Greed And Unethical Business

The history of Business has come a long way and we have learned and developed much from our past up until now. A lot is involved in running a successful Business and looking in our past shows us how a ethical business is run and how to hire the right people to help achieve our goals. Greed brings out many unethical people but with the right guidance the public can trust in the values a business has perused in providing the goods and services it first set out to fulfill. Ch. 1 taught me about how management in many organizations deals with many unethical practices due to the many flaws in human nature. We hear on the news almost every year about organizations misbehaviors and how they are going through large lawsuits filed by customers,

When getting hired at an organization we bring many job skills with us and ethics is one of them. Ethics is the behavior we use based on the ideas of what we believe to be good or bad (Collins). Our ethical decisions can affect us or others in a positive and negative reaction without us even knowing it. Even though we have managers and people in positions that know better doesn’t mean that they are not exempted from performing unethical acts. The unethical behaviors that many people perform at work that think they are harmless can be anything from stealing, discrimination, improper hiring tactics and

Employees feel the need to lie to avoid punishment or termination at work and do whatever they need to do to get by. Whatever it is that they do they feel that it is unintended and believe that there motives are good. Good people at work find it difficult to come forward and report unethical behaviors for a fear of being labeled. People are feared of being seen differently from them coworkers such as being a complainer, damaging relationships, blamed for the problem or retaliation from the unethical person. A theory that tries to explain this type of behavior is social exchange theory. “The theory suggest that all employees are in a social exchange relationship at work: they give and they get. (Furnham)” Lawrence Kohlberg is psychologist that’s work has answered the many questions of why we are cruel to others when put in ethical dilemmas. Kohlberg explains that people follow six stages of moral development. Those six stages are divided into 3 levels: Preconventional, Conventional, and Postconventional. Each of the levels is what a individual believes societies expectations are of them. At the Preconventional level person does not believe they are exempt to the rules. The conventional levels society rules matter extremely to the person. The Posconventional individual believes in the principles that govern