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Challenges in Implementing Ethical Culture in Organization

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 Challenges in Implementing Ethical Culture in
Organization

Submitted By:
Owais Kazmi, Mahnaz Baloch, Nadia Dar, Umair Usman
Saima Basheer, Moosa Ali, Qurat-ul-Ain, Zuvia

Submitted To:
Dr. Rafique Ahmed Khan

Dated
24th May, 2014

Bahria University - Karachi Campus

13 National Stadium Road, Karachi, Pakistan
 PROJECT APPROVAL

Project Title: Challenges in Implementing Ethical Culture in Organization

By: S. Owais Kazmi, Mahnaz Baloch, Nadia Daar, M. Moosa Ali, Zuvia

Saima Basheer, Qurat-ul-Ain, Umair Usman

Project Supervisor: Dr. Rafique Ahmed Khan

The Bahria University – Karachi Campus has approved this Project, submitted in partial
fulfillment of the requirements for the degree of Masters of Business Administration.

Approval Committee:

_____________________

Dr. Rafique Ahmed Khan

(Supervisor)

i
 LETTER OF AUTHORIZATION

Date: 24th May, 2014

S. Owais Kazmi, Mahnaz Baloch, Nadia Daar, M. Moosa Ali,

Zuvia, Saima Basheer, Qurat-ul-Ain, Umair Usman

Dear Students,

I am pleased to inform that you are assigned to conduct a study and prepare a research project on
“Challenges in Implementing Ethical Culture in Organization”. In this report you have to include
the overview of organization and brief history of selected topic and their strategies related to the
concerned subject.

You will get all assistance, necessary for the information. If you find any difficulty in your way,
please try to overcome those obstacles. I assure you that all possible cooperation will be offered
to enable you to write the report in a good and cooperative environment.

I will appreciate if you submit your findings within given time.

With Best Wishes,

_____________________
Dr. Rafique Ahmed Khan
(Supervisor)

ii
 ACKNOWLEDGEMENT

First of all, we would like to thank Almighty ALLAH who guided us to the way for a bright
future. We would like to acknowledge the help provided by teacher to make this project a
success.

We wish to express our deepest gratitude to Dr. Rafique Ahmed Khan, professor at Bahria
University for his valuable guidance and support the project writing. Without his valuable
comments and suggestions, the project writing could have been more difficult to complete.

A special thanks to our greatest source of inspiration and encouragement from Parents, Friends
and all well-wishers. Thank you for everything!

We would like to thank each and everyone who supported and extended their cooperation to us
in the completion of our final year project.

We would also like to appreciate the cooperation we got from our class mates at Bahria, who
boosted our morale and encouraged us to strive for better results.

Last but not the least; we thank Bahria University for providing me a truly inspiring and relaxed
environment for studies.

_____________________
S. Owais Kazmi, Mahnaz Baloch, Nadia Daar, M. Moosa Ali,

Zuvia, Saima Basheer, Qurat-ul-Ain, Umair Usman

iii
 LETTER OF TRANSMITTAL

Date: 24th May, 2014

Dr. Rafique Ahmed Khan

Faculty Member
Bahria University
Karachi Campus

Dear Sir,

We are submitting this report on “Challenges in Implementing Ethical Culture in Organization”.

As per your advice, the report includes overview of industry and literature review of the topic.
Statistical analysis is used through Google software.

We are grateful for your guidance without which this assignment could have not been completed.

Yours truly,

___________________
S. Owais Kazmi, Mahnaz Baloch, Nadia Daar, M. Moosa Ali,
Zuvia, Saima Basheer, Qurat-ul-Ain, Umair Usman
Bahria University (Karachi Campus)

iv
 Table of Content

Abstract…………………………………………………………………………………………. vii

Introduction ………………………………………………………………………………............ 1

Literature Review ...…………………………………………………………………...……... 2 - 9

Methodology ...............................................................................................................…...... 10 - 26

