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Introduction

Introduction

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Published by Wasif Ul Alam

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Published by: Wasif Ul Alam on Apr 25, 2012
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BUS 401.8
 
Organizational Ethics and JobSatisfaction: A Strong yet IndefiniteRelationship
 
Submitted to:
Mr. Mahmood Karim
Submitted by:
Wasif Ul Alam082 014 030
18
th
April, 2012
 
Introduction
“Relativity applies to physics, not ethics”
, quoted one of the greatest scientists
 Albert Einstein(1879-1955)
. The complexity of ethics itself has made the relationship between organizationalethics and job satisfaction indefinable. The magnitude to what extent job satisfaction isdependent on the ethics of organization is impossible to measure in this world of business. Since,
an organization’s first and foremost responsibility is to ensure profitability, adopting ethical
means does not confirm satisfaction from the employees. On the other hand, an organizationexposed to unethical operations may create the feeling of fulfillment among the employees, in
which the personal gains are prioritized over organization’s responsibilities.
Thus, trying to finda solid relationship between these two aspects is very much sophisticated. There are variousresearches conducted to define the variable relativity of organizational ethics and jobsatisfaction. Most of them ended up with a proper conclusion, where these two points wouldmeet. Organizational ethics is simply the response of an ethical activity, and job satisfaction isnothing but a perpetual content of an individual. There is somewhat dependency between thesetwo since the majority of employees primarily prefer to work in an organization that promotesethical activities. In case of long term personal benefits this dependency would be very muchineffective. Likewise, if an organization is employed with a satisfied workforce, the ethicalenvironment is created naturally where every employee respect and perform duties accordingly.There are in fact few factors such as age, experience etc. that may affect job satisfaction apartfrom the ethical climate of the organization. On the other hand the factors they play key role interms of determining the ethical climate would include social responsibility, code of conduct,company profit, team interest etc. of an organization. Therefore, establishing a preciserelationship between these would determine relevance.
 
Theoretical Relevance
Traditional Theories
An organization which nurtures ethical culture definitely is a socially and ethically responsibleone. As a result, the result, an employee generally considers a socially responsible company as apreferable workforce generally. In such a company the job satisfaction relies on the properimplication of core values and principal of the company. Therefore, organizational ethics would
ensure job satisfaction if there is Ethical Relativism cultured in organization’s environment. For 
example, an employee gets late to attend an important meeting, such culture would expose andopportunity for justification and bear greater satisfaction for the employees. The job satisfactionon the other hand has a totally negative relationship with Ethical Absolutism, where theworkplace culture does not have
space for justifications for any employee’s actions.
Consequential Theories
Organizational ethics articulate the values of an organization to its employees and perhaps ensureintrinsic and extrinsic rewards for observance. Considering the Utilitarian view, organizationalethics often prefer greater harm than greater benefits that would fulfill the economic success of the organization. However, if downsizing less skilled workers would bring proficiency to a
company’s operat
ions; it essentially does not guarantee job satisfaction for the other employees.Thus, considering the Utilitarian concept may vary from situation to situation and does notconclude in a concrete relationship between organizational ethics and job satisfaction.
Contemporary Theories
Apart from the Traditional and Consequential theories, Contemporary theories can also beaccepted in terms of evaluating organizational ethics. The virtue ethics of a top manager wouldgreatly contribute in the ethical climate of an organization. Disclosure ethics involvesinformation sharing with all stakeholders including employees. Thus, ethics and job satisfactionmeets at this point. The post modern theory involves the top managers to judge their own actionsfrom an ethical point of view which apply for the employees as well. Based on the emotions of feminist theory, when the ethical climate is very much caring job satisfaction is ensured.

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