12 Aug 2014
Alayne Frankson Wallace, UNDP Ethics Advisor
When we speak of organizational culture, we are referring to the way people behave in the workplace, how they go about doing their work and the values that they demonstrate through their actions and decision-making.
Organizational culture passes down from long serving staff to new hires and becomes embedded in how the organization operates. Thus, organizational culture is influenced and impacted not just by written regulations, rules and policies, but also by the unwritten code of ‘how we really do things around here.’
So, the organizational culture can be aligned with its stated values and policies (ethical), or it can be contradictory of those written statements (unethical). Very often, employees will do what they know is rewarded and will avoid doing what they know will be punished.
To create and sustain an ethical organizational culture needs constant communication about the ethical values of the organization and ensuring that the behaviors of all leaders and staff members are aligned with those values. This requires going beyond just the written rules to reaching for the highest aspirational behavior. It means living the principles underpinning the values, even when there is no rule or where the written rule is unclear.
An ethical organizational culture …