Influence of ethical values in business management through ... · PDF fileInfluence of ethical values in business management through organizational and transcultural behavior and effective

Influence of ethical values in business management through organizational and transcultural behavior

and effective communication.

Víctor Mercader, Ed.D

CETYS Universidad Campus Tijuana, Baja California

Mexico

Cross-Cultural Business Conference 2014 University of Applied Sciences Upper Austria

School of Management, Steyr May 14th, 2014

Abstract This study interrelates communication in business management and organizational and transcultural behavior taking into consideration the influence of ethical values.

The causes of ineffective communication and an inadequate organizational and transcultural behavior are analyzed, and the

research study offers feasible solutions for their improvement.

Cross-Cultural Business Conference 2014 - Steyr

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Justification Companies looking and working for goals with the vision on success in all concepts depend on human activity. Hence, the purpose of this research has focused on: the needs, causes, and feasible solutions applicable to the business and society’s organizational behavior and communication.


Business and social dimensions will help employers and employees, leaders, and people

on the professional and personal perspective to understand reality and to find better solutions.

Data

The data supporting the study comes from two independent studies conducted by the author with data samples taken from management professionals working in the northern industrial

region of Mexico in the State of Baja California.


Opening reality and perspectives The application of ethical values in business and society turn out to be the root and nutrient of organizational behavior which requires demonstration as proof reflecting individual, teamwork and company’s work.

Organizational and transcultural behavior is an essential part of management and requires the integration of employees

and their comprehension, behavior, and attitude concerning to their own personal, social, and

labor responsibilities to the organization, as individuals and as part of the organization.


The human quality of the organization is consolidated by the ethical values implemented within it,

creating a prosperous climate of organizational and transcultural behavior

and making employee motivated and involved.

Their spirit of belonging will be alive and trust will become the norm in the organization;

empathy and synergy will increase internally and externally among personnel,

conveying positive and transparent behavior.


The professional practice depends on ethical business conduct;

therefore, education based on integrity is essential in and out of the working environment.

Sarramona et al. (2005) emphasize that being competent goes beyond being proficient or expert, their ability to be effective requires responsible behavior both in the workplace and in the social environment, which will impact their present and future in a positive way.


Attitude impact on ethical response to organizational and transcultural behavior

Dailey (2003) defines how “behaviors and attitudes contribute to the improvement of the effectiveness of an organization”.

It is necessary to consider: the person, the group, and the organization

And to identify aspects such as: • Personality, • Differences, • Motivations, • Trends, • Behavior, • Perspectives of employees

• Structure, • Organizational environment, • Culture, • Policies, • Changes in the organization.


There is a tendency to focus with more emphasis on the human factor. (Rodriguez and Aguilera, 2005).

Effects of Corporate communication linkage with values and responsibility

Vitell and Hidalgo (2006) conclude that good organizational and transcultural behavior and the success of the organization depends on the congruence of corporate values with the individual ethical values of its employees as well as their commitment to performance at the team level adhering to the criterion of social responsibility.

These factors are key in the selection of strategies and decisions that

help to strengthen the organizational ethical culture . (Briceno et. al, 2010)


Methodology and Data Analysis

The data obtained in this research comes from two studies • Influence of communication and ethical values in

business, family, and society (Mercader, 2012) • Influence of the organizational behavior and ethical

values in business and society: (Mercader, 2013)

each with its own questionnaire aimed at professionals working in the area of the state of Baja California, México.

This state, bordering the state of California, USA, is a developing industrial center of the first order

on the northern border of México.


Dimensions Sample Gender Gender

Male Female

Communication 120 56 64

46.70% 53.30%

Organizational Behavior 295 118 176 *

40.10% 59.90%

TABLE 1. Dimensions, sample and gender of participants.


Business Business Society Society

Responses Percentage

s Number of participants

Percentages Number of participants

a) A lot 82.50% 99 65.50% 78

b) Quite a bit 15.80% 19 27.70% 33

c) More or less 1.70% 2 5.90% 7

d) Somewhat 0.00% 0 0.80% 1

e) Little 0.00% 0 0.00% 0

Given responses 100% 120 99.16% 119

TABLE 2. Need of communication.


TABLA 3. Need of Ethical Values in Organizational Behavior. (Number of participants and percentages)

Response Options

a) A lot

b) Quite a bit

c) More or less

d) Somewhat

e) Little Number of Responses

a) Business 246 42 6 0 0 294

a) Business 83.68 14.28 2.04 0 0 100%

b) Society 231 51 7 1 2 292

b) Society 79.11 17.47 2.4 0.34 0.68 100%


Communication Business Business Society Society

CATEGORIZATIONS Number of Responses

Perc.(%) Number of Responses

Perc.(%)

