The topic of interest in the field of organizational behavior that represents a workplace challenge in the United States is improving ethical behavior. Improving ethical behavior encompasses other aspects of Organizational Behavior, including cognitive dissonance, workplace deviance and conflict resolution. Leadership is key to developing moral standards as well as implementing, monitoring and taking action against any unethical behavior. Group dynamics play an important part in ethical behavior as groups are made up of people from all walks of life that have different values and also have different motivations for working. It all comes down to being a great leader. Ethical Behavior is important because it can lead to better organizational …show more content…
Cognitive dissonance can have an influence on our behaviors and actions if our beliefs are conflicting. “The term cognitive dissonance is used to describe the feelings of discomfort that result from holding two conflicting beliefs. When there is a discrepancy between beliefs and behaviors, something must change in order to eliminate or reduce the dissonance. Psychologist Leon Festinger describes. According to Festinger 's theory of cognitive dissonance, people try to seek consistency in their thoughts, beliefs, and opinions. So when there are conflicts between cognitions, people will take steps to reduce the dissonance and feelings of discomfort.” Changing the conflicting cognition is one of the most effective ways of dealing with dissonance, but it is also difficult, especially if they strong. Being aware of how conflicting beliefs effects decision making will help you make more appropriate …show more content…
When it comes to the ethical workplace, we may be on a downward shift.” according to an ERC study. While workplace deviance and unethical behavior are similar in behaviors, workplace deviance is often intentional and done to harm an organization. Workplace deviance comes in several forms in the organization such as wasting resources, theft, sabotage and in the interpersonal form as well such as aggressive behavior towards co-workers, but also can be positive. Positive deviance is a deviation from the norm in an honorable way such as doing the right thing and going against the
Their organizational initiatives are often self-serving; however, the emerging workforce isn’t motivated by selfish managers. This selfish behavior often turns into unethical conduct. Unethical dealings in the workplace are always wrong. It is crucial to promote ethical behavior. Everyone must understand that once caught, unethical behavior is not just a problem for those directly involved, it is everyone’s problem.
It is a very different motivation from what psychologists are used to dealing with but, as we shall see, nonetheless powerful” (p. 3). A few different factors determine the amount of dissonance individuals experience, including the degree to which one’s belief systems deviate from the regularity. Different cognitions, or types of knowledge, determine the overall strength of dissonance, for instance cognitions, which are connected to personal beliefs and the self, tend to result in stronger dissonance. Furthermore, the relation between dissonance and consonance could also play a role in the degree of strength of dissonance: the greater the dissonance, the more pressure there is to reduce it and reach consonance. When cognitive dissonance occurs, it often results in a conflict between a “person’s two beliefs or a belief and an action” (Festinger 1957, p.), and it is influential to individuals’ actions and behaviors. When a conflict arises, there are different steps individuals take to reduce the consequent dissonance. Festinger suggest three key strategies to minimize cognitive dissonance: (i) changing a behavioral cognitive element, or the focus is put on more supportive cognitive elements that outweigh the dissonant behavior; (ii) changing the environmental cognitive element, or the importance of the conflicting belief is reduced, and (iii) adding new cognitive elements, or the conflicting belief is changed in order to be consistent with other
Cognitive dissonance makes it difficult for people to accept conflicting new ideas. Conflicting beliefs create discomfort
American social psychologist and original developer of the theory of Cognitive Dissonance Leon Festinger breaks down his theory into two main parts. First, the presence of dissonance, inconsistency or unpleasantness, will psychologically motivate a person to achieve consonance, consistency or pleasantness (Festinger 3). Psychologist Elliot Aronson, key researcher in the 20th century of this theory, expands on the definition of dissonance to be more straightforward. Dissonance occurs when a person holds two ideas, beliefs, or opinions at the same time that are contradictory with one and other. Part two of the theory states that a person will attempt to avoid situations or knowledge that would possibly or pro...
Cognitive dissonance theory is the theory that we act to reduce the discomfort we feel when two of our thoughts are inconsistent. There are three methods that dissonance can be condensed. Individuals can modify one or more of the beliefs, attitude, behaviors, and more, this way the connection between the two elements are in agreement with one another. Another method is to gather new information that will compensate the dissonant beliefs. The third method is to decrease the importance of the beliefs, attitudes, behavior, and etc. Dissonance theory does not say that these methods will work; only people in the state of cognitive dissonance will use these methods to condense the degree of their dissonance. Cognitive dissonance theory
Cognitive dissonance is a communication theory mostly used in the field of social psychology in providing a theoretical framework in dealing with various issues relating to psychology. The title provides us with the concept that cognitive is thinking while dissonance is the inconsistency or conflict brought about. Cognitive dissonance manifests when one holds two or more incompatible beliefs simultaneously. This theory has been used and applied in several disciplines including communication, due to its simplicity and straightforwardness. The theory is commonly applied in these dynamic fields since it replaces previous conditioning or reinforcement theories by viewing individuals as more purposeful decision makers striving to acquire a balance in their beliefs. Cognitions are chunks or bits of knowledge which can pertain to any variety of values, emotions or values. These cognations can be related to one another or they can also be completely independent from each other (Cooper, 06). For instance, one may like to eat junk food, but may also be trying to lose weight. The two cognitions are related to each other in tha...