Sampling ………………………………………………………………………….......... 10

Methodologies …………………………………………………………………………. 10

Procedure ………………………………………………………………………….. 10 - 26

Conclusion ……………………………………………………………………………………... 27

References ……………………………………………………………………………….... 28 - 29

Appendices ………………………………………………………………………………... 30 - 31

v
Challenges in Implementing Ethical Culture in Organization

S. Owais Kazmi

Mahnaz Baloch

Nadia Daar

M. Moosa Ali

Zuvia

Saima Basheer

Qurat-ul-Ain

Umair Usman

vi
 Abstract

The challenges in implementation of ethical culture in organization creating more issue the ever
before, we analyze the impact of social changes that impact on organization culture. Because
with the passage of time new values and system arise and status-quo get challenged, to measure
the variation that take place and employees view towards organization culture. We generated
questionnaire on the bases of dependent and independent variables and found that organizational
ethical culture is getting greater attention, as employees shows their interest toward developing
special unit to maintain these section. It meant that ethical culture of organization is affecting
everyone for which management need to be proactive.

vii
Challenges in Implementing Ethical Culture in Organization

S. Owais Kazmi

Mahnaz Baloch

Nadia Daar

M. Moosa Ali

Zuvia

Saima Basheer

Qurat-ul-Ain

Umair Usman

viii
 Introduction

The initial ethical culture for an organization is defined by its founder, they are the direction
creator and responsible for leading and maintaining set standard for the people who are directly
or indirectly attached with the organization. Society change with the passage of time and
induction of new member of organization give impact on the organization culture. And this will
result to set new norm for defining new set of values between right and wrong. There is a need
for leader to play his role and put the things in right direction.

To make sure the level of understanding of acceptable behavior within the organization manager
spread his message consistently. Here the communication play the large role to identify the
differences occurs due to multicultural induction and changes require in existing culture. This
may lead challenging the status quo of leader who defines the norms to be obeyed. Culture is not
bound to written values but show through acts.

In order to pass-on set ethical standard organization need to provide training, make reward &
punishment system to sound their position in this regard. Organization must follows predefine
effective tools for maintaining and copping up new challenges.

The purpose of this paper is to analyze the impact of cultural changes in organization which may
affect existing norms and challenge the leaders define standards. To evaluate the effects we use
survey method via questionnaire.

1
 Literature Review

The ethical culture must have a role model to pursue. Ethical behaviors means in its simple way
to known and doing what is right. Different culture, tradition and religion have different
perspective about ethical role model. The author agree with the quote that we cannot separate our
ethics from our organization when we are at workplace because if a person has no ethics or
social value he cannot be makes a friendly or innovative environment within the organization.
Ethics and religion must not stay at home when we go to work (Silvestrini 2004).

The role model of every degree work is required to be followed and work as them to achieve the
desire goals and aims. Ethical Leaderships required personal evaluation about their behavior and
values, eagerness and power to accept everyday jobs for the effects of your actions on others.
Ethical Leader speaks to us about our identity of what we are and what we can become and how
we live and how we could live better (Odland Depot Inc.).

When we talk about the ethical role model there is a sure discuss of leadership and effective
leadership is genuinely connected to Ethics. If we want our initiative and organization behaves
ethically we should provide the foot prints of our hero and role model by following them to get
their goals and aims easily and effectively. Top managers provide a blueprint for what a firm’s
corporate culture should be (Reidenbach & P. Robin 1989).

The role model is like a sample that tests the market and maintains their identity in the
organization. Ethics are not made like rules but it’s only the way of doing right things in order to
achieve company larger mission.

If there is no role model in the organization it becomes difficult to the employees to work. Ethics
send a positive message toward the organization that all the employees are satisfy and willing to
work. Things only have the value that we give them (Moliere 1622-1673).

Ethical Leadership assures the respect within the organization and also outside of organization
due to your integrity. It also creates a good atmosphere in the organization that everyone knows
their job to perform straightforwardly, will have respect in every corner of organization powers
are decentralized to employees to work. They feel secure in the organization by knowing that
they will not get banned or get frustrated as they commit a mistake. In the meaning of ethics the

2
leader are trusted by employees that they will work in their favor not only in front of them but
also besides them and fight for their privileges and rights.

In simple words normally people think that role models are highly ethical they develop an ethical
system by controlling their behaviors of managing in intension of achieving goals.

Communicating Ethical Culture of an Organization

Everywhere culture is formed by the members of the society. They set the standards on what is
acceptable or not. It has provided guidelines on which daily activities are performed and
encouraging people to participate in good activity (define by them) and avoid the bad one.

