The first question indicates towards experience of an individual as an employee and his/her interactions with a peer, senior, boss, or the organization (norms/rules/regulations) itself.
The second question indicates to share various factors that contribute building the perception of employees.
A place where everything is transparent, Every action can be performed in a way that if media will write in front Page won't be any problem
According to Robbins and Judge (2009) the following is list of what management can do to create a more ethical organizational culture. They suggest a combination of the following practices:
Jorge Morales Pedraza
I am very thankful for the valuable points that you have contributed referring to the work of Robbins and Judge (2009). I will certainly go through their book(s).
I infer following key aspects from the 5 points.
1. It is about the embedded ethical stewardship of the leaders (top management) in the organizational culture and also nurturing it.
2. I am not very sure about the point that "Ethical ambiguities can be reduced by creating and disseminating an organizational code of ethics". Many times the code of ethics remain very broad and abstract.
3. Educating people in the organization on workplace ethics is really a good point, I believe....
4. The traditional reward and punishment card can be another good mechanism to create favorable environment for such workplace. However, it can be possible at macro level.... But... can organizations afford to have such robust system of tracking such behavior at micro level?
5. It is about setting up transparent and trustworthy systems and processes for grievance redressal on matters/actions violating the ethos of an ethical workplace. However, it is on the belief that the people would be forthcoming in reporting them.. But due to various reasons many a time it is not the case.....
Thanking you again for helping me in advancing my understand....
Regards
Gopi
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