BUSINESS ETHICS AND MANAGERIAL BEHAVIOUR

Introduction
Studying business ethics and managerial behavior is crucial for all business
professionals in today’s environment. Understanding and implementing ethical
practices not only enhances individual behavior but also fosters a culture of integrity
within organizations, ultimately impacting their success and sustainability.

In essence, managerial behavior is about how managers effectively manage people

and resources to achieve organizational goals. It's a complex interplay of actions,
skills, and strategies that contribute to the success or failure of an organization.

Managerial behavior encompasses the actions and activities that managers undertake
in organizations, including how they interact with others, make decisions, and manage
resources. It involves a blend of maintaining order and structure while driving change
and adaptation within the organization.

It should be noted, however, that managerial behavior significantly impacts business

performance, while positive behaviors like collaboration, respect, and accountability
lead to increased productivity, innovation, and employee engagement. Conversely,
poor managerial behaviour can negatively impact morale, productivity, and a
company's ability to adapt to changing conditions. Thus, effective managers should
create environments where teams thrive, goals are achieved, and innovation
flourishes.
According to Paine (1994), ethics has everything to do with management; managers
who do not give good leadership and establish systems that aid ethical behavior are
accountable when employees act unethically, causing the organization's reputation to
suffer (Isoa, 2020).
Managers at all levels are held to a high ethical standard. As a manager, it is one of
your key tasks to understand and practice ethical behavior in order to: meet the
company's expectations for conduct, set an example of right behavior for subordinates,
and minimize the uncertainty that often comes with ethical practice.
Business ethics and managerial behavior are intertwined, as ethical leadership and
practices influence organizational culture, employee conduct, and stakeholder
relationships. Ethical standards, such as honesty, integrity, and fairness, guide
managerial decisions and influence how employees view the organization and its
values.
Importantly, a code of ethics provides the manager with a tool to help him or her
make sound decisions. It demonstrates what is correct and incorrect. This is extremely
useful while making judgments during a crisis. Employees in the organization can
face the truth, both good and negative, thanks to ethics. They believe that by running
an ethical business, they are making a significant contribution to society. This sense
of commitment gives purpose and context to their daily activities (Sarma, 2022). The
importance of ethics in management is partly determined by the level of responsibility
that the organization is willing to accept.

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Simply like a parent models behavior for his or her children to emulate, top
management must demonstrate via their actions that they are more than just lip
service to a code of ethics. Managers must be committed to making decisions that are
consistent with basic values such as honesty, integrity, respect for others, accepting
responsibility for their actions, and being held accountable for them (Ethics Sage,
2016).
The ethical environment of an organization specifies what is acceptable behavior and
how ethical issues should be handled. When comparing ethical climates that
encourage prosocial behavior to those that encourage more individualistic behavior, it
becomes clear that the former is more closely connected with work performance as
well as employees' positive attitudes and actions (Teresi, 2019).
Managers must uphold ethical standards in their own behaviors and judgments.
Managers have positions of responsibility that hold them responsible for the ethical
behavior of people who report to them. They perform this role by ensuring that
employees are aware of the organization's ethical code and have the opportunity to
ask clarifying questions (Lumen, n.d.). A manager should serve as a role model,
formulating and publicizing an organizational code of ethics to reduce ethical
difficulties. The organization must establish institutional processes to allow
employees to discuss ethical quandaries and report unethical behavior without fear of
penalty (Mintz, 2017). The manager's role is to encourage their staff to come up with
new and creative approaches to the day-to-day business difficulties they face.

What Is Business Ethics?

Simply put, Business ethics is the moral principles, policies, and values that govern
the way companies and individuals engage in business activity. It goes beyond legal
requirements to establish a code of conduct that drives employee behavior at all
levels and helps build trust between a business and its customers.

On the other hand, business ethics concerns ethical dilemmas or controversial issues
faced by a company. Often, business ethics involve a system of practices and
procedures that help build trust with the consumer. On one level, some business
ethics are embedded in the law, such as minimum wages, insider trading restrictions,
and environmental regulations. On another, business ethics can be influenced by
management behavior, with wide-ranging effects across the company.

Generally, Business ethics guide executives, managers, and employees in their daily
actions and decision-making. For example, consider a company that has decided to
dump chemical waste that it cannot afford to dispose of properly on a vacant lot it
has purchased in the local community. This action has legal, environmental, and
social repercussions that can damage a company beyond repair.