Organization is also an institution and part of a large society where people are allows sharing the
norms and values to become part of community. Communication—the use of available resources
to convey information, to move, inspire, to persuade and connect—is an inherently ethical
undertaking (Makau 2009). The ethical values are not created by one generation or a person; it is
inherently take place and mutually agreed by new members through practicing and
communicating.

People come from verity of cultural background in an organization and all have their own value
system and ethical standard, but the community adapts those on which majority of the member
agreed. And this largely accepted values are dispirit to other through effective communication
system to make sure that everyone have clear understanding about organization ethical culture.
Regardless of context, communication involves choice, reflects values, and has consequences
(Makau 2009). To communicate ethical standards organizations use different tools and occasions
to share their norms with the society.

Creating homogeneous ethical culture is very productive for the organization but at the same
time it is very challenging task for the management. In the 20th century organization’s internal
communication determines how efficient and successful organizations are (Kukule 2013). As this
is also consider unilateral approach where organization was not giving preference to listen their
people. But the era has change and now the values are define by members of the organization.
Actual company values are the behaviors and skills that are valued in fellow employees (McCord
2013). The authors emphases on that the people are actually define the culture. This is the inside-

3
out approach. Now the management cannot implement the culture in the firm for which there
member are not used to be. Internal communication is considered a tool for employee
involvement in a dialogue in order to achieve mutual understanding between the management
and employees (Kukule 2013).

The above paragraph gives the contrast between the founder’s ascribed culture and with the
people he is working. According to researchers of organizational values Randolph A. Polhman
and Gareth S. Gardiner, organization itself cannot be valued. Values are brought by specific
people who are working for these organizations. Major challenge for managers is to balance
organizational values, vision, targets and tasks with individual values represented by employees
of organizations (Polhman, Gardiner, Heffes, 2000).

Leader plays a very vital role in implementing and communicating the culture of organization.
They must be sound and visible to the people to observe him and follow. Christine M. Pearson
and Judith A. Clair in a publication “Reframing Crisis Management” reveal various crisis aspects
by indicating that in all cases a crisis is related to losing faith in leadership and confidence in
organizational culture. Organizational members are likely to question the organization’s cultural
beliefs and to feel a need for a transformation of the culture (Pearson, Clair, 1998).

Provision of Ethical Training

Effective leadership with open communication and discussion and thoughtful consideration
enhances the foundation of ethical workplace. This is possible only when an organization
provides positive business ethics by disseminating everything openly and deliberately taking
advantage of it. Ethics is the main part of business ethics because it helps management and
employees in making clear their own ethical role when to deal with ethical dilemmas. Along with
code of ethics, ethical trainings are equally important for the employees who are unable to
confront any complicated situation.

Training can be given or delivered in many ways such as in-person training programs, software
based training programs and different learning preferences. Ethical programs should be
supervised by Ethics Resource Centre (ERC), its important elements should be:

1. Standards of ethical conduct should be in written form.

4
 2. Training on ethics to be given to everyone who is in need.
3. A way to seek advice or information related to ethics.
4. Any misconduct to be reported anonymously.
5. Disciplinary action to be taken against employees who are habitual of violating
organization’s defined ethical standards.
6. Employee performance appraisal should include evaluation of employees’ ethical
behavior.

Transparency should be maintained while following the above mentioned rules. Biased decisions
to be avoided to minimize the belief of others that some of the employees are favored while
others are not treated equally. When individuals are treated equally with courtesy and dignity;
commitment towards organization and its productivity increases eventually.

