Organizational Influencing Performance †Myassignmenthelp.Com

Questions: Are There Ethical Risks Affecting Organizational Performance? What Are Challenges Facing Management Of Ethical Risks In Organizations? Which Are The Suitable Mitigation Measures Of Ethical Risks In Organizations? Answers: Introducation The topic covers broadly aspects of organizational culture, employee behavior, and ethical leadership. Research objectives The broad topic will be guided by the following specific objectives: To assess ethical risks affecting organizational performance To find out challenges facing management of ethical risks in organizations To establish suitable mitigation measures of ethical risks in organizations Justification of the topic Business, moral and professional ethics are important part of existence of any Financial (Ferrell, O. Fraedrich, J. 2015, 34). Ethical risks originate from employee personalitys behavior and weak organizations cultures. Ethical risks represent organization vulnerability to wrongdoings, malpractice and bad behaviors (Pratt, M. Michaelson, C. Grant, A. Dunn, C. 2014, 79). Organizations with weak cultures face severely consequences of ethical risks that directly affect performance. Examples of ethical risks include safety violations, sexual harassments, abusive behavior, discriminations, improper hiring practices, and putting own interests a head of organizations (Wang, Y. Hsieh, H. 2013, 785). A survey in United States major retails stores in Atlanta states in 2015 showed that a new dilemma facing managers is on ethical risks which have contributed negatively to organization performance (Ruiz-Palomino, P. Fontrodona, J. Martnez-Caas, R. 2013, 103). The study is important because it can help managers and those in leadership to identify ethical risks facing them and seek for suitable mitigating measures. The researcher is interested with the topic because it covers a wider scope of project management issues which include: ethical employee behavior, work diversity management, ethical leadership, and organization culture. Methodology The study will review secondary literature related to the study objectives variables. The review will define theoretical and empirical data to the study (Ruiz-Palomino, P. Martnez-Caas, R. 2014, 105). The sources of secondary data will be from books, peer reviewed journals, reports, and approved websites. The research will employ a mixed methods approach which utilizes both quantitative and qualitative research suitable to find comprehensive answers to research questions (Trevio, L. Kish-Gephart, J. den Nieuwenboer, N. 2014, 634). Survey method in form of structured interviews will be used. The interviews will be structured to answer the research questions. The study will target top managers/CEO/directors of large retail shops in town. The managers will be sampled purposively and interviewed. The study will be guided by a research and data analysts expert. Data collected will be arranged in Jig jaw puzzle technique and analyzed qualitatively. Finally a report will be written to present findings, conclusion and recommendations. Reference lists Ferrell, O. and Frederick, J., 2015. Business ethics: Ethical decision making cases. Nelson Education Michaelson, C., Pratt, M., Grant, A. and Dunn, C.P., 2014. Meaningful work: Connecting business ethics and organization studies.Journal of Business Ethics,121(1), pp.77-90. Ruiz, P., Martinez-C, R. and Fontrodona, J., 2013. Ethical culture and employee outcomes: The mediating role of person-organization fit.Journal of Business Ethics,116(1), pp.173-188. Ruiz, P. and Martinez, R., 2014. Ethical culture, ethical intent, and organizational citizenship behavior: The moderating and mediating role of personorganization fit.Journal of Business Ethics,120(1), pp.95-108 Trevino, L, den Nieuwenboer, N. and Kish-Gephardt, J., 2014. (Un) Research on ethical behavior in organizations.Annual Review of Psychology,65, pp.635-660 Wang, Y. and Hsieh, H, 2013. Organizational ethical climate, perceived organizational support, and employee silence: A cross-level investigation.Human Relations,66 (6), pp.783-802