is by teaching
them to value others (Tsahuridu 2005). If an employee on the floor learns to value another it will
surely bear good impressions and he will get better opportunities in future as well. The next
option for managers is to make employees understand that teamwork is very important for the
success of organizations. If employees can be able to co-exists, it will be a great benefit for the
organization (Tsahuridu 2005). The common business goals for the organization should be
achieved by team members. This will be a huge achievement for the entire organization to be
precise. Smooth communication should be another initiative on the part of employees. The
employees must be able to connect with each other. Thus a relationship of mutual trust will be
built. It will enhance the business communications strategies between customers and service
providers (Trevino and Youngblood 1990). Leaders should be on the frontline and make things
clear employees that no dishonesty will be tolerated. If any employee makes a mistake, it should
be corrected by leaders. This rectification process will guide employees for ethical behaviors.
In the concluding section, it can be stated that the role of managers is extremely essential
for the benefit of organization in terms of ethics. The employees should learn from their
managers on how they should behave every time. The relationship between employees and
managers should always be smooth. Managers or leaders will thrive to motivate the employees in
all possible ways. Thus it is quite sure that managers have a huge role to play in presenting their
organization in an ethical manner. This would be helpful for putting up a good business culture
as well. Employees have to take part in supporting their leaders to establish a fair culture in their

7MANAGEMENT ETHICS
organization. In this way, both the organization will gain a fair reputation and employees would
be benefitted.

8MANAGEMENT ETHICS
References and Bibliography
Audi, R., 2012. Virtue ethics as a resource in business. Business Ethics Quarterly, 22(2), pp.273-
291.
Bishop, W.H., 2013. The role of ethics in 21st century organizations. Journal of Business
Ethics, 118(3), pp.635-637.
Crane, A. and Matten, D., 2016. Business ethics: Managing corporate citizenship and
sustainability in the age of globalization. Oxford University Press.
DesJardins, J.R. and McCall, J.J., 2014. Contemporary issues in business ethics. Cengage
Learning.
Dion, M., 2012. Are ethical theories relevant for ethical leadership?. Leadership & Organization
Development Journal, 33(1), pp.4-24.
Ivanhoe, P.J., 2013. Virtue ethics and the Chinese Confucian tradition. In Virtue ethics and
Confucianism (pp. 44-62). Routledge.
Jones, K.B., 2015. Ethical insights of early 21st-century corporate leaders.
Jones, T.M., 1991. Ethical decision making by individuals in organizations: An issue-contingent
model. Academy of management review, 16(2), pp.366-395.
Lawrence, A.T. and Weber, J., 2014. Business and society: Stakeholders, ethics, public policy.
Tata McGraw-Hill Education.

9MANAGEMENT ETHICS
Mishra, K., Boynton, L. and Mishra, A., 2014. Driving employee engagement: The expanded
role of internal communications. International Journal of Business Communication, 51(2),
pp.183-202.
Stanwick, P. and Stanwick, S.D., 2013. Understanding business ethics. Sage.
Stevens, B., 2008. Corporate ethical codes: Effective instruments for influencing
behavior. Journal of Business Ethics, 78(4), pp.601-609.
Trevino, L.K. and Nelson, K.A., 2016. Managing business ethics: Straight talk about how to do
it right. John Wiley & Sons.
Trevino, L.K. and Youngblood, S.A., 1990. Bad apples in bad barrels: A causal analysis of
ethical decision-making behavior. Journal of Applied psychology, 75(4), p.378.
Trevino, L.K., Hartman, L.P. and Brown, M., 2000. Moral person and moral manager: How
executives develop a reputation for ethical leadership. California management review, 42(4),
pp.128-142.
Tsahuridu, E.E., 2005. Do managers leave ethics at home? Influences on ethical decisions in
organisations and their implications for moral autonomy. Philosophy of Management, 5(3),
pp.55-69.
Weiss, J.W., 2014. Business ethics: A stakeholder and issues management approach. Berrett-
Koehler Publishers.