Understanding Business Ethics - the concept.

The concept of business ethics began in the 1960s as corporations became more
aware of a rising consumer-based society that showed concerns regarding the
environment, social causes, and corporate responsibility. The increased focus on
"social issues" was a hallmark of the decade.

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Since that time, the concept of business ethics has evolved. Today, business ethics
goes beyond just a moral code of right and wrong; it attempts to reconcile what
companies must do legally vs. maintaining a competitive advantage over other
businesses. Firms display business ethics in several ways.

Thus, business ethics ensure that a certain basic level of trust exists between
consumers and various forms of market participants with businesses. For example, a
portfolio manager must give the same consideration to the portfolios of family
members and small individual investors as they do to wealthier clients. These kinds
of practices ensure the public receives fair treatment.

WHY SHOULD STUDENTS OF MFEB STUDY BUSINESS ETHICS AND

MANAGERIAL BEHAVIOUR
Students in financial economics and banking should study business ethics and
managerial behavior because a strong ethical foundation is crucial for long-term
success and integrity in the financial industry. Understanding ethics will help these
students make responsible decisions, build trust, and avoid costly mistakes that can
harm their careers and reputation. Furthermore, ethical conduct is essential for
fostering a positive and sustainable business environment, benefiting both individuals
and the broader financial system.
Here's a more detailed explanation:
Building Trust and Reputation:
Ethical behavior is fundamental to building trust with clients, investors, and other
stakeholders. This trust is essential for the long-term success of any financial
institution.

Avoiding Legal and Financial Risks:

Unethical practices can lead to legal consequences, reputational damage, and
financial losses. Understanding ethical principles helps students avoid these pitfalls.

Promoting Transparency and Fairness:

Ethical conduct in finance involves transparency in financial dealings and fair
treatment of all parties involved. This helps to ensure a stable and reliable financial
system.

Enhancing Decision-Making:
Ethical considerations are important in all aspects of financial decision-making, from
investment strategies to risk management.

Fostering a Positive Corporate Culture:

Ethical leadership and management practices can create a more positive and
productive work environment, leading to better employee morale and organizational
performance.

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Understanding Societal Impact:
Financial institutions have a significant impact on society, and understanding ethical
principles allows students to consider the wider societal implications of their
decisions.

Meeting Industry Standards:

Many financial institutions and regulatory bodies require professionals to adhere to
specific ethical codes of conduct. Studying ethics helps students meet these
requirements and be prepared for a variety of professional roles.

Promoting Financial Stability:

Ethical behavior in the banking sector helps to ensure the stability and resilience of
the financial system.

Improving Customer Relationships:

Ethical banking practices can improve customer relationships and build trust, leading
to increased customer loyalty and satisfaction.

Addressing Ethical Dilemmas:

Financial professionals often encounter ethical dilemmas, and studying ethics
provides them with the framework and tools to navigate these challenges.

Principles of Business Ethics

There are generally 12 business ethics principles:

 Leadership: The conscious effort to adopt, integrate, and emulate the other
11 principles to guide decisions and behavior in all aspects of professional
and personal life.
 Accountability: Holding yourself and others responsible for their actions.
Commitment to following ethical practices and ensuring others follow ethics
guidelines.
 Integrity: Incorporates other principles—honesty, trustworthiness, and
reliability. Someone with integrity consistently does the right thing and
strives to hold themselves to a higher standard.
 Respect for others: To foster ethical behavior and environments in the
workplace, respecting others is a critical component. Everyone deserves
dignity, privacy, equality, opportunity, compassion, and empathy.
 Honesty: Truth in all matters is key to fostering an ethical climate. Partial
truths, omissions, and under or overstating don't help a business improve its
performance. Bad news should be communicated and received in the same
manner as good news so that solutions can be developed.
 Respect for laws: Ethical leadership should include enforcing all local, state,
and federal laws. If there is a legal grey area, leaders should err on the side of
legality rather than exploiting a gap.
 Responsibility: Promote ownership within an organization, allow employees
to be responsible for their work, and be accountable for yours.

