Role of Hiring Ethical People in Creating and Sustaining Organization

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Table of Contents

Introduction
The Ten Elements in an Ethical Organization
Entrepreneurial Elements in an Ethical Organization
The Personal Attributes of Employees in an Ethical Organization
Conclusion
Reference List

Introduction

Ethics is a field of knowledge that deals with morality as it examines human behaviour and conduct. As a field of knowledge, ethics is important in the society because it promotes morality, which central in good governance (Stevens 2009). Therefore, it is within this context that the essay assesses whether hiring ethical people is the most important factor involved in creating and sustaining ethical organizations.

The Ten Elements in an Ethical Organization

The ten elements of an ethical organization are very crucial in the success of organizations. The elements enable employees and the management work in a productive manner. Effective implementation of these elements leads to good interpersonal relationships among employees and management that result in enhanced productivity and customer satisfaction.

Remarkably, some elements such as risk taking, customer focus, unity and cooperation, as well as results-oriented are entrepreneurial skills, which mean that employees need to acquire them.

On the other hand, other elements are personal attributes, which implies that they are integral elements of personality that employees need to shape. Personality elements include respect, industriousness, integrity, passion, motivation, and persistence.

Entrepreneurial Elements in an Ethical Organization

Risk-taking is the first entrepreneurial element that employees require for an organization to succeed and achieve its objectives, it has to hire individuals who are well mannered and have good moral standards. Ethical individuals are those who do not fear risks, but instead are innovative and creative.

Light (2009) explains that organizations should hire individuals and encourage them to engage in creative and innovative initiatives. By encouraging its employees to be creative and innovative, organizations create sets of employees who are willing to think beyond the scope of the organization (Delios 2010). These sets of employees go out of their way to initiate products and strategies that organizations can employ and use to succeed.

The act of going out of their way transpires because actions and behaviours of persons result from the set of ethics that they uphold and practise. Therefore, in cases where organizations succeed, organizations should reward employees. Additionally, whenever a risk-taking venture fails to give expected outcomes, organizations need to encourage the employees who are involved in the venture to work hard and examine factors that may have occasioned the failure.

Customer focus is the second element associated with entrepreneurial behaviour. It outlines that the success of organizations is measured through the number of consumers who are willing and able to purchase their products. Therefore, it is imperative that organizations emphasize on products that match the expectations of their target clients.

To deliver the products that consumers expect in the market, organizations need to have a workforce in place that has the relevant skills in the production and delivery of their products (Uusitalo 2008). Ethical individuals are dynamic and can easily decipher what consumers need from an organization. Thus, organizations require these ethical employees so that they match up to what their consumers anticipate and increase their consumer base.

This does not only result in the success of organizations, but also encourages investors and shareholders to amplify their support towards the subject organizations. Through consumer focus groups, surveys, direct correspondence, and personal selling, ethical employees pull out ideas, suggestions, and opinions from target clients concerning their perceived nature of the products.

It is, therefore, evident that ethics play an important role in the performance of employees. These employees then use these ideas and suggestions to tailor organization’s products towards customer expectations, and hence, help in creating and sustaining ethical organizations.

Unity and cooperation comprise the third entrepreneurial elements, which are necessary in teamwork. Unity and cooperation enable employees in ethical organizations to build good working relationship with others and work together to achieve the aims of the organizations. These individuals need to understand how cooperation and its power yield positive results in an organization.

Positive results happen in organizations that hire ethical individuals, since they can choose a suitable course of action that fits well or suits a given state or situation.

Ethical employees usually have the capacity of developing lasting relationships with others in the society or at the workplace. Hence, it is essential for organizations to hire ethical people in their quest to succeed and grow. Amazingly, togetherness is a vital ingredient in the success of organizations.

Belak (2011) explains that managers and employees of organizations cannot compromise unity and cooperation because they create harmony within an organization. Conflicts and poor relationships in the workplace usually lead to meagre performances, and ultimately failure of an organization. Conflicts and poor working relations can reduce if organizations hire individuals who have integrity and ethical behaviours.

The fourth entrepreneurial element, which is result-oriented, states that ethical organizations can develop and sustain themselves if they ensure that they focus on results that are achievable without straining their working budgets. Achievement of these results, which are customer friendly and match organizations expectations, is possible if organizations hire human resources who are morally upright and have the required values.

Result-oriented employees understand that their focus should be on strategies that yield consumer satisfaction and beneficial outcomes. Notably, ethics helps organizations to ascertain the right activities that they need to undertake so that they can get the expected outcomes. These outcomes have the capacity of meeting the requirements of organizations and at the same time the purchasing power of consumers.

