Role of Culture in Business Ethics

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Role of Culture in Business Ethics

Introduction

The article by Anita Raghavan in The New York Times newspaper publication goes by the title, In Scandal’s Wake, McKinsey Seeks Culture Shift. The article seeks to address the glaring scandal of insider trading at the McKinsey Global Consulting Firm that rocked it during the year 2010 (Raghavan 1). The new Managing Director is on a mission to change the culture within the corporation and re-establish the global image of its past years in success with maintenance of ethics in the organization. The culprit was convicted of criminal charges in a court of law, but nonetheless, he had disgraced the company’s image and reputation.

Discussion

The article highlights the importance of organizational culture in development of ethical problems topic as discussed in the coursework. Organizational culture determines the functionalities of the different employees as a unit and the manner in which they relate to the organization’s objectives and mandate. It affects the personal lives as well as life in the workplace. The article illustrates several concepts of business success in an organization, which are the beliefs, principles and ideologies that culture determines. The situation described in the publication relates to organizational culture, since the former director in the firm pleaded guilty to insider trading, violated security laws and gave away corporate secrets, which was against the company’s foundations.

McKinsey Company resolved the issue after a conviction of the guilty former Managing Director in a court of law (Raghavan 1). However, in a bid to stem such occurrences in the future, radical shifts in the company have to be taken into account. Organizational culture should be instilled in order to be better prepared for such occurrences in the future. Just as Raghavan (1) insists, the new Managing Director identified the need to increase the value-based and honor-driven system’s momentum in the culture of the firm. The shared responsibility among the different demographics of the company, need to be united under an operational system mechanism. A common sense of understanding and unity on the guidelines to follow should be instituted.

Members of the same organization should have loyalty towards the management and ideologies that govern the ingoing of the company. This ensures that each member of the workforce has the ability and drive to obtain success of the company in general. Through loyalty, there will be a sense of accomplishment once the prosperity and flourishing results are achieved from the increased quality of input from everyone. Performance will be motivated according to the appreciation and recognition from the superiors. There should be strict guidelines that act as rules for expectations and responsibilities of the organization. Each of the employees should be made aware of this in the initial orientation stage, in order to acts as an identity.

Conclusion

            Every business organization has a unique manner of achieving its objectives and mandates. This is instituted through set down guidelines and directions as to how each employee of the company conducts himself. The organizational culture directly relates to the efficiency and accomplishments of the business, while the employees lives are affected in equal measure. An organization’s culture should build unity at the workplace through a common understanding to one another with equal treatment. Through motivation, loyalty is bred towards the management. This in turn translates to the definition of the company’s identity to its clients and stakeholders, all ranging from the developed organizational culture.

 

Work Cited

Raghavan, Anita. “In Scandal’s Wake, McKinsey Seeks Culture Shift.” The New York Times 11 January 2014. Print.

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