Workplace ethics training is highly recommended for encouragement and trustworthy working
environment. As many employees have general sense of right and wrong, but may not
understand the legal details of their business enough to identify and not engage in unethical
activities. Proper training helps keep each employee informed, while hopefully preventing errors
in judgment that cast a negative light on the company.
It's important that every organization should offer training based on ethics and provide
guidelines for employees as it can lay a strong foundation for building and maintaining healthy
corporate ethics. A strategy based on ethics should identify clear goals and actions to create an
ethical workplace and an ethical culture. The strategy needs to include these areas;
 Setting the ethical standards
 Setting up an ethical committee
 Building ethical awareness
 Measure and monitor ethical status
 Taking right actions to improve ethical behavior

Ethical training to be delivered through following ways:

Develop a written code of conduct. All employees should be aware of those written policies. The
requisite guidelines to be communicated as bulletins internally through emails or by notices
which will create awareness of ethical issues and strengthen the conduct of employees at

5
workplace. It also aims to maintain organizational values system, beliefs, rules and regulations in
the minds of its employees and helps them to decide between right and wrong thing.
Involvement of staff is very important at all levels, separate training sessions to be arranged on
regular basis internally, to create awareness among all employees.
Practice what you preach! If the senior management is involved in certain unethical activities
like misusing the corporate finances, so the employees will follow the same as the senior
management tends to be a role model for them, therefore it is the responsibility of higher
management to be morally upright and set exemplary standards of ethical behavior for their
subordinates.
Formulate policies for granting of incentives to employees with ethical approach or behavior,
like if employee’s conduct is ethical then he should be rewarded and unethical to be punished.
Employee performance appraisals should use ethics as criteria for evaluating employees.
Have regular discussions or seminars on business ethics and etiquettes. The main purpose behind
these discussions is to make the employees think about their conduct at workplace and take
corrective measures if required.
Conducting role plays by using real life situations make the ethics training program interesting
and encouraging, ask them to show their course of action in those situation. Put them in position
such as when you see an employee stealing office stationery what will you do? providing these
types of training will make the employees think before committing any such mistakes in the
future.
Remember to train all employees irrespective of departments by clearly communicating the
values and code of conduct to them. These programs help maintain a moral code of conduct at
workplace and are the essence of any organization.

POLICY RECOMMENDATIONS

Political support and "leadership from above"

Political support for ethics training should be established not only through declarations but also
through the practical actions of the leadership, e.g. by setting an example of ethical behavior and
by allocating funds and staff for the implementation of the ethics training programs. Lack of such
"leadership from above" undermines motivation for participation in ethics training and thwarts
their positive impact on the behavior of civil servants.

6
Reward and Punishment

When we talk about ethics in any organization, one has to be aware that there are two ways of
approaching the subject “the individualistic approach” and “the communal approach” (Brown
2001). In the individualistic approach, an individual is morally responsible for his or her
behavior and if any effort is made to change behavior will focus on each individual. On the other
hand in the communal approach we talk about communities, it means the behavior of an
individual of a community viewed as a behavior of complete community and if any effort is
made to change behavior, will focus on community.

Ethics is concerned with moral obligation, responsibilities and social justice, where as self
conscious refers to awareness about something .In a competitive environment, companies are
faced with making decisions that often border on illegal or unethical behavior (Jalil, Abdul et al.
2010; Gayton 2008). In every organization some employees do not fulfilled their duties, try to
get personal benefits and harm the business in that case top management needs to overseeing
their performance, also have to do tight supervision and make all possible decisions to control
unethical actions in an organization.

Ethical culture continues to have a profound impact on pressure, observed misconduct, reporting
of observed misconduct and rates of relation against reporters (Supplemental research brief,
2009 National Business Ethics survey 2011). The above statement shows that in an organization
when something goes against the organization culture some employees feel that it is their duty to
stop it or report about the observed unethical behavior because they are loyal with its work and
also know that these things harm reputation of an organization.

Internal whistle-blowing has been defined as reporting work related practice that is perceived to
be illegal and immoral to the organization’s authorities (Mesmer-Magnus & viswenvaran, 2005,
near Miceli 1995; cited by Mayer, et al. 2013). Reporting unethical behavior might help to
reduce the sense of wrong doing and it might reduce the learning capacity of an organization but
it will also highlight the loyal employees who support the ethical behavior can be highly
identified and can help in the ethical sense giving it might be in a defensive way but it would be
for the betterment of the organization. This act is however is not taken positively because the

7
employees however take themselves as victims as they will be punished against their acts. This is
also a warning to the other employees so that they avoid such acts and follow the ethical culture
of the organization.