1 Values 45 22.613 45 25.714

2 Channels and/or ways of information

14 7.035 2 1.143

3 Leadership 38 19.095 13 7.429

4 Education 13 6.533 12 6.857

5 Own and/or different interests 28 14.070 48 27.429

6 Attention and/or importance 20 10.050 0.000

7 Methodology 21 10.553

8 Culture and Costumes 5 2.513 19 10.857

9 Opening and/or limitations 14 7.035 17 9.714

10 External factors and inconveniences

---

11 Distractors --- 12 6.857 12 Various 1 0.503 7 4.000

Totals 199 100% 175 100%

TABLA 4. Causes for inadequate and/or ineffective communication


Organizational Behavior Business

Business Organizational Behavior Society Society

CATEGORIZATIONS Number

Resp. Perc. (%)

CATEGORIZATIONS Number

Resp. Perc.(%)

1 LACK OF VALUES 245 33.38% 1 ANTI-VALUES / LACK OF VALUES

313 46.99%

2 LACK OF COMMUNICATION 66 8.99% 2 LACK / FAULTY COMUNICATION

27 4.06%

3 LEADERSHIP 134 18.26% 3 LEADERSHIP 34 5.11% 4 EDUCATION 31 4.22% 4 EDUCATION 90 13.51%

5 LACK OF COMMON OBJECTIVES 90 12.26% 5 LACK OF COMMON INTERESTS

83 12.46%

6 LACK OF MOTIVATION / INCENTIVES

60 8.17% 6 LACK OF MOTIVATION / INCENTIVES

4 0.60%

7 OPENING 13 1.77% 7 ECONOMIC FACTORS 16 2.40%

8 ORGANIZATIONAL PERFORMANCE 43 5.86% 8 LACK OF ORGANIZATION AND/OR AUTHORITY

47 7.06%

9 OTHER 52 7.09% 9 OTHER 45 6.76%

10 PENALTIES AND PREVENTIVE MEASURES

7 1.05%

TOTAL 734 100% TOTAL 666 100%

TABLA 5.- Causes for inadequate and/or ineffective organizational behavior.


Communication For business and

society For business and

society

CATEGORIZATIONS Number of Responses

Perc.(%)

PROMOTION OF ETHICAL VALUES 78 24.76

WAYS AND SOURCES OF INFORMATION

46 14.6

LEADERSHIP 33 10.48

EDUCATIÓN 27 8.57

OPENING AND PROACTIVITY 39 12.38

INTEGRATIÓN 62 19.68

VARIOUS 30 9.53 TOTAL 315 100%

TABLA 6.- Solutions for an adequate and/or effective communication.


Organizational behavior Business

Business Organizational behavior

Society Society

CATEGORIZATIONS Number of Resp.

Perc. (%)

CATEGORIZATIONS Number of Resp.

Perc. (%)

1 ETHICAL VALUES 197 25.75% 1 ETHICAL VALUES 252 35.10% 2 COMMUNICATIÓN 86 11.24% 2 COMMUNICATIÓN 59 8.22% 3 LEADERSHIP 103 13.46% 3 LEADERSHIP 62 8.64% 4 EDUCATIÓN 95 12.42% 4 EDUCATIÓN 122 16.99%

5 MOTIVATIÓN / INCENTIVES 116 15.16% 5 MOTIVATIÓN/ INCENTIVES 35 4.87%

6 COMMON INTERESTS 50 6.54% 6 COMMON INTERESTS 104 14.48%

7 CHANGES / NEW INICIATIVES

10 1.31% 7 CHANGES / NEW INICIATIVES

56 7.80%

8 PENALTIES AND PREVENTIVE MEASURES

46 6.01% 8 PENALTIES AND PREVENTIVE MEASURES

8 1.11%

9

ADMINISTRATIVE ORGANIZATIÖN AND TRENDS

50 6.54% 9 OTHERS 20 2.79%

10 OTHERS 12 1.57%

TOTAL 765 100% TOTAL 718 100%

TABLA 7.- Solutions for an adequate and/or effective organizational behavior


Conclusions Conclusions considered significant help for a better understanding and consistent improvement of communication and organizational behavior. Hence, it can be deduced that:

• Ethical values are needed in organizational behavior and communication at both the company and society levels.

• The main reason for inadequate and/or ineffective communication in business is the "lack of ethical values”. It is also very significant referred in society.

• The main reasons for an inadequate and/or ineffective communication in society are “leadership” followed closely by “lack of ethical values” which demonstrates the importance and relationship that these two variables have.


• The main reason for an inadequate and/or ineffective

organizational behavior in society is “lack of ethical values” with very high significance.

• "Promotion of ethical values" is the most significant

solution to adequate and/or effective communication in business and society.

• "Ethical values" is the most significant solution to ensure

an adequate and/or effective organizational behavior in business as well as in society.


• Ethical values have gradually been receiving more attention in business as well as in society

• Specialized and scientific journals focus on the practical

advantages of applying ethical values in all professional and social environments.

• The two dimensions analyzed in this study: Communication

and Organizational Behavior are a fundamental part of everyday practice and of the development of companies and society; in both there is an influence of ethical values.


• There is a significant relationship between society and

business related to the two dimensions considered in this study, communication and organizational behavior.

