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Sample Essay Paper on Exploratory Essay on The Lack of Work Ethics

Exploratory Essay on The Lack of Work Ethics

We encounter numerous challenges in the workplace today. One of the common and widespread challenges in today’s workplace is the lack of work ethics. Some organizations and businesses have failed or lag behind competitively because of the lack of work ethics either amongst managers and other organizational leaders or employees. Indeed, many people wonder what factors cause this challenge and how it can be addressed. It is surprising that organizations hardly achieve their objectives owing to the lack of ethics by staff and managers. My question is how long the lack of work ethics can go on in our organizations, given its adverse impacts on almost every organizational aspect. Productivity and performance at the individual and organizational levels are adversely affected by the lack of work ethics. For instance, unethical behavior leads to conflict that hampers both employees’ and organizations’ productivity. I have encountered a lack of ethics at my workplace. For example, one of my colleagues has worked for our company for close to three years, yet this person is still incompetent in the job he was hired to do. He usually directs his assistants to write his reports and plans, which he uses to present his ideas when the need to do so arises. I find this unacceptable, and anyone lacking ethics to such extent should not be working for any organization.

The lack of ethics is not a concern to me alone, as several scholars have explored the issue and its implications. For example, in the article "Do Work Ethics Improves Employee Job Satisfaction? Insights from Jordanian Banks," published in 2018, Al-Nashash, Panigrahi, and Darun, question whether work ethics plays a crucial role in the improvement of employee job satisfaction. The three are scholars at the University Malaysia Pahang, which underlines the credibility of their views and thoughts on the issue. Per this article, strong work ethics lay the foundation for the ethical behavior of employees. The employees of organizations that emphasize strong work ethics usually exhibit moral behavior. The authors also state that “strong work ethics is able to influence human beings to commit or not to commit a crime” (Al-Nashash, Panigrahi, & Darun, 2018, p. 629). Therefore, the article has led me to believe that the lack of work ethics is the reason for the minimal job satisfaction levels among employees in organizations today. Therefore, it is imperative to develop strong work ethics if our corporations are to achieve much. We all work for organizations or come up with businesses with specific objectives in mind. Some of these objectives include increased revenues, profitability, and increased market share. If we fail to address the lack of ethics that witnessed across organizations, these objectives cannot be achieved. The article has taught me that developing a code of ethics for ourselves can go a long way in averting the lack of work ethics we often witness at our workplaces.

My concern with the lack of work ethics is also explored in the article “Current Trends of Unethical Behaviour Within Organizations," written by Askew, Beisler, and Keel and published in 2015. The three authors are scholars at the University of Phoenix, USA, and are known for the commitment to addressing unethical behavior within organizations. The authors assert that the lack of work ethics continues to be a concern in organizations today. The issue has detrimental consequences, a statement that Askew, Beisler, and Keel affirm in their statement, “unethical actions foster an environment of conflict, disrupt the company culture, and minimalize employee commitment, performance, and inspiration” (p. 108). Indeed, the article confirms my worries concerning the lack of work ethics. For a long time, I have been against the lack of work ethics and campaigned for efforts and interventions aimed at addressing the issue. In fact, my desire to promote moral behavior has caused conflicts between many of my colleagues and managers at my place of work and me. If only these individuals realized that the issue accounts, to some extent, for the disruption of our organization’s culture, minimalized employee performance, and the decline in performance in our organization, then they will understand the need to promote ethics. Ethics is a critical component of our organizations today, and the lack thereof should not be accepted in our organizations. Already, several organizations are struggling to achieve their set objectives. This should be addressed for organizational growth and development and economic progress to be witnessed.

Although the seriousness of the lack of work ethics in organizations is often ignored, I think a world where none of us has the chance to behave in an unethical manner is possible since people can change their behavior. In their article “The effect of organizational culture and work ethics on job satisfaction and employee performance” published in 2018, Bijaang, Modding, Gani, and Nujum underscore how detrimental the lack of work ethics can be to organizations and point out that work ethic is as important as organizational culture, particularly for governmental organizations but recognize that the vice can be eradicated (Bijaang et al., 2018, p. 28). Per the authors, “work ethics can be interpreted as a gesture of personality, temperament, character, and belief in something” (p. 30). Such attitudes are usually owned at the individual, group, and public level. Thus, I believe that the responsibility of addressing the lack of work ethics rests with individuals, groups, and the public. If we come together to address the lack of work ethics in our organizations, we would make significant improvements in terms of employee and overall organizational performance. We have a duty to act ethically at the workplace, and we must not depend on our organizations to instill this ideology in us.

