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Organizational Ethics Issue Resolution

Organizational ethics issues are a concern in the modern workplace on a daily basis. We are constantly challenged by issues that may include some of the following topics: diversity, beliefs, attitudes, values, communication barriers, and many other issues with demographic differences. For the focus of this paper I am going to focus on the issue of demographic differences. This is a broad topic and problems with demographic differences are frequently addressed in the workplace. Demographic differences are the variations between individuals in categories that may include race, gender, age, income, and location. Demographic statistics are important to understanding the behaviors of different groups of people and are often used in the marketing industry. Every person is unique and disagreements can arise that often turn into problems with ethics. For any ethical problem that arises, there six different considerations to make to come to a full resolution. These 6 areas of focus include: Issue clarification, stakeholder analysis, values consideration, issue resolution, addressing objections, resolution implementation. Each of these considerations plays a unique role in addressing the problem at large. The use of each of these steps will lead to an overall efficient ethical decision making process.

The first step to resolving an organizational ethics issues is to clarify the issue at hand. This gives all parties involved a full understanding of what the issue is and how steps can be made to start resolving it. Issue clarification can be done through group discussion about the problem until a consensus is reached and all people involved know what the ethical issue is. For example, if a person is believed to be in violation of a demographics issue, such as discrimination, the first step is to talk with the person who is believed to be in violation as well as the person who has claimed to be violated. By taking this approach one is able to address the situation with both parties and ensure there is no confusion on the subject before further resolution steps take place. Often time parties will disagree on the issues and have different perspectives on ethics as a whole. In this case, it is important for both parties to reach a compromise on the issues. This would some sort of middle ground to which the parties could begin to make a further resolution steps. Once the issue has been clarified, the next part in the resolution process is stakeholder resolution.

Stakeholders in a company can also be described as owners in a company who do not actively take part in the day to day activities and operations of the company. This unique position gives stakeholders a good perspective to contribute towards ethics issue resolution. The stakeholder ultimately looks out for the best interests in the company because whatever is good for the company will also be good for the company. They are able to analyze the situation and give input that will be consistent with the best interests of the company. On the issue of demographic differences, stakeholders are able to go through statistics and share their own opinions of an issue. Stakeholders are often the best group of people to help resolve an issue because they are neutral to the other parties involved. They can also make decisions that are best for the company which is good for employees, customers, and the overall community. Once the stakeholders have analyzed a situation, it is their job to present the plan to parties to give their opinion on how to resolve the issue of demographic differences. After this has been done the next step is values consideration.

The consideration of values is an important step in the resolution of organizational ethics issues. Every person has a unique set of values. A person’s values will ultimately determine their behaviors in the workplace as well as the approach they take towards the resolution of problems. This is an important step to consider before an actual resolution is implemented to correct an ethics issue. People normally get their values in youth and feel very strongly about them. This leaves little room for change in most people to accommodate a problem involving demographic differences. Both parties will need to carefully discuss and embrace the differences in values between the two. Understanding values will help every person involved in the issue gain a better understanding of each other’s decision making process. In fact, discrimination is often a problem that is caused by extreme differences in values. People who discriminate do not accept the differences of their co-workers and do everything in their power to treat them unfairly. By forcing a person to consider the differences in values it has the ability to cause people to become more diverse and accepting. This is a great tool to use in discrimination problems and its becoming less of an issue in the modern world. The global economy is causing people from all parts of the world to work together and learn from one and other. After the values of each party have been taken into consideration, the next step is issue resolution.

The issue resolution step is extremely important when resolving a conflict that involves demographic differences. Issue resolution put the ideas into action and addresses the ethical problem that requires immediate attention. For example, if an employee of a company feels they are being discriminated against, this step will attempt to actually put an end to the discrimination. There are many methods of implementing this step and it is often unique to each situation. In the case of discrimination, this might be done by having each party sign an agreement that states they will resolve their differences. If the agreement is violated, the employee in violation could be subject to termination or disciplinary action. This will resolve the situation that originally triggered the ethical decision making process. There is a period of time that must take place after the issue is resolved to ensure that the problem does on occur again. The amount of time needed to observe success varies, with some situations requiring more time to reach success than others. The issue resolution step is the first real action to correcting an ethical issue. Resolving a problem does not stop with this step and most organizational ethics issues will require a step to overcome objections.

The next step in the ethical decision making process is to address objections to the resolution that has been implemented. In many situations, the first steps taken will not be enough to fully resolve the issue. Taking care of an ethical problem is done through trial and error. It is necessary to listen to the objections and suggestions of the parties after a resolution has been determined. The stakeholders may have made mistakes when analyzing the situation. There may have also been disconnects when considering the values of each party. The purpose of this step is to overcome these problems with the resolution and make corrections to it. Stakeholders may need to reanalyze the situation and make additional suggestions. Most importantly, the parties involved in the conflict will need to discuss why the resolution is not working and how to make it better. These suggestions will eventually help to ethics issue reach the point of being one hundred percent resolved. This process can take a long amount of time, especially with demographic differences. Once these differences and disagreements have been taken care of, we move on to the final step of organizational ethics issue resolution.

The final step in the process is resolution implementation. This overall purpose of this step is to create a resolution that will take care of the original problem, but also prevent the issue from taking place ever again. For example, with the problem of discrimination, a good resolution would include provisions that prevent discrimination from occurring in the future. Some of these provisions could be mandatory team building exercises that help employees work together. If this doesn’t work, it may be necessary to include disciplinary measures to deter severe cases from taking place. Only time will tell if the resolution has been successful. Managers and stakeholders will need to keep an eye on the situation obtain feedback from employees regarding its success. Discrimination problems can some times be hard to monitor. Victimized employees may not want to speak up about a problem for fear of retaliation from their aggressor. This is a fundamental flaw with discrimination issues, and it sometimes takes creativity to find a resolution. My employer has a phone hotline for ethics issue violations. This gives a person the ability to report ethics violations anonymously. It may take time for the problem reach a resolution, but it is a safe and effective place to start. A success resolution implementation is the final step in the organizational ethics issue resolution process.

Ethics issues are common in today’s work environment and there are specific methods to addressing problems. There are six main steps to successfully resolve an ethical issue. The first step is to identify the problem at hand. Doing this will allow everybody to have a full understanding of the issue and start making decisions to resolve it. The next step in the process is to have the stakeholders of the organization look at the issue and make their own analysis for a resolution. After the stakeholders have analyzed the situation, it is important to consider the differences in values of the parties involved in the conflict. By looking at the differences in values, everybody becomes more diverse and has a better overall view on how to come to a solution to the issue. The next step in the process is to create the issue resolution. This will take care of the urgent problem, as well as set out a plan on how to deal with it in the near future. After the issues have been resolved it is important to overcome objections to the resolution. It is a trial and error process and any issues with the resolution will need to be addressed before it can fully be put into play. The final step of the process is the implementation of the resolution. The purpose of this step is to solve the problem once and for all. This step can only take place if the previous steps were completed effectively before hard. In summary, the six steps of organizational ethical issue resolution are important to solving real world problems regarding ethics.

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