The actions of one individual within an organization not only affects the specific person but also affects the company at large. In the event an employee chooses to act ethically or unethically, the employee’s actions may affect the organization either positively or negatively. It is for this reason that business leaders ought to set the tone for ethics in the business. Poor or improper ethical decisions may affect a business in a variety of ways including poor organizational credibility, poor employee performance, and legal problems. Besides, the organizations ought to make sure that the goals of their employees’ goals positively serve the company is pushing forward the organization’s mission. Wells Fargo executives were focusing on the wrong goals which in turn made it’s business culture deteriorate. The company ought to have set employees goals that reflected on the customers’ best interests rather than focusing on unrealistic sales numbers. The company executives should have also sought out to tie business culture and employee career growth than focusing on job security and pay.
Regarding the value of inclusion and diversity, the firm sought out to sustain and build an inclusive and diverse culture for all members of the Wells Fargo team; a culture where everyone felt respected and valued for the experience and skills they bring to the organization as well as for who they are. This value worked towards enhancing the employees’ comfort of being part of the Wells Fargo community while at the same time being aware that they can build a career at the company while helping the company succeed. Stumpf sought to promote and value inclusion and diversity at every organizational level.
One cannot simply expect your staff to adhere to ethical practices following the organization’s code of ethics when they are not fully aware of the expected code of practice or its essence. For this reason, it is essential to hold regular meetings and workshops on ethical problem-solving skills and practices. In explaining and educating the employees on ethical practices, approaches such as role-playing or examples may be used. This offers a chance for everyone to choose between troubling decisions and offering explanations on more ethical practices. The more resources and training a company provides, the greater the emphasis is placed on acting right and being ethical, and the more the employees are aware of what is expected of them in the place of work.
When designing an ethical culture, a leader should always seek to build contexts that keep ethical behavior top of the list, reward ethics through informal and informal opportunities and incentives, and incorporate ethics into daily behavior. All in all, it is important to note that no organization can be fully perfect since no human being is made to perfection. It is ultimately vital to note that human beings cannot be purely evil or purely good and are capable of committing both good and bad acts. It is for this reason that companies should seek to formulate systems that make it easy to be good (Bailey & Shantz, 2018). This involves encouraging ethical behavior, keeping the principles of ethics in mind at all times, and seeking to reward ethical behavior.
Catherine Bailey; Amanda Shantz (2018). “Building an Ethically Strong Organization.” Magazine: Fall 2018 Issue. Retrieved from https://sloanreview.mit.edu/article/creating-an-ethically-strong-organization/. Retrieved on 12 November 2019.
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