The Impact of Organizational Ethics on Employee Relations Research Proposal

The Impact of Organizational Ethics on Employee Relations - Research Proposal Example This paper illustrates that the perspective on employer-employee relations has in the past decades undergone a radical transformation This has been contributed by the ever-increasing competition in the business world and organizations increased competitive advantage. The study of the impact of organizational ethics on employee relations is important because an organization survives because of relationships between employers, employees, and other stakeholders. The biggest concern is what would happen if organizational ethics is not practiced, and the possible effect of this. Firstly, according to Goleman, it is necessary to note that workforce in any given organization is essential for the achievement of the organization. In fact, the weak the workforce is, the weak the organization is. Therefore, it can be argued that application of ethics in an organization can affect the employees negatively or positively depend on how it’s applied. In essence, Jurkiewicz and Giacalone noted that when there are unethical acts or conduct within the organization, especially instigated by management to the employees, the implication of this is translated to the customer and other employees, and which may have adverse effects to the performance of the whole organization. The local government system is not exceptional. In regard to the local government system, the system is considered to play a key role in issues pertaining public service ethics. The concern here is what would happen if there no codes of conducts to which, for example, elected councilors are expected to conform. Just like in any other organization, the focus of local government, in this case, is not only about corruption, but rather the misconduct, hospitality, relationship with other officers and any other behavior that would bring any member of the local government into disrepute.

Harvard Business Review Coursework Example | Topics and Well Written Essays - 500 words

Harvard Business Review - Coursework Example The study found that 85 percent of the executives did not actively involve themselves with an innovation as they only played a facilitation role. Only 15 percent of the executives did the creative work themselves. The executives who did not delegate the creative work applied five skills that resulted in brilliant and industry changing ideas. The five skills that the study identified are discussed below in detail. The associating skill is an ability that allows the innovative leaders or executives to make a connection between ideas, questions, or problems, which are unrelated. These innovators connect dots of seemingly unrelated occurrences to generate new and creative ideas that can be recombined in new ways. The second discovery skill is questioning. Creative and innovative entrepreneurs challenge the standard method of undertaking processes and wisdom. They ask provocative questions that challenge common ideals and assumptions to understand them and see if better ways can be concocted. Under questioning, the innovative entrepreneurs use different techniques such as embracing constraints, imagining opposites and asked why, what if and why not questions. The observation skill is the third discovery skill that the study by (Jeffrey, Hal & Clayton, 2009) found to be common with the innovative entrepreneurs was observation. The some of the creative executives came up with business ideas, which were conceived through observation. Some of the most useful observations were those made of the potential customers. The innovators were keen on behavioral details that would give insights to a new approach to various things. By experimenting, innovative executives and entrepreneurs were able to test and fine-tune their ideas in order to understand and find new ways of doing a certain task or a certain approach. Not only is experimentation a means of coming up with new ways of