Ethics and Corporate Responsibility Assessment Answer

Subject Name : Management

Ethics and Corporate Responsibility

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Question1

The company executives of George-Pacific were interested in obtaining growth with integrity and full compliance to the health and safety concerns for the employees working in the organization. in order to maintain the integrity in the organization. The organization believed that it is important to distinguish between the individuals who are interested in working with integrity for the organization and the one who are not interested. As the organization believed that the individuals who will be working with integrity will only be able to create a long term value for the organization.

Therefore, the organization also provided all the employees with the best training in order to motivate them to work in consistence to the principles of the organization. However, some of the employees in the senior management in spite of getting the best of training were not interested in working with integrity. Therefore, those employees were dismissed from the organization.

The sudden dismissal of old employees led to rumors and the discussions regarding the not understood dismissal started in the premises of the organization. The sudden dismissal of senior managers is unhealthy for the culture of an organization as it can lead to deterioration of reputation among the employees of the organization and bad word of mouth can spread across the organization. Therefore, to avoid such situations the top management of the organization could have also conducted meeting with the dismissed leaders to know what lacked in their performance levels and how their performance was inconsistent with the companys philosophy and beliefs (Trevino amp Nelson, 2016). Thus, it can be evaluated that sudden dismissal of employees can hamper the ethical culture of an organization.

Question 2

According to the executives of George Pacific the implementation of wrong decision in an organization is either due to knowledge gap or value gap among the employees of the organization. It could be evaluated through the case study that it is easy to fill knowledge gap but it is difficult to fill the value gap among the employees of an organization. It is easy to fill the knowledge gap because the organization can easily identify the weak areas in the performance level of employees and implement training programs in order to increase the skills and potential of the employees. Whereas, the aspect of values is formed in an individual though its years of experiences in life and its also depends upon what kind of a person is the employee.

According to Craft (2018), the attitude of an individual towards the work depends upon the underlying values of an individual. According to the Iceberg model postulated by Edward T. Hall (1976), the culture of a society or an organization highly depends upon the behavior and beliefs of an individual that are developed through our course of ones life. Value gap is the deviation between what is actually expected from a person and what is delivered by the person. Thus, it is difficult to find the factors that actually lead to this deviation in the human attitude. Whereas, the presence of formal appraisal method can evaluate the performance of employees and identify the knowledge gap among the employees easily (Ferrell amp Fraedrich, 2015). Thus, in spite of conducting meetings and training sessions some employees of George-Pacific did not agree to consistently apply principles in their working in the organization.

Thus, it can be evaluated through the present literature and the case study that it is comparatively easy to deal with knowledge gap than value gap among the employees of an organization.