Personal and Organizational Ethics

Chapter 8
Prepared by Deborah Baker
Texas Christian University

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Business and Society: Ethics and Stakeholder Management, 7e • Carroll & Buchholtz
Copyright ©2009 by South-Western, a division of Cengage Learning. All rights reserved
 Chapter 8 Learning Outcomes

1. Understand the different levels at which business ethics

may be addressed.
2. Differentiate between consequence-based and
duty-based principles of ethics.
3. Enumerate and discuss principles of personal ethical
decision making and ethical tests for screening ethical
decisions.
4. Identify the factors affecting an organization’s moral
climate and provide examples.
5. Describe and explain actions, strategies, or “best
practices” to improve an organization’s ethical climate.

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 Chapter 8 Outline

 Levels at Which Ethics May Be Addressed

 Personal and Managerial Ethics
 Managing Organizational Ethics
 From Moral Decisions to Moral Organizations
 Summary
 Key Terms
 Discussion Questions

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 Introduction to Chapter 8

 This chapter focuses on the day-to-day ethical

issues that managers face

 Many managers have no training in business ethics

or ethical decision making

 Ethics is vital to business success

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 Levels at Which Ethical Issues
May Be Addressed

Personal Situations faced in our personal

Level lives outside the work context

Organizational Workplace situations faced as

Level managers and employees

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 Levels at Which Ethical Issues
May Be Addressed
Situations where a manager or
Industry organization might influence
Level business ethics at the industry level

Local-to-global situations
Societal and
confronted indirectly as a
Global Levels management team

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 Personal and Managerial Ethics

Conventional approach

Resolving
Ethical Principles approach
Conflicts

Ethical tests approach

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 Types of Ethical Principles

Teleological Focus on the consequences or

Theories results of the actions they produce

Deontological Focus on duties

Theories

Aretaic Focus on virtue

Theories
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 Principles Approach to Ethics

Major Principles of Ethics

 Utilitarianism  Care
 Rights  Virtue ethics
 Justice  Servant leadership
 Golden Rule

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 Principle of Utilitarianism

Utilitarianism focuses on acts that produce the

greatest ratio of good to evil for everyone

Strengths Weaknesses
 Forces thinking about the  Ignores actions that may be
general welfare and inherently wrong
stakeholders
 May come into conflict with
 Allows personal decisions to fit the idea of justice
into the situation complexities
 Difficult to formulate satisfactory
rules for decision making

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 Kant’s Categorical Imperative

Kant’s Categorical Imperative is a duty-based principle of

ethics. A sense of duty arises from reason
or rational nature.

Formulations

1. Act only on rules that you would be willing to see

everyone follow.
2. Act to treat humanity in every case as an end and
never as a means.
3. Every rational being is able to regard oneself as a maker
of universal law. We do not need an external authority
to determine the nature of the moral law.
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 Principle of Rights

Principle of Rights focuses on examining and possibly

protecting individual moral or legal rights

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 Principle of Rights

Figure 8-1 13
 Principle of Justice

Principle of justice involves considering what alternative

promotes fair treatment of people

Types of justice

Distributive
Compensatory
Procedural
Rawlsian

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 Ethical Due Process

Process Fairness

1. Have employees been given input into the decision

process?

2. Do employees believe the decisions were made and

implemented in an appropriate manner?

3. Do managers provide explanations when asked? Do

they treat others respectfully? Do they listen to
comments being made?

