Ethical Standards: Issue of Behaviors for Success and Profitability

ETHICS is defined as ‘the discipline dealing with what is good and bad and with moral duty and obligation’ – Webster’s 9^th New Collegiate Dictionary. In the organizations, ethical standards are set mainly as the guide for good ethical behaviors. It is aspired that by upholding the ethical standards, organizations will prosper for the benefits of the people.

Anyhow, as the issue of power and politics are common in the organizations, there are people of interest that frequently putting aside the ethical standards. In their attempts to climb the desired ladder of success, or maintain their positions, or bring up their organizations to a higher level, they may skip normal procedures of accomplishing tasks and not adhering to the ethical responsibilities.

Success and profitability, either individually or organizationally aimed, are among the causes that lead people to neglecting the ethical standards.

In the governmental organizations, for example, lower and middle managers are often not presenting to the knowledge of the upper managements about the real problems within their responsible units. Presenting the truth might encapsulated their deficient in the managerial capabilities, thus would affect their opportunities for promotion and other future prosperities. While at times, the upper managements themselves are often making critical and self-beneficial decisions, which they likely claimed are for the benefits of the organization, without considering the welfare of the employees.

Whether these managers are conscious or not about their ethical behaviors, but those attitudes are having some relation with the issues of seeking or maintaining certain power, or complying with the organizational politics, meant for individual success.

As for the business organizations, particularly in competing to lead the market, some would skip the ethical standards. Dumping the less quality or fake products in the market is considered unethical, but in doing so, besides the selling power they could achieve, they also gain great profitability. In other circumstance, some companies would rather give bride to the government officials in return of securing the project awards. The many reported cases of improper disposing of hazardous waste products (such as the toxic waste) by factories in attempts to avoid the normal disposal cost, is another example where ethical standards are being neglected for the reason of profitability.

Thus, among the many that are safe-guarding their integrity, there are common that some organizations, governmental or business, do frequently skip the ethical standards for certain benefits. And behind it, the reality is the people in the organizations – how their ethical behaviors are associated with the desired success and profitability.

What motivate me at the work place?

As a manager or supervisor in your office, perhaps the most difficult job you encounter is how to effectively motivate your staff and keep them motivated. This is due to the facts that not every person needs the same kind and level of motivation, and the same person may need different motivation at different time.  

So, at all time you have to identify your staff’s requirements individually and tailor the most appropriate motivation to each of them. You have to offer something that they value as fulfilling their needs and goals at a particular time to make them continuously contribute the best of their effort.  

When considering motivation to the staff, most managers will likely suggest the solution in terms of monetary. Of course, the incentives such as pay increments, extra allowances, bonuses and vacation schemes are good motivators. After all people work basically on the monetary reasons. But, money is not the magic motivator that solve for all. To certain people at certain time, they need other effective tools to motivate them in the work place. 

If I’m asked what I need as motivation beside the monetary, I‘ll give preference in terms of other recognitions and quality work life. They are as follow: 

         i.            I come to work to accomplish tasks. So, in the first place I need a suitable working environment. The working space, the people around and the surroundings should comply with the type of job I’m doing. It is not necessarily too comfortable, but it should be harmoniously fit so that I can produce the best.

 

       ii.            I have the feeling and ambitions. So, I want my good efforts and successes to be appreciated and recognized. When come to appraisal for certain opportunity, I want to be evaluated fairly and comparably to other staffs. Wrongly appraised will demolish my respect to my superiors. 

     

      iii.            At time, I may make mistake. Do not simply punish, but guide and encourage me to do better. Guidance and encouragement will motivate me more. That will make me work with my true heart and mind.

 

      iv.            As a person, beside my job I also have other responsibilities concerning my family, my community and myself. Unfortunately, there are times that I may have problem out there. In this circumstance, I need the opportunity to solve the problem first. In return I would not mind to work extra hours or even weekends.

 

        v.            In taking directives from my superior I want to know what I am doing the jobs for and why I am required. When I know the purpose and understand the value for my existence, I will not hesitate to contribute to achieve the objectives.

 

      vi.            When I am assigned for a particular task, I appreciate the trust that is put on me. By that, I am happy to accomplish it by myself. Thus will reflect my responsibility and commitment, and the achievement I’ve made. But, on top of that, it would always be nicer if my superior come down to me as a ‘team member’. I will be more motivated when my superior understand ‘how’ I perform the tasks been directed.

 

     vii.            In accepting the challenge to perform a specialized job, I regard myself as the one with knowledge and skills, and having the commitment to accomplish it. With this attitude, I would appreciate if I’m allowed to make certain approaches my own way, rather than following exactly to the stated procedures and guidelines. A little freedom in applying the skills will inspire me to proceed with difficult jobs.

 

   viii.            Besides all, what also important is that I am provided with the right tools and adequate resources. Without those, though I may proceed with the work, the result would not display the perfection. And that would tarnish my credibility too. I’m best encouraged to employ my knowledge, skill and commitment when proper tools and resources are in my hands.

 

Those are eight ‘wishes’ that I expect to be provided as motivators. For other people there may be other expectations.  Anyhow, the basic principle of motivation at the work place – If staff are effectively motivated, they will give of their best volunteerly – should be applicable.

Employee Performance Management: About Motivation

Human factor is crucial in the performance management of the organization. As managers are responsible of acting towards the effectiveness of the employees, they have to institute efficient frameworks for dealing with people. On the other hand, employees need reasonable encouragements and motivators in order for them to produce the best for the organization.

In managing for the employees’ performance, motivation is one of the elements that managers should capture into their attention. In fact, to get the best from the employees, managers have to spend much of the managerial time on addressing motivation to them.

Why motivation? It is because motivation being the force that acts upon individuals to initiate and direct their behaviors. In the organizational context, motivation influences the way employees behave and respond towards their tasks and how persistent they would maintain a particular attitude with them.

To motivate, managers require sustainable approaches and skills to maintain people’s enthusiasm and commitment. An important point to take note is that different people possesses different behavior because their needs and goals vary. So, different people may require different kind and level of motivation. Therefore, when considering motivation, it is important for the managers to look forward positively and to take a long-term view for the success.

In order to understand the nature of motivation that a person requires, managers have to understand his/her needs individually. Basically, it should focus on the aspect of satisfying the human needs and wants to develop good behaviors in them. Motivation theories such as those developed by Maslow, Hertzberg and McClelland can be useful to facilitate as guides for managers in determining the best motivation they should choose for their individual employees.

Normally, achievement and recognition are positive motivators to the employees. As people have needs and goals, they want to achieve them. Similarly, as people have feelings, they like to feel appreciated and fairly recognized on good deeds they made. Thus, managers have to punctually develop reasonable progresses in the employee’s achievements, and to arrange for proper appreciations to their efforts and contributions. Remember that good working behaviors of the employees emerge from good managerial behaviors of the managers.

Motivation, in many ways, is the key to the success of human development. Managers should aim to increase employees’ performance through self-motivation, rather than enforcing external motivation (such as the imposition of strict rules and conditions of service) to bring about higher standards of performance. When employees are shown clear expectations, encouraged, valued and trusted, they will be motivated and will most likely give all their best for the benefit of the organization.