GROUP 1

𝐎𝐑𝐆𝐀𝐍𝐈𝐙𝐀𝐓𝐈𝐎𝐍𝐀𝐋
𝐒𝐎𝐂𝐈𝐀𝐋
𝐑𝐄𝐒𝐏𝐎𝐍𝐒𝐈𝐁𝐈𝐋𝐈𝐓𝐘
LEARNING OBJECTIVES
𝐔𝐋𝐎𝐝. Analyze the ethical and social
environment of management, including
individual ethics, the concept of social
responsibility, and how an organization
can manage social responsibility.

𝐔𝐋𝐎𝐞. Explain the importance and

determinants of an organization's
culture, as well as how organizational
culture can be managed.
ETHICAL MANAGEMENT
Ethics and social environment has become an especially important area for
managers in the last few years.
Ethical standards have become almost commonplace in today's world.

𝐄𝐭𝐡𝐢𝐜𝐬. An individual's personal beliefs 𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐢𝐚𝐥 𝐄𝐭𝐡𝐢𝐜𝐬. Standards of behavior

about whether a behavior, action, or
decision is right or wrong.
𝐄𝐭𝐡𝐢𝐜𝐚𝐥 𝐁𝐞𝐡𝐚𝐯𝐢𝐨𝐫. Behavior that conforms to
generally accepted social norms.
𝐔𝐧𝐞𝐭𝐡𝐢𝐜𝐚𝐥 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐫. Behavior that does not
conform to generally accepted social
norms.
that guide individual managers in their
work.
𝐂𝐨𝐝𝐞 𝐨𝐟 𝐄𝐭𝐡𝐢𝐜𝐬. A formal, written statement
of the values and ethical standards that
guide a firm's action.
𝐒𝐨𝐜𝐢𝐚𝐥 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲. The set of obligation
that an organization has to protect and
enhance the societal context in which it
function.
ORGANIZATIONAL SOCIAL
RESPONSIBILITY
Ethics are associated with individuals
and their decisions and behaviors.
Social Responsibility is the set of
obligations an organization has to
protect and enhance the societal
context in which it functions.
 ARGUMENTS IN FAVOR AND
AGAINST SOCIAL RESPONSIBILITY
ARGUMENTS FOR SOCIAL
RESPONSIBILITY
1. Justification for Existence and Growth
2. Long-term Interest of Firms
3. Avoidance of Government Regulations
4. Maintenance of Society
5. Availability of Resources with
Businesses
ARGUMENTS AGAINST SOCIAL
RESPONSIBILITY
1. Violation of Profit Maximisation
Objective
2. Burden on Consumers
3. Lack of Social Skills
4. Lack of broad Public Support
ORGANIZATIONAL
CULTURE
is a set of values, beliefs
behaviors, customs, and attitudes
that helps an organization's
members understand what it
stands for, how it does things,
and what it considers important.
Importance of
Organizational
Culture
It’s the quality that binds the
organization together, and prevents it
from falling apart; a quality that gives
the organization the strength to deal
with difficult challenges; a quality that
makes it stand out from the rest.
1. Unity
“It’s not the size of the dog in the fight, it’s the size
of the fight in the dog,” Mark Twain said in one of
his famous quotes. An organization, irrespective
of its actual size – whether it’s a start-up with
10-15 employees or an organization with a
bigger workforce, is strengthened by its unity.

2. Business Success
One organization that has a palpable
organizational culture is Google Inc. One look at
the Google products and campuses across the
globe, and a few interactions with its employees,
and we would know what the company stands
for – Creativity and Innovativeness.
3. Stability
Daniel H. Pink's book "Drive" explores how 'Purpose' enhances
workplace performance.
Organizational culture aligns member goals with the organization's
purpose, fostering high performance, self-direction, and loyalty.

4. Sense of Direction
When values, beliefs, and goals are laid out, its employees have a
clear direction to work towards.
They distinguish between right and wrong, prioritize effectively, and
ensure focused and productive use of time and resources.

5. Identity
'Identity' and 'brand image' are two important concepts in
branding.
Brand identity refers to the visual and verbal elements that make
up a brand.
Brand image refers to the overall perception that consumers have
of a brand, which is shaped by their experiences with the brand.
Managing
Organizational
Culture
By understanding the organization’s current culture,
managers can take appropriate actions. Culture can
also be maintained by rewarding and promoting
people whose behaviors are consistent with the
existing culture and by articulating the culture
through slogans, ceremonies, and so forth.
Managers must walk a fine line, however, between
maintaining a culture that still works effectively and
changing a culture that has become dysfunctional.
Cultural problems sometimes arise from mergers or
the growth of rival factions within an organization.
End of The
Presentation