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  Transparency: Stakeholders are people with an interest in a business, such as
shareholders, employees, the community a firm operates in, and the family
members of the employees. Without divulging trade secrets, companies
should ensure information about their financials, price changes, hiring and
firing practices, wages and salaries, and promotions are available to those
interested in the business's success.
 Compassion: Employees, the community surrounding a business, business
partners, and customers should all be treated with concern for their well-being.
 Fairness: Everyone should have the same opportunities and be treated the
same. If a practice or behavior would make you feel uncomfortable or place
personal or corporate benefit in front of equality, common courtesy, and
respect, it is likely not fair.
 Loyalty: Leadership should demonstrate commitment to their employees and
the company. Inspiring loyalty in employees and management ensures that
they are committed to best practices.
 Environmental concern: In a world where resources are limited, ecosystems
have been damaged by past practices, and the climate is changing, it is of
utmost importance to be aware of and concerned about the environmental
impacts a business has. All employees should be encouraged to discover and
report solutions for practices that can add to damages already done.

Why Is Business Ethics Important?

There are several reasons business ethics are essential for success in modern business.
Business ethics ensure a certain level of trust between consumers and corporations,
guaranteeing the public fair and equal treatment. Most importantly, defined ethics
programs establish a code of conduct that drives employee behavior from executives
to middle management to the newest and youngest employees.

When all employees make ethical decisions, the company establishes a reputation for
ethical behavior. Its reputation grows, and it begins to experience the benefits a
moral establishment reaps, such as:

 Brand recognition and growth;

 Increased ability to negotiate;
 Builds trust with stakeholders leading to increased trust in products and
services;
 Customer retention and growth;
 Attracting talent;
 Attracting investors ;
 Enhances company reputation;
 Reduces legal risks and litigation.
 Improves employee morale and retention.
 Promotes sustainability and social responsibility.

When combined, all these factors affect a business' revenues. Those who fail to set
ethical standards and enforce them are doomed to eventually find themselves failing.

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Creating a Business Code of Ethics - Key Steps

 Define core values: Start by identifying the principles and values that reflect
the company’s mission and vision. Involving key leaders and employees in
this process ensures that the values are representative and accepted throughout
the organization.
 Establish clear and concrete policies: A code of ethics should include
specific guidelines on how to handle common situations and ethical dilemmas.
These policies should address areas such as conflicts of interest, fair business
practices, and workplace conduct.
 Implement compliance procedures: Define how breaches of the code of
ethics should be reported and managed. This includes establishing a
confidential system for employees to report irregularities, procedures for
investigating and resolving these cases, and more.
 Train employees: Ongoing training is essential to ensure that all employees
understand and effectively apply the code of ethics. Organize regular training
sessions covering the code’s content, company policies, and expected conduct.
Use practical examples to illustrate the content for your team—they will
appreciate it.
 Promote a culture of compliance and ethics: The code of ethics should be
an integral part of the corporate culture. Leaders must model ethical behavior
and actively support the code’s implementation. Creating an environment
where ethical conduct is valued and rewarded will help integrate these
principles into the entity’s daily culture.
 Regularly review and update: The business and legal environment is
constantly evolving, so it’s essential to periodically review and update the
code of ethics. Ensure that the code remains relevant in the face of changes in
laws, business practices, and social expectations. Lastly, involve different
stakeholders in the review to ensure the code continues to reflect current needs
and challenges.
 Effective communication: Make sure the code of ethics is easily accessible to
all employees, whether in digital or printed form. Additionally, promote open
dialogue about ethics and compliance, encouraging employees to participate
and seek guidance if needed.

The code of ethics provides the manager with a tool to help him or her make sound
decisions. It demonstrates what is correct and incorrect. This is extremely useful while
making judgments during a crisis.

Relationship between Business Ethics and Managerial Behavior

Business ethics and managerial behavior are deeply intertwined. Ethical standards set
by upper management directly influence employee behavior, shaping a company's
culture and overall ethical performance.
Managers who lead by example, who model ethical behavior and promote a strong
ethical culture are more likely to see their teams make ethical choices as well, thereby
fostering a more ethical and successful organization.

