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Personal beliefs and faith
Personal beliefs and faith
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In chapters 11 and 12, Every Good Endeavor closes out by emphasizing while work can be good, it all depends on the worker behind it. In chapter 11, Keller focuses on ethics and how it is more than just right and wrong, but it also a trust issue between us and God. Committing an act that is unethical in the work place is essentially saying to God "I don't trust all that you have done and have planned for my life, so I feel the need to take things into my own hands and cut corners to reach my purpose.” Committing an unethical act in the workplace can seem like it has such microscopic consequences, but when we zoom out and look at the long term affects, we see that it can cause a terrifying amount of damage. When we keep sin and secrets in the
dark behind closed doors, not allowing God to reveal us, the problem can grow bigger than we originally had planned for it to grow. The problem with that is that when we are in the dark we have no measure or gage of how large the situation has grown because the path we have taken has blinded us so we are blindsided when we are brought out into the light to see that it is overtaking us in size. Essentially what Keller wants to communicate in the last few chapters of Every Good Endeavor is that work is good, it was God's intention for us. However, it is important that we work in the way that he created us to do so in. He created us to work with a pure heart and not to overtake you. He did not desire you to be a slave to work, but it be something that you have a strength in that empowers you.
Hill points out that all of these topics are in today’s business market. They should be addressed and recognized by Christians today. For most people, their work is a key factor in their self-worth, family esteem and identity. Workplace ethics and behavior are a central part of employment, as both are aspects that can help assist a business in its efforts to be gainful. Every business in every industry has certain guidelines and procedures to which its employees must follow. We must always remember that no matter who you are, where you come from, or where you are going, you are no better than the next person, when it comes to making mistakes and sinning. For all have sinned and fall short of the glory of God. (Romans
Throughout your life, you’ll face tough decisions where you'll have to decide possibly against your ethical beliefs. Ethics don’t necessarily always have to involve law abiding. It’s rather about trusting your moral path and doing the right thing. Dori Meinert is the author of “Creating an Ethical Workplace” she explains the thought behind the never black or white decision making when it comes to businesses. Can businesses truly trust those individuals hired to steer their companies? It was mentioned that last year 41 percent of U.S. workers said they observed unethical or illegal misconduct on the job, according to the Ethics Resource Center's 2013 National Business Ethics Survey. Meinert’s article was not only eye-opening but very truthful since we’ve all been faced or witnessed unethical decision making. Once employees see individuals breaking the rules and regulations others will then think it's okay, which could result in employees leaving or major hoops for companies to jump through. When we tolerate misconduct we lower productivity and diminish the reputation of a company. Meinert mentioned that if
In the book, If Aristotle Ran General Motors, Tom Morris argues that the teachings of the ancients can and should be applied to today's corporation. His message is that the four virtues - truth, beauty, goodness, and unity - form the foundation of human excellence. Putting them into practice leads not only to self-fulfillment, but ultimately to an open, nurturing, and ethical workplace that is more productive and successful in the long-term. The purpose of this essay is to examine how Morris treats the system of ethics in relation to these four virtues.
The Ins and Outs of Ethics is a Business Week Online magazine article from May 13, 2001, it was written by Eric Wahlgren. In the article he interviews Michael Rion, the author of The Responsible Manager. Rion is also a leading business ethics advisor who consults many Standard and Poor’s 500 companies. In the article Wahlgren asks Rion why it is important for businesses to have a high ethical standard. In his responses, Rion explains that effective organizations utilize ethics programs to clearly define ethical expectations, resolve ethical issues quickly, and to remove moral constraints. Additionally, employees who understand how to deal with ethical dilemmas will also be more productive and have strong core values to guide them. According to scripture, Rions concepts are biblically sound, relevant, and desirable, proving that ethical organizational behavior is shaped and influenced by sound ethical principles.
“Most people in the U.S. want to do the right thing, and they want others to do the right thing. Thus, reputation and trust are important to pretty much everyone individuals and organizations. However, individuals do have different values, attributes, and priorities that guide their decisions and behavior. Taken to an extreme, almost any personal value, attribute, or priority can “cause” an ethical breach (e.g. risk taking, love of money or sta...
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.
