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    Rganization Ulture: Culture To Generate Ethical Commitment Cultural Topologies

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    MuhammadAli Abid
    1. Corporate culture refers to the shared values, beliefs, norms, and problem-solving approaches within an organization. It provides meaning and rules for employee behavior. 2. Culture is influenced by a company's history, founders' values, and both explicit and implicit messages from top management. 3. Studies show that a "values and integrity" approach, where employees voluntarily comply due to adopting organizational values, is more effective for generating ethical commitment than a "command-and-control" compliance approach. Building a culture of procedural and outcome fairness also promotes ethical commitment.

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    Rganization Ulture: Culture To Generate Ethical Commitment Cultural Topologies

    Uploaded by

    MuhammadAli Abid
    21 views16 pages
    1. Corporate culture refers to the shared values, beliefs, norms, and problem-solving approaches within an organization. It provides meaning and rules for employee behavior. 2. Culture is influenced by a company's history, founders' values, and both explicit and implicit messages from top management. 3. Studies show that a "values and integrity" approach, where employees voluntarily comply due to adopting organizational values, is more effective for generating ethical commitment than a "command-and-control" compliance approach. Building a culture of procedural and outcome fairness also promotes ethical commitment.

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    Organization Culture

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    Culture

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    1. Corporate culture refers to the shared values, beliefs, norms, and problem-solving approaches within an organization. It provides meaning and rules for employee behavior. 2. Culture is influenced by a company's history, founders' values, and both explicit and implicit messages from top management. 3. Studies show that a "values and integrity" approach, where employees voluntarily comply due to adopting organizational values, is more effective for generating ethical commitment than a "command-and-control" compliance approach. Building a culture of procedural and outcome fairness also promotes ethical commitment.

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    Download as pptx, pdf, or txt
    21 views16 pages

    Rganization Ulture: Culture To Generate Ethical Commitment Cultural Topologies

    Uploaded by

    MuhammadAli Abid
    1. Corporate culture refers to the shared values, beliefs, norms, and problem-solving approaches within an organization. It provides meaning and rules for employee behavior. 2. Culture is influenced by a company's history, founders' values, and both explicit and implicit messages from top management. 3. Studies show that a "values and integrity" approach, where employees voluntarily comply due to adopting organizational values, is more effective for generating ethical commitment than a "command-and-control" compliance approach. Building a culture of procedural and outcome fairness also promotes ethical commitment.

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    ORGANIZATION CULTURE

    Culture to generate Ethical Commitment Cultural Topologies

    The Role of Corporate Culture in Ethical Decision Making

    Corporate culture is a set of values, beliefs, goals, norms, and ways of solving problems shared by members (employees) of an organization. Also defined as the way we do things around here The shared beliefs top managers in a company have about how they should manage themselves and other employees and how they should conduct business Culture gives members of an organization meaning and provides them with rules for behaving within the organization.

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    Corporate Culture

    A companys history and unwritten rules are a part of its culture. Culture can be influenced by the founders values. May be explicit statements of values, beliefs, and customs Coming from upper management in the form of memos, codes, handbooks, manuals, forms and ceremonies

    May be expressed informally through direct and indirect comments that convey managements wishes 5 Dress codes, promotions, legends, extracurricular

    CULTURE THAT GENERATES


    HIGH ETHICAL COMMITMENT IN
    EMPLOYEES

    1. A command-andcontrol approach to promote compliance


    Rules, punishment, training, and reporting.

    2. Values and Integrity Approach


    This can be thought of as a market-based approach because employees are asked to buy into the values of the organization

    Rests on employees governing their own behavior by voluntarily choosing compliance behavior because they believe it to be the best way to act. The goal is to have the employees engage with and adopt the values of the organization as their own. When this engagement occurs, employees are more like to comply with rules even when they are not monitored. Hence, in this approach, enforcement of standards does not belong solely to ethics officers and their designees, but to all employees

    Which approach is more effective?

    Study supports that a value based approach is more effective than a compliance based approach. Because as compared to compliance-based programs, values-based programs had:

    fewer reports of unethical conduct, higher levels of ethical awareness, more employees seeking advice about ethical issues, and a higher likelihood of employees reporting violations

    Organizations should promote an organizational culture that encourages ethical conduct and a commitment to compliance with the law. commitment to compliance, is the notion which goes beyond behavior. It signals the importance of engaging employee values to generate a commitment to comply with the law. If a company does not establish a culture that encourages ethical conduct and a commitment to compliance, all the positive work done to establish formal ethics and conduct programs would be at risk.

    How to build a culture that generates commitment to compliance?

    Outcome fairness- It is determined by what people think they deserve


    Procedural fairness- Procedural fairness applies to the processes that create outcomes. there are two key dimensions of employee procedural fairness judgment

    Procedural Fairness
    1. Fairness of decision making

    Includes whether employees have opportunities for input before decisions are made? Second, are decisions made following understandable and transparent rules? Third, are decision-making bodies acting neutrally, basing their decisions upon objective information and appropriate criteria, rather than acting out of personal prejudices and biases? Fourth, are the rules applied consistently across people and over time?

    2. Fairness of interpersonal treatment


    Involves the manner in which people are treated during the decision-making process. First, are peoples rights as employees respected? For example, do managers follow the rules specified in organizational manuals or employment contracts? Second, is their right as a person to be treated politely and with dignity acknowledged, and does such treatment occur? Third, are the decision makers concerned about employee needs and concerns when they make decisions? Finally, do the decision makers account for their actions by giving honest explanations about what they have decided and why they made their decisions?

    CULTURAL TOPOLOGIES

    Two Basic Dimensions of Organizations Culture

    Concern for peoplethe organizations efforts for its employees well-being Concern for performancethe organizations efforts to focus on output.

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    Four Different Cultures Can Emerge

    Apatheticshows less concern for people or performance, individuals focus on their own self interests Caringexhibits high concern for people, but minimal concern for performance, Exactingshows little concern for people, but high concern for performance,

    Integrativehigh concern for people and performance

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    Framework of Organizational Culture Typologies

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    Ethics as a Component of Corporate Culture


    Corporate culture is a significant factor in ethical decision making. If a firms culture encourages or rewards unethical behavior, its employees may well act unethically. Ethical issues may arise because of conflicts between the cultural values perceived by management and those actually at work in the organization.

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