According to Chairung (2012), good employees enable organizations to attain their objectives in terms of sales volumes by ensuring that their products match consumer preferences in that buying behaviour and purchasing power remains within the organizations working budget.

Additionally, through the results obtained from the strategies, the human resources will be in a position of understanding present and future requirements of consumers and organizations in terms of products and production costs respectively.

The Personal Attributes of Employees in an Ethical Organization

Passion is an important attribute of a person, as it increases zeal and drive among employees. Since ethics encourages individuals to acquire values such passion, enthusiasm, and zeal, these values create the right category of employees, who develop and sustain ethical organizations.

When employees develop enthusiasm towards their work, they deliver the best out of themselves and strive to create new strategies and products that enable organizations to deliver the best to their target consumers and grow (Gosselin 2008). With passion, employees can work under minimal supervision and admire the management, unlike employees who lack zeal and look at the management as imposers of inhumane laws.

Human resources who lack zeal and enthusiasm think that the management designs unfair policies and principles that control their character and behaviour in the workplace. Innovations, creativity, and inventions are a result of passion that employees develop in an organization.

Therefore, the employees think beyond the scope of their organization and invent new courses of action that can be very practical in the attainment of organizational success and growth. Outstandingly, it is important that organizations encourage their employees so that they can continue delivering their best.

Furthermore, integrity is one of the values that ethics encourage people to apply in their daily operations. Integrity entails a number of good qualities that individuals need to practice, for example, honesty, sincerity, assertiveness, and reliability. According to Smith (2010), organizations can succeed and sustain their market share, if they hire employees who have integrity and practise it in their daily activities.

When organizations hire these individuals, marketing and promotion of their products will have their basis on truth and factual evidences. The truthfulness exercised by ethical human resources helps to match pre-consumption, consumption, and post-consumption experiences of the clients. Therefore, organizations will have consumers who believe and trust in their products.

Trust that consumers have on the products of the organizations is very crucial, as it increases revenues and profit margins of organizations. Ethical employers will always avoid over promising or under promising their potential clients as it leads to distrust from them.

Thus, these employees will advertise products, which are available in their correct qualities and quantities. Moreover, employees with integrity will not commit white-collar crimes, which are a common form of crimes that have made many organizations to collapse.

Moreover, organizations need to hire individuals who have strong interests and motivation in achieving the objectives of an organization. Ethical organizations cannot achieve their laid down objectives and goals, if they do not have a motivated workforce in place. Motivation gives the workforce some kind of willingness and a strong zeal towards meeting the desires of the company (Visser 2010).

Ethical individuals who acquired good ethics at their tender ages are usually motivated and have self-confidence. These individuals acquire the ethics through religions bodies, societies, and families. Self-confidence enables these individuals to deliver the best in their respective organizations, and hence, steer them towards their goals. Moreover, ethical persons have confidence that their organization has a bright future.

In this view, employees work hard with the conviction that the organization will achieve its goals regardless of the prevailing market and economic conditions. Organizations can motivate their human resources by providing incentives and rewards to the best performers. Provisions of incentives and rewards to best performers encourage employees to work hard and deliver their best in an organization.

Persistence is an important attribute of employees because it provides the determination to keep moving and working irrespective of the discouraging state of affairs. With persistence, employees in organizations can achieve their desired goals since they maintain their hard work despite the nature of the challenges that they experience (Dilani 2013).

Therefore, it is fundamental to understand that organization’s determination to persist and continue to deliver is achievable, if the employees have persistence and resilience. Employees who lack persistence and resilience will not work hard towards salvaging an organization, but instead they lose hope and leave the organization.

Hence, it is very crucial for organizations to hire ethical individuals who love and admire organizations they work for, and work hard to ensure that they succeed irrespective of the challenges that they encounter. Ethical employees try to look for the causes of challenges that organizations experience using consumer surveys, personal interactions with consumers, and observations with a view of understanding their occurrence.

These employees then use the findings from surveys, interviews, and observations in developing appropriate solutions that resolve the challenges experienced. In this view, persistent individuals do not only ensure that organizations succeed, but also enhance their resilience in times of adversity.

Besides, respect is among the values that societies and individuals deem as ethical, and so it is very crucial to employ it in creating and sustaining ethical organizations. Organizations need to hire ethical people since they understand the importance of assertiveness and respect for others in the society and in the workplace.

Remarkably, respect depicts the reciprocal relationship between the management and the employees (Segon 2010). Essentially, ethics, values, and moral principles enable individuals interact and create a good relationship with others in organizations. Without respect from the management or the workforce, organizations will not effectively achieve their objectives, and thus, growth and development may not materialize.

