GROUP 9

PRESENTATION

MEMBERS
1. FARIDA MWIKALI IF/1008/14
2. SUSAN MURINGI IF/1007/14
3. SANG K. COLLINS IF/49/12
4. MICHAEL GACHUNJI IF/17/14
5. ELIJAH GITHINJI -

QUESTION
Discuss ways in which a manager
can prevent unethical behavior in an
organization

INTRODUCTION
Unethical behaviors can plague a workplace,
whether an executive steals money from the
company or an associate falsifies documents.
Unethical behaviors can damage a company's
credibility, causing the business to lose customers
and ultimately shut down.

MANAGING IMMORAL EMPLOYEES

How do we handle individuals who are prone to
unethical behaviors, especially if they are talented
and hard to replace?
There are three reasons why this subject is more or
less taboo.

MANAGING IMMORAL EMPLOYEES

First, morality is hard to define, especially without getting too
philosophical, and management writers are typically allergic to
metaphysics.
Second, it is controversial to label people as immoral (although
alternative terms unprincipled, dishonest, and corrupt are
hardly euphemisms).
Thethird problemis that managers struggle to judge moral
character, not just in their subordinates but also in themselves.

MANAGING IMMORAL EMPLOYEES

Many managers suffer from a common
misconception that honesty and competence are
positively correlated, but there are as many honest
people who are incompetent as competent people
who are dishonest.
Hence much of the management world operates
under the illusion that employees are generally
ethical, and that bad apples are not only an
exception but also easy to detect.

MANAGING IMMORAL EMPLOYEES

It is therefore time to admit that some people are
more vulnerable to unethical temptations than
others, and managers can play an important role in
attenuating (or increasing) the rate of unethical
incidents in their teams and organizations.
Here are tips on how managers can manage
morally weakemployees:

CREATE A CODE OF CONDUCT

A written code of conduct provides employees and

managers with an overview of the type of conduct
and behaviors the company expects. It outlines
what behaviors are unacceptable and what
measures are taken if an employee violates the
code of conduct.

LEAD BY EXAMPLE

Employees look to business owners and managers

for direction on how they should conduct
themselves. As a business owner, make ethicsbased decisions and monitor the individuals you
put into leadership roles at your company for the
same values.

REINFORCE CONSEQUENCES
Business owners must hold their employees
accountable when they act unethically. Start by
informing new employees of the rules during their
orientation sessions. If an employee acts
unethically, refer to the code of conduct and take
the necessary measures to warn or terminate.

SHOW EMPLOYEES APPRECIATION

Loyal employees feel that a company values the

hard work they put into accomplishing tasks on a
daily basis. A loyal employee is less likely to act
unethically. Show appreciation to the employees
for work well done on a regular basis to encourage
loyalty.

WELCOME AN ETHICS SPEAKER

Schedule an ethics trainer to visit your work site to

discuss ethical behavior and explain why it is
important in organizations, regardless of the size
or industry. Ethics trainers use role-playing,
motivational speaking, videos and handouts to
illustrate the importance of ethics in the
workplace.

CREATE CHECKS AND BALANCES OR POLICIES AND

PRACTICES

Rather than putting related responsibilities in the

hands of one employee, create a system of checks
and balances to minimize the opportunities for
unethical behavior. For example, a sales associate
rings up customer purchases, while an accountant
balances the books to ensure that all payables are
received and documented.

HIRE FOR VALUES

When business owners hire employees, many seek

to bring on individuals who have the education and
experience that prove they are skilled workers,
capable of handling the tasks at hand. Employers
who want to prevent unethical behavior also look
at candidates' values to ensure they mesh with the
company's culture.

BUILD A CULTURE OF TRANSPARENCY,

OPENNESS, AND COMMUNICATION
Cultural management work is difficult. To ensure
true success when it comes to organization ethics,
people must see and hear what is going on as well
as feel comfortable to stand up and speak out if
they see something occur that is not right.

DEVELOP PEOPLE'S UNDERSTANDING

Most HR professionals will tell you that training
people to act "ethically" will not have much of an
impact, but developing a process for reporting
ethics violations and building staff understanding
about ethics expectations is important.

PAIR THEM WITH ETHICAL PEERS

Although we tend to think of peer pressure as a source of
antisocial behavior, peers can also inspire ethical conduct.
Teaming your less moral employees with colleagues who
have strong integrity will motivate them to behave more
ethically. Humans learn via observation and imitation, and
much of this learning occurs without awareness.
Accordingly, recent research suggests that peers play a
critical role in determining the moral compass of our
workplace.

CONCLUSION
All these measures show that youre serious about
creating a positive and ethical workplace. At the same
time you also set clear, specific explanations that
everyone can understand.
Ultimately, the outcome will result in better business
processes, as well as happier and more secure
employees and therefore a more successful business.

REFERENCES
Douglas, E. (2012, October 31). Retrieved from mobile.edweek.org.
ways to prevent unethical behaviour in the orgarnization. (n.d.).
Retrieved from smallbusiness.chron.com: sma
llbusiness.chron.com//ways-prevent-unethical-behaviour-workplace21344.html
Ways to prevent Unethical Behaviour in the Workplace. (2015, June 29).
Retrieved from www.iierc.com.
Yakowicz, W. (2014, September 5). How to keep your employees and
yourself acting ethically. Retrieved from www.inc.com.