In organization reporting misconduct can be widely spread or increase through many ways like
the company will conduct it and protect the person who will engages in it, provide incentives etc.
Providing appropriate incentives (for example: compliance could be considered for the purposes
of employee evaluations) for performing in accordance with the compliance program can play an
important role in fostering a culture of reliability. And incentives also can work as effective
mean for a business that wishes to promote honesty by employing concrete actions incentive
helps drive behavior (Murphy 2009).

Protective Mechanism of Reporting Unethical Behavior

“The ethical imperative is to create a just work place” (Tim Barnett 1992). The study suggests
that the environment of the organization is fair for all the employees they respect ethical and
moral values under which they provide a workplace in which all the employees are respected.
They are fair in the manner of punishment even and they don’t differentiate on the basis of
favors. If the organization provides such opportunities for the employees they even tend to act
loyal towards the organization and provide the organization with loyal efforts and report towards
unethical acts.

Impact of Whistle Blowing

As Tenance Miethe explains in his book, Whistle blowing at work many people sees it as a
“snitch” or a low life who betrays a sacred trust largely from personal gain (Ravishankar, 2001).
Whistle blowing is reporting against unethical behaviors in the organization through warning the
employees for their unethical acts. The term whistle blowing also refers to blowing a whistle or
warning employees before much damage is done by their acts. This act is however is not taken
positively because the employees however take themselves as victims as they will be punished
against their acts. This is also a warning to the other employees so that they avoid such acts and
follow the ethical culture of the organization. This act takes place when a sacred situation takes
place and the employees are betraying the organization through their unethical ways.

8
The likelihood of increased whistle blowing (Tim Barnett 1992). The impact of whistle blowing
has increased because there are a lot of unethical acts found in the organizations which need to
be noticed by the managers and they should point out the unethical acts and the employees
should be punished so that they stop rather than encouraging them for their wrong acts. These
acts should be noticed for other employees to follow he ethical climate of the organization.

9
 Methodology
Sampling

In this research the sampling was consist of 19 respondents.

Methodologies
The overall objective of this research study was to the analysis challenges in implementing
ethical culture in organization. We have tried to find out the impact of changes taking place at
corporate level due to multicultural induction. This section includes a discussion of the
research’s objectives.
A questionnaire has been designed. A review of the literature showed no previous scale
measuring this construct, thus the primary objective of this phase is to explore the
appropriateness, reliability, and validity of using my questionnaire items which are leadership
role, multicultural challenges, unintentional act, punishment and rewards. In addition, modified
questionnaire constructed, if significant reliability would not be achieved.
The sampling frame used was the respondents based on rules as set in its respective section
‘sampling’ mentioned under.
All statistical analyses were performed using Google Drive - excel and are discussed in the
following section.

Survey Instrument
The questionnaire requested respondents to evaluate the cultural changes they feel in their
organization by fill the close ended questionnaire. The questionnaire contains 16 questions in
which the perception and experience of respondents are evaluated to find out the challenges in
implementing ethical culture in organization.

Pre-testing
After instrument development, the questionnaire was formatted. The pre-test had three primary
objectives: 1) to evaluate content validity in terms of sequence and flow of questions, ambiguity,
ease of understanding, and appropriateness of scale levels and words; 2) to test ease of use of the
survey instrument in terms of clarity of instructions, format of questions and clarity of scales,
length of survey and time of completion; and 3) evaluate cover letter and ability to recruit
respondent.

Data Collection
In 2000, Dillman introduced the Tailored Design Method (TDM) of survey research. Its primary
goal is to “create respondent trust and perceptions of increased rewards and reduced costs for
being a respondent...and …overall reduction of survey error” (Dillman, 2000, p.5). Following
Dillman, data was collected, tabulated and recorded very carefully.

Data Analyses
Statistical analyses performed on collected data through instrument. Before running the analyses,
data was checked for possible violations of the assumptions underlying respective analysis. A
final usable sample was established after the data was screened for outliers, missing data, and
normality. The scale was tested for reliability.
10
Frequencies

Are the role models necessary to build an ethical culture?

Frequency Percent
Strongly Agreed 5 26%
Agreed 10 53%
Neutral 4 21%
Disagreed 0 0%
Strongly Disagreed 0 0%

Interpretation:

From the above table and chart it is evident that 53% of the respondent agreed that leader is
necessary to build an ethical culture.

