Ethics and Organizational Development Organizational Term Paper

In this area the facilitators are the human resource personnel. The contribution of HRM to ethics in organization is widespread. Human resource management serves with models and theories to implement an ethical environment for the development of organization. First and foremost relates to performance management. This is a sort of theory that involves performance appraisement, compensation, selection and training. The improvement through this process leads to motivation in employees. Therefore performance management leads the way to effective ethical performance that helps in the advancement of people’s ethical conduct or behavior. The HRM establishes the performance management with help from popular tool such as ‘ethical values matrix’. This is just to show the importance of establishing ethical values and its implementation. This conveys a message that achieving productivity without ethics would put your job at risk. The most important effects of going by ethical values are it provides long-term profits, productivity and permanence of the business. There are many governmental regulations that include code of ethical conduct in organizations. (Deckop, 75-78)

The role of HR in achieving organizational development has become prominent. Effective management of ethics mostly depends on employees’ understanding, leadership and formation of a system to aid the culture of ethics. Studies show that legitimate behavior of the employees is important as people who fall prey to bad treatment may negatively affect the organizational development. So the prime goal of HR systems should be that each and every employee must receive fair treatment. This can be achieved through regular surveys and result oriented changes. Though it is not true that people of the organization are highly principle oriented, however an ethical organization is always a constitution of ethical leadership. The management should select an ethical leadership and assign them the duty to teach and spread organizational ethics. The duty of the ethical manager is to pay attention to the employees’ suggestions while arriving at decisions or involve them in doing the right thing. He should also be role model of ethical standard and manners. A guide to organization development and ethics maintenance is ‘Human Resource Systems’. Hence the HR professionals should try accommodating ethical values in performance management systems. One important thing that these personnel should follow is employing reward systems in the organization to reward the best ethical conduct. Lastly, regular valuation of the ethical system is required for organized and effective management. All the HR managers should have a common goal that is to promote organizational development with an ethical culture. (the Key Role of HR in Organizational Ethics)

Finally the organizational development also depends on change management and organization also accommodates this change very efficiently. So it is essential to provide employees with all the information of the organization including the feedback of the consumers or the clients, survey results and the financial updates that would support for an effective change in the organization. The HR systems should thereby support change and encourage change in each and every system of the organization. The system may include recruitment team, compensation department, rewards system and promotions systems as well. Working on decisions of change initially should be focused on assumptions based on original information and involvement of employees in the change process would help in forming a better organization or a company. (Build Support for Effective Change Management)


Deckop, John Raymond. Human Resource Management Ethics. IAP. 2006.,M1

Heathfield, Susan. M. Build Support for Effective Change Management. 2008.

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N.A. Essential Aspects of Corporate Responsibility Programs. 2008.

N.A. The ethics of organizational interventions. 2005.

The Key Role of HR in Organizational Ethics. Ethics Resource Center. 2007.

Wood, Donna J. Global Business Citizenship: A Transformative Framework for Ethics and ME Sharpe. 2006.,M1

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