To enhance respect among employees, organizations can employ codes of conduct to govern how they relate and interact with each other, as well as how they treat one another in the workplace (Becker 2010). People who respect and value others have the capacity of creating good relationship with others, which make them effective team builders.

Moreover, respect ensures that clients receive a fine treatment from the workforce, a factor that translates into their satisfaction and loyalty. With the element of respect, organizations can train, control, and supervise their human resources easily and efficiently.

Industriousness is an attribute that is central in ethical organizations. Organizations that have the will to achieve the best from their workforce usually encourage employees to deliver their best. To ensure that employees deliver the best, organizations have an obligation of honouring and valuing them.

These organizations can demonstrate their honour and value for their employees through appraisals, incentives, compensations, and promotions. Since ethical people are always working hard to ensure that their organizations succeed, they are likely to achieve the goals and objectives of their respective organizations.

The ability of ethical employees to deliver their best implies that organizations need to recruit ethical individuals. Moreover, organizations can improve the ethical nature of its employees by ensuring that they adopt ethical frameworks, which govern behaviours and activities of their workforce, as well as increasing organizational performance and productivity.

Personal sacrifices should receive recognition from the management and individuals who engage in these sacrifices need appreciation (Quaquebeke 2009).

The appreciation of these individuals not only boosts their morale, but also encourages other members of staff to work hard. Incentives such as fully sponsored trips to their preferred destinations, promotions, increment of wages and salaries are some of the ways that organizations can employ in appreciating good performers.

Conclusion

Ethical organizations can only emerge and grow if individuals who have good moral values and ethics get the chance of working for these organizations.

For ethical individuals already practice ethical values in their daily activities, it becomes easy for them to adopt the policies and requirements of ethical organizations. Furthermore, ethical persons help organizations achieve its objectives through the introduction of values and morals that lead to customer satisfaction.

For organizations to transform into ethical organizations, they have to incorporate elements such as risk-taking, customer focus, passion, integrity, motivation, results-oriented, persistence, unity and cooperation, respect, and industriousness. Therefore, hiring ethical people is the most important factor involved in creating and sustaining ethical organizations.

Reference List

Becker, W 2010, ‘Ethics in Human Resources: An Execrise Invovling New Employees’, Journal of Human Resource Education, vol. 4 no. 4, pp. 26-34.

Belak, J 2011, ‘Informal and Formal Institutional Measures of Bussines Ethics Implementation at Different Stages of Enterprise Life Cycle’, Acta Polytechnica Hungarica, vol. 8 no. 1, pp. 105-122.

Chairung, C 2012, ‘Strategic Cost Management and Goal Achievement: Evidence from Food Businesses in Thailand’, International Journal of Business Strategy, vol. 12 no. 4, pp. 1-23.

Delios, A 2010, ‘How Can Organizations Be Competitive but Dare to Care’, Academy of Management Perspectives, vol. 24 no. 3, pp. 24-35.

Dilani, J 2013, ‘Entrepreneur Motivations and Life Course’, International Small Business Journal, vol. 31 no. 1 , pp. 34-56.

Gosselin, D 2008, ‘A Competence-Based Analysis of Account Mnagement: Implications for a Customer- Focussed Organization’, The Journal of Selling and Major Account Management, vol. 5 no. 1, pp. 11-32.

Quaquebeke, V 2009, ‘Find out How Much it Means to Me! The Importance of Interpersonal Respect in Work Values Compared to Perceived Organizational Practices’, Journal of Business Ethics, vol. 89 no. 3, pp. 423-431.

Segon, M, 2010, ‘Managing Organizational Ethics: Proffesionalism, Duty and HR Practitioners’, Journal of Bussines Systemes, Goovernance and Ethics, vol. 5 no. 4, pp. 13-25.

Smith, A 2010, ‘Growth of corporate social responsibility as a sustainable business strategy in difficult financial times’, International Journal of Sustainable Economy, vol. 2 no. 1, pp. 59-79.

Stevens, B 2009, ‘Corporate Ethical Codes as Strategic Documents: An Analysis of Success and Failure’, Electronic Journal of Business Ethics and Organization Studies, vol. 14 no. 2, pp. 14-20.

Uusitalo, K 2008, ‘Customer Complaints as a Source of Customer-Focused’, International Journal of Business Science and Applied Management, vol. 3 no. 1, pp. 1-13.

Visser, W 2010, ‘The Age of Responsiblity: CSR 2.0 and the new DNA of Bussines’, Journal of Bussines Systems, Governance and Ethics , vol. 5 no. 3, pp. 7-22.

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