Our understanding of the lack of work ethics can be enhanced by the article “Understanding Reasons for Employee Unethical Conduct in Thai Organizations: A Qualitative Inquiry.” This article is written by Ermongkonchai, a scholar at Chulalongkorn University, Thailand, and published in 2010. According to the article, the lack of work ethics is among the most recent trends in corporate governance. In fact, the lack of work ethics, particularly among managers, is one of the most challenging tasks facing today's enterprises (Ermongkonchai, 2010, p. 125). According to Ermongkonchai (2010), “at the firm level, unethical conduct is more challenging than ever with stringent rules and regulations having been imposed on organizations elevating the business costs of ethical failure” (p. 126). I am of the opinion that the lack of work ethics we witness at the workplace today has to do with the rules and regulations imposed by our organizations. The fact that they have minimal contributions to averting unethical behavior showcased at the workplace cannot be refuted. What we should do is encourage and work together as colleagues or staff to ensure that ethics prevail. Organizational progress and success depend, not on the rules and regulations imposed, but the ability to work together towards a common goal of ensuring ethical conduct is part of day-to-day organizational undertakings.

We have cases of organizations or businesses that fail after only a few years of operation because of unethical behavior that sets the stage for mismanagement and all forms of malpractices. Giacalone, Promislo, and Jurkiewicz agree with this notion in their article titled “Ethical impact theory: How unethical behavior at work affects individual well-being” published in 2016. The authors are scholars from renowned institutions such as John Carroll University and Rider University. The article affirms how important ethics is to organizations and how a lack thereof can be detrimental. Giacalone et al. (2016) enumerate the role of ethics in fostering organizational commitment amongst employees. This is reiterated in the statement “organizational commitment appears to be enhanced by a higher ethical climate, ethics institutionalization, and the existence of an ethics code” (Giacalone et al., 2016, p. 3). After reading this source, my opinions on why we need to address the lack of ethics in our organizations today are affirmed. I have been at the forefront in campaigning for higher ethical environments and the existence of an ethics code across organizations. I have often faced strong resistance in this regard. However, in the near future, people might start realizing the level of adversity that accompanies the lack of work ethics.

Organizational departments suffer the most when it comes to the lack of work ethics. Zadeh, Kahouei, Cheshmenour, and Sangestani take note of this issue in their article titled "Work ethics, organizational alienation, and justice among health information technology managers," published in 2016. The authors state, “failure to comply with work ethics by employees working in Health Information Technology (HIT) Departments and their negative attitudes about organizational justice may have an adverse impact on patient satisfaction, quality of care, reimbursement, collection of health statistics, as well as management and planning at all levels of health care” (p. 224). I am surprised that the departments of healthcare organizations also encounter a lack of work ethic among staff. If there is a sector in which ethical behavior is fundamental, then it is healthcare. Indeed, the lack of moral in medical practice is highly likely to lead to adverse patient outcomes, including death. Indeed, our focus as employees should always be on complying with existing work ethics.

My question with regard to the lack of work ethics is how long this can go on in our organizations, given its adverse implications. Based on the sources explored above, I am convinced we are not far from addressing the issue that continues to be rooted in our organizations. There is a surge in research on the issue, given its complexity and impacts on organizational well-being. Most of the existing research is done in the right way and give credible recommendations for addressing the problem. From a personal viewpoint, further research on the same should focus on alternatives that organizations can leverage to address the problem.

References

Al-Nashash, H. M., Panigrahi, S. K., & Darun, M. R. (2018). Do Work Ethics Improves Employee Job Satisfaction? Insights from Jordanian Banks. International Journal of Academic Research in Business and Social Sciences8(11), 627-645. https://doi.org/10.6007/IJARBSS/v8-i11/4708

Askew, O. A., Beisler, J. M., & Keel, J. (2015). Current trends of unethical behavior within organizations. International Journal of Management & Information Systems (IJMIS)19(3), 107-114. https://doi.org/10.19030/ijmis.v19i3.9374

Bijaang, J., Modding, H. B., Gani, A., & Nujum, S. (2018). The effect of organizational culture and work ethics on job satisfaction and employees performance. https://doi.org/10.31227/osf.io/gcep4

Ermongkonchai, P. (2010). Understanding Reasons for Employee Unethical Conduct in Thai Organizations: A Qualitative Inquiry. Contemporary Management Research6(2), 125–140. https://doi.org/10.7903/cmr.3550

Giacalone, R. A., Promislo, M., & Jurkiewicz, C. (2016). Ethical Impact Theory: How Unethical Behavior at Work Affects Individual Well-Being. Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–5. https://doi.org/0.1007/978-3-319-31816-5_2252-1

Zadeh, J. M., Kahouei, M., Cheshmenour, O., & Sangestani, S. (2016). Work ethics, organizational alienation and justice among health information technology managers. Materia socio-medica28(3), 224. https://doi.org/10.5455/msm.2016.28.224-228

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