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 Rawls’s Principles of Justice

1. Each person has an equal right to the most basic

liberties compatible with similar liberties for others

2. Social and economic inequalities are arranged so that

they are both:
a) reasonably expected to be to everyone’s advantage
and
b) attached to positions and offices open to all

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 Ethic of Care and Virtue Ethics

 Principle of caring focuses on a person as a relational

(cooperative) and not as an individual
 Feminist theory

 Virtue ethics focuses on individuals becoming

imbued with virtues
 Aristotle and Plato

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 Servant Leadership

Servant leadership focuses on serving others

first, such as employees, customers, and community

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 Servant Leadership
Characteristics of Servant Leaders

 Listening Bridges
 Empathy Business Ethics
 Healing and
 Persuasion Leadership
 Awareness
 Foresight
 Conceptualization
 Commitment to the growth
of people
 Stewardship
 Building community
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 The Golden Rule

The Golden Rule focuses on the premise

that you should do unto others as
you would have them do unto you

The Golden Rule is…

1. accepted by most people

2. easy to understand
3. a win-win philosophy
4. a compass when you need direction

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 Ethical Principles
 The Categorical Imperative  The Means-Ends Ethic
 The Conventionalist Ethic  The Might-Equals-Right Ethic
 The Disclosure Rule  The Organization Ethic
 The Golden Rule  The Professional Ethic
 The Hedonistic Ethic  The Proportionality Principle
 The Intuition Ethic  The Revelation Ethic
 The Market Ethic  The Utilitarian Ethic

Figure 8-2 21
 Reconciling Ethical Conflicts

Concerns to be Addressed in Ethical Conflicts

 Obligations
 Ideals
 Effects

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 Guidelines for Conflicting
Obligations, Ideals, and Effects

 When two or more moral obligations conflict,

choose the stronger one
 When two or more ideals conflict, or when ideals
conflict with obligations, honor the more important one
 When effects are mixed, choose the action that
produces the greater good or less harm

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 Ethical Tests Approach

Test of Common Sense

Test of One’s Best Self

Test of Making Something Public

Test of Ventilation

Test of the Purified Idea

Big Four (greed, speed, laziness, or haziness)

Gag Test 24
 Factors Affecting the
Morality of Managers
Society’s Moral Climate
Business’s Moral Climate
Industry’s Moral Climate
Organization’s Moral Climate

Superiors

Individual
One’s Personal Policies
Situation

Peers

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Figure 8-4
 Factors Affecting the
Organization’s Moral Climate

1. Behavior of superiors
2. Behavior of one’s peers in the organization
3. Ethical practices of one’s industry or profession
4. Society’s moral climate
5. Formal organizational policy (or lack of one)
6. Personal financial need

Figure 8-5 26
 Pressures Exerted on Employees
by Superiors
Managers feel under pressure to compromise
personal standards to achieve company goals.

 Top management: 50 percent agreed

 Middle management: 65 percent agreed

 Lower management: 85 percent agreed

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 Questionable Organizational Climates

Questionable Behaviors of Superiors or Peers

 Unethical acts, behaviors or practices
 Acceptance or legality as a standard of behavior
 Bottom-line mentality, expectations of loyalty and
conformity
 Absence of ethical leadership
 Objectives and evaluation systems that overemphasize
profits
 Insensitivity toward how subordinates perceive pressure
to meet goals
 Inadequate formal ethics policies
 Amoral decision making 28
Figure 8-6
 Improving the Ethical Climate
Board of Directors’ Ethics Audits and
Oversight Risk Assessments
Ethics Programs
and Officers
Effective
Communication
Realistic Top
Objectives Management
Leadership Ethics Training
Ethical Decision- Moral
Making Processes Management
Corporate
Transparency
Codes of
Conduct Discipline of Whistle-Blowing
Violators Mechanisms
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Figure 8-7
 Pillars of Leadership
Ethical Leadership

Role
Traits
Modeling

Moral Manager
Moral Person

Ethics
Behaviors
Communication

Decision Effective Rewards

Making and Discipline

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 Ethical Leadership Characteristics
 Articulate and embody the purpose and values of the
organization
 Focus on organizational success rather than on personal ego
 Find the best people and develop them
 Create a living conversation about ethics, values, and value for
stakeholders
 Create mechanisms of dissent
 Take a charitable understanding of others’ values
 Make tough calls while being imaginative
 Know the limits of the values and ethical principles they live
 Frame actions in ethical terms
 Connect the basic value proposition to stakeholder support
and societal legitimacy
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 Effective Communication

