Columbia Southern Ethical Business Relationships Within an Organization Essay Instructions This assignment provides you with an opportunity to think criti

Columbia Southern Ethical Business Relationships Within an Organization Essay Instructions

This assignment provides you with an opportunity to think critically about business ethics, business relationships, leadership, and how each contributes to an organization’s overall culture. Write a 500-word reflection paper by addressing each of the following items:

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How does ethics impact business relationships within an organization?
How can leaders and their leadership styles impact the ethical practices within an organization?
How does ethics impact an organization’s overall culture?
Based on what you have learned in this course, how would you describe your approach to business ethics (i.e., What are your principles? What is your guide?)?
Conclude with a reflection on how the insights you gained from this course might affect the way you view your actions and thoughts in the future.

Your essay should be at least 500 words in length, double-spaced, and written in Times New Roman, 12-point font. You will not need a title page or a reference page, as this paper is all about your thoughts. UNIT VIII STUDY GUIDE
Ethics and Leadership
Course Learning Outcomes for Unit VIII
Upon completion of this unit, students should be able to:
4. Examine the role of leadership in corporate culture, leadership styles, and how they affect ethical
Reading Assignment
In order to access the following resource(s), click the link(s) below:
Domino, M., Wingreen, S., & Blanton, J. (2015). Social cognitive theory: The antecedents and effects of
ethical climate fit on organizational attitudes of corporate accounting professionals – A reflection of
client narcissism and fraud attitude risk. Journal of Business Ethics, 131, 453-467. Retrieved from
Du, S., Bhattacharya, C. B., & Sen, S. (2015). Corporate social responsibility, multi-faceted job-products, and
employee outcomes. Journal of Business Ethics, 131, 319-335. Retrieved from
Unit Lesson
Click here to access an introduction
Click here to access the introduction video transcript.
Click here to access a video that briefly
introduces topics in this unit.
Click here to access the video transcript.
Pinocchio, the slightly mischievous wooden puppet who is doing his best to become a “real boy,” encounters
many situations that test his ethics. Jiminy Crickett has been assigned to him as his unofficial “conscience,” to
help him make the right decisions, judging the soundness of actions and values so he can become a “real
BBA 4751, Business Ethics
boy.” When Pinocchio is shipped off to Pleasure Island, for example, Jiminy counsels
him to go
to school and
to tell the truth, among other things. Sometimes Pinocchio listens to him, and other
Title times he ignores Jiminy
on Pleasure Island (Disney, Luske, & Sharpsteen, 1940).
When companies are vigilant about creating a culture of ethical leadership, not only are fraud and illegality
prevented, and in many cases discovered earlier, but the entire organization benefits from the top down and
back up. It creates a positive cycle between the highest leaders of the company and its employees, which, in
turn, bubbles up and proactively benefits leaders in leading the company down the path they envision.
Previously, we have studied ethical leadership for purposes of efficiency, profitability, and protecting
businesses; however, we shall now focus on how it positively impacts employees and what ramifications this
effect also has for the company. In order to create true business excellence, a core value must be the health
and welfare of employees, psychologically and emotionally. We will see how true ethical culture positively
influences performance, which is the pillar of any business. Studies show that this kind of culture increases
loyalty and selflessness. It elevates moral awareness and sets the stage for highly motivated employees.
Moreover, these benefits include a high rate of job satisfaction and self-actualization, which are the drivers of
strong productivity. Successful business cultures marked by transparency and accountability are the platform
from which great employees spring.
Ethical leadership is not sufficient, though it is required. Instead, the climate that employees work in must be
positively charged with ethical principles set forth by leaders. If the entire climate is transformed to one in
which organizational fairness dominates, then employees report high job satisfaction, which is positively
correlated with productivity. Ethical leadership has been found to be the linking mechanism between personal
happiness and job satisfaction. The strength of employees directly relates to their commitment to their jobs,
which in turn directly relates to employee turnover and absenteeism.
Ethical leadership is a two-way street. When employees are more engaged in, and have more identification,
with their employers, they can help establish and strengthen positive ethical culture. A positive ethical culture
reduces employee anxiety, increases employee energy, and improves employee commitment. There is a
positive correlation between a strong ethical culture and employees being considerate, open, trustworthy,
honest, and adhering to high ethical principles. Thus, a virtuous cycle is created in which leadership
perpetuates ethical culture, which flourishes causing a higher level of commitment and identification with
employees, who act by strengthening the ethical culture.
This cycle then holds important lessons for ways in which cultures are created and maintained, such as by
promoting managers based on ethical principles, using proactive communication, sharing ideas, and
establishing open lines of communication within the organization. The more employees are given the tools
and placed in an environment that is caring, transparent, and characterized by high moral values, the more
employees begin to share the same goals and vision of their leaders. The implications of such research are
that organizations must value ethics as a primary focus to their profitability, long-term health, and success.
The strength of the organization is only as strong as its foundation: its employees. Organizations that include
ethics as an important criterion upon which hiring and promotion are determined will benefit from the positive
effects of ethical leadership upon employees’ performances.
The power of your organization’s leadership is vast, and the lack thereof creates a vacuum. The ethical
implications of leadership bear not only upon the future health of the company, but on you directly, as the
manager. Is cheating to make one’s quarterly goals punished, encouraged, or defended indirectly by
managers “looking the other way”? Does leadership set a different standard for itself, for example with regard
to lavish corporate spending, and then require you to account for every pencil? Are employees evaluated,
hired, and promoted based on the ethical principles and behavior they display or solely based on profit
maximizing endeavors?
Against this backdrop, how will you let your “conscience be your guide”? As you take part in the positive and
necessary cycle which starts with effective ethical leadership, what important decisions will you make? What
will you contribute to the ethical process and the internal discussion? Will you help write and shape your
company’s code of ethics? How will you implement it? What does it mean in real observable terms to “walk
the walk”? Will you make use of company hotlines if you see fraud or discrimination in the workplace—even if
it is a valued colleague? How far are you willing to go? Will you help shape your organization’s corporate
BBA 4751, Business Ethics
social responsibility? Will you organize a walk or food drive for charity or reallyUNIT
go out
on a limb
to press your
company to donate part of its profits to a plight with which you identify?
Letting your “conscience be your guide” requires you to be engaged and proactive, whether it is rooting out
illicit behavior or putting a plan in place to donate a share of profits. The key element here is you and how you
want to contribute to your company and the greater good of society. Ethical practices do not start and stop at
the company door: they are who you are as a person. If you are an ethical person, then you are an ethical
employee and an ethical leader as you make your way up the ladder. Based on what we have covered in this
course, you now have foundational tools to make the decisions you want in order to define yourself as an
ethical person and an ethical businessperson. What will you choose?
Disney, W. (Producer), Luske, H., & Sharpsteen, B. (Directors). (1940). Pinocchio [Motion picture]. United
States: Walt Disney Productions.
BBA 4751, Business Ethics

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