Formal Ethics Training And Cosmetics Samples †MyAssignmenthelp.com

Question: Discuss about the Formal Ethics Training And Cosmetics. Answer: Introduction of concept of formal ethics training and cosmetics The concept of ethics training was to enable employees judge the legitimacy of their decisions. This training procedure has literally been developed to incorporate moral principles within the employees so that they can be efficient to make business decisions by making an effective balance between company and its potential stakeholders. Government has mandatory guidelines to provide incentives to employees opting for ethical training procedures as it helps to promote peaceful environment and decrease corporate offences. However critics have been critical towards these ethical training procedures and have questioned the legitimacy of these trainings. The term cosmetics have been used to signify the unreal situations in the practical situations. Thesis statement of this essay is to delve into the process of finding the reality of corporate firms and impact of ethical trainings they offer. Main purpose of this study is to determine the importance of further cultural movements to support cultural improvements. Critically analysing whether training is beneficial or not As stated by Ferrell and Fraedrich (2015, p.45), as per the requirement of a peaceful world, people needs to hold ethical values which they need to maintain in almost every situation they traverse. However, practical reality is far away from ten requirements and thus there has been a need of ethics training to scale up ethical justified judgments of people. As per the theory of responsive regulation, in order to reach a standard of moral thinking, personal control of thought process is very important. Formal control needs to be involved when self regulatory process fails to meet certain standards. Ethics training is mainly based on the Cognitive Moral Development of an individual. With the help of this theory, organisations try to maintain ethical cultural views within an organisation. Most of the organisations have claimed that they have seen small but significant changes within employees. Jordan et al. (2013, p.680), on the contrary stated that these trainings are nothing but mere cosmetics, which only show off few positive changes they achieve. It has been mentioned in the viewpoint that companies generally possess a thought that ethics training can bring about hell and heaven difference among the employees by changing into a moral person from an immoral person. This scenario has been claimed to be completely illogical and thus it has been suggested that certain employees must be chosen for ethics training, which show ethical behavior from a prior stage. This process has been adopted by Singapore Telecommunications limited and has shown effective results by saving extra training costs as well as creating impactful changes. Prevailing condition of Singapore can be taken into account for depicting the practical significance of ethical training. It has been the main concern of government to indulge into fair practices to minimise ethical dilemmas due to corporate scandals.Ethics management has been made a mandate for corporate public as well as private firms by involving Walton, sterns and crespy framework, which deals with three main goals like indicate ethical issues, create analytical skills and indulge into fair practices to minimise indicated issues (Chughtai et al. 2015, p.660). This framework has been adopted by many corporate firms and has been proven to be somewhat effective. However, an important query has been raised regarding ethics training, which states if moral ethics can be taught or not. In practical scenario, no one can make an individual think how to think or act and thus it is not a significant process to invest on ethical trainings. Rather it has been mentioned that companies need to invest on ethical leadership and rewards more than ethics training (Swanson and Frederick, 2016, p.225). Critically discussing ethical leadership and rewards against training Ethical leadership for an example can be impactful in certain aspects as an ethical leader has a long term vision. Rewards or punishments for ethical or unethical behavior have been more impactful rather than general ethics training (Johnson, 2017, p.56). For example, Mr. Bean Singapore faced some governance issues back in 2010 and have frequently faced ethical dilemmas too. This company went into huge losses after cultural issues faced in 2010. As a response to these issues, they brought back their Ex MD in order to involve ethical leadership. This FB Company tried out training procedures but ethical leadership and rewards scheme have worked appropriately to level up their standards again In the recent years, Singapore government has made it mandatory to follow rules stated by Singapore Civil standards and is generally provided to managers or people inmanagement position. There are certain codes of conduct or ethical standards, which are required while framing certainmanagement leadership programs (Demirtas, 2015, p.280). These leadership programs are based on ethical codes mainly and address regulatory standards. However, on the contrary, Watts et al. (2017, p.380) suggested a holistic framework, which aims to address company key principles and ethics for framing ethics training as clear company vision can help to aggregate relevant employees in effective roles. Holistic model of ethics is based on the four different aspects namely ethical minds, ethics regulatory bodies, heart of ethics and ethical spirit. Companies can adopt these four aspects in their ethics training rather than forcefully concentrating on code of ethics. Holistic model suggests that it is important to assess thinking capacity, character of an individual and commitment to be a better person in future, as it would assist an organisation to develop ethical thoughts of a relevant person (Harkrider et al. 2014, p.300). James Scouller while suggesting 3Ps model of ethical leadership argued that ethics training procedures with older models would be obsolete in future and also stated significance of personality development at each level of communication namely personal face to face level, traits while handling internal employees and traits while handling external circumstances. There are three levels of leadership development phases namely personal, private and public. Ethical leadership programs are based on developing leadership traits of an individual rather than focusing on bringing a newly trained leader. Scholars have aimed towards the potential success of involving this theory while drafting ethics development training and have pointed out the need of development of ethics at each level (Weber, 2015, p.40). Comparing ethical leadership and rewards against training with examples Ethical standards and governance of every company stay under financial leadership surveillance programs and various registered ethical governance bodies. As per the reports of Bloomberg, 12 companies have topped the ethical leadership programs in 2016. From Singapore only Sigtel communications have made a place on the list and this company is the sole company to get a rank in global ethical leadership chart by Ethisphere institute for the six times (Singtel.com, 2017). As per the management team of this company, they focuses on the creating their impact