11
Role models are the source of employee motivation.

Frequency Percent

Strongly Agreed 2 11%

Agreed 16 84%
Neutral 1 5%
Disagreed 0 0%
Strongly Disagreed 0 0%

Interpretation:

From the above table and chart it is evident that 84% of the respondent agreed that role models
are the source of employee motivation.

12
Ethics are the best drive by the leadership.

Frequency Percent

Strongly Agreed 6 32%

Agreed 8 42%
Neutral 5 26%
Disagreed 0 0%
Strongly Disagreed 0 0%

Interpretation:

From the above table and chart it is evident that 42% of the respondent agreed that ethics are the
best drive by the leadership.

13
Multicultural environment is good for the organization?

Frequency Percent

Strongly Agreed 3 16%

Agreed 8 42%
Neutral 5 26%
Disagreed 3 16%
Strongly Disagreed 0 0%

Interpretation:

From the above table and chart it is evident that 42% of the respondent agreed that multicultural
environment is good for the organization.

14
In the 21st century, is there need for corporate world review and change their value
system?

Frequency Percent

Yes 19 100%
No 0 0%

Interpretation:

From the above table and chart it is evident that 100% of the respondents think that in the 21st
century corporate world review and change their value system.

15
What will you change when your current culture is completely opposing your goals?

Frequency Percent

Members 0 0%
Goals 0 0%
Cultural Practice 12 63%
Leadership 7 37%

Interpretation:

From the above table and chart it is evident that 63% of the respond that cultural practice
changes is necessary when your current culture is completely opposing your goals.

16
What is the main purpose of changing culture?

Frequency Percent

Increase Productivity 10 53%

Fun & Enjoyment 1 5%
Motivate Staff 6 32%
Retention 2 11%

Interpretation:

From the above table and chart it is evident that 53% of the respond that the main purpose of
changing culture increase productivity.

17
When people enter an organization its culture is imposed on them?

Frequency Percent

Highly Agree 2 11%

Agree 12 63%
Neutral 5 26%
Disagree 0 0%
Highly Disagree 0 0%

Interpretation:

From the above table and chart it is evident that 63% of the respondent agreed that when people
enter an organization its culture is imposed on them.

18
An organization’s Culture is developed unintentionally? What is your opinion?

Frequency Percent

Yes 3 16%
No 14 74%
Don't know 2 11%

Interpretation:

From the above table and chart it is evident that 74% of the respondents not agree that
organization’s Culture is developed unintentionally.

19
Does whistle blowing practices retain loyal employees?

Frequency Percent

Yes 9 47%
No 10 53%

Interpretation:

From the above table and chart it is evident that 53% of the respondent says yes that whistle
blowing practices retain loyal employees.

20
Should organizations support unethical acts to achieve goals?

Frequency Percent

Yes 5 26%
No 14 74%

Interpretation:

From the above table and chart it is evident that 74% of the respondents say no that organizations
support unethical acts to achieve goals.

21
The acts of misconduct should be supported or reported?

Frequency Percent

Supported 0 0%
Reported 19 100%

Interpretation:

From the above table and chart it is evident that 100% of the respondent reported when the acts
of misconduct should be supported or reported.

22
If a person is seriously unable to handle situations ethically, then should he undergo
training based on ethics?

Frequency Percent

Strongly Agreed 6 32%

Agreed 12 63%
Neutral 1 5%
Disagreed 0 0%
Strongly Disagreed 0 0%

Interpretation:

From the above table and chart it is evident that 63% of the respondent agreed that if a person is
seriously unable to handle situations ethically, then should he undergo training based on ethics.

23
Are transparency, justice and egalitarianism important while taking disciplinary action
against any employee?

Frequency Percent

Strongly Agreed 6 32%

Agreed 8 42%
Neutral 3 16%
Disagreed 2 11%
Strongly Disagreed 0 0%
Leadership 0 0%
Retention 0 0%

Interpretation:

From the above table and chart it is evident that 32% of the respondents agree that transparency,
justice and egalitarianism important while taking disciplinary action against any employee.

24
Establishment of Ethics Resource Centre (ERC) to ensure the implementation of ethics
based culture in every organization is important.

