Ethics 101: Organized Ethical Behavior

By: Lynn Tolbert

There are many times you may come across an organization’s mission statement and see the words, ‘Ethical Behavior’.

Just as there are personal ethics, an organization can adopt ethics as well. Ethical behavior can be a reflection of an individual’s beliefs, whether their actions or decision are right or wrong.  

Each year, organizations spend thousands of dollars in an attempt to influence behavior in others. While written policies and codes of conduct may support, encourage and develop the mission statement, they will not deter your decision to act in an ethical manner.

A short read in the book ABC’s of Ethics, written by Michael Buckner, the author defines ethics by using the English alphabet to assist the reader with enhancing his/her understanding of ethics and what it means to an organization.

• (A) Action to build relationships on a strong foundation of trust, honesty and respect.
• (B) Benefit a person’s “failure to increase the good of others when one is knowingly in a position to do so.”
• (C) Character leads individuals to make his or her decision about how to act or behave. He continues through the letter Z. 

Here’s my version of the ABC’s of Ethics; trust me I will not get beyond the letter C....

• (A) Attitude is a response to a person, object, situation or issue. Influences on attitudes are a direct experience and involve social learning.
• (B) Behavior is consistent with one’s personal values and at times, those commonly held by society or the organization.
• (C) Culture is a combination of the individual’s attitudes, beliefs, values and social habits.

The premise that an organization can have ethics is not outside the realm of understanding when you look to the individual dynamics within the organization. Your views and decisions will help define the ethical behavior in any organization.

Taken directly from our ethical business conduct policy is the following quote: “We expect our managers and employees to act in an ethical manner.” We do not attempt to control the private lives of our managers and employees, but we do expect our managers and employees to avoid acting in a way that could damage our reputation.

Bet you didn’t see that coming….

Maintaining a Sense of Accountability

Creating and maintaining a sense of accountability in today’s organization is critical to the success of strategic organizational goals. But for many organizations this is often a difficult task.

Merriam- Webster online dictionary defines Accountability as: an obligation or willingness to accept responsibility or to account for one’s actions.

In the article “Why is Accountability so Hard?”, Cathy Missildine, SPHR  explores the reason why organizations may struggle with this goal and provides solutions that may resolve potential or existing accountability issues facing organizations and managers today.

Oftentimes managers and employees fail to see the return on investment (ROI) as it relates to the day-to-day functions of the organization. Whether there is the need for performance assessments, coaching or disciplinary action, without accountability to these and other standard operating procedures (SOP) the chance of organizational failure increases.

We all would like to pick and choose goals and responsibilities guaranteed for success, but at what cost to the items or tasks left behind? As leaders we have an obligation to the organization to maintain and reflect Accountability in our communication and interactions with those we come in contact with!

So ask yourself, are you accountable for those things you view as time consuming to your day?