 Candor

 Fidelity

 Confidentiality

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 Features of Ethics Programs

 Written standards of conduct

 Ethics training
 Mechanisms to seek ethics advice or information
 Methods for reporting misconduct anonymously
 Disciplinary measures for employees who violate
ethical standards
 Inclusion of ethical conduct in the evaluation of
employee performance

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 Key Elements for Ethics Programs

 Compliance standards
 High-level ethics personnel
 Avoidance of delegation of undue discretionary authority
 Effective communication
 Systems for monitoring, auditing, and reporting
 Enforcement
 Detecting offenses, preventing future offenses
 Keeping up with industry standards

Figure 8-8
Source: U.S. Sentencing Commission Guidelines 34
 Ethical Decision-Making Process

Figure 8-9
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 Ethics Check

1. Is it legal?
2. Is it balanced?
3. How will it make me feel about myself?

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 Texas Instruments Ethics Quick Test

1. Is the action legal?

2. Does it comply with our values?
3. If you do it, will you feel bad?
4. How will it look in the newspaper?
5. If you know it’s wrong, don’t do it.
6. If you’re not sure, ask.
7. Keep asking until you get an answer.
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 Sears’ Guidelines

1. Is it legal?
2. Is it within Sears’ shared beliefs and policies?
3. Is it right / fair / appropriate?
4. Would I want everyone to know about this?
5. How will I feel about myself?

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 Benefits of Ethics Codes

1. Legal protection for the company

2. Increased company pride and loyalty
3. Increased consumer / public goodwill
4. Improved loss prevention
5. Reduced bribery and kickbacks
6. Improved product quality
7. Increased productivity
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 Content of Codes of Conduct

 Employment practices
 Employee, client, and vendor information
 Public information / communications
 Conflicts of interest
 Relationships with vendors
 Environmental issues
 Ethical management practices
 Political involvement

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 How Codes of Conduct Influence Behavior

Codes of Conduct act as a…

1. Rule book 5. Shield

2. Signpost 6. Smoke detector
3. Mirror 7. Fire alarm
4. Magnifying glass 8. Club

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 Purposes of Ethics Training

1. Increase the manager’s sensitivity to ethical problems

2. Encourage critical evaluation of value priorities
3. Increase awareness of organizational realities
4. Increase awareness of societal realities
5. Improve understanding of the importance of public image
6. Examine the ethical facets of business decision making
7. Bring about a greater degree of fairness and honesty in the
workplace
8. Respond more completely to the organization’s social
responsibilities

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 Corporate Transparency

A quality, characteristic, or state

in which activities, processes,
Corporate
practices, and decisions that take
Transparency place in companies become open or
visible to the outside world.

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 Board of Director
Leadership and Oversight

The 2002 Sarbanes-Oxley Act

 Companies are required to protect whistle-blowers

without fear of retaliation

 It is a crime to alter, destroy, conceal, cover up, or

falsify documents to prevent its use in a federal
government lawsuit

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 From Moral Decisions to
Moral Organizations

Moral Decisions

Moral Managers

Moral Organizations

Figure 8-10 45
 Key Terms

 Aretaic theories  Moral rights

 Categorical imperative  Negative right
 Codes of conduct  Opacity
 Codes of ethics  Positive right
 Compensatory justice  Principle of justice
 Corporate transparency  Principle of rights
 Deontological theories  Principle of utilitarianism
 Distributive justice  Procedural justice
 Ethic of care  Rights
 Ethical due process  Risk assessments
 Ethical tests  Servant leadership
 Ethics audits  Teleological theories
 Ethics officer  Transparency
 Ethics programs  Utilitarianism
 Golden Rule  Virtue ethics
 Legal rights
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