Frequency Percent

Strongly Agreed 4 21%

Agree 12 63%
Reported 3 16%
Disagreed 0 0%
Strongly Disagreed 0 0%
Decreasing 0 0%

Interpretation:

From the above table and chart it is evident that 63% of the respondent agrees that Establishment
of Ethics Resource Centre (ERC) is necessary to ensure the implementation of ethics based
culture in every organization is important.

25
Inclusion and evaluation of ethical behavior in employee performance appraisal is
important.

Frequency Percent

Strongly Agreed 5 26%

Agreed 11 58%
Neutral 3 16%
Disagreed 0 0%
Strongly Disagreed 0 0%

Interpretation:

From the above table and chart it is evident that 58% of the respondents agree on the inclusion
and evaluation of ethical behavior in employee performance appraisal is important.

26
 Conclusion

 The changing dynamic of workplace requires the need of adoption of new values and its
impact on their member. As study shows the major role played by leader to insure the
effectiveness of set standard must be followed and new behavior have to be accepted.
 Due to time constraint the survey was conducted on limited scale, although it was a
qualitative research.
 The research shows the mix result of impose of organization culture on them and the
practices followed to make sure the set culture standard should be obeyed. As people
make culture themselves. But simultaneously they are expecting from the leader to coup
with multicultural challenges.

27
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International Business Research, 3:4, 6-8
12. <www.ethics.org/files/u5/CultureSup4.pdf>
13. Mayer, Samir and Trevino, Debra (2013) ‘Encouraging employees to report unethical
conduct internally: It takes a village’, Organizational Behavior and Human Decision
Process, 1:1, p.1
14. Murphy, Joseph 2009, ‘Society of Corporate Compliance & Ethics White Paper’, Building
Incentives in your Compliance & Ethics Program, p.4-9
15. Barnett, Tim (1992) ‘Why Your Company Should Have a Whistle blowing Policy’, Sam
Advanced Management Journal, Autumn, 37-42

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16. Ravishankar, Lilanthi (2001) ‘Encouraging Internal Whistleblowing in Organizations’
[online] Available from
<http://www.scu.edu/ethics/publications/submitted/whistleblowing.html>

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 Questionnaire

Q.1) Are the role models necessary to build an ethical culture?

Strongly Agreed Agreed Neutral Disagreed Strongly Disagreed

Q.2) Role model are the source of motivate employees.

Strongly Agreed Agreed Neutral Disagreed Strongly Disagreed

Q.3) Ethics are the best drive by the leadership.

Strongly Agreed Agreed Neutral Disagreed Strongly Disagreed

Q.5) Multicultural environment is good for the organization?

Highly Agree Agree Neutral Disagree Highly Disagree

Q.6) In the 21st century, is there is need for corporate world review and change their value
system?
Yes No

Q.7) What will you changes when your current culture is completely opposing your goals?
Members Goals Cultural Practice Leadership

Q.8) What is the main purpose to change culture?

Increase Productivity Fun & Enjoyment Motivate Staff Retention

Q.9) When people enter in organization its culture is imposed on them?

Highly Agree Agree Neutral Disagree Highly Disagree
Q.10) An organization’s culture developed unintentionally? What is your Opinion?
Yes No Don’t Know

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 Q.11) Does whistle blowing practices retain loyal employees?
Yes No

Q.12) Should organizations support unethical acts to achieve goals?

Yes No

Q.13) The acts of misconduct should be supported reported?

Supported Reported

Q.14) If a person is seriously unable to handle situations ethically, then should he have to
undergo training based on ethics?
Strongly Agreed Agreed Neutral Disagreed Strongly Disagreed

Q.15) Are transparency, justice and egalitarianism important while taking disciplinary action
against any employee?
Strongly Agreed Agreed Neutral Disagreed Strongly Disagreed
Leadership Retention

Q.16) Establishment of Ethics Resource Centre (ERC) to ensure the implementation of ethics
based culture in every organization is important.
Strongly Agreed Agree Reported Disagreed Strongly Disagreed
Decreasing

Q.17) Inclusion and evaluation of ethical behavior in employee performance appraisal is

important.
Strongly Agreed Agreed Neutral Disagreed Strongly Disagreed

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