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 Here's a more detailed look at their relationship:
1. Managerial Behavior as a Model:
 Managers are role models for their employees. They should set the tone. Their
actions and decisions are closely watched by employees, thus significantly
impact the ethical climate within the organization.
 When managers consistently demonstrate ethical behavior, employees are more
likely to follow suit, creating a culture of integrity and accountability.
 Conversely, managers who prioritize profits over ethics or engage in unethical
practices can erode trust and damage the company's reputation.
2. Establishing Ethical Frameworks:
 Managers are responsible for developing and implementing a code of ethics that
guides employee behavior.
 This code should be clearly communicated and consistently enforced.
 It should cover a range of ethical issues, including honesty, fairness, transparency,
and respect for stakeholders.
 Managers should ensure that ethical standards are integrated into all aspects of
the business, from decision-making to employee relations.
3. Fostering a Culture of Ethics:
Managers play a crucial role in creating a positive and ethical work environment.
 They should encourage open communication, transparency, and the reporting of
ethical concerns.
 They should also provide training and resources to help employees understand
and apply ethical principles.
 A strong ethical culture fosters employee satisfaction, loyalty, and commitment to
the organization's mission and values.
4. Influencing Employee Behavior:
Ethical leadership encourages employees to take a more proactive approach to ethical
decision-making. When managers create a culture of transparency and accountability,
employees are more likely to report unethical behavior and feel comfortable speaking
up. Ethical leadership also helps to build a strong team and a positive work environment.

5. Promoting a Positive Organizational Culture:

Strong ethics programs and codes of conduct, championed by management, can foster a
culture of integrity and trust. This can lead to increased employee satisfaction, loyalty,
and commitment to the organization's mission.
A positive ethical culture can also attract and retain top talent, as potential employees are
increasingly drawn to organizations with strong ethical reputations.

6. Impact on Business Outcomes:

Ethical behavior can improve profitability by reducing legal risks, brand damage, and
increasing stakeholder trust.
Organizations with strong ethical cultures are often better positioned to navigate
challenges and maintain their reputation during crises.

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Ethical leadership can also lead to increased innovation and creativity, as employees feel
safe to voice their ideas and opinions.

Characteristics of Ethical Leadership

 Leading by example: Managers should demonstrate ethical behavior in their

daily interactions and decisions. Ethical leadership sets the tone for
organizational culture. Managers must model ethical behavior to influence their
teams positively.

 Creating a culture of accountability and promoting transparency: A strong

ethical culture in an organization encourages open discussions about ethical
issues and holds everyone accountable for their actions. Encourage a culture
where employees feel comfortable sharing their opinions and concerns. Also,
establish clear expectations for ethical conduct and provide channels for
employees to report concerns.

 Supporting ethical decision-making: Managers use ethical frameworks to guide

their decisions. Ethical decision-making involves considering the impacts of
decisions on all stakeholders - Provide employees with the resources and training
they need to make ethical choices.

 Conflict of Interest: Managers must recognize and manage conflicts of interest,

where personal interests could interfere with professional responsibilities.

 Whistle-blowing: Employees should feel empowered to report unethical

behavior without fear of retaliation. Effective whistle-blower protections are vital
to encourage reporting.

 Diversity and Inclusion: Ethical management promotes a diverse and inclusive

workplace, which not only adheres to legal requirements but also fosters
creativity and innovation.

The Impact of Managerial Unethical Behavior on Business:

Unethical behavior by managers can have serious consequences, including:
 Damage to the company's reputation.
 Loss of customer trust and loyalty.
 Legal and regulatory penalties.
 Loss of employee morale and productivity.
 Financial losses.

Why is Ethical Managerial Behaviour important

Ethical managerial behavior in business is highly recommended because it fosters
trust, builds a positive reputation, and ultimately drives long-term success and

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sustainability. It helps avoid legal and regulatory risks, strengthens employee morale
and engagement, and attracts customers, partners, and investors who value ethical
practices.
Here's why ethical behavior is so important:
Building Trust and Reputation: Ethical managers build trust with employees,
customers, and other stakeholders. They earn the trust of stakeholders, including
employees, customers, and investors, leading to stronger relationships and a positive
brand image. A strong ethical culture enhances the company's reputation and brand
image.
A good reputation can be a significant competitive advantage, attracting new
business and retaining existing customers.

Legal and Regulatory Compliance: Ethical practices help businesses avoid legal
and regulatory issues, minimizing potential fines, lawsuits, and reputational damage.

Employee Morale and Productivity: Ethical leadership fosters a positive work

environment where employees feel valued, respected, and motivated, leading to
higher productivity and reduced turnover.

Long-Term Sustainability: Businesses that prioritize ethics are more likely to

achieve long-term sustainability and success. Ethical practices contribute to the long-
term sustainability of a business by minimizing risks, building a strong brand, and
attracting customers and investors who share similar values.

