Shaping Culture and Ethics of the Organization

Introduction

Current Situation

Organizational culture and ethics are two critical components that define an organization's character, values, beliefs, and norms. The culture of an organization determines how things are done, how decisions are made, how people interact with each other, and how work is accomplished. Ethical behavior is essential for establishing and maintaining trust among stakeholders and is the foundation for the organization's reputation. In recent years, the importance of shaping a positive culture and ethical behavior in organizations has gained significant attention due to several high-profile ethical breaches and scandals. These incidents have led to a loss of public trust and confidence in organizations and, in some cases, have resulted in legal and financial consequences. As a result, many organizations have focused on developing a strong ethical culture to avoid such negative outcomes and improve their reputation. Several factors contribute to shaping the culture and ethics of an organization, including leadership, communication, training, policies, and procedures. To create and maintain a positive organizational culture, leaders must provide clear guidance, set the tone, and model ethical behavior themselves. Effective communication is also critical to ensure that employees understand the values and goals of the organization, as well as their roles and responsibilities. Training programs can help employees understand and apply the organization's code of conduct and ethical principles. Policies and procedures provide a framework for employees to follow and hold them accountable for their behavior.

History

In the case of the literature on shaping culture and ethics of the organization, a chronological perspective can be used to trace the evolution of ideas and research in this area. For example, early work in this field focused on establishing the link between a positive organizational culture and ethical behavior, while more recent studies have investigated the role of specific leadership styles or the impact of technology on organizational culture.

The literature in this review does not necessarily follow a chronological order. However, it can be observed that the earlier sources focus more on the effects of work ethic and organizational commitment on unethical pro-organizational behavior, as well as the relationship between entrepreneurship and ethics. These themes are explored in the articles by Grabowski et al. and Vallaster et al. The later sources, meanwhile, focus more on the role of leadership, culture, and mindset in promoting ethical behavior in organizations. In particular, the articles by Metwally et al., Lewellyn and Muller-Kahle, Astrachan et al., Canning et al., Goswami et al., and Ouakouak et al. all touch on aspects of leadership, culture, or both. These later sources also tend to use more recent data and research methods, reflecting the evolving nature of the field.

Methods and/or Standards

The literature review I provided includes peer-reviewed articles from reputable journals published between 2019 and 2021. The sources were selected based on their relevance to the theme of "Shaping Culture and Ethics of the Organization." The review is arranged thematically based on the key concepts that emerged from the selected sources. Each theme represents a common thread found throughout the literature. This approach allows for a more comprehensive understanding of the research in the field, as well as the relationships between different topics and sub-topics. In addition, each source is cited using the APA citation style, which allows readers to easily locate and access the original material. Ultimately, the purpose of this literature review is to provide a concise and informative summary of current research in the field of organizational culture and ethics.

Themes Found in the Literature

Overview of Themes

The literature on shaping culture and ethics of organizations covers a range of themes, including the role of values, spirituality and religion in promoting sustainable ethical behavior, the influence of organizational mindsets on cultural norms, trust and commitment, the importance of ethical leadership, and the impact of organizational culture on pro-organizational behavior and readiness to change. One of the studies highlights the importance of family businesses incorporating their values, spirituality, and religion in promoting sustainable ethical behavior (Astrachan et al., 2020). Another study finds that organizational mindsets predict cultural norms, trust, and commitment (Canning et al., 2020). Ethical leadership is also shown to be a critical factor in promoting ethical behavior in organizations (Goswami et al., 2021), while an organizational culture of effectiveness is shown to mediate the impact of ethical leadership on employee readiness to change (Metwally et al., 2019). Other studies in the literature review focus on the relationship between organizational culture and ethical behavior. For example, one study examines the influence of work ethic and organizational commitment on pro-organizational behavior, finding that engaged workers are more likely to break ethical rules (Grabowski et al., 2019). Another study looks at the role of empowerment and culture in shaping board gender diversity, highlighting the importance of a positive culture in achieving gender diversity on corporate boards (Lewellyn and Muller-Kahle, 2020). Another study investigates the impact of ethical leadership and emotional leadership on employee quitting intentions in public organizations, finding that employee motivation plays a significant role in shaping the relationship between these factors (Ouakouak et al., 2020). In addition to these themes, a bibliometric study and literature review on ethics and entrepreneurship highlight the importance of incorporating ethical values and practices into the entrepreneurship process (Vallaster et al., 2019).

Role of Values, Spirituality and Religion in Promoting Sustainable Ethical Behavior

The role of values, spirituality, and religion in promoting sustainable ethical behavior is a theme that is explored in several of the sources. The study by Astrachan et al. (2020), for instance, emphasizes the importance of family businesses incorporating their values, spirituality and religion in promoting sustainable ethical behavior. The authors argue that a focus on shared values and religious traditions can help family businesses to build trust and social capital, and ultimately promote ethical behavior. Similarly, Vallaster et al. (2019) point out that entrepreneurs' ethical standards are shaped by their personal values and beliefs, and these values are often reinforced by their social and cultural environment. In addition, Metwally et al. (2019) suggest that ethical leaders, who are often guided...

…organizations, exploring the influence of different values, spirituality, and religious beliefs on ethical behavior, and examining the role of emotional intelligence in shaping organizational culture and ethics.

Based on the review, it is recommended that organizations should develop and implement ethical leadership programs that foster a culture of integrity and responsibility. Organizations should also encourage employees to participate in training programs that focus on ethical decision-making and cultivate values that promote ethical behavior. Additionally, organizations should strive to create a positive emotional work climate, which fosters a sense of belonging, purpose, and pride in the workplace. This is actually the primary key takeaway from this review, as virtually all of the studies support this point in one way or another.

Thus, organizations should strive to create a positive emotional work climate for several reasons. First, when employees feel a sense of belonging, purpose, and pride in the workplace, they are more likely to be engaged and motivated to perform at their best. This can lead to higher productivity and better job performance, which can ultimately benefit the organization's bottom line.

Second, a positive emotional work climate can contribute to a more positive organizational culture, which can attract and retain talented employees. A positive culture can also help create a sense of community within the organization, leading to stronger teamwork, collaboration, and a sense of shared purpose.

Finally, a positive emotional work climate can promote employee well-being and job satisfaction. When employees feel valued and supported in the workplace, they are more likely to experience a sense of fulfillment and meaning in their work. This, in turn, can lead to improved mental and physical health, as well as reduced stress and burnout.

Questions for Further Research

Based on the literature review, several questions for further research emerge, including:

1. How can organizations effectively incorporate ethical leadership practices into their culture?

2. What factors contribute to the development of an organizational mindset that supports ethical behavior?

3. How do values, spirituality, and religion influence ethical behavior in the workplace?

4. How can emotional leadership be used to enhance employee motivation and reduce quitting intentions?

5. What is the most effective way to cultivate ethical behavior in the context of entrepreneurship?

As a result of the literature review, further research in these areas could help to improve our understanding of how to shape culture and ethics in organizations. Future studies might examine the specific mechanisms through which ethical leadership practices influence organizational culture, or investigate how different values and spiritual beliefs affect ethical behavior. Researchers might also explore the use of emotional leadership in different organizational contexts or investigate the ways in which entrepreneurship presents unique ethical challenges.

In terms of my own research, this review has sparked an interest in exploring the role of ethical leadership in shaping organizational culture and its effects on employees' job satisfaction, performance, and overall well-being. It has also highlighted the importance of taking a holistic approach to ethical behavior in organizations, including the role of values, spirituality, and emotions. By further investigating these questions, we can develop more effective strategies for…