What is ethical change in work life?

(This article is part of the summer course in leadership at Arcada UAS 2018 and the aim is to share insights
and knowledge on the topics studied)

If ethics are poor at the top, that behavior is copied down the organization. -Robert Noyce

When we think of ethics we naturally think of honesty and dignity. Now, when it comes to ethics in work
life we usually think of hard work, working long hours and not steeling or lying. An often-forgotten part of
work ethics is the organizational part. The very institutions that we work for might be the "bad guy" itself.
How an organization is driven, on what norms and ethical values and furthermore how it leads its
employees. These traits make or break the principles of ethics.

Robert Merton’s theory of social structure and anomie is a means to explain deviance. In his theory,
Merton suggests that deviant behavior is caused by conditions in the social structure. Society creates a
stress between culturally determined goals and the socially contemplated means to achieve them. More
recently his theory has also been used as a means to describe organizational criminal conduct.
Organizational anomie is for example such that has focus solely on profit and might put unhealthy pressure
on the employees which leads to unethical behavior. (Vivader&Cohen 1993)

How to reduce anomie in the organizations for more ethics?

To reduce anomie management needs to take extensive correcting steps for transforming the
organization's culture. Leaders can lead ethical change by their own example by changing the policies,
decision making process and the social strategies to reach the necessary goals while conducting an ethical
practice. Consistency in this matter is an important to reduce alienation and reach the desired change.

One approach would be hiring an ethics consultant. This also is a very holistic approach which needs
consistency and commitment. An intervention like this would mean having a very clear vision about what it
is that need to be addressed to avoid conflicts. (Vivader & Cohen 1993)

While the implication must come from the management, the actual change must happen in the individuals.
Often change is not welcomed and creates resistance due to lack of understanding. With the right
education and resources even the most resisting employees will approve of the new policies. The last
resource is to eliminate rebellions who are not willing to accept the changes. (Texas University, 2017)

Creating the right ethical climate

The ethical climate of an organization is defined by the shared perception of how ethical issues should be
addressed and what is ethically correct behavior. This can be implemented already when hiring personnel.
When the values and norms are a part of a "welcome in the house" bargain the employees have a sense of
what to do in difficult situations when facing ethical issues. (Bart & Cullen 1988)

References:

Vivader& Cohen 1993

Available from: https://panel.inkuba.com/sites/2/archivos/Vidaver%20Cohen%20anomia.pdf

Accessed 11.7.18

Texas University 2017

Available from: https://online.tamucc.edu/articles/how-to-address-ethical-issues-in-the-workplace.aspx

Accessed 11.7.18

Bart & Cullen 1988

Available from: https://www.jstor.org/stable/2392857?seq=1#page_scan_tab_contents

Accessed 11.7.18
What is good change leadership?

Our organizations are littered with yesterday’s debris... -Andrew Mayo 2010

Lately there's been a great fuss about change leadership. So, what is it? It is a very holistic approach to
make lasting change, in organizational policies, cultures and an overall change in how an organization is
being led.

The fast paste of the current world is demanding change in organizations to grant further success, but
without successful leading skills the results can be somewhat disastrous. According to Roger Gill (Journal of
Change management 2003), change leadership is often mixed with change management. The secondly
named is not a holistic approach, and due to the lack of it, it's not the proper measurement if the desired
result is to change dramatically, but rather a naive fad that is incapable of lasting change due to its
concentration in the end result. Good leadership is the key element, when done with a holistic approach
including every aspect of change both in human and political aspects.

Culture is somehow in bedded in smaller and bigger organizations and also in the mind of the individuals.
To prompt change, the leaders must acknowledge these formerly named qualities and either build on it or
totally eradicate it, although it sometimes would mean replacing certain workers or investing in re-
educating their staff members to say the least.

Center of Creative Leadership has gathered 3 common qualities in an article, that are needed in order to
create a lasting change (CCL,2018):

Communication: To achieve greater success the leaders are demanded to communicate thoroughly about
the project and the reasons behind it. It gives the participants a larger view and is easier to comprehend.

Collaboration: Cross-industry partnering allows for bigger perspective. Also, collaboration within the
companies to allow workers to enlarge their perspectives without any tolerance for competition.

Committing: Once the engine of change is put to action the leaders must understand that it's a full-time
commitment that needs to be operational at all time. Persistence is the key here.

Change leadership requires great skills in taking an organization on a journey to the unknown, never
forgetting the vision while taking a stand in the midst of difficulties, resistance and declines. Organizations
are a union of people, so change must happen in the hearts of the individuals before it's manifest in the
reality.

References:

CCL 2018. Available from: https://www.ccl.org/articles/leading-effectively-articles/successful-change-

leader/

Accessed 3.7.2018

Roger Gill, Journal of Change management 2003. Available from:

http://two.nitbj.com.cn/nit/content/references/Gill.pdf

Accessed 5.7.2018