Morgan State University Workplace Ethical Behavior Responses Hello I need you to response on my classmate’s discussions, but in this time I need you to ASK

Morgan State University Workplace Ethical Behavior Responses Hello I need you to response on my classmate’s discussions, but in this time I need you to ASK them some QUESTIONS only 1 or 2 each one, and I need only half page response for each one. Remember it’s about the topic you did for me recently (Acting ethically and promoting ethical decision making in organizations) and must be regarding to their responses. thank you Mark as Read
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Ethics is often not closely talked about in a work environment. The idea of being ethical is important to most people, but what isn’t brought up is how to be ethical or even how to measure it. Companies
have policies and guidelines, but it is in the hope that they hire ethical people. However, what happens when someone with unethical morals is hired and ends up wreaking havoc at a company? Shefali
Roy’s TED Talk challenges us to think about business and ethics in a new way. She talks about how people dread the compliance training when they get hired at a new company. Admittedly, I have
definitely felt like that before. I know that ethics matters and impacts a company. We had a person at my company who had a similar job title that I have, and he got fired for ordering sample products
and then selling them for his own personal gain. Did he know it was wrong? Definitely. He just thought he would get away with it.
In the Entrepreneur.com article, “How To Be An Ethical Leader,” it is interesting to see that they report 65% of employees believe it is their responsibility to be ethical in business. If over half of people
think this, then why do we still hear of so many unethical behaviors in business? I think in some instances (unlike the one I mentioned above) people may truly not know what ethics means and when
they are actually acting unethically. When it comes to acting ethically, there is one thing I could improve upon at work. We have a certain approval process from our finance team that can be very lengthy
depending on the situation. Sometimes I share information with our sales team (I am in marketing, seeking approval from the finance team) without the formal approval. By that I mean the finance
manager has verbally approved but technically it is not approved in our system. Therefore, it could be considered unethical. I will plan to be more cautious by communicating better with both the sales
and finance teams. For example, if I receive a verbal approval but it is not yet finalized, I will make sure to tell the sales team that it is not formally approved. That way they know not to share this
information with anyone else until I get formal approval.
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Particularly with everything that is going on in our world right now, I think the topic of ethics and the readings from this week are extremely applicable to many of our current
situations.
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As I read through this week’s materials two quotes stuck out with me in particular. The first one is from Lincoln on Leadership where Phillips says in Chapter 5 “Your organization will
take on the personality of its top leader” and the second is from Lama Ataya’s article How to be an Ethical Leader where she suggests that a company should “care about people before
profits.” These two quotes resonated with me and made me think about how my own company has handled the COVID-19 crisis. I work for a major retail brand and like all retailers the
pandemic created a lot of set backs to our every day business, including closing stores, delays in our supply chain, and forcing all employees to work remotely, all of which inevitably
hurt a company’s bottom line.
However, I am proud to say that even when placed in difficult times my company’s leaders were exemplary when it came to putting its “People before Profits”. They always thought and
continue to think about the well being and health of our employees before making any decisions to reopen stores or send people back into office etc. In addition, the leaders were also
extremely flexible and understanding that employees now had less time or unconventional work hours due to lack of child care. This is something that I saw start from our CEO and was
mimicked across all reporting managers.
Something I have learned from my own leaders as well as the reading is that it is just as important to aspire success for your team or organization as it is for yourself. Being negative
can be infectious, but positivity is equally if not more infectious and will ultimately lead to more successful outcomes. As I am sure everyone can relate, I will never agree with 100% of
the decisions being made at work and it is sometimes easy to continue to harp on a decision you don’t agree with. Rather than getting upset about a decision and discussing it with
others, I am going to try and pick up Lincoln’s method we learned from previous chapters. I will write down why I am upset, but then keep it to myself.
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The nickname “Honest Abe” may seem a bit corny to us now, but we learned this week in Chapter 4 of Lincoln on Leadership that he came by this fairly. His frankness when communicating with the
American people about the war, even when things were not going well, allowed him to sustain credibility with the people. In addition, more importantly, motivate the American people to devote their
energies to the war effort. Phillips quotes Burns, who states, “Divorced from ethics, leadership is reduced to management and politics to mere technique” (p. 52). By demonstrating his commitment to
equality and liberty in word and deed, Lincoln was able to secure his followers’ commitment to these principles, as well; they became shared values, “owned” by the organization as a whole.
Ethics in the workplace affects culture by influencing employees directly. Usually, an organization’s ethics are only as good as its leaders. To create an organizational culture that promotes ethical conduct
and personal responsibility, leaders need to serve as role models for others. Leaders should convey, through their actions, that the organization’s reputation and long-term success are more important
than short-term gains. If staff members see a leader being less than truthful and honest in business dealings, then they may believe that they can conduct themselves in the same way.
I work in a warehouse environment that tends to be a little different then working in a corporate office. Anyone who has worked in a warehouse before may acknowledge that people tend to swear a lot
more openly than the office. In working in this environment, I have picked up a terrible habit of swearing around my associates, which I believe could come off as unprofessional. Although no one
seems to mind, I personally want to enhance my skill of speaking without cursing. In order to address this, I am going to collaborate with my HR management to see if I can lead a class on professional
communication throughout my work environment. In owning this training, I will be forced to be a representative for healthy behavior, and I can train others to encourage a more professional work
environment.

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