Develop Your Logical Thinking Skills, Essay Example

Introduction

In the workplace setting, ethical frameworks are critical to the success and integrity of an organization. Therefore, it is important to determine if an organization is operating under a set of ethical approaches that support its long-term objectives and ability to achieve great success in their chosen industry. Organizations who do not operate effectively under an ethical umbrella are likely to face increased risks of failure and loss of reputation, which could have lasting consequences. As a result, organizations must be willing to address the ethical responsibilities of their employees in contributing to the overall success and direction of the organization that will guide it into the future. Business communication amongst employees and customers must also demonstrate a high degree of professional ethics on many levels so that an organization will be effective and successful in its mission to deliver its objectives on a continuous basis. The following cases will address some of these concerns in greater detail and will emphasize the importance of ethical frameworks in supporting organizational objectives and in demonstrating ethical integrity over the long term.

Case 1

In this case, a clothing manufacturer’s claim that the label “American Made” is in reference to the shirt wearer and not where the shirt was made appears to be an excuse, as it appears to be a response made in reference to a difficult question for which a truthful answer would not be provided. This case demonstrates the attempts of an organization to overcome a specific challenge with what appears to be a less than truthful answer. One of the key ethical requirements of all organizations, according to Guffey & Loewy (2011), is to recognize the importance of truth in advertising and in all communications that are disseminated to the general public, even in the form of an actual product with a message that is shared. When this issue becomes significant, it reflects a less than truthful approach to product advertising that could be damaging and even devastating to the organization over the long term (Guffey & Loewy, 2011). Therefore, it is expected that this process requires organizations to take full responsibility for their specific approaches to advertising and to reflect upon the importance of truth and honesty in all advertising opportunities. If this is not the case, an organization faces a real threat of becoming less than relevant and in developing a reputation for advertising falsely or without a truly honest approach. An organization in this case must avoid deceptive advertising at all costs and learn how to address these concerns effectively through a truthful and appropriate approach that will enhance organizational power and influence rather than detract from it through these actions and behaviors.

Case 2

In this case, organizations who seek to hire new employees to fill all available positions are required to demonstrate honesty and a forthright attitude regarding the activities and environment within the business. However, this may be very difficult to accomplish, particularly when there is a high level of cynicism and negativity within the organization that is difficult to overcome. When an organization is unable to be truthful in its efforts to address the organizational dynamics and climate, it may be very difficult for prospective employees to have a truthful understanding of the work environment, thereby creating a false sense of belief regarding the organization and its people. This false sense of security is highly deceiving and inappropriate because it may contribute to an employee’s entrance into an organization, only to turn around and leave a short time later because it was not what was expected or how employees depicted the business during interviews. This is a difficult challenge for many employees to handle because it may limit the recruitment of new employees if they are indeed truthful regarding the conditions at the firm. In some ways, this leads to inner conflict regarding how to depict the organization to the external environment, particularly when it faces significant inner struggles that impact its growth and the recruitment of high quality employees for available positions. According to Perlis and Shannon (2012), organizational employees have an ethical responsibility to be truthful in their communications, both on the inside and on the outside; however, this may not easily translate into positive actions in recruiting candidates for available positions, particularly if the work environment is less than desirable. It is necessary to address these circumstances more closely and to determine how to best approach a given situation so that the truth is provided in a thoughtful and appropriate manner. Nonetheless, the saying “the truth hurts” may apply to these circumstances, particularly if the organization is less than desirable to work for and current employees are unhappy with this environment and may seek their own employment elsewhere. However, it is important to be as truthful as possible in this process so that prospective employees know what they might be getting into if they join the organization.

Case 3

For employees who do not frequently use face-to-face interaction in the workplace setting and typically use electronic means of communication, they may find that this alleviates the burden of verbal communication, which may be difficult for some individuals to achieve in an effective manner. At the same time, one of the primary arguments may involve the need for a “paper trail” that will be effective in addressing issues that may arise. Therefore, proponents of electronic means of communication possess a strong argument in this regard, as they are able to provide evidence that cannot be generated through a face-to-face conversation. Nonetheless, many management teams depend on the latter as a means of putting a name with a face and in order to personalize a given relationship between two or more individuals at an organization. In this context, there is a level of socialization that may not exist through an entirely electronic communication portal (Sanchez et.al, 2011). Based on these needs, it is important to establish a balance between the two perspectives as a means of supporting both sides of the argument, perhaps using a face-to-face conversation and a subsequent follow-up email to summarize the discussion that has taken place (Burgoon et.al, 2010). From this perspective, management teams who support face-to-face communication will be satisfied and this process will achieve a dual purpose. It is imperative to demonstrate an effective use of both forms of communication so that employees are able to satisfy themselves and their management teams as necessary, and to recognize the importance of both types in personalizing the communication experience, while also considering other factors that will have a positive impact on organizational and professional success within a given role.

Conclusion

The use of ethical frameworks in shaping organizational operations and outcomes is essential to their success and long-term growth. This process, however, requires all employees and managers to demonstrate an effective means of addressing circumstances that will have a positive impact on organizational outcomes. It is important for organizations to recognize their ethical responsibilities and to demonstrate ethical behaviors in all activities as a means of achieving greater integrity and support for the organization, its employees, and its customers. This process is instrumental in all areas of operations, including advertising, promotion, manufacturing, human resources, and communication. Each of these areas must be ethically appropriate and effective in expanding the knowledge and resources that an organization has to offer to its people, and in expanding its growth and productivity in its territory over the long term.

References

Burgoon, J. K., Guerrero, L. K., & Floyd, K. (2010). Nonverbal communication. Boston, MA: Allyn & Bacon.

Guffey, M.E., & Loewy, D. (2011). Business Communication: Process and Product. Cengage              Learning.

Perlis, C., & Shannon, N. (2012). Role of professional organizations in setting and enforcing ethical norms. Clinics in dermatology, 30(2), 156-159.

Sánchez, J., Salinas, A., Contreras, D., & Meyer, E. (2011). Does the new digital generation of learners exist? A qualitative study. British Journal of Educational Technology, 42(4), 543-556.