Background of the study

Worldwide, changes are taking place tremendously. One change is affecting all countries around
the world including Tanzania. Some scholars urge that the only thing that is permanent in life is
change. No situation is permanent in life. Thus, the Ethiopian work environment has become
liable to change, considering the dynamic and complex issues that are faced daily. The emerging
trend in work that is beginning to serve as a mark of merit or critical edge is the level of
workplace ethics that is dwelling within an organization. In the face of the emerging world
economy, an organization that is involved in a proper framework for good governance must
practice work ethics and incorporate good values as part of its organizational culture if it must
achieve higher performance (Omisore et al, 2015).

In a present world, work ethics has been an interesting subject in management and business in
general, due to its importance in evaluating employees’ behaviours and performance and it is so
critical to organization performance (Kapp and Parboteeah 2008, Schminke et al. 2005).

(Lewin, 1943). Unethical behaviour by employees can affect individuals, work teams, and
even the organization (Andrews, 1989). Organizations thus depend on individuals to act
ethically (Wagel, 1987). Ethical behaviour is acting in ways that are consistent with one‟s
personal values and the commonly held values of the organization and society (Naran, 1992).
Unethical behaviours by employees can affect individuals, work teams, and even the
organization (Andrews, 1989). Organizations thus depend on individuals to act ethically. An
organization‟s ability to elicit ethical behaviour that goes above and beyond the call of duty can
be a key asset and one that is difficult for competitors to imitate. “It‟s not enough to just show up
at 8 o‟clock each morning and say, „oh, I have done a wonderful thing” (Bolino et al., 2003).

Ethical behaviour in organizations is necessary because business can become unethical, and there
are plenty of evidence as in today on unethical company practices. “Irrespective of the demands
and pressures upon every organization, by virtue of its existence it is bound to be ethical, for at
least two reasons: one, because whatever the business does affects its stakeholders and two,
because every moment of action has paths of ethical as well as unethical paths wherein the
existence of the business is justified by ethical alternatives it responsibly chooses” (Murphy,
2002). According to Ackroydet al. (1999), there are various forms of unethical behaviour that are
pervasive and costly problems when encountered by work organizations. Not surprisingly, there
is a growing interest among organization scientists and practitioners in the patterns of and in the
motivational factors affecting such behaviour, as well as in its consequences for both
organizations and their members (Greenberg, 1997; Robinson and Bennett, 1995). At times, we
might ask: is it possible to look at peoples‟ attitudes, their state of mind? Can we influence the
way they think about work? If we could change their attitudes, make them more positive, would
they not behave differently? Ethical behaviour is important in all aspects of life because it is an
essential part of the foundation on which a civilized society is established. “An organization or
society that lacks ethical principles is bound to fail sooner or later” (Posters, 2003).

In the last few decades, ethics has been regarded, in both the business and the public sector
literature, as an important factor contributing to the well-being and performance of any
organization. Although there are several studies that emphasize the effect of ethics on improving
public sector performance (Berman & West, 1997, 1998; Bowman, 1990; J. B. Bowman &
Williams, 1997; Bruce, 1994, 1996; Burke & Black, 1990; Menzel, 1993, 1996), no study to our
knowledge addressed this issue in the context of at-will employment (EAW). This study is an
attempt to fill this gap in the relevant literature.

1.2 Objectives of the study

1.2.1 General objective

Assess public servant work ethics and organizational performance

1.2.2 Specific objectives

 To understand the situations of public servant work ethics in the selected public
organizations ;
 To examine the awareness of employees ethical conducts on the organization performance;
 To identify the major values and importance of work ethics in the selected organizations;
 To explore the manifestations of ethical behaviors in the organizations;
 To investigate the major types of unethical practices among employees of the organizations;
 To investigate and critically analyze the nature of work ethic of civil servants in
organizations, and the key factors influencing it;
 To identify and analyze the legal frameworks and specific enforcement mechanisms put in
place to promote and ensure appropriate work ethics in the selected organizations;
 To explore employees’ perceptions towards workplace ethics in organization.
 To assess the relationship between workplace ethics and employees’ commitment to work in
the organization