Assignment : 7 C’s of Communication & Ethical Culture

Name : Muhammad Raza

Student ID : BB-5660

Submitted To : Hajrah Maqsood

Program : BBA

Day & Timing : Monday (09:00 am To 12:00 pm)

Course & Code : Organization Ethics And Advanced

Communication (EGL502)

Section : (A)
1. Completeness - The communication must be complete. It should convey all facts
required by the audience. The sender of the message must take into consideration the
receiver’s mind set and convey the message accordingly. A complete communication has
following features:
 Complete communication develops and enhances reputation of an organization.
 Moreover, they are cost saving as no crucial information is missing and no
additional cost is incurred in conveying extra message if the communication is
complete.
 A complete communication always gives additional information wherever
required. It leaves no questions in the mind of receiver.
 Complete communication helps in better decision-making by the
audience/readers/receivers of message as they get all desired and crucial
information.
 It persuades the audience.
2. Conciseness - Conciseness means wordiness, i.e. communicating what you want to
convey in least possible words without forgoing the other C’s of communication.
Conciseness is a necessity for effective communication. Concise communication has
following features:
 It is both time-saving as well as cost-saving.
 It underlines and highlights the main message as it avoids using excessive and
needless words.
 Concise communication provides short and essential message in limited words to
the audience.
 Concise message is more appealing and comprehensible to the audience.
 Concise message is non-repetitive in nature.
3. Consideration - Consideration implies “stepping into the shoes of others”. Effective
communication must take the audience into consideration, i.e. the audience’s viewpoints,
background, mind-set, education level, etc. Make an attempt to envisage your audience,
their requirements, emotions as well as problems. Ensure that the self-respect of the
audience is maintained and their emotions are not at harm. Modify your words in
 message to suit the audience’s needs while making your message complete. Features of
considerate communication are as follows:
 Emphasize on “you” approach.
 Empathize with the audience and exhibit interest in the audience. This will
stimulate a positive reaction from the audience.
 Show optimism towards your audience. Emphasize on “what is possible” rather
than “what is impossible”. Lay stress on positive words such as jovial, committed,
thanks, warm, healthy, help, etc.
4. Clarity - Clarity implies emphasizing on a specific message or goal at a time, rather
than trying to achieve too much at once. Clarity in communication has following features:
 It makes understanding easier.
 Complete clarity of thoughts and ideas enhances the meaning of message.
 Clear message makes use of exact, appropriate and concrete words.
5. Concreteness - Concrete communication implies being particular and clear rather than
fuzzy and general. Concreteness strengthens the confidence. Concrete message has
following features:
 It is supported with specific facts and figures.
 It makes use of words that are clear and that build the reputation.
 Concrete messages are not misinterpreted.
6. Courtesy - Courtesy in message implies the message should show the sender’s
expression as well as should respect the receiver. The sender of the message should be
sincerely polite, judicious, reflective and enthusiastic. Courteous message has following
features:
 Courtesy implies taking into consideration both viewpoints as well as feelings of
the receiver of the message.
 Courteous message is positive and focused at the audience.
 It makes use of terms showing respect for the receiver of message.
 It is not at all biased.
7. Correctness - Correctness in communication implies that there are no grammatical
errors in communication. Correct communication has following features:
 The message is exact, correct and well-timed.
  If the communication is correct, it boosts up the confidence level.
 Correct message has greater impact on the audience/readers.
 It checks for the precision and accurateness of facts and figures used in the
message.
 It makes use of appropriate and correct language in the message.

What Is “Ethical Culture and Climate?”

What is generally referred to as “ethical culture” is actually a concept that integrates two distinct
systems—ethical culture and ethical climate. It is imperative to take an in-depth look at both
systems in order to fully understand “ethical culture.”
 
Ethical Culture
Ethical culture looks (anthropologically) at how an organization demonstrates and teaches the
extent to which it regards its values. Specifically, the ethical culture of an organization:

 teaches employees whether doing the right thing matters;

 makes doing what is right expected; and
 Includes formal ethics program elements, reward and punishment systems, and
organizational myths.
Ethical Climate
Ethical climate is concerned with the “collective personality” of the organization. It is the
psychological view of the organization. Ethical climate particularly focuses on:

 ethics-related attitudes;
 perceptions; and
 Decision-making processes in an organization.
In organizations where the formal and informal structures—derived from the ethical climate and
culture — encourage ethical behavior, employee behavior will be more ethical. Specifically,
ethical climate and culture impact the following:
  Employees’ organizational commitment;
 Employee satisfaction;
 Rates of misconduct;
 Employees’ perceptions of leadership;
 Employee performance; and
 Organization’s expenses.
Furthermore, the effects of the ethical climate and culture on ethical behavior are even supported
across cultures.

How Do Ethical Cultures and Climates Form?

Both ethical culture and climate are subsets of the larger organizational culture/climate and as
such, are influenced by
the factors that shape the organization overall. In particular, ethical culture and climate are
formed through:

 The organizational life cycle;

 The organizational leaders’ beliefs and actions; and
 The formal and informal organizational mechanisms.
What’s a Leader to Do?
Leaders should work to create a values-based ethics program that also encourages compliance
with the law. Additionally, they must demonstrate their concern for the interests of internal and
external stakeholders and commit to making the needs of others a business priority (Trevino, et
al., 1999). Finally, they must remember that ethical leadership requires modeling, coaching, and
careful communication. In order to demonstrate their commitment to ethics and to promote ethics
in the culture and climate of their organization, leaders should:

 walk the walk;

 keep people in the loop;
 encourage thoughtful dissent;
 show them that you care;
 don’t sweep problems under the rug;
  celebrate the successes;
 be fair;
 make ethics a priority;
 make the tough calls; and
 Get the right people, and keep them.
Ethical commitment must not be just platitudes and plaques. As both research and experience
prove, ethics programs that serve merely as “window dressings” do no good and may even be
harmful. In order to ensure a positive ethical climate and culture, we must develop and
implement performance objectives related to this critical organizational task. A holistic approach
to ethics assessment and evaluation involves several elements:

 performance evaluations;
 baseline assessment; and
 regular re-assessment and benchmarking
 Conclusion
 Maintaining a strong ethical culture is essential for complying with the laws and
regulations, but this alone cannot be the motivation for ethical culture building. Beyond
the large impact an organization’s culture has on the bottom line, the development of
programs to foster ethical conduct must maintain a focus on fairness, encouragement, and
communication at all employee levels. Along these lines, employees must be given the
appropriate tools and models to align their behavior with company culture and engage in
ethical decision-making. The attitudes, choices, and actions
of business leaders play a primary role in the creation of an organization’s ethical culture
and climate; expectations for
employees’ ethical behavior can only be set as high as the…