Ethics of Working Environment

The study of ethics also referred to as moral philosophy, is a subdivision of philosophy that tackles and deeply addresses the morality and principles that are put in place in the business workplace. This is good, and the evil, the dos, and the don’ts meant to be observed in the working environment.

These ethics are a set of principles that are founded on work and diligence, which helps mold the character of the employees in the workplace. Workers who demonstrate a good work ethic make it easier in the working environment.

Good implementation of the rules set for the workplace, go a long way due to their reliability, good scheme, and maintaining social skills. These act as an appropriate tool used in making the best decisions in the company as well as forming a strong basis to resolve business divergence (Boyd 185).

With a good system in place for resolving disagreement ethically, it results in the strengthening of loyalties and allegiances towards the company as well as increasing the moral worth of the employees as well as their target clients.

The subject has faith in the system since they know the procedure to the resolution of any clash is the same and fair as either party with disagreement can craft a just and rational resolution. By using these conceptual methods of meta-ethical and normative principles, discussion based on the applications of these moral values will aid resolve any controversial matters in any working environment.

The acceptance of remuneration for the performance of an act that is consistent with the nature of the work or that which is inconsistence with the work contract or in a situation of violations of one’s responsibility is referred to as a bribe (Hume 253).

These payments come to influence the recipient’s conduct, which can be in many forms e.g., preferential treatment, money, or even gifts. Within the issue of bribes and kickbacks lays the major setback in the ethical altruism of any organization.

Mainly, employees with ego issues and who hold themselves with high regard than others are more likely to be victims of this practice. Ethical egoism, which contrasts with ethical behavior, has been one of the major factors, empowering employees to have the fortitude to execute such behaviors that pull back the performance of the company.

This seriously affects the company, since egoism elevates their own interests and benefits before those of the company (Boyd 212). However, it has fervently been argued that egoism increases the confidence levels of the employees in the organization, further increasing their effective throughput in the amount of work done.

With regards to the bribes and kickbacks, a positive outcome is realized when the employees increase the amount of work done in order to compensate for amounts not accounted for in the formal report to the organization’s management.

Insider trading is defined as the trading of a corporation’s stock and/or other pertinent securities by employees of an organization that has access to potentially privileged information before this information becomes available to the public (Hume 263).

As “insiders” to the particular organizers, the employees have access to information about the stock and equities market, using this privileged to trade to their own benefit. The common view, under the principles of ethics, is that the use of insider trading is and has always been unethical, unprincipled, and illegal.

However, such is not always the case. Some forms of insider trading have been shown to be legal, causing the seeming impression that it can sometimes be seen as ethical. Under the principles of utilitarianism and rights theory, insider trading increases the efficiency of the stock market if it is used as a form of compensation for the employees as it allows the organizations to pay them lower wages than the case would be otherwise (Huemer 24).

However, there are some arguments against insider trading, the main one of them being the perpetual unfairness argument that has been set forth for decades. However, the difficulty with this quarrel is the fact that most individuals at any organization have a different characterization of injustice (Hume 27).

A further dispute is the level playing field disagreement, advocating for a broad range of transmission of governing data creating it less asymmetric. This has, however, has been refuted by economists in the contention that forcing the full disclosure of information from a particular organization, concerning their trading and stock potential and competence can have far more detrimental results than the violation of the property rights.

All people should be treated as equals within the organization, regardless of their ethnicity, political affiliations, or economic status. In situations of crisis, it is creating a democratic system founded on the principles and philosophies of equity, bringing justice and understanding as well as boosting the values of human rights.

This is the contemporary concept of “social justice” that has been well embraced due to its accommodation of justice in the workplace. Other issues that really affect people that work together are a conflict of interest, experienced when employees are preoccupied with multiple interests in issues either personally or professionally.

Implementation of agreement in case of a conflict can be a tough call at times because the conflict can only be revealed after decisions are made. Conflict of interests could also be defined as the depiction and exercise of morally irritating actions, exhibited by the employees to the detriment of the organization.

This situation is easily seen when persons are occupied with multiple interests on issues, either personally or professionally (Hume 15). Social justice entails a larger scale of economic egalitarianism, with policies that aim to widen equity of opportunity in any organization (Huemer 12).

By incorporating rules and principles of equality for all within the organization, the thoughts, feelings, and ideas of all who are involved with its development are understood, while at the same time incorporating a sense of corporate justice and impartiality.

With these rules and procedures in place, resolving the conflict of interest at any level in the workplace becomes an easier task to handle. Another excellent way to handle conflicts of interest it to avoid them completely, and in case that happens, the well-set policy, consisting of principles, will be there to deal with kind of situations (Huemer 32).

Wrapping up, matters that determine a good environment in any working place are those that are based on a good moral foundation. The moral philosophy of ruling should involve a properly systematic shielding and recommendation of concepts of right wrong, that will maintain professional ethics.

Maintaining professional ethics in the working area leads to the enforcement of affirmative action, referring to the strategy that takes into consideration factors that are important for any working environment: including race, color, religion, sex, or national origin in order to benefit an underestimated group.

This is an action taken to increase the representation of minorities’ usually as a means to deal with all effects of any historical discrimination, thus working becomes effective, successful, and valuable.

Works cited

Boyd, Richard. How to Be a Moral Realist: Essays on Moral Realism. Oxford: Blackwell, 1988. pp. 181-228. Print.

Huemer, Michael. An Enquiry Concerning the Principles of Morals. New York: Palgrave Macmillan, 2005.

Hume, David. The Treatise Concerning Human Nature. Oxford: Oxford University Press, 2004. Print.

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