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Globalizing for Growth

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Globalizing for Growth

Characteristics and Importance of Implementing a Shared Ethical Culture in a Company

Several characteristics are needed to implement a shared ethical culture in an

organization. First, there needs to be a clear and concise code of ethics that everyone in the

organization is aware of and understands. The code of ethics should be enforced by the

organization’s leadership and should be adhered to by everyone in the company. Second, the

organization must have a system to deal with the code of ethics infractions (Anderson, 2018).

The system should be designed to deal with offenses uniformly so that everyone in the

organization knows what to expect if they violate the code of ethics. Finally, the organization

needs to create an environment conducive to ethical behavior, which is achievable by hiring staff

committed to moral values, providing training on ethical issues, and rewarding employees who

behave ethically.

Explanation of how Ethical Culture is affected by the Global Context

A company’s ethical culture is affected by the global context in which it operates. The

most critical factor in determining a company’s ethical culture is the country or region in which it

is headquartered (Januškaitė & Užienė, 2018). For instance, organizations headquartered in the

United States are subject to different laws and regulations than companies headquartered in

Europe. A company’s ethical culture is also affected by the employees’ values. Culturally diverse

workforces may have varying views on what constitutes ethical behavior. The global context also

affects a company’s ethical culture in its markets. For example, a company that operates in China

may be subject to different moral standards than a company that operates in the United States.

A company’s ethical culture is also affected by its suppliers. For example, a company that

uses suppliers from China may be subject to different moral standards than a company that uses

suppliers from the United States (Cohen & Lee, 2020). The global economic climate in which a
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firm works may also impact its corporate culture and ethics. For example, a company that

operates in a country with a strong economy may be subject to different ethical standards than a

company that operates in a country with a weak economy. Furthermore, the political climate in

the nations where an organization does business impacts the company’s ethical culture. For

instance, a company’s obligations under ethical principles may vary depending on whether it

operates in a nation with a stable or uncertain political situation.

Analyze the Current Organizational Structure and Identify at least Three Key Questions

for Suitable Organizational Structures and Cultures.

Firstly, what is the company’s most influential and suitable organizational structure?

There are several options for organizational structures, and the company must decide which

would work best for them. The options include a functional design, a divisional structure, or a

matrix structure. Each option has advantages and disadvantages, so the company must consider

the best option carefully. Additionally, what is the most effective and suitable culture for the

company? The company’s culture is currently rigid, with detailed policies and procedures.

However, the company may want to consider changing to a more flexible culture that focuses

less on rules and regulations. The company must also decide if they wish to continue to hire

mostly locals or if they want to start hiring more people from different parts of the world.

Furthermore, how can the company keep costs down while restructuring? One way to

keep costs down is reorganizing the company to eliminate or reduce the need for certain

positions. For example, the company may consider stopping the director position and having the

CEO make all the crucial decisions. Alternatively, the company may want to keep the director

position but have the CEO make all the decisions regarding the sales staff and software

developers.
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Leaders with high moral standards are crucial when introducing a new organizational

structure. CEOs and other corporate executives must determine the tone and principles that will

be followed by the organization going ahead if it is to become more diverse, inclusive, and

global. A robust ethical code of conduct will help to ensure that all employees are held to the

same standards and that there are uniform responses to any infractions (Nelson & Stout, 2022).

Additionally, ethical leadership will help to build trust and confidence among employees,

customers, and other stakeholders. Implementing a new organizational structure is a complex and

challenging undertaking, but with ethical leadership in place, it is more likely to be successful.

Implementing a new Organizational Structure

The new structure I suggest for BOT Inc. is a more flat, decentralized organization. It will

allow for more flexibility and creativity within the company while maintaining an ethical code of

conduct. The company should continue to hire primarily locals but should also be open to hiring

talented individuals from around the globe. The CEO should continue making essential decisions

but delegate some decision-making authority to other directors. The new structure will allow the

company to better adapt to the changing global market and continue to produce innovative

software. In a flat, decentralized organization, authority is more evenly distributed among

employees (Reitzig, 2022). It allows for creativity and flexibility, as rigid policies and procedures

do not bind employees. Instead, they can come up with new ideas and solutions. The downside of

this type of organization is that it can be more challenging to maintain control over company

resources and personnel. The structure was selected because it will allow the company to be

more adaptable to the changing global market. The flat, decentralized organization will enable

employees to be more creative and develop new ideas. The company will also be able to hire

talented individuals from around the globe, which will help them maintain a competitive edge.
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References

Anderson, R. E. (2018). ACM code of ethics and professional conduct. Communications of the

ACM, 35(5), 94–99. https://doi.org/10.1145/129875.129885

Cohen, M. A., & Lee, H. L. (2020). Designing the Right Global Supply Chain Network.

Manufacturing & Service Operations Management, 22(1), 15–24.

https://doi.org/10.1287/msom.2019.0839

Januškaitė, V., & Užienė, L. (2018). Intellectual Capital as a Factor of Sustainable Regional

Competitiveness. Sustainability, 10(12), 4848. https://doi.org/10.3390/su10124848

Nelson, J. S., & Stout, L. A. (2022). Business Ethics: What Everyone Needs to Know. In Google

Books. Oxford University Press. https://books.google.com/books?

hl=en&lr=&id=vJxhEAAAQBAJ&oi=fnd&pg=PP1&dq=A+robust+ethical+code+of+co

nduct+will+help+to+ensure+that+all+employees+are+held+to+the+same+standards+and

+that+there+are+uniform+responses+to+any+infractions+in+business&ots=oR52XMs99

v&sig=ExzmPLnE4jLqZJhNyonxoa-OuBE

Reitzig, M. (2022). When Can Flat Structures Beat More Centralized Structures? Get Better at

Flatter, 105–119. https://doi.org/10.1007/978-3-030-89254-8_7