Improved Decision-Making: Ethical principles provide a framework for managers

to make sound decisions that benefit the organization and its stakeholders.

Increased Innovation and Creativity: A culture of ethics can foster a more open
and transparent environment, encouraging employees to share ideas and contribute to
innovation. Employees are more likely to be motivated and productive when they
feel that they are working for an ethical and responsible organization

Attracting and Retaining Talent: Businesses with a strong ethical culture are more
likely to attract and retain talented employees who seek a workplace where their
values are aligned with the organization's. .

Reduced Risk:
Ethical leadership helps to mitigate legal and financial risks associated with unethical
behavior.

Ethical Strategies for Managers: Approaches to Making Moral Choices

In today’s rapidly evolving business landscape, managers are increasingly confronted
with complex ethical dilemmas that go beyond profitability and legal compliance.
These decisions can significantly affect not only the organisation’s success and
reputation but also the well-being of employees, customers, and the broader

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community. To address these challenges, managers may adopt one or more key
ethical frameworks to guide their decision-making. Four prominent approaches
include the following:
 the utilitarian - or consequence-based (maximising overall benefits) approach;
 the rights-based (upholding individual rights) approach;
 the virtue-based (focusing on personal integrity), approach;
 the care-based (emphasising empathy and relationships) approach.
Each of these strategies offers distinct strengths and limitations, and the best choice
often depends on the specific context, the organisation’s values, and the individuals
involved. Understanding these approaches allows managers to make more informed
and morally responsible decisions that balance the needs of all stakeholders.

1. The Utilitarian or Consequence-Based Approach

Utilitarianism focuses on the outcomes of actions. The best action is the one that
produces the greatest good for the greatest number. A utilitarian approach to ethical
decision-making focuses on the consequences of actions, aiming to choose the option
that maximises benefits for the greatest number of people. Managers who apply this
method will weigh the potential costs and benefits of their choices, seeking to achieve
the most favourable outcome overall.
Example, consider a scenario where a manager has the opportunity to organise a city-
sponsored sports event that could attract a large audience and generate significant
revenue. However, a small group of residents living nearby may be inconvenienced
by noise, or their property might suffer damage due to the influx of visitors.
Additionally, there is the risk of injury to participants, though liability waivers might
mitigate financial risks.
A manager using the utilitarian approach would likely decide to go ahead with the
event if the benefits - revenue, entertainment, and community engagement outweigh
the potential downsides. While this approach may seem pragmatic, its focus on the
majority’s benefit often overlooks the rights and concerns of the minority.
Advantages:

 Maximises overall benefit, increasing revenue and customer satisfaction.

 Provides a clear, structured decision-making framework by weighing costs
against benefits.
Disadvantages:

 Can lead to the marginalisation of minority interests, such as local residents or

vulnerable individuals.
 May underestimate hidden or long-term costs, such as potential lawsuits or
damage to the organisation’s reputation.
 Focuses on short-term gains without necessarily considering the broader social or
moral implications.
In this approach, the manager might choose to proceed with the event, only to later
face legal challenges from disgruntled residents or participants. Furthermore, negative

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publicity could tarnish the organisation’s image, particularly if media reports focus on
those who were negatively impacted. Thus, while utilitarianism seeks to achieve the
most good, it may inadvertently lead to unforeseen problems.

2. The Rights-Based Approach

The rights-based approach, rooted in deontological ethics, focuses on an individual’s
rights and the duties that others have in relation to these rights. This model requires
managers to consider whether they are obligated to act (positive rights) or refrain
from acting (negative rights), based on ethical principles such as fairness, justice, and
respect for human dignity.
For example, imagine a manager running a community recreational centre. Some
participants may struggle to access certain programmes due to disabilities, financial
hardship, or lack of basic skills. In this scenario, the manager must assess whether
they have an obligation to make accommodations for these disadvantaged individuals,
such as offering subsidised fees or creating more inclusive programmes.
Advantages:

 Emphasises fairness and justice by ensuring the rights of all individuals are
respected.
 Encourages managers to consider their moral duties towards different
stakeholders.
Disadvantages:

 Can be financially burdensome if accommodating the rights of everyone leads to

unsustainable costs.
 May not always be practical, especially when the organisation relies on fees or
private funding to operate.
A manager using this approach might offer targeted solutions, such as creating a
volunteer programme to help low-income individuals participate in activities.
However, if the centre is privately funded and there is not enough interest to justify
these accommodations, the manager may conclude that there’s no obligation to
provide such services. Although this might seem fair from a financial standpoint, it
could lead to frustration among those excluded, potentially prompting legal or public
relations challenges.

