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Ethical Considerations for Managers

Ethical perspectives are important in today’s business world. In this assignment we were asked to complete a series of questions related to ethics and ethical behavior. After completing the survey, I was given an ethical profile of Equity. After reading the descriptions of each ethical profile, I feel the survey gave the correct assessment. The different profiles are organized as an acronym of CORE, standing for Character, Obligation, Results, and Equity. There was a long series of questions and it was often times hard to come to the correct answer. You answer the questions by choosing a statement you agree with the most, and one you disagree with the most. As I read through each of the four ethical profiles I began to think of individuals that I work with and people in my family. The profiles vary greatly and I was able to apply each perspective to a person I interact with in everyday life. I feel this will be a useful tool to gauge a person’s ethical convictions within the workplace.

The assessment determined that I have equity ethical profile.  The equity profile takes much concern when dealing with people and the possibility of human mistake. It is difficult consider people experts in a very complex and unpredictable world. The most striking distinction was the idea that day to day experiences are more important that higher education when learning about a subject. I believe this to be true and practice it frequently in my own life. For example, I had been very interested in training for a pilot’s license for a few years and did much studying on the topic. I took a class for the ground school at a community college and read books about flying. Eventually, I decided to start the actual hands on part of the license which included the actual flying. I felt the hands on experience was much more valuable than any of the reading or classes I had taken over the past several years. I find similar examples to this very often in my life and it plays a large role in my ethical beliefs. Another distinction of the equity profile is the belief that the topic of ethics is broad and it is generally wrong to have a set code of ethics within an organization. I found this to be true in my own life as well. There are many perspectives in the world and it is impossible for us to pin point one exact set of ethical rules that will apply to everybody. The differences in religion, background, and heritage give us all different perspectives on how to approach problems and find solutions.

The first profile described in the CORE assessment is the character profile. This profile contrasts with my own beliefs more than any other profile. The bottom line of the character profile is that this person believes that ethics is based on the moral behaviors of people. This person will look for traits within a person, such as integrity or honor, and use them to promote sound decisions. People with these beliefs value honesty and integrity, which I also value. The largest problem with this profile is that not all people have the same moral convictions and beliefs. This poses a problem when trying to work with large groups of people. If a person with the character profile is leading the group it may be difficult for all the group members to value the person’s leadership style. This is especially true for diverse groups with people from many cultural backgrounds. I know several people that share this ethical profile. The people I know generally do well with their jobs, but lack the openness and acceptance to lead large groups of people.

The next ethical profile in the assessment is the obligation profile. People in this category believe that it is one’s duty or obligation to do what is morally right. I believe this to be very true in many situations. One of the best examples of this is during a natural disaster. A person that has experienced a natural disaster will find many situations to sacrifice the needs of one’s self to help out another. Often times in this situation people will be overwhelmed with fear and uncertainty, causing them to make morally bad decisions. The main problem with this profile is that most people in the world will not do what is morally right. Unfortunately, most people will be too scared or selfish to make the morally correct decision in times of distress or conflict. In the workplace I see very few people who would meet this profile. My job is fairly carefree and there are few specific occasions when this ethical profile would come into play.

The final profile discussed in the assessment is the results based profile. This type of person looks for actual evidence of ethically proper behavior. The ultimate purpose is to reach a goal or end result. The work that goes into reaching that goal is not nearly as important as the function is provides to society. I connect closely with this profile and believe that end results are often the best way to gauge the ethics of a person. Business owners and executives will find this especially useful. Often times the best way to determine an employee’s value is based on the end results he or she produces. My family members generally fit into this category. We all look to each other for results and accomplishments. We get competitive, but in the end we want to help each other out. The ways in which we contribute are measured by the end result.

In summary, the CORE assessment of ethical styles is a valuable tool to determine the ethical profile of colleagues and friends. I was able to think of a specific person for each ethical behavior profile listed in the assessment. Each of the four profiles can be blended with each other to create a unique result based on the questions in the assessment. No two people are exactly the same and the assessment only gives a basic idea of a person’s ethics and morals. In fact, most people will fall somewhere in between. Each of the profiles are based on analysis of philosophy and psychology from throughout history. All in all, the CORE assessment was accurate and will be a useful resource in the future.  

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