• The categorizations arising from this study have coincided in a

congruent form according with responses obtained between business and society as well as for communication and organizational behavior, and also when causes and solutions were considered. The categorizations repeated in these options were Values, Leadership, Education, and Communication and/or Information channels.


• It has been proved in this study that the application of ethical values is a primary factor necessary for human behavior to be optimized; thus causing a better human, social and business interaction at the local and global level.

• The results of the data obtained for this study, is expected to

open and broaden the spectrum of knowledge to identify, know, and cause awareness of the feasible solutions to improve the application of ethical values and thus contribute to better communication and organizational behavior.

References Those references in Spanish have been left in the original language in order to be able to find them if required. Aguilar J. E. & Vargas J. (2011). Comunicación asertiva. (Assertive communication) Asociación Oaxaqueña de Psicología. (Spanish). Recovered in http://www.conductitlan.net) Dubrin Andrew (2002). Fundamentos del comportamiento, Administración. (Fundamentals for Administrative behavior ). México: Thomson. Briceño S., Mejías I., y Moreno F. (2010). La comunicación corporativa y la responsabilidad social. (Corporate communication and social responsibility) Daena: International Journal of Good Conscience. 5(1) 37-46 Chen, C. & Yang, C. (2012). The Impact of Spiritual Leadership on Organizational Citizenship Behavior: A Multi-Sample Analysis. Journal of Business Ethics. 105, 107-114. Cheng, S., Seeger M. (2012). Lessons Learned from organizational crisis: Business ethics and corporate communication. International. Journal of Business and Management. 7 (12) 74-86 Dailey, R. (2003) Comportamiento organizacional. (Organizational Behavior) Gran Bretaña: Heriot-Watt university Elango, B. Paul, K., Kundu, Sumit. Paudel, Shishir (2010). Organizational Ethics, Individual Ethics, and Ethical Intentions in International Decision- Making. Journal of Business Ethics. (97) (pp. 543-561).

http://www.conductitlan.net/

References European Bussines Ethic NetWork (2012) Journal of bussines ethics. http://www.eben-net.org/page.php?LAN=0&ID=34&FILE=subject&PAGE=1; Recovered 2 Dec 2013. Mercader, V. (2012). Influencia de la comunicación y de los valores éticos en la empresa, familia y sociedad. (Influence of communication and ethical values in business, family, and society). ACACIA Ponencia en el XVI Congreso Internacional de la Academia de Ciencias Administrativas A.C. ACACIA. Edo. de México. 22 al 25 de Mayo del 2012. Mercader, V. (2013). Influencia del Comportamiento Organizacional y de los Valores Éticos en las Empresas y en la Sociedad. (Influence of the organizational behavior and ethical values in business and society). Ponencia en el XVII Congreso Internacional de la Academia de Ciencias Administrativas A.C. ACACIA – Guadalajara, Edo. de Jalisco. 23 al 26 de Abril del 2013. Michaelson, Christopher. (2010). Revisiting the Global Business Ethics Questions. Business Ethics Quarterly. (20) (2) (pp. 237-251). Rodriguez, A. y Aguilera, J.C. (2005). Persona ética y organización: Hacia un nuevo paradigma organizacional. (Ethical people and organization: Towards a new organizational paradigm). Cuadernos de Difusión. 10, (18-19),(61-77) Schlemenson A. (1990). La perspectiva ética en el análisis organizacional, un compromiso reflexivo con la acción. (The ethical perspective in the organizational analysis, a reflexive compromise with action). México: Paidós

http://www.eben-net.org/page.php?LAN=0&ID=34&FILE=subject&PAGE=1




Sarramona, J. (2005). Un nuevo desafío a la educación actual: las competencias como metas curriculares. (A new challenge to the present education: competences as curricula goals). Pensamiento educativo. Santiago de Chile. Vol. 36, 33-49. Seeger, M. W. y Sellnow, T. L. (2007). Crisis communication and the public health. Cresskill: Hampton Press. Vitell, S. J., & Hidalgo, E. (2006). The Impact of Corporate Ethical Values and Enforcement of Ethical Codes on the Perceived Importance of Ethics in Business: A Comparison of U.S. and Spanish Managers. Journal Of Business Ethics, 64(1), 31-43. doi:10.1007/s10551-005-4664-5 Vohra, N. & Sheel, R. (2012). Corporate Social Responsibility: Practice Theory, and Challenges. Vikalpa: The Journal for Decision Makers, 37, 73-76. Williams J., Aitken R. (2011). The Service-Dominant Logic of Marketing and Marketing Ethics. Journal of Business Ethics. (102) (439-454).





THANKS and

HAPPINESS

Víctor Mercader, Ed.D

CETYS Universidad Campus Tijuana, Baja California

Mexico

Cross-Cultural Business Conference 2014 University of Applied Sciences Upper Austria

School of Management, Steyr May 14th, 2014

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Influence of ethical values in business management through ... · PDF fileInfluence of ethical values in business management through organizational and transcultural behavior and effective