How ethics factors into organizational behavior

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Each person comes from a different sociocultural background even if the backgrounds are similar. As such, each person brings a separate set of beliefs and values that are reflected in his or her ethics. Organizations operate in much the same manner; each organization has various environmental influences that shape beliefs, values, and ethical standards and practices. When organizations from different countries attempt to work with each other, imagine the potential for chaos given that not only do the organizations have ethical differences, so too do the individual leaders and managers in each organization. When you factor in the broader stakeholders in each country with similar types of ethical differences, chaos seems unavoidable. However, organizations manage to effectively operate despite ethical differences every day.

Consider the aforementioned aspects, and using the module readings and the online library resources, research the impact of ethical factors on organizational behavior. Then, respond to the following:

• How do ethics factor into organizational behavior?
• How might the deontological and the consequential perspectives of an organization’s leaders and managers affect working with people in different countries?

Be sure that your response does not simply state that something is ethical or unethical. It should be founded in ethical theories or perspectives. Give reasons and examples, supported with appropriate academic literature, when developing your responses. Be sure to cite to APA writing standards for paraphrases and direct quotes.

Write your initial response in 300–500 words.

Use at least 4 sources/references

articles to use/reference

• Derr, C. L. (2012). Ethics and leadership. Journal of Leadership, Accountability, and Ethics, 9(6), 66–71. (ProQuest Document ID: 1315152989)
  http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo
  &turl=http://search.proquest.com/docview/1315152989
  • Hur, Y., & Strickland, R. A. (2012). Diversity management practices and understanding their adoption: Examining local governments in North Carolina. Public Administration Quarterly, 36(3), 380–412. (ProQuest Document ID: 1312443542)
    http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?sch=auo
    &turl=http://search.proquest.com./docview/1312443542
  • Mok, A., & Morris, M. W. (2010). An upside to bicultural identity conflict: Resisting groupthink in cultural ingroups. Journal of Experimental Social Psychology, 46(6), 1114–1117. Retrieved from
    http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
    sch=auo&turl=http://www.sciencedirect.com.libproxy.edmc.edu/science/
    article/pii/S0022103110001381
  • Sanders, P. R., & Conti, G. J. (2012). Identifying individual differences: A cognitive styles tool. Journal of Adult Education, 41(2), 43–63. (ProQuest Document ID: 1284596014)
    http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
    sch=auo&turl=http://search.proquest.com/docview/1284596014
• Recommended reading:
  • Staw, B. M. (1991). Dressing up like an organization: When psychological theories can explain organizational action. Journal of Management, 17(4), 805–819. (ProQuest Document ID: 215257272)
    http://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?
    sch=auo&turl=http://search.proquest.com/docview/215257272/fulltextPDF

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