Ethical Organizational Culture Assessment
Think about the problem description from your final project and then complete this ethical organizational culture assessment. (attached)
[My TOPIC: For Ogilvy online advertising group
Moral problems in online advertising, especially influencer marketing ethics.
MCN organizations or KOLs/KOCs/Influencers themselves must decide if they will accept the promotion, will they only say good things/positive comments? Or will they tell the truth to guide consumers (their followers) properly?
Sometimes in order to increase the sales, they may exaggerate the advantages of the product, then the problem is how to balance ethics and reality in influencers marketing?]
[Memo attached]In your entry, answer the questions below. Show each question followed by your answer.
Think about what might happen if you take moral ownership, that is, speak up (Hannah et al., 2011) about the moral problem that you have identified for your memo. In particular, Matt and Shahinpoor (2011) talk about consequences that employees may experience by saying something about a moral problem.
1.What are the potential positive consequences?
2.What are the potential negative consequences?
3.Which positive or negative consequences are most likely to happen?
4.Which action as outlined by Kaptein (2010) do you think you would be most likely to take: inaction, confrontation, reporting to management, calling an ethics hotline, or external whistleblowing? Explain your choice, drawing from your scores for the various dimensions of the Corporate Ethical Virtues Model, among other things. |
Think about the organization in which your moral problem is taking place. Then read each statement below; in the space next to it, record your agreement using a scale from 1 for “Strongly Disagree” to 6 for “Strongly Agree.” Base your answers on what you already know about the organization (i.e., do not talk with anyone else in the organization).
Statement |
Score |
1. I am not asked to do things that conflict with my conscience in my immediate working environment. |
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2. If I reported unethical conduct to management, I believe those involved would be disciplined fairly regardless of their position. |
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3. The Board and (senior) management communicate the importance of ethics and integrity clearly and convincingly. |
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4. The organization makes it sufficiently clear to me how I should deal with confidential information responsibly. |
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5. The conduct of the Board and (senior) management reflects a shared set of norms and values. |
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6. The Board and (senior) management set a good example in terms of ethical behavior. |
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7. In my immediate working environment, everyone has the best interests of the organization at heart. |
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8. My supervisor communicates the importance of ethics and integrity clearly and convincingly. |
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9. In my immediate working environment, everyone takes the existing norms and standards seriously. |
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10. In my immediate working environment, employees will be disciplined if they behave unethically. |
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11. In my immediate working environment, there is adequate opportunity to correct unethical conduct. |
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12. If my manager does something which is not permitted, someone in the organization will find out about it. |
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13. If a colleague does something which is not permitted, my manager will find out about it. |
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14. In my immediate working environment, there is ample opportunity for discussing moral dilemmas. |
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15. I do not have to sacrifice my personal norms and values in order to be successful in my organization. |
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16. Management is aware of the type of incidents and unethical conduct that occur in my immediate working environment. |
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17. In my immediate working environment, everyone treats one another with respect. |
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18. The organization makes it sufficiently clear to me how I should deal with external persons and organizations responsibly. |
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19. My supervisor is honest and reliable. |
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20. I have adequate resources at my disposal to carry out my tasks responsibly. |
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21. In my immediate working environment, there is adequate opportunity to discuss unethical conduct. |
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22. The Board and (senior) management would never authorize unethical or illegal conduct to meet business goals. |
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23. In my immediate working environment, ethical conduct is rewarded. |
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24. My supervisor does as he/she says. |
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25. In my immediate working environment, it is sufficiently clear how we are expected to conduct ourselves in a responsible way. |
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26. In my immediate working environment, reports of unethical conduct are taken seriously. |
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27. In my immediate working environment, adequate checks are carried out to detect violations and unethical conduct. |
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28. In my immediate working environment, a mutual relationship of trust prevails between employees and management. |
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29. I am not put under pressure to break the rules in my job. |
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30. In my immediate working environment, ethical conduct is valued highly. |
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31. The organization makes it sufficiently clear to me how I should conduct myself appropriately toward others within the organization. |
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32. My supervisor sets a good example in terms of ethical behavior. |
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Now use the chart below to add your scores for each different dimension of ethical organizational culture. Each total will range from 4 for lower levels of the dimension to 24 for higher levels of the dimension.
Dimension of Ethical Organizational Culture and Definition |
Question Numbers |
Total |
Clarity: “[E]xtent to which an organization’s expectations are clear to its employees that they behave in an ethical manner” (p. 462) |
4, 18, 25, 31 |
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Congruency of supervisors: “[E]xtent to which employees’ immediate supervisor models appropriate ethical behaviors” (p. 462) |
8, 19, 24, 32 |
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Congruency of management: “[E]xtent to which the Board of Directors and senior management model ethical workplace behaviors” (p. 462) |
3, 5, 6, 22 |
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Feasibility: “[W]hether an organization creates working conditions that [hinder] violation of ethical norms for behavior” (p. 462) |
1, 15, 20, 29 |
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Supportability: “[E]xtent to which employees are motivated to behave in accordance with their organization’s ethical standards” (p. 463) |
7, 9, 17, 28 |
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Transparency: “[W]hether employees know the consequences of unethical behavior and rewards for ethical behavior” (p. 463) |
12, 13, 16, 27 |
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Discussability: “[O]pportunities for employees to raise, discuss, and correct ethical issues and moral dilemmas at work” (p. 463) |
11, 14, 21, 26 |
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Sanctionability: “[P]unishments handed down by the organization in response to unethical employee behavior” (p. 463) |
2, 10, 23, 30 |
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*Source: DeBode, J. D., Armenakis, A. A., Field, H. S., & Walker, A. G. (2013). Assessing ethical organizational culture: Refinement of a scale. The Journal of Applied Behavioral Science, 49(4), 460-484.
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