Approach Ethics

Ethics Sustainability and Social Impact: Problematising Ethics and Sustainability Issues


How the Work-Based Problem has been Redefined?

When selecting a problem, the key issue in mind is to study the problem and be able to identify how a solution to it can be formulated. Additionally, I selected this problem because it is a diverse one that affects all managers and thus, addressing it will solve one of the key issues in organizational management.

How Critical Literature Review has Supported my Approach to Solving the Problem?

From this problem, there are a number of questions that have arisen and can be addressed using the literature provided in the course. Some of the questions include: What ethical approach is best for a manager in the decision making? How can all managers be able to approach ethics from a personal perspective in a desirable manner? Are managers aware of the ethical and moral impact that their decisions have on the stakeholders and shareholders of a given company? And, are managers required to undergo some form of formal training concerning ethics before they are allowed to practice their managerial skills? All such questions need to be addressed and in case they are properly dealt with, the problem of individual leaders approach to personal ethics will be minimal.

How the Desired Outcomes Have Evolved as a Result of Learning Set Discussion in This Module?

There are three factors which contribute to the kind of ethics that an organization will be able to sustain. Such factors include: institutional, organizational and personal factors (Svensson & Wood 2008). With the right input of the factors, an organizations sustainable ethics can be termed to be of high value. However, the problem sets in when the ethics of an individual leaders approach to personal ethics is not up to the relevant standards. On the other hand, when an organization is faced with moral silence, it is the duty of the management to act so as to attend to the situation and turn it around (Verhezen 2010). Thus, when an individual leaders approach to ethics is not desirable, they will tend to worsen the situation rather than counter it. The information which has been acquired from the Critical Action Learning and literature has allowed setting of the question and tackling it head on.

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However, for a manager to make decisions that are upright and align to moral and social values, they need to showcase a high level of social enquiry, must be self confident and above all, persuasive enough to make their followers nod to their decisions (Badaracco, 1998). Such realization was one of the setters of the question since for the problem of individual leaders approach to personal ethics to be solved the individual leaders need to check on their personalities before making any decisions with wide impacts. According to Tran (2010), when a chief ethics officer is being selected, the boards of directors, the leaders of an organization and all managers and individuals who are involved in the managerial duties of an organization are all involved in the process. Thus, an individual leader who does not possess a good approach to ethics is likely to make a bad decision in choosing the ethics officer.

Aristotle is one of the pace setters in wisdom and according to him, he believed that wisdom is a key component in having a high moral standard and virtues (Small, 2011). Definitely, with a leader with poor personal approaches to personal ethics, it will be likely that such a leader will not have the required wisdom to carry out the duties. Again, moral goodness is defined by a number of factors and they need to be practiced at the right quantities for moral goodness to click (Small, 2011). The mentioned factors include moral rectitude, integrity, decent behavior and honorable conduct (Small, 2011) which are a must have for a good and effective work. Worryingly, it is never the case and in most times, individual leaders need to be reminded of the importance of these aspects.

When managers are leaders in international contexts, there are a host of factors that come into the picture and which need to be carefully gauged. Despite their vast number, the most basic factor that should not be overlooked is ethical relativism which defines moral standards and ethical sets of ideas to differ from an individual to an individual, country to country (McDonald, 2010). However, such definition does not end there as it extends its ideas that a moral standard which is acceptable in a given country may not be accepted in other countries (McDonald, 2010). Such relativism also needs not to be practiced alone but should be considered alongside other kinds of relativisms which include situational relativity, individual/ naive relativism, role relativism, group relativism, cultural relativism and ethical absolutism (McDonald 2010).

How I will Move Forward in the Problem Solving Process

The materials which have been explored have all contributed towards living steps closer to gaining a solution to this issue of individual leaders approach to personal ethics. However, I intend to extend further my understanding of this situation through acquiring other extensive materials and literature that pertain to this problem. In addition, I am planning to approach various departmental managers with whom we share a rank or those that are immediately on top and below me. Through approaching them, I will be able to receive some information from them concerning my problem, whether they perceive it to be of importance and what they are doing to avoid it. Thus I will be able to develop tailor made solutions that will be effective in countering the problem.

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