3. The Virtue-Based Ethical Reasoning Approach

The virtue-based approach to ethical decision-making is deeply rooted in the personal
integrity and moral character of the manager. Rather than following a specific rule or
focusing solely on consequences, a manager applying this approach would make
decisions based on what they believe is the right thing to do, considering their values,
organisational culture, and perhaps even their religious or spiritual beliefs.
For instance, suppose a manager of a youth sports programme encounters a case of
bullying. One child is bullying another, and while the victim’s family is concerned,
the bully’s family is influential and financially supports the programme. A manager
using a virtue-based approach would focus on fostering an environment of fairness

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and respect. Rather than prioritising financial considerations or simply applying rules,
they might arrange a meeting between the two families to promote understanding and
resolution, seeking to address the underlying issues in a compassionate manner.

Advantages:

 Focuses on long-term character development and ethical consistency.

 Promotes holistic solutions that strengthen relationships and resolve underlying
conflicts.
Disadvantages:

 Can be time-consuming, as it often requires collaboration and consensus-building

among various stakeholders.
 The subjective nature of virtue ethics may make it difficult to implement in large,
diverse organisations with conflicting interests.
Using this approach, a manager may facilitate a conversation between the two
families, encouraging the children to resolve their differences and the parents to
support a positive outcome. While this might take more time and effort, it could lead
to a stronger, more cohesive community, where participants feel valued and
understood. However, not all parties may be willing to engage in such discussions,
and the process can be more resource-intensive.

4. The Care-Based Approach

The care-based approach, also known as the ethics of care, emphasises the importance
of empathy, relationships, and the interconnectedness of individuals when making
ethical decisions. This framework encourages managers to consider the emotional and
relational aspects of decision-making, focusing on the well-being of those most
vulnerable or directly impacted by their actions. It contrasts with the impersonal
nature of rules or consequences and centres on human relationships and the duty of
care a manager owes to employees, customers, and other stakeholders.
For example, a manager might be faced with the decision of whether to lay off a
group of employees to cut costs during a financial downturn. A strictly utilitarian
approach might justify the layoffs as necessary for the organisation’s survival,
benefiting the majority of stakeholders. However, a care-based approach would
prompt the manager to consider the personal impact on those employees being laid
off—their families, mental health, and financial stability. The manager might explore
alternatives, such as reducing working hours or offering additional support services,
before making such a decision.
Advantages:

 Strengthens trust and loyalty within an organisation by showing concern for the
well-being of individuals.
 Promotes a workplace culture of empathy, making employees feel valued and
supported.

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 Helps create more ethical workplaces by prioritising human relationships over
purely financial or practical outcomes.
 Disadvantages:
 Can conflict with organisational goals when the needs of individuals are
prioritised over the collective good.
 May lead to difficult decisions where the emotional and personal needs of
individuals clash with business realities.
In using a care-based approach, a manager may decide to offer a voluntary severance
package rather than compulsory layoffs or work with employees to help them find
new opportunities. This approach can foster goodwill and preserve long-term
relationships, even if the short-term financial gains are not as immediate. However, it
may not always align with the company’s bottom line, and there is a risk of allowing
emotional factors to cloud judgement when difficult decisions must be made.
It should be noted that each ethical approach offers distinct advantages and challenges.
Utilitarianism prioritises the greater good, but may neglect the concerns of minority
groups. Rights-based ethics focus on fairness and justice, though they can be difficult
to implement in resource-limited environments. Virtue-based ethics emphasise
personal integrity and moral character, but can be time-consuming and subjective.
The care-based approach, grounded in empathy and relationships, promotes
compassion but may struggle to balance individual needs with organisational goals.
In practice, managers often use a combination of these approaches, adapting them to
the specific context and needs of their organisation. Ultimately, ethical decision-
making is crucial for building trust, maintaining a positive organisational culture, and
ensuring long-term success. By considering the broader impact of their choices and
adopting a balanced ethical strategy, managers can navigate complex moral
challenges and foster a more inclusive and responsible workplace.

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