dallert123
Please provide an interactive response to the discussion below. Not…
Please provide an interactive response to the discussion below. Not an explanation, a reply.
As organizations grow (or even through natural attrition), new employees are brough on to the team. The socialization of these new employees will determine how these new employees understand the true values of the organization (Griffin, Phillips, & Gully, 2020). Because socialization is a two-way street, the leader has a critical role in new-hire socialization. In most cases, the organization wants to present their values to a new-hire for absorption and not allow the values of the new hire to alter the values of the organization.
The ethical dilemma that may arise relates to the depth and breadth of imparted values from organization to employee and the position of the new employee. If there is a legitimate business purpose for the value that could be anticipated by the new-hire, the organization should not feel obligated to explicitly inform incoming employees. However, if the value is more abstract or may be difficult to apply to a certain position, more open communication should occur. For example, it should be expected that a newly hired CFO would comply with local and international accounting regulations as part of the organization’s values related to legal compliance. However, a newly hired building custodian may not understand that disposing of certain records violates the same legal compliance value if it is not clearly explained.
Additionally, values that are typically outside the scope of normal business practice may require more warning. For years, Coca Cola had a policy forbidding employees from consuming Pepsi products. While this seems reasonable for public facing employees and corporate executives, there were many frontline employees at Coca Cola who were working for the paycheck and not because they believed in the superior taste of Coca Cola (which is fair because Pepsi the better beverage).
As conscious capitalism has shown, an organization that is, generally, respectful of their employees, customers, communities, and environments can be very successful. And because conscious capitalism includes powerful values such as empathy and honesty as part of the overall application business model, it is reasonable to expect employees to absorb these values as their own (especially because failure to do so, even at the individual level, could result in negative repercussions). Similarly, an organization that espouses servant leadership and/or Christian values, may feel that certain key components of their belief structure may be critical to business operations. Or, an organization may feel that certain values run so far contrary to the organization’s values that an employee with these values would cause more harm than good.
Having spent time in the military and in the private sector, it is interesting that different lengths that organizations go through to socialize new hires. The military makes an intentional effort to tear down the individual in an effort to rebuild that person into a team member. Meanwhile, many companies hire individuals for a specific part of their individuality therefore the socialization is less intense. Each organization, depending on their values and goals, needs to socialize new hires to a certain degree to allow for a unified effort.
Griffin, R.W., Phillips, J.M., & Gully, S.M. (2020). Organizational behavior: managing people and organizations (13th ed.). Boston, MA: Cengage. https://www.gcumedia.com/digital-resources/cengage/2020/organizational-behavior_managing-people-and-organizations_13e.php)
Please include at least one in-text citation and one reference.
THANKS!
