Organizational Culture and Ethics
How to Create the Guiding Coalition
Create a cross-functional, cross-level group of people with enough power to lead the change
How to Develop a Vision and Strategy
Create a vision and strategic plan to guide the change process
How do you Communicate the Change-Vision
Create and implement a communication strategy that consistently communicates the new vision and strategic plan
Organizational Culture
system of shared meaning (values, assumptions, observable artifacts) held by members that distinguishes one organization from another
Enacted Values
values/norms exhibited by employees
10 Reasons People Resist Change in the Work Place
1. An individuals' predisposition toward change 2. Surprise and fear of the unknown 3. Climate of mistrust 4. Fear of failure 5. Loss of status and/or job security 6. Peer pressure 7. Disruption of cultural traditions and/or group relationships 8. Personality conflicts 9. Lack of tact and/or poor timing 10. Non-reinforcing reward systems
Steps to Understand an Organizations Culture
1. Antecedents 2. Organizational Culture 3. Organizational Structure and Practices 4. Group and Social Processes 5. Collective Attitudes and Behavior 6. Organizational Outcomes
A Model of Ethical Behavior in the Workplace
1. Cultural Influences 2. Organizational Influences 3. Political/Legal/Economic Influences 4. Individual
General (Universal) Ethical Principles
1. Dignity of human life 2. Autonomy 3. Honesty 4. Loyalty 5. Fairness 6. Humaneness 7. The common good 8. (Making decisions principled, appropriate, and defensible)
Organizational Outcomes (4)
1. Effectiveness 2. Innovation 3. Stress 4. (Un)Ethical Behavior
Organizational Influences
1. Ethical Codes 2. Organizational Culture 3. Role Models 4. Perceived Pressure for Results 5. Rewards/Punishment System
An organization should expect employee behavior to conform to certain _______ _____, but it is generally not the organization's role to try to control or manipulate people's _______ _____.
1. Ethical Principles 2. Moral Values
Cultural Influences
1. Family 2. Education 3. Religion 4. Media/Entertainment
Questions to ask in a quick ethics test (7)
1. Is the action legal? 2. Who will be affected? (Consider ALL stakeholders) 3. How would I feel afterwards? 4. Does it fit my organization's values? My own? 5. Will it reflect poorly on me and me company? 6. Am I treating others as I would want to be treated? 7. How would it look in the newspaper?
3 Layers of an Organization's Culture
1. Observable Artifacts 2. Values 3. Basic Assumptions
Individual Influences
1. Personality 2. Moral Principles 3. History of Reinforcement 4. Gender
How to manage your employees ethical behavior (6)
1. Set a good example yourself (role modeling) 2. Screen potential employees on this 3. Provide ethics training - Which methods most effective? 4. Reinforce/punish ethical/unethical behavior 5. Consider creating structural (e.g., positions/ units) and protective mechanisms (controls) to deal with ethics 6. Clearly communicate ethical expectations - Develop a Meaningful Code of Ethics
Groups and Social Processes (7)
1. Socialization 2. Mentoring 3. Decision Making 4. Group Dynamics 5. Communication 6. Influence & Empowerment 7. Leadership
Collective Attitudes & Behavior (3)
1. Work Attitudes 2. Job Satisfaction 3. Motivation
How do you Empower Broad-Based Action
Eliminate barriers to change, use target elements of change to transform the organization
How do you Generate Short-Term Wins
Plan for and create short-term "wins" or improvements
How do you Anchor New Approaches in the Culture
Reinforce the changes by highlighting connections between new behaviors and processes and organizational success
How do you Consolidate Gains and Produce More Change
The guiding coalition uses credibility from short-terms wins to create change. Additional people are brought into the change process as change cascades throughout the organization
How to Establish a Sense of Urgency
Unfreeze the organization by creating a compelling reason for why change is needed
Basic Assumptions
Unobservable—represent the core of organizational culture
Ethical judgment
analyzing situation & distinguishing right from wrong
Values
enduring belief in mode of conduct or end-state
Ethical behavior
following through on intentions
Criteria for a Meaningful Code of Ethics (4)
o Distributed to every employee o Firmly supported by management o Refer to specific practices/ethical dilemmas likely to be encountered o Evenly enforced w/rewards for compliance & strict penalties for noncompliance
Kotter's 8 steps for leading org. change:
o Establish a sense of urgency o Create the guiding coalition o Develop a vision and strategy o Communicate the change-vision o Empower broad-based action o Generate short-term wins o Consolidate gains and produce more change o Anchor new approaches in the culture
6 Ways to Embed a Culture
o Formal statements of org. philosophy, mission, vision, values o Design of physical space, work environments and buildings o Slogans, acronyms and sayings o Deliberate role modeling, training programs, teaching & coaching o Explicit rewards, status symbols, promotion criteria o Stories, legends or myths about key people and events
4 Antecedents of Culture
o Founders' values o Industry and business environment o National culture o Senior leaders' vision and behavior
Ethical cultures are usually:
o High in risk tolerance o Low to moderate in aggressiveness o Focused on means as well as outcomes
7 dimensions of culture
o Innovation and risk taking o Attention to detail o Outcome orientation o People orientation o Team orientation o Aggressiveness o Stability
Observable artifacts
physical manifestations of organization's culture
Ethical intention
prioritizing values, developing plan for action
Ethical awareness
recognizing an ethical issue/dilemma
Ethical principle
specific standard of behavior
Moral values
stable, personal and variable beliefs about what constitutes proper moral conduct
Espoused Values
stated values/norms preferred by organization
