Understanding Conflict and Violence Essay example

Conflict as a socio-political phenomenon is inherent in any society. He is one of the manifestations of the political process, method of resolving its contradictions. The important role of conflict marked already the ancients who asserted that the source of the movement of all things lies in the formation of opposites and their struggle. Conflict as a social phenomenon was first studied in the writings of Georg Simmel, G. Hegel, Marx, A. Smith, A. Tocqueville. Isolation of political conflicts in the separate problem of the world political science falls in the middle of the twentieth century. Since then, the political conflict studies has become one of the most important branches of theoretical and applied political science. In the†¦show more content†¦In this struggle for power is almost never openly declared (Batros and Wehr 2002). The desire for power is usually vested in the other clothing (religious, moral, ideological, etc.) to ensure the support of public opinion. Hence the criticism is born of the existing government, the ruling elite. Object and subject of political conflict is a political government, its possession, the unit of government institutions, the political status of social groups, values and symbols that are the basis of political power of the society. The subjects of the political conflict can serve an individual, small and large social groups (including ethnic - clan, tribe, nation) states and their coalition. In political tradition, there are several major methodological approaches to the study of conflicts associated with different paradigms of political science (Batros and Wehr 2002). Naturalistic paradigm explains the nature of politics, based on the dominant values of non-social factors that are innate and unchangeable in essence to the nature of man and society. One direction of the naturalistic paradigm - biopolitics - explains the existence of conflict in the political life of the presence and dominance in humans and the natural properties of instinctive aggressiveness, manifested in the struggle for the possession of vital resources. Another area of naturalistic paradigm - geopolitics - consider the conflict as aShow MoreRelatedSocial Conflict Theory : Social Identity Theory And Conflict1410 Words   |  6 PagesIdentity Theory and Conflict Theoretically significant to conflict is social identity theory. It allows â€Å"predictions to incorporate who is likely to perceive and act in group terms, to remain committed to the group in times of crisis† Turner (1999), Doosje Ellemers, (1999). Bar-Tal stresses conflict exists when an incompatible goal exists between two groups. The question of when incompatibility sets become important in understanding the cause of inter-ethnic or communal conflicts for instance, evenRead MoreMy Understanding Of Education Level Peace Building Efforts Essay1225 Words   |  5 PagesIntroduction Listening to four women peacemakers, rather peacebuilders, from different countries, cultures and contexts has broadened and, at the same time, challenged my understanding of gender dynamics in conflict context. This reflection essay aims to discuss how these presentations deepened and complicated my understanding of gender. It will mainly focus on Kurshid’s presentations of violent extremism in Pakistan. However, I will also use part of Fatma’s presentation on Western Sahara for theRead MoreConflict Analysis And Peacebuilding Planning Essay1143 Words   |  5 Pagesin East Africa, gender dimensions are often overlooked in conflict analysis and peacebuilding work. I believe that, as peacebuilders, understanding gender dynamics in conflict context would not only enrich our level of analysis, it would also help to come-up-with comprehensive and sustainable peacebuilding plan. In this essay, I will reflect on the conflict, gender and peacebuilding lens discussed in Lisa S chirch’s book (Chapter 9): Conflict Assessment and Peacebuilding Planning: Towards A ParticipatoryRead MoreAdolescents And War : How Youth Deal With Political Violence1523 Words   |  7 PagesHow Youth deal with Political Violence’. Political violence, the focus of this study – is difficult to define – primarily because it such a broad term which incorporates different levels of ideology surrounding the nature of violence, its causes, structures and objectives. Barber takes an interesting and unique stance in his literature, as he touches upon the rarely (but advancing) topic of youth and more specifically adolescents; in relation to political violence. Centralising on the role thatRead More Essay on Conflict Resolution and Mediation to End School Violence949 Words   |  4 PagesUse of Conflict Resolution and Mediation to End School Violence       Conflict and differences of opinion exist in every healthy organization. Americans need to try to take control of todays youth and the violence that is and has been developing in this country for many years.   Although violence will never be extinct, there are many different ways to reduce violence.   Each school and student population has different ways of dealing with and helping to curb the need for violence in schools. Read MoreThe Political Problems Of Burma1621 Words   |  7 Pagesis in constant conflict. We can wonder however to what extent can the conflict be understood by solely focusing on identity. If identity is an important factor in the emergence of tensions it is only one facet of the problem. Alternative theories to the identity explanation on the causes of civil war are polarised between grievance and greed theories (Ballentine and Nitzschke, 2003). However, it is possible to have a complete understanding of the causes and dynamics of ethnic conflict when combiningRead MoreThe Battle Of Inter State War1464 Words   |  6 PagesBull defines war as â€Å"organized violence carried on by political units against each other† (184). With respect to this broad definition, both he and Waltz posit models of conflict which can effectively be used to analyze the sources of modern violence. The warrior scholars employ the theories of multiple political philosophers including Kant and Rousseau in order to build theories that encapsulate the complex variables which lead to armed engagement. These theories can be extrapolated in orderRead MoreApplying Weber s Theories That Sh ape Everyday Life Essay1698 Words   |  7 Pagescombined inequalities, or seemed inequalities, that permeate themselves through the structures of power and conflict. The story of Cain and Abel is one of the earliest accounts of homicide, and the Roman Republic viewed homicide as a family matter, not one that needed government intervention. Throughout history, homicide has shifted as power and conflict have held different connotations, the understanding allowing murder to be seen differently today. â€Å"Homicides, as well as other negative interactions suchRead MoreThe Tragedy Of The Death Of Cain And Abel Essay1701 Words   |  7 Pagesdirectly correlate with conflict, murder goes beyond a fight that ends badly: the social phenomena is a result of combined race, gender, and class inequalities, or seemed inequalities, that permeate themselves through power and conflict. The story of Cain and Abel is one of the earliest accounts of homicide, and the Roman Republic viewed homicide as a family matter, not one that needed government intervention. Throughout history, homicide has shifted as power and conflict have held different connotationsRead MorePersuasive Conflict Essay981 Words   |  4 Pagesmust fight back against conflict with a war of words. When we are faced with adversity, we need to respond forcefully with nonviolent approaches and be confident when answering the call. Rather than be physically aggressive towards the opposing group, people need to remain united