Unethical conduct at workplace

“Integrity is not a conditional word. It doesn't blow in the wind or change with the weather. It is your inner image of yourself, and if you look in there and see a man who won't cheat, then you know he never will.”

– John Macdonald

Every organization, big or small will have bad hats. These people may indulge in acts of   indiscipline or unethical behaviour; the outcome is that their presence is always viewed as detrimental to organizational interests.

Acts of indiscipline may range from absenteeism, irregularity in reporting for work, stealing time and the like; they make a dent on productivity. On the other hand, unethical conduct implies making use of business facilities for personal purposes, making copies of official documents for illegitimate use subsequently; misrepresenting facts to derive personal gains, misappropriation of funds and fudging business documents. Additionally, back-stabbing, intimidation of fellow employees, credit stealing, discrimination of any type, taking bribes and sexual harassment also falls within the gamut of unethical conduct.

Though there is a very thin dividing line between acts of indiscipline and unethical conduct, it the discretion of the management to deal with errant employees in a manner that organizational interests are protected.

Most employees, junior or senior generally feel that discovering unethical behaviour is a trial of their own principles, standards and morals. There are activities which may appear trivial and at first sight warrant condoning; and hence puts an individual in a quandary as to how to proceed – whether to report the matter or take action against the delinquent individual. Since no two human beings are alike, there will be a variation in perceptions on what is ethical or unethical.

Everybody at work is generally aware of what they are expected to do and what comprises right or wrong. So, if anybody notices somebody indulging in an act that they know or perceive as a violation of laid down rules of conduct, their own good judgment and intelligence gets into play. If such an employee is assiduous and honestly disposed towards his work and company, he will be able to promptly arrive at a decision to tick off the errant person, stop him or her from going ahead, reporting the matter or overlooking it.

If an individual decides to not overlook any unethical conduct, there will always be dilemmas and predicaments. A horde of situational tight spots will be presented, particularly with regard to options available. Should the errant individual be confronted directly in an individual capacity or his undesirable activity reported to his boss? Such befuddlement has to be overcome.

Organizations institute varying methods to deal with unethical activities by their employees. Every company formulates codes of conduct and which, are required to be promulgated periodically. These codes identify the values on which relationships are based and which in turn influence the functioning of the organization. Such codes are generally in the form of a booklet and are an important component of company policies and business rules. They are intended to provide a framework of shared understanding in relation to the way in which employees are required to conduct themselves and interact with those who are associated with the company.

The codes of conduct are required to be perused by each and every employee; a written record of such perusal is invariably maintained so that any doubt that may crop up in the minds of employees who are witness to any unethical conduct is removed. This will also facilitate action as deemed appropriate with due promptitude.

It is essential that organizations spell out the ramifications and impact of unethical conduct. In doing so, employees – both errant and those witnessing – will be sentient towards the likely actions that may follow. Needless to state, reporting procedures will also come into play automatically.

In the environment that prevails today, our thinking and behaviour are always in anticipation of a response; and therefore, is based on some element of fright and alarm. Unethical behaviour can best be dealt with by proper communication and dissemination. The point to ponder is how can you fix ethics or decadence if you cannot spell them?