Ethics in Organization
...mote the good of the individual. Egoists believe they should make decisions that maximize their own self-interest, which is defined differently by each individual. According to each individual egoist, self-interest can be defined in many ways, one may want wealth, power, fame, a good physical well-being or something else but for this case meeting sales target. Another ethical issue that is commonly seen is the conduct of employees due to pressure from above. These pressures from supervisors can lead to blind conformity. For example, a US manager instructs his/her employees to pay a certain amount of money in order to win a tender from another competitor in China. According to the law, this is illegal and prohibited but if one views this in the context of ethical realism, this action is not considered unethical. Briberies and kickbacks are a norm in China and everyone does that to win business deals. No one in the country is behaving ethically and it is not immoral for one to do the same or they will be at a significant competitive disadvantage. Whistle-blowing is the practice of reporting perceived unethical practices to outsiders such as the press, government agencies, or public interest groups. Many managers see whistle-blowing as the epitome of disloyalty, but others perceive it as the last option of employees when an organization is behaving in an unethical manner. Despite federal and state laws protecting them, whistle-blowers are generally putting their jobs or careers on the line by talking. Individual behavior makes organizations ethical or unethical, but by clearly identifying and rewarding ethical conduct, organizational forces can help bring out the best in people. Conflict of interest between employees and their company often poses a great risk for unethical conduct. Employees a...