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Analysis Of Ethics Applied To Jefferson-Clarion

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Analysis Of Ethics Applied To Jefferson-Clarion
Analysis of Corporate Ethics
Leslie A. Larnino

SOC 120

Professor Danielle Comacho
July 3, 2008

Analysis of Ethics Applied to Jefferson-Clarion Even Start This paper will examine the ethical standards through the mission statement of my employer, Jefferson-Clarion Even start, the largest family literacy program in the state of Pennsylvania. Analysis will be offered to compare how my personal values and vision fit within the framework of the organization for which I work. Based on this analysis, examples will be offered to demonstrate my affirmation of the organization’s values or the lack thereof. Finally, suggestions for improvement of the organizational culture will be offered.
Personal Values & Mission …show more content…
125)
Several valuable concepts are incorporated into this definition that merit further reflection. First, ethical behavior is required of not only leadership, but the entire staff. Second, ethical thinking and behavior are expected on a daily basis not just for show. Effective leaders use their power and influence in an ethical way to promote the vision of the organization. Peer and organizational pressure have a great impact on how people behave (Gostick & Telford, 2006, p. 35). Diane Peck of Stanford University believes this is what happened at Enron where, “people were encouraged, if not required, to push the envelope” (Gostick & Telford, p. 35). The environment at Enron fostered unethical behavior in order to meet the demands of the organization. In contrast to Enron, at Herman Miller, every employee is valued for the contribution they make and as a result, employees are committed to the organizations vision and high …show more content…
424). First and foremost, leaders need to set an example by utilizing ethical actions and behaviors. Organizations need to develop a code of conduct and discuss the implementation of this standard with all employees. A system for accountability within the organization needs to be implemented. Leaders need to create a network where employees can find support to develop ethical solutions to conflicts that occur within the organization, and leaders need to recognize and commend ethical behavior (Yukl, p. 425). As Executive Director of Jefferson-Clarion Even Start, Christine Johnson has created such an environment. In conjunction with area managers, a code of conduct was developed, modeled by management, and is reviewed yearly. In 2007, she developed a mentoring program to assist staff in developing their problem solving and teaching skills. Many programs blur statistical data, every staff member knows this practice is not tolerated within the organization, and steps are taken to ensure every staff member is trained to evaluate and accurately report educational
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