Business Ethics and Cross Cultural Communication †Free Samples

Question: Discuss about the Business Ethics Cross Cultural Communication. Answer: Introduction Traditionally in the world of business, especially within SMEs, the production models were based mainly on rigidity and lack of codes of ethics and values. The false idea that the relationship with the workers was not going to bring any improvement to the productivity and business growth did not attend to basic aspects like creating a good organizational government. There are even currents of experts who associate this lack of ethics with the current crisis, both economic and values. For this reason, efforts for the implementation of codes of ethics have been increasing in the last few years. They seek to reinforce values and corporate culture within the different institutions and companies (Cory, 2005). Ethical codes According to Aranguren, the concept of ethics refers to morality thought and morality lived, based on the different moral references that will serve to guide the behavior of both individuals and institutions. The concepts of ethics and business have coexisted in societies without coming together, as an erroneous interpretation of ethics, approaching it to subjective aspects, beliefs and not to a value that can effectively implement companies (De George, 2014). There was a general idea that the only function of a company was to make profits and maximize profitability, so there was no place for morality here. On the other hand, currents like the one developed by Solomon (1997) defended the existence of certain obligations on the part of the companies, not only towards its shareholders but also towards the consumers and the societies in general nevertheless, ethics is present in every decision made by a manager. Hence the importance that executives have in promoting ethics in the organi zations in which they work, it listed a series of practical tips to promote ethics in management: These theses are based on the responsibility of companies to maintain a balance between their financial objectives and those of a social nature, because they must offer quality services that are not detrimental to the communities (Dolan and Kawamura, 2015). Corporate mentality and philosophies Little by little, the corporate mentality and the policies of Corporate Social Responsibility have been progressing jointly towards the promotion of ethical codes of conduct that seek a more solidary and humane business culture. In order to promote ethical values among workers, it is beginning to be understood as a potential source of wealth, since synergies and improvements in this field are leading to greater optimization and better economic benefits. Nowadays, company ethics are becoming a necessary and indisputable asset and companies, either by obligation or by conviction, are implementing actions linked to promoting a more supportive and just culture. Advantages of taking care of the work ethic Creating a pleasant work environment that is capable of fostering workers' values of cooperation, positivism and camaraderie is fundamental to the good functioning and growth of a company. Among the advantages that would contribute would be: When employees feel valued and integrated into the work they will be happy, they will go every day with renewed energies and interest in getting improvements for their company, feeling identified with their success (Fisher, 2013). This satisfaction translates into greater productivity and performance and a more efficient and creative work, since they will not have other worries that prevent the maximum attention and dedication. Workers satisfied with their jobs have a positive view of these, in addition to being much more efficient, will be much more motivated, which translates into less absenteeism or rotations. In front of the public, the importance of maintaining a good working environment is fundamental to avoid losing customers or attract new ones, since a motivated and happy employee will be able to behave in a much more attentive, dynamic and Pleasant with customers, which will have a positive effect on sales. Cross cultural communication in Business In order to improve the ethical climate in the workplace, institutional and educational environments, different codes of ethics are being implemented that act as guides for the different users (Illman, 2001). To make them effective, it is necessary to emphasize their importance and to achieve a commitment of loyalty, companionship and cooperation between the different members of the organizations. Both individually and collectively, it is necessary to promote the values of organizational culture. The actions aimed at implementing this would be: Training of workers In order to get the moral mentality rooted in a company, it is very effective to offer courses and seminars on business ethics. As well as the use of guides of observable behaviors with which the dictionaries of competences and values are known, where the different needs of each organization are reflected, and how the distinctive structures are structured Levels of requirement (Illman, 2001). These should differentiate between: Competences of general type. They are basic to any type of organization and organization. Here you can work on aspects such as self-control, commitment, adaptation to change, organizational awareness, quality of work, ethics, justice, empowerment, people development, innovation, strength or integrity. Other important aspects such as simplicity, responsibility, customer orientation, perseverance or prudence would also be discussed. Based on exposing those competencies that are directly associated with positions of management, leadership and direction. For these levels, there are capacities to deal with, such as team development, self-learning, dynamism, initiative, media skills, empowerment, leadership, results orientation, integrity, responsibility, client orientation or strategic thinking. Intermediate levels. They are centered on intermediate positions, represented by technicians and middle employees. In these departments, continuous learning, self-control, adaptation to change, quality of work, collaboration, empathy, organizational awareness, communication, relationship development, work team management, empowerment, negotiation, commitment level, reliability and integrity Among others. Based on the step of the pyramid that requires less specialization. They must acquire skills related to the ability to learn, adaptability and self-control, organizational awareness, personal development, dynamism, impact and influence, initiative, leadership, responsibility, productivity, pressure tolerance or teamwork (Jeurissen and Rijst, 2007). An other fundamental aspect is the confidence and tranquility of the workers in their work environment, the fear of the reprisals of superiors or the denunciations by bad behavior