Communication Ethics

In any organization, the workplace needs to be run in such a way that every person feels part of the organization. On many occasions, decisions are made by the leaders and supervisors, leaving the subordinates as mere observers. Self-initiative is crucial in solving some of the problems that arise and as such, every employee is expected to possess self initiative.

Communication ethics is an integral part of the decision making process in an organization. Employees need to be trained on the importance of ethics in decision making so as to get rid of the blame game factor when wrong choices are made. The working place has changed and the employees have become more independent in the decision making process.

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The issue that arises is whether employees make the right decision that would benefit the company or they make the wrong choices that call for the downfall of the company. Some organizations have called for the establishment of an ethics program that can aid and empower employees so that unethical actions would be intolerable. This is because occasionally, bad decisions destroy organizations making the whole decision making process unethical.

Some programs on good ethics can help in guiding the employees in the process of decision making. This would ensure the smooth running of organizations and instances of unethical decision making would be null. An ethical decision making process is important in ensuring that the decisions made by the employees are beneficial to organization welfare and operations.

Ethical communication is prudent in both the society and the organizations. The society can remain functional if every person acted in a way that defines and satisfies who they are. However, this could be short lived because of the high probability of making unethical decisions and consequently, a chaotic society. For this reason, it would be of essence to make ethical rules based on a set guidelines and principles.

Ethical communications is defined by ethical behavioral principles that include honesty, concern on counterparts, fairness, and integrity. This cannot be achieved if everyone acted in isolation. The action would not be of any good to most people. Adler and Elmhorst (12) note that actions should be based on the professional ethics where other professionals have to agree that the actions in question are ethical and standard. If a behavior is standard there is nothing to fear if exposed to the media.

However, unethical behavior can taint the reputation of an organization. An action needs to do good to most people in the long run. Adler and Elmhorst (12) note that this golden rule needs to be applicable in organizations. Failure to do this, it becomes an obstacle to this principle.

In achieving the ideals, several obstacles are bound to arise in the process of decision making. Rationalizations often distract individuals involved in making tough decisions. According to the Josephson Institute of ethics (2002) the false assumption that people hold on to that necessity leads to propriety can be judgmental that unethical tasks are part of the moral imperative.

For example, assuming that a particular action is necessary and it lies in the ethical domain is a mere assumption that can be suicidal to an organization. This necessity assumption often leads to a false necessity trap that prompts individuals to take actions without putting into account the cost of doing or failing to do the right thing (Josephson Institute of ethics, Para 5). As part of a routine job, it is likely to be an obstacle in the sense that an individual is doing what he/she got to do.

For example, morality of professional behavior is often neglected at the workplace and on most occasions, people do what they feel is justifiable although it is morally wrong even if not in that context. Individuals often assume that if everyone is doing a certain action, then it is ethical. However, this is not the right way to go as the accountability of individuals and their behaviors should not be treated as a norm in the organization. For example, we could assume that everyone tells lies in an organization.

This assumption is uncertain because lying is unethical and can hinder the achievement of certain goals in an organizational. It may not bring harm at the given time but in the long run it may be chaotic. An observation by the Josephson Institute of Ethics (para 9) is that false rationalization is just an excuse to commit unethical conduct. Basically, the assumption that an action would not harm somebody or the organization does not give the limelight to committing unethical deeds.

The management of an organization should make the ethics of their employees their concern and business. The assumption that employees can make ethical decisions without advising them on what is ethical and then blaming the employees in case the plan backfires is unethical. In ensuring that the actions carried by employees are ethical, the human resource management should set up ethical programs within the organization.

As noted by Flynn (30) the principles of ethical behavior are bound to develop if an organization itself practices acts of ethics. For example, honesty, fairness, concern for others, morality and truthfulness can be achieved if code of ethical conduct is practiced in organization. In achieving an ethical decision some steps need to be followed. Decisions making should be ethical and objective to the organization and its components.

According to Flynn (37) the rules of the Texas instrument company noted that the legality of an action is of imperative importance. If for example an action is illegal then the law should not be broken because an action has to be taken. Instead, the executioner of the action needs to stop right away. Actions need to comply with the values of an organization. If the actions cannot comply with the set organizational values then the action may not fit well.

An action carried should not make someone feel bad or the actions carried should not be harmful to the executioner. The public image of an action in the newspaper or media should be considerate. An action should be within a given timeframe and be done even if its appearance will affect it. For an action that one is not sure, they are obligated to ask and if not satisfied they continue asking until an answer is got (Flynn 37).

Communication ethics is important in the operation of an organization. The way in which decision making is carried in an organization determines the outcome. Ethical decision making process is necessary in an organization. Some of the obstacles that restrict rationalization are merely based on assumptions. They lead to downfall or negative ramifications that affect the organizations. Organizational managers are advised to take decision making of employees as their own concern.

Legitimacy of actions is important and so are the values, because some actions maybe illegal or values fail to meet the organizational values. This may have negative impact if they are not illegal or in line with organizational goals. In general, ethical decision making process is important as it saves a company from the problems it would face for its unethical actions

Works Cited

Adler, Ronald B. and Jeanne Marquardt Elmhorst. Communicating at Work. 9th ed. Boston: McGraw-Hill, 2008. Print.

Flynn, Gillian. “Make Employee Ethics Your Business.” Personnel Journal (1995) 74.6: 30-37. Academic Search Elite DOI 9506151049

Josephson Institute of Ethics. “Making Ethical Decisions—Part Five: Obstacles to Ethical Decision Making.” Accounting Web (2002). 20 Aug. 2010. Web. 4 Jul. 2011