Culture Ethics and Diversity

From this paper it is clear thatCrane and Matten humorously stated that an organization without ethics is like a ship in the middle of the sea without sailor. It has been argued by the researchers that ethical leadership is needed for organization in order to achieve sustainable growth. Crane and Matten also argued that global organizations face plenty of conflicts and trust deficit while operating business in competitive global environment and in such cases, these organizations need to follow some rigid ethical guidelines in order to address these challenges successfully.This discussion highlights thatCameron and Quinn raised a pertinent question that can organizations achieve leadership position by deploying culture of ethics and moral principles? Well the answer of the question is not very simple due to the fact ethics is an intangible element which has the capability to impact the tangible outcomes. Another problem is that there is still no standardized definition of organizational culture. In such context, Trevin╦ťo and Weaver defined ethical organizational culture as the organizational setting which allows members to follow legal principles and do not involve in those activities which can hurt the interest of not only organization but also hurt the interest of social members. Consideration of the research work of Kaptein reveals the fact that corporate ethics virtues (CEV) model can be used to understand ethical culture in organization…. Zhang, Lowry, Zhou Fu (2007) criticized the assumptions of previous research scholars that organizations only use the concept of diversity for achieving innovation because sometimes, organizations create culture of diversity due to strategic reasons. However, it is evident from the above discussion that there is significant amount of doubt. confusion and argument exist regarding integration of culture of ethics and culture of diversity within organizational context. Another important thing is that, very few research scholars have tried to understand the intra level relationship between ethical culture and diversity driven culture and how the conjoint relationship between these two variables can impact organizational leadership. In the next section, the researcher will address these issues in the light of existing literature. Literature Review Organizational Leadership Ethical Culture Cameron and Quinn (2006) raised a pertinent question that can organizations achieve leadership position by deploying culture of ethics and moral principles? Well the answer of the question is not very simple due to the fact ethics is an intangible element which has the capability to impact the tangible outcomes. Another problem is that there is still no standardized definition of organizational culture. In such context, Trevin?o and Weaver (2003) defined ethical organizational culture as the organizational setting which allows members to follow legal principles and do not involve in those activities which can hurt the interest of not only organization but also hurt the interest of social members. Consideration of the research work of Kaptein (2008) reveals the fact that corporate ethics virtues (CEV)