The desire for consistency can go beyond rational thought or force a person to rationalize when things are out of line. People find comfort in knowing what to expect. When what is known and believed is challenged, people are disrupted and forced to make a decision on how to process conflicting information. To avoid the discomfort caused by cognitive dissonance, people may ignore opposing views, examine and change their views to maintain consistency with their actions or even seek reassurance (Defining Communication Theories, 2001).
I discovered how sticking to one’s morals should be the topmost priority for everyone involved in business, whether personal or professional. Regardless of what the consequences may be, the intensity of the problem, and the complexities it may bring, sacrificing one’s integrity should never be an option, as integrity goes hand-in-hand with the morals of an individual (Duggan & Woodhouse, 2011). They further go on to say that having individuals take part in building a code of ethics that supports employee integrity, they will act ethically. Also, I believe that companies should place more emphasis on the moral behavior of their employees, and clear-cut policies should be set regarding such ethical situations. Furthermore, I realized how serving justice while making decisions really helps in the long run, and that opting to go for the ideal rather than they deserved is not always the best option, and could hurt a company in more than one
The human psyche frequently experiences the phenomena of internal contradiction, followed by an internal struggle for some semblance of balance or consistency (Hall, 1998). Cognitive dissonance acts as motivation for people to behave in a manner that effectively reduces said dissonance and restores balance. Leon Festinger’s theory of cognitive dissonance explores this occurrence and the subsequent actions that people take in order to create a balance between their ideals.
Workplace deviance is a voluntary unethical behavior that disobeys organizational norms about wrong and right, and in doing so, threatens the wellbeing of the organization, and/or its members(Robinson and Bennett 555-572). According to Robinson and Bennett, “workplace deviances behavior varies along two dimensions: minor versus serious, and interpersonal (deviant behavior directed at other individuals in the organization) versus organizational (deviant behavior directed at the organization)” (555-572). Based on these dimensions it was further divided, into four categories: production deviance (leaving early, wasting resources etc.), property deviance (stealing ,destroying equipment etc.), political deviance (gossiping, favoritism etc.), and personal aggression (verbal abuse ,sexual harassment etc.) (Robinson and Bennett 555-572).According to Robinson and Bennett,workplace deviant behaviors cost U.S. companies approximately between $6 billion and $200 billion annually(555-572). In addition turnover, absences, and illness, and results in poor or lowered productivity, low morale, and litigation ., workplace deviances leads to misuse and loss of time, waste of resources, increases employee(Robinson and Bennett 555-572) .
Organizations are constantly tested with various moral and ethical problems and dilemmas. Organizational leaders are the key to establishing an ethical climate in the workplace. By understanding and improving their own moral reasoning, and the biases that affect moral judgment, they enable themselves to make better decisions. This has a catalytic effect that positively increases organizational climate, ultimately improving all organizational behavior.
Ethics in the Workplace "Ethics are personal and, at the same time, a very public display of your attitudes and beliefs. It is because of ethical beliefs that we humans may act differently in different situations" (University of Phoenix, 2007). Poor ethical choices in the workplace can truly hurt people. Poor ethics can damage their career, happiness, and quality of life. Not only can these actions hurt the individual who has made the bad choices, but also most often it hurts the innocent.
Ethical leadership organizational ethics and socially responsibility are inseparable (Johnson). Leadership is not a inherited gift or family heritage; it is not a degree from an ivy league graduate school. Becoming a leader is an intentional process of growth that must be lived out experientially (Mullane). Ethical leaders demonstrate three distinctive characteristics, knowledge, action and character. Leaders have to have the ability to say “yes” or even “no” to a never ending series of challenges. A leader needs to be able to define their values, character and leadership style. When accepting the role of leadership you become encumbered by ethical issues and concerns. .
Being ethically sound is an important part of being an organization, through having policies in place on how things should be and the expectations of employee’s behavior benefits organizations. Suar, D., & Khuntia, R. (2010) expresses personal employee values and unethical practices at work behaviors all influence organizations. As a manager it is important to understand the influence that ethics has on the way on organization runs, and the problems an organization could face when dealing with unethical behavior.
The code of ethics of my organization was widely known among employees as ethical values and salient for all employees. Some ethical values presented to the employees were professionalism, fairness, integrity, respect, trust, client service, diversity, and excellence. In addition, the organization stressed a non-retaliation environment: Those who retaliated or tolerated retaliation against any employee who had raised questions or concerns were reprimanded. Employees were to report suspected misconduct relating to the organization’s business or the conduct of any of its managers, employees, clients, or subcontractors. If an employee observed or had good reason to suspect a violation of law or regulation, mandatory reporting of violations was warranted where the employee must report the situation. To be successful with establishing an understanding of ethical value, the organization educated their employees annually, through online or “in-house” training, about how to adhere to the organization’s code of ethics and ethical values at all times. The organization expected employees to emulate the organization’s ethical values and follow these values in the spirit of all applicable laws and regulations. To ensure that these values were followed, the organization provided various resources and tools to address ethical challenges