Different levels of breach among different levels of management can cause a lack of concern for ethics as the level of trust between manager and subordinate differ in the amount (Mclean, Litzky, Holderness, 2015). Ultimately, an employee with a high threshold of trust will be more affected by a lack of ethical behavior from their manager than that of a lower trusting employee with less of a relationship with their manager (Mclean, Litzky, Holderness, 2015). The other disconnect is that can occur is the dislike for the company an employee works for (Mclean, Litzky, Holderness, 2015). Organizational cynicism is caused by the negative attitude towards the company and in turn causes the employee to disregard the rules and regulations. Employees who have high levels of corporate distrust will be more inclined to have organizational cynicism (Mclean, Litzky, Holderness,
Verschoor, C. C. (2012). New survey of workplace ethics shows surprising results. Strategic Finance, 93(10), 13-15. Retrieved from http://eds.a.ebscohost.com/eds/pdfviewer/pdfviewer?vid=12&sid=dac69b8f-b6d7-4136-8b8f-5d852423bdf6%40sessionmgr4005&hid=4103
Helen Keller, the first deaf blind person to earn a Bachelor of Arts degree. In all, she wrote 12 books and many articles, including but not limited to: The Story of my Life, Optimism, The World I Live In, The Song of the Stone Wall, Out of the Dark, My Religion, Midstream-My Late Life, Peace at Eventide, Helen Keller in Scotland, Helen Keller’s Journal, Let Us Have Faith, Teacher, Anne Sullivan Macy, and The Open Door.
... is learned through life experience, through the people who raise and teach. Through these life experiences, morality morphs into a belief system one may choose to believe in. This system whether good or bad, allows for humans to follow a certain path. Without this moral belief system, the world would go into chaos. Both writers discussing the idea of morality provide an essential opinion in the world. Their arguments not only teach people how to act, but how to treat one another throughout life. Morality allows people to be at their best, by forcing individuals to be accountable for their actions, and makes a person learn from their own mistakes. Through reading both these works, it is obvious that in order to have morality in the workplace, one must first have a strong personal moral ground. Morality is necessary in order to exceed in the professional world.
In After Virtue, Alasdair MacIntyre maintains that the lack of virtues such as truthfulness, justice, courage, and relevant intellectual virtues corrupts moral traditions as well as institutions and practices. These derive their life from the traditions of which they are the contemporary embodiments. However in order to recognize this one must also recognize that MacIntyre wrote that “the existence of an additional virtue, one whose importance is perhaps most obvious when it is least present, the virtue of having an accurate sense of traditions to which one belongs or which confront me. This virtue is not to be compared and or confused with any form of conservative antiquarianism” (MacIntyre, 223). The purpose of this essay is to explain the
Ethical behaviour is what all career people should aim to have. Not just the ethical attribute but exceptional behaviour with this regard.this is because in order to build a career, one must be governed by the rules of ethics to safeguard oneself and others. Ethics are essential in the workplace because a tough ethical code provides a non-threatening environment with high employee morale. The corporate social responsibility is important to everyone,therefore it should not be neglected by the employees and the organization. Ethics purely center on personal conduct. It involves personal choices that can make or break a person in the workplace or business. The major importance of having good conduct is to maintain a high level of respect not just for people but for the proffession. Most people who begin their working career have aspirations of excelling at their jobs and reaching the pinnacle of their profession while maintaining a sense of values; however employees often become blind with ambition and put aside their sense of ethics in order to obtain financial security and recognition for their efforts. There are many things that one can gain from having good behavioural ethics in the workplace. It will develop a discipline which will propel the work practices to a higher level and will help set a high standard. It will promote teamwork among the workersand will also buil...
Each employee or individual will also have their personal code of Ethics and it’s vital to also take time to understand those Ethics and respect each individual views related to Ethics. Ethics are usually influenced by religion and culture and it’s vital that an individual ethics and respect their codes of ethics. This requires for a neutral interaction between the individual which will ensure they accumulate adequate information regarding each person ethics thus boosting their ability to abide by each individual ethics. It’s important to understand each person’s ethics so as to provide the individual with a stable atmosphere which will help retain a positive attitude and assist them remain comfortable (Welfel,
Ethics is the responsibility of each individual person, but starts with the CEO and the Board of Directors, setting the right tone at the top and moves down through the organization, including setting the tone in the middle. A company’s culture and ethic standards start at the top, not from the bottom. Employees will almost always behave in the manner that they think management expects them, and it is foolish for management to pretend otherwise (Scudder). One of the CEO’s most important jobs is to create, foster, and communicate the culture of the organization. Wrongdoings or improper behavior rarely occurs in a void, leaders typically know when someone is compromising the company
They have focused on the critical importance of ethical issues in human resource management as well as in personnel management (Payne and Wayland 1999; Werhane, Radin, and Bowie 2004;) and have found that emphasizing the role of ethics in HRM is positively correlated to increased employee commitment (Long 2007; Senge 2006;), trust (Cropanzano, Bowen, and Gilliland 2007; Werhane 1999), higher employee compliance and support (Tyler, Dienhart, and Thomas 2008), enhanced knowledge creation (Currie and Kerrin 2003; Sung-Choon, Morris, and Snell 2007), organizational decision quality (Verbos et al. 2007), organizational strategic competitive advantage (Becker, Huselid, and Ulrich 2001), and organizational