Framework for Ethical Decision Making

Making decisions is at the forefront of the role of a manager. When most people think of decisions, much like when choosing an answer for a test, they think of which choice is right and which one is wrong. But in the case of me being a manager for my organization, how can I clearly define what right and wrong means? In the case of wrong decisions, there are the obvious answers such as when one option is illegal. In other cases, however, it can be difficult to decide on something. The difference between right and wrong is especially evident when choices lie in the gray area. In these situations, instead of making the choice for the organization as the manager, I believe it is best to bring up these decisions with the whole of the company and spur up a discussion. As stated by James Ryan in his Harvard Business Review, "We listen just long enough to form a quick opinion, and then we either endorse or oppose what has been said." (Ryan). Through discussions with numerous employers, points that might previously not have been thought of have the possibility of being made. I believe that as an organization, having a discussion like this is the only way to critically and thoroughly think through these types of decisions. This is especially helpful in finding what could be the most ethical answer, since everyone has different moral standards when it comes to moral ethics.

As a manager, it is easy to talk about going about these decisions in this manner, however it is important that I must stay ethically in-bounds as well. As a manager I must act as an example for this organization. How will others be willing to employ the most ethical means if I myself do not practice these very things? In the view of Daft and Marcic, "Managers and first-line supervisors are important role models for ethical behavior, and they strongly influence the ethical climate in the organization by adhering to high ethical standards in their own behavior and decisions." (Daft & Marcic, p.144) I fully agree with this idea so as the manager I must have good behaviors myself so employers will follow suit, otherwise hypocrisy in the management level will exist in the organization. Along with this, as a manager, I must take accountability for all of the decisions that do not end up going well for the organization. For example, some decisions that lie in the gray area will have outcomes that cannot be fully predicted. I believe having to deal with this gray area is the biggest weakness of this framework. However, I think that as a manager if I take accountability for these actions, this will show to be the best solution for this weakness. Instead of shifting the blame or hiding from these decisions, I will have to step up and fix any damage that results. Although the discussion based method of going about ethical decisions can still result in some losses for the company, this is the best way to incorporate thorough and critical thinking in the process of making these types of decisions.

- Sayuz


Sources:
Daft, Richard L. Management. 9th ed., Cengage Learning, 2018.

Ryan, James E. “5 Questions Leaders Should Be Asking All the Time.” Harvard Business Review, 29 Aug. 2017, hbr.org/2017/04/5-questions-leaders-should-be-asking-all-the-time?utm_campaign=hbr&utm_source=facebook&utm_medium=social.