The article “How to Handle Ethical Issues in the Workplace” was written by a famous American article writer and HR Consultant named Ruth Mayhew. The article clearly shows a clear insight into the occupational difficulties involving morality and values-based decisions (Nwobia, 2020 pg. 10). An Analysis of the Legal and Ethical Aspects of Managing Workplace Diversity in Nigeria. EBSU Journal of Social Sciences and Humanities, 10(2). She has extensively based the article on employees’ perspectives about what is wrong and right. The author begins the piece with a clear definition of the dilemma existing in ethical management. Ruth drives many of her arguments by appealing to her reader’s emotions.
Ruth begins by saying that morality and values in the workplace arise employees are forced to choose between good and wrong following their convictions, navigating challenges can be difficult. Generally speaking, employers who adopt workplace ethics standards are well prepared for any conflicts of interest that may arise due to having a workforce that is varied in terms of opinions, beliefs, and cultural backgrounds. An attitude of consistency and caution is required in the workplace while dealing with issues that may be harmful or unlawful.
She puts a set of workplace expectations as the primary method to handle the issue of unethical issues in the workplace. Working with your company’s philosophy, goal statement, and code of conduct to create a workplace policy that everyone can agree on may bring ethics to the workplace. As part of your performance management program, incorporate the procedure to ensure that employees are held accountable for their actions and reminded of their responsibilities to uphold professional standards throughout their job performance and interactions with coworkers and supervisors. Employee handbooks should be changed to contain the policy, and copies of the new handbooks should be distributed to all employees. To ensure that employees have received and comprehended the workplace ethics policy, have them sign acknowledgment forms indicating that they have done so.
Ruth Mayhew further says that employee training is a vital factor in ensuring ethics in the workplace. Notably, employees should be educated on ethical workplace practices. Employ a variety of instructional strategies to engage employees in the process of learning how to identify, address, and overcome moral quandaries. Experiential learning, often known as role-playing, is a highly effective method of facilitating workplace ethics education. Examples of workplace ethics simulations include scenarios involving the embezzlement of business funds, personal values in the context of unethical professional relationships, and the organization’s compliance with regulatory standards, among other things.
Ruth Mayhew also notes that proper application of policies by the management is a crucial factor in handling unethical behavior within an organization. Managers should follow the workplace policy to the letter when dealing with workplace issues and employee concerns. Apply the same business concepts in any circumstance, no matter how severe or many people are involved. Distribute the same expectations to all workers, regardless of leadership or front-line production responsibilities, and interpret business policy consistently.
Putting someone in charge is a meaningful action. Designate an ombudsperson who will be in charge of dealing with employees’ informal issues about workplace ethics on a case-by-case basis. If an employee is presented with a professional problem that puts them in an uncomfortable or maybe hazardous scenario, they can call an ethical hotline. When appropriately used, confidential hotlines can effectively protect employees’ anonymity, which is a major concern for employees whose warnings are viewed as “whistleblowing” activities.
According to Ruth, the lack of those management actions is the reason behind poor ethics in the workplace. If the management puts the actions in place, the issue of unethical in the workplace will be sorted. Management practices can highly impact employees’ decisions on what is wrong and right.
Although it provides readers with extensive information about ethical management in the workplace, the article lacks proper and adequate research information regarding this. The author has not included the methods of data collection and the population used. Also, the author has not explained in deeper levels about the topic.
Work Cited
Nwobia, C. E. (2020). An Analysis of the Legal and Ethical Aspects of Managing Workplace Diversity in Nigeria. EBSU Journal of Social Sciences and Humanities, 10(2)., C. E. (2020). An Analysis of the Legal and Ethical Aspects of Managing Workplace Diversity in Nigeria. EBSU Journal of Social Sciences and Humanities, 10(2).
https://smallbusiness.chron.com/handle-ethical-issues-workplace-10157.html
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