Does ethics & organisational loyalty make sense in the context of a paradigm shift in employment relationship?
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Topics |
Points |
Elaboration |
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Ethics |
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What ought or ought not to be
Reflects moral standards
Normative judgements
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Addresses consequences on human well being
Cannot be controlled by legislative bodies
Overrides self-interest
Objective
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- Workplace ethical behaviour
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Formed by individual & organisational standards of conduct
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Employee loyalty |
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Action out of intention to promote employer's interests
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Motives
Employment context
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Motives |
- Production
- Customers orientation
- Bosses
- Colleagues
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Smooth workflow
Focus, external
Loyalty, vertical upward
Harmony, mutuality, hori.
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Employment context |
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Legal duty
Representative of employer
Role emphasis & no breach of duty
Restrictions & obligations
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- Stakeholders' model of loyalty
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Organisation's external stakes
Understand reasons for organisational existence
Promotes interests & likes
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Moral intensity (deep) & integrity (changes?) in difficult situations
Personal: human
Professional: duty
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Code of ethics |
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Primary values & ethical rules (indirect) that are followed
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Dependable corporate citizens
Abstain from unlawful or harmful conduct
Customer-orientation
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Integrity
Specialisation
Objective
Collaborative: teamwork
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Ethical issues |
- Can employee loyalty be expected in changing environment?
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Is it a primary criteria for organisational success?
Does it compromise quality of products & services?
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- What is employer's responsibility in employer's loyalty?
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As a form of control?
Mutual harmony?
Professionalism?
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- To what extent can loyalty be measured?
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Criteria for assessment?
Degree of importance of integrity in work?
Type & scope of organisational work & stakeholders?
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