are factors that influence negatively. In this way, guaranteeing a channel of confidentiality or a suggestion box from which to report bad practices without fear of reprisals, will provide security to their peers and will have sufficient confidence to bring to the attention of superiors any conduct that is reprehensible.Evaluation of performance And ethical behavior. There are now many systems that measure not only the individual results of marked objectives or the impact of a campaign through digital media, but also the skills and values of the workers themselves. And this is possible thanks to different actions aimed at internal auditing of the organization's ethics. Observable behavioral guidelines should be put in place where from the highest levels to the entry points are registered, so that there are no differences between ethics Which is promulgated in stock dictionaries and the actual behavior of workers. These systems are able to ensure that the values set by the company are properly met to promote ethical and appropriate behavior within the organization. To do this, actions such as: Carry out job satisfaction surveys for workers. In these moral surveys they will be able to express their complaints and suggestions with total freedom. Business Ethics Also perform periodic interviews that allow to know up close the ethics of the whole of the workers. In addition, these meetings allow a deeper and closer knowledge of the employee, getting to know if you feel comfortable, motivated or performed within the work environment. It is a good time also, to encourage it by positively valuing a job well done, so that it will improve its growth and development. Medir measure the degree of employee satisfaction through work absenteeism (Metge and Kinloch, n.d.). A very clear way to know if they feel comfortable and motivated, is to know if they do not move away from work, they may make more excuses not to go those who are discontented or feel pressured. Analyze productivity. When employees work without pressure and happy, they perform their work much more efficiently and quickly, so that production is a clear indicator of an adequate work environment or, on the contrary, unstructured and uncooperative. Rotation of workers. Observing if it is l ow, will be a clear sign that they are happy with their work, but if it increases, can assume that there is no good working environment or seek better conditions, so it is necessary to start the appropriate actions. Ethical business behavior in communication It should be clarified that ethical business behavior is not the panacea for all problems, nor does it lead to growth and prosperity by one hundred percent, but let's not fool ourselves, unethical behavior can not cause problems either internally or externally. The ethics in the company depends to a large extent on how their managers act. "The phrase was pronounced by Professor Antonio Argandoa during a continuity session aimed at alumni because a company must be ethical if it wants to be a good company and a manager must Be ethical if you want to be a manager, and "there are no good decisions if they are not ethical." Being ethical in the company is not easy", warned the head of the Chair of Corporate Social Responsibility and Corporate Governance of IESE. This is due, in his opinion, to the nature of the work and that, in many cases, ethics is not considered a relevant business issue (Hampden-Turner and Trompenaars, 2004). Nevertheless, ethics is present in every decision made by a manager. Hence the importance that executives have in promoting ethics in the organizations in which they work, it listed a series of practical tips to promote ethics in management: Understand reality. The manager must learn to correctly assess reality: what we like does not always match what suits us. You have to take into account the consequences of your actions on yourself, and on the rest of the employees. For this reason, people in positions of responsibility in companies should strive to discover the needs of others and take them into account. This also implies, when the time comes, to acknowledge the mistakes and let yourself be helped. Helping others is a fundamental mission of any manager is, in addition to achieving good economic results, to ensure that the workplace is a space in which workers can develop as individuals (Hampden-Turner and Trompenaars, 2004). We must encourage the sensibility of the people around us. We must also trust others, and let them know: we must know how to give them responsibility and let them be wrong, A good executive must eliminate actions that can move others to act selfishly. To do this it is necessary to develop a culture of dialogue in the company, and create trust with the rest of the team. Complicate life. It is not worth reducing to partial objectives. It is basic that managers overcome the temptation of comfort and flee from cowardice. To achieve this, it is essential that every leader do what is right and what is right for him every day. This will allow you to carry out an adequate management of risk, impacts and business practices. If you learn to act and acquire a set of operating habits, you will have many livestock. Ask yourself what is best in each case, and put the measures so that bad does not happen again," recommends the teacher. Conclusion In each of their decisions, managers must generate satisfaction in the organization in which they work to improve future results. And they must create and spread a professional and ethical culture in which the values of the company are aligned with the way of acting in it. To this end, it is key that management boards create controls and review structures, processes, routines and incentives. Another equally important aspect is to promote ethics in Human Resources policies: selection, training, promotion (Strauss and Woods, 2007). The manager's ethics is a condition for better management. The manager looks at values in another way, looks for other results, has other motivations, proposes other alternatives But this is only seen by those who dare to put it into practice. References Cory, J. (2005).Activist business ethics. New York: Springer. De George, R. (2014).Business ethics. Harlow: Pearson. Dolan, S. and Kawamura, K. (2015).Cross Cultural Competence. Bradford, United Kingdom: Emerald Group Publishing Limited. Fisher, C. (2013).Business ethics and values. Pearson. Hampden-Turner, C. and Trompenaars, A. (2004).Building cross-cultural competence. Chichester: Wiley. Hobbs, M. (n.d.).Communications. Illman, P. (2001).Communications. New York: McGraw-Hill. Jeurissen, R. and Rijst, M. (2007).Ethics business. Assen: Koninklijke Van Gorcum. Metge, J. and Kinloch, P. (n.d.).Talking past each other. Paliwal, M. (2006).Business ethics. New Delhi: New Age International. Shaw, W. (n.d.).Business ethics. Strauss, R. and Woods, R. (2007).One well. Toronto: Kids Can Press.