on the public by maintaining social responsibilities. This company relies on three levels of ethical standards to keep up their standards. Ethical standards get judged on the basis of Ethics Quotient (EQ) which is assessed on the basis of compliance programs, cultural ethics, governance and innovative leadershipmanagement (Mulhearn et al. 2017, p.900). These criteria set by Ethisphere typically relates to 3Ps model of James Scouller. As per the reports most of the Singaporean companies delve into fair practices and try to maintain their ethical standards but some business firms tend to drift away from their ethical standards due to rising market competitions (Pollard, 2016, p.14). On another hand, some companies fell flat badly in the fields of ethics training and development programs. For example, China Aviation Oil scandal pointed out that ethical programs are cosmetics to its core and there has been less or no impact of these programs on employees or management team. Even after carrying out detailed programs for employee training in financial ethics, there has been breach of rules regarding accounting ethics by this company. Proper disclosure of financial information has not been maintained in proper format. On another hand successful business companies like Starbucks, Apple and others have done ethical training in a right way (Ifac.org, 2017). These companies collectively focus on ethical standards as well as customer relationship ethics to develop qualities of their leaders. Most competitive aspect of their strategy is they follow entire transparency while operating in competitive market. Even they release their creative ad campaigns based on open rivalry. For example I am Mac, I am Windows campaign has been found to be accepted in a proper format by customers, which proves the fact that compelling nature of any training procedure actually make employees refrain more from their paths. Though this viewpoint has contradicted all ethical training procedures and has been opined completely on the basis of comparative analysis, yet this viewpoint has been proven to be true in practical reality (Ifac.org, 2017). In order to achieve and sustain a significant position in the regional as well as international market, there are certain morals and ethical values that are supposed to be followed by any organisation in terms of leadership. According to Jordan et al. (2013, p.660), there is a very important need for following the ethical leadership rules and regulations in order to maintain good performance of the employees. This helps the employees to interact more with their leaders and exchange ideas that can prove to be very helpful from the organisational point of view. By implementing these types of practices, the best ideas can be discussed and selected among all the ideas that are available with employees and management of all the levels of authorities. Moreover, the control of a leader over his or her employees is maintained in a way better manner if ethical values are considered and followed ideally. In addition to the ethical leadership, Johnson (2017, p.223) has opined that the concept of rewarding the workers based on their performances is also very necessary for ensuring and ideal working condition at the workplaces. Moreover, this also increases the morale of the employees to work harder for their organisation. The arrangement of rewards for workers ensures that the efforts put in by them towards their venture do not go unidentified and unrecognized. The promotion criteria for any organisation needs to be decided as per the ethical norms and criteria that are necessary to be followed by management level authorities and leaders so that the selection, appraisal and promotion is completely fair. Steele (2016, p.320) has mentioned that negligence to any of these ethical leadership terms in business operations and execution of business management works can lead to some catastrophic events like whistle blowing. It has been observed that primary reason for whistle blowing is the se nse of inferiority and biased decisions taken by management among some of the employees. According to Demirtas (2015, p.273), if there is an employee that has been treated in an unbiased manner, he or she is likely to disclose some of the classified information of that particular organisation. Hence, maintanence of ethical values in leadership is very important so that there is a sense of satisfaction among workers and other staff regarding the unbiased nature and working of that organisation. In addition, it is also very important for the management to keep an eye in the people with unnecessarily bad intentions. There are instances when some of the workers already have an unfavorable intention to let the company go in loss. Hence, as cited by Kaptein (2015, p.420), the monitoring of employees for any suspicious activities is also very important. Apart from ethical leadership, another significant practice that is carried out in many organisations is the ethics training. As mentioned by Swanson and Frederick (2016, p.222), the prime objective of making the workers go through ethics training is to enable them to analyze and handle various ethical issues that commonly occur in everyday operations of an organisation. However, it can be stated very significantly that implementing Ethical leadership values is much more important and effective for an entity in terms of overall performance and output. This is because of the fact that this practice makes it possible for all hierarchies of a company to get involved in operations in a proportional and perfectly balanced manner. Conclusion Ethical trainings find its importance in most of the companies due to its mere craze, however its significance in real situations has been found to be obsolete. Ethics training procedures have been found to be merely a superficial term. Real situations have shown that employees portray the same nature even after training and this have predicted the need of change in ethical training procedures within an enterprise. Ethical leadership and rewards program have been found to much more effective and successful companies are aiming towards leadership programs. 3Ps of leadership development program has been typically suggested by scholars to cater fair practices in future by developing ethics at each level of communication and delve into success in future. Popular companies have been found to be benefited by these kinds of leadership training programs and as per the suggestion of scholars companies trying to survive in global market must follow these procedures in order to be considered as ethical companies in future. References Chughtai, A., Byrne, M. and Flood, B., (2015). Linking ethical leadership to employee well-being: The role of trust in supervisor.Journal of Business Ethics,128(3), pp.653-663. Demirtas, O., (2015). Ethical leadership influence at organizations: Evidence from the field.Journal of Business Ethics,126(2), pp.273-284. Ferrell, O.C. and Fraedrich, J., (2015).Business ethics: Ethical decision making cases. Nelson Education. Harkrider, L.N., MacDougall, A.E., Bagdasarov, Z., Johnson, J.F., Mumford, M.D., Connelly, S. and Devenport, L.D., (2014). Retracted article: Improving case-based ethics training: How modeling behaviors and forecasting influence effectiveness.Science and Engineering Ethics,20(1), pp.299-350. 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