Business ethics is concerned with integrity and justice and has a variety of aspects such as the expectations of society, fair competition, advertising, public relations, social responsibilities, and corporate behavior. A shift in the meanings of ethics from duties or work objectives toward values which form the core and whole of a person and an organization is evident from the literature that is currently being written on ethics (Yazdani & Murad 2015).
We can defined ethical climate as the persistent moral atmosphere of a social system, characterized by mutual perceptions of right and wrong, as well as common assumptions bout how moral concerns should be addressed. When we look at an organizations ethical climate, you may view how the organization normally handle issues such as responsibility, accountability, communication, and trust to name a few. An ethical climate is typically a concern for standards of behavior in the workplace as well as with customers and partners.
Companies known for high ethical standards usually have some sort of core values or ethical code stating the manner in which they treat everyone with respect and strictly follow rules and regulations. The Organization Walmart currently thousands of stores in the U. S. and internationally. Through innovation, Walmart has created a seamless experience to let customers shop anytime and anywhere online, through mobile devices and in stores. Walmart brings value to customers and communities around the globe.
Operating more than 11,500 retail units under 65 banners in 28 countries and e-commerce websites in 11 countries. Walmart employs 2. 2 million associates around the world with 1. 4 million in the United States alone (www. walmart. com). Greenleaf Consulting has been invited by the Walmart Corporation to and submit an ethical survey to assess the climate of a hain of store in the eastern region. Survey Introduction Ethics is responsible for promoting a culture of integrity which includes developing and upholding organizational policies for ethical behavior everywhere a company operates.
An organization must communicate the importance of ethical policies and provide avenues to bring ethical concerns to attention of leadership. Leadership and policy must provide specific actions necessary to sustain and improve your ethical climate, as necessary. The Ethical Climate of an organization is determined by a variety of factors, including the individual haracter of employees, the policies and practices within the organization, the actions of leaders, and environmental and mission factors.
Leaders should periodically assess their unit’s ethical climate and take appropriate actions to maintain the high ethical standards expected of all organizations. This survey will assist you in making these assessments and in identifying the actions necessary to accomplish this vital function. prepare Employee Survey Invitation Dear Employee: Welcome to Walmart Workplace Climate Survey. Our goal is to create an environment to encourage success and a critical omponent of creating this environment is building an organization that can be recognize as a great place to work and a place that provides challenge and recognition.
In order to accomplish this, we need to assess how we are doing and understand your current thoughts, views and feelings on a regular basis. We have developed this survey with questions tailored to our organization and people to provide you an opportunity to anonymously rate many facets of the Company and to help us in our quest to make positive suggestions for improvement. The survey is web-based to make it quick and imple for all of us to complete, and for fast reporting and analysis.
To ensure we have maximum anonymity, the survey is being hosted by an external organization and you will not be required to identify yourself when completing your input. We will ask for some demographic data however to ensure we can make the best possible interpretation of the results and focus our actions on the areas of most need. We need to be very clear that we will not be able to attribute this data to any specific individual and it is not our intention to do so.
I encourage everyone to complete the survey, to be very onest but also constructive and thoughtful in their input, and most of all to understand that the goal of the survey is to help us understand more about your key areas and needs. If you have any concerns about the process, confidentiality, or any other issue please contact greenincsurveys@survey. com. Please ensure that your submission is made within the next 2 weeks. Thank you for your participation in the survey. I look forward to seeing the analysis of your responses and I am hoping for close to 100% participation.
Insert survey here Recommendations: Creating a Strong Culture 1. Hire the right people You need to have the right people on the bus in order to arrive at your destination. Hire for passion and commitment, experience second, and qualifications third. Being a part of the potential employee’s journey in reaching their goals is important. 2. Communicate Now that the right people are aboard, give them the opportunity to discuss what is thriving and what may need work. The triumphs and victories should be celebrated, but it crucial to address the things that do not work.
Great cultures grow around people who listen. 3. Tend to the weeds Sometimes we miss the mark and allow the wrong people on the bus. A culture of passion capital can be compromised by the wrong people. One of the most destructive corporate weeds is the whiner who may move through the organization, speaking privately, sowing doubt, strangling passion. Sometimes this is simply the nature of the beast: they whined at their last job and will whine at the next. 4. Work Hard-Play Hard These are the employees we want to keep on the bus.
Work ethic is easily notice when you have employees who love what they do. In the global economy we can measure who has a superior work ethic, who is leading in productivity. Not many industries these days thrive on a forty-hour work week. A culture where everyone understands that long hours are sometimes required will work if this sacrifice is recognized and rewarded. 5. Be Ambitious There will be a number of passengers that support big steps and powerful beliefs. You can see these qualities in organizations have transformed themselves.
6. Celebrate Differences When accepting passenger on the bus remember that diversity of background, experience, and interests. Diversity generate energy and is critical to any business or organization. 7. Create the Space Promoting interaction and connectivity. Try to promote as much interaction as possible. Design a space where people from different departments will come together, whether in workspace or in common leisure space. Interaction that helps breed revolutionary ideas. 8.
Take the Long View The culture needs to look ahead, not just in months but in years and even decades. Lasting influence is better than a burst of fame. Keep an eye on the long view Conclusion Group processes directly impact the choice of team member selection and diversity of team members. In any organization, for the team to succeed, it’s mandatory to have a strong leader; the leader is who leads the team to achieving the goals and ommitment to transform the team to success Effective management does not always exist with effective leadership.
The ineffectiveness of leadership directly influences the work in an organizations. Leaders must be prepared to brave the challenge and decide the dos and don’ts when it comes ethical decisions. Managers have come to realize they can build great organizations when they communicate and share authority and responsibility with employees. Organizational accomplishments and goals are the results of synergy or the achievement of an effect which is larger or greater than the output of one person individually