Work ethics refer to the expected behaviour employers want from their employees to maintain a good image for the organisation. People from different backgrounds come together in the workplace to achieve common goals, such as producing goods or providing services. Every workplace has rules and guidelines that employees must follow to ensure order and maximize profits while presenting a positive reputation. These guidelines are created to help employees work well together. The way employees conduct themselves has a direct impact on the organisation’s productivity and success. Good workplace ethics contribute to happy employees who look forward to going to work, rather than feeling burdened by it.
Workplace ethics play a crucial role in organisations by fostering a culture of trust. This trust
- enhances employee satisfaction,
- promotes collaboration, and
- strengthens the organisation’s credibility.
Ethics significantly influence the relationship between the organisation’s vision, mission, values, policies, and procedures, ultimately shaping its culture and workforce. Recognising the importance of ethics is essential for building an engaged workforce. Personal values, organisational ethics, and a company’s culture collectively impact the workforce, the workplace environment, and the organisation’s overall success.
As an organisation, have you considered the individual’s personal values alongside the organisation’s values and corporate culture? How do these personal values align or conflict with the organisation’s values, and how does this impact the individual and the organisation’s productivity? Additionally, how do ethical practices contribute to an organisation’s success?
The relationship between personal values, organisational ethics & your organisation’s culture
Ideally, one seeks to work for an organisation that shares personal values and fosters job satisfaction. When personal and organisational values align, this contributes positively to mental and emotional well-being, thereby increasing motivation.
Does your organisation’s culture and ethics, as presented to the outside world, reflect its genuine internal culture and ethics? How is your organisation viewed externally, and does this perception align with its actual functioning (i.e., is the culture and ethics displayed the same as the reality)?
The complexity of the conflicts between personal values, the organisation’s values & ethical codes
Your organisation’s values have a force/influence on your personal values, and all forms of ethical codes (of conduct), whether corporate, personal, or national legislation, keep these in check. Where the ethical code keeping your behaviours in check is legislation, the choices may be somewhat more clear.
How can your business unit promote organisational codes and ethical practices?
Using the word ETHICAL as an acronym, suggest real-life, practical actions/activities that can be utilised in the workplace:
- Ethical behaviour (Recognising & rewarding it):
- Rewarding employees who follow the ethical guidelines encourages others to do the same.
- Example: An “Ethics Champion” award for employees with exceptional commitment to company values.
- Training and Education:
- Regular ethics training to help employees recognise and navigate ethical dilemmas. Regular training on the Organisation’s ethical code helps employees understand the expectations and encourages them to make moral decisions.
- Example: Offering workshops on ethical decision-making or how to report unethical behaviour and providing real-life case studies.
- Honesty
- Be honest
- Integrity/ Incentives for Ethical Behaviour:
- Recognising employees who consistently uphold the company’s ethical standards.
- Example: Awards and recognition for employees who demonstrate exemplary ethical practices.
- Communication:
- Open communication channels (e.g., meetings or anonymous feedback) allow employees to voice concerns about unethical practices.
- Example: Employees can use an ethics hotline to report suspicious activity without fear of retaliation.
- Awareness
- Encouraging employees to report unethical behaviour confidentially – Whistleblower Mechanisms.
- Example: An anonymous hotline for reporting misconduct without fear of retaliation.
- Leadership Role:
- Leaders must model ethical behaviour by being honest, fair, and responsible. This helps set the tone for the entire organisation.
- Example: If a manager encourages fairness and transparency, the team will follow suit.
- Example: CEO-led campaigns to highlight company values and ethics.
Recently, ODI’s Mbali Tshabalala and Angela Newman facilitated an Ethics & Corporate Governance presentation to ODI staff during ODI’s Strategic Workshop that took place on the 27th and 28th of February 2025. The workshop’s objective was to highlight how personal values align or conflict with organisational values, the impact of culture on the business, and how ethical practices help a company thrive. A card game was introduced to reinforce the key concepts of the presentation. It was an energising workshop, and everyone enjoyed participating. To read more about ODI’s recent Strategic Workshop, click here.