What are the most important ethics in the workplace?

Organizational ethics, also known as employees’ business and occupational ethics, can be defined as a situation in which the business establishes special rules concerning ethics and law. These guidelines are in fact a number of policies which are virtually the multiplication of its employees’ behaviour profile in the organization; or, conversely, of the behaviour profile of the organization in regard to its clients or customers; in other words, these are a number of principles that govern the services that the organization delivers to its clients or customers as well as the relations the organizational subordinates have with the organization.

For example, if a firm has said, ethically it must uphold promises made to clientele, then they may put in place the necessary infrastructure to address this policy that defines the caring part of a company’s image to its clients. From here, the same company may implement specific reward strategies to encourage superior quality production and result in the fulfillment of promises made at the time of meeting the laid goals by the employees.

With regard to the organizational ethical codes, organizations are have a possibility to build the related processes and procedures. In most cases, organizations apply workplace ethics in a way that improves the lives and productivity of ‘special’ stakeholders. There are circumstances where the organisations are likely to develop proper ethical codes that at the same time may be used to promote the image of the operations by the specific organisation among the public. Some of the most typical types of organizational ethics that might be introduced in the organizations include; Accountability – responsibility denotes the degree to which organizations are prepared to be answerable for their actions, Equality – this refers to the extent organizations recognize people’s equality both in rights and opportunity, Transparency – this is the level, to which organizations make their information available for the public, Trust – this is the extent of organizational confidence and loyalty, Honesty and promise keeping

Thus, business ethics is a vital factor of the construction of an ideal organization that is reflected in employees’ satisfaction and organizational loyalty. The major stakeholders that may feel that their interests are served in the operations include the employees, investors as well as the customers amongst other people in business. It is possible to consider the welfare of the employees, if ethical principles which should be incorporated into the structure of the organizations are developed; at the same time, a positive effect on the individuals affected by procedures that are created by the determined organizations will be provided.

Therefore, the employees and other stakeholders will in most cases act in the same manner and remain loyal to the organization by practicing ethical behavior in organizational work. For instance where an employee has had fair practice by an organization and has perceived an organization’s commitment to issues of accountability and environmental sustainability the employee will not be able to engage him/her self in an environmentally destructive behavior that has a potential to harm an organization’s public image. With this, workplace ethics serve the virtue of creating virtuous circle, which help transform organizations at large and other people, who in one or the other way get influenced by organizational activities.

Such a venture may also help the organisations and employees organisational and individual benefits such as enhanced productivity as well as personnel satisfaction. If employee identify and understand his/her organization’s commitment to high ethical standard, then that employee may be more committed to his/her position and will also be proud to be part of such an organization. Such a transformation process does matter in the enhancing of the effectiveness of an organisation. What this mode of conduct is in layman term is called organizational citizenship; an organizational behavior that stands out when an employee voluntarily pulls himself/herself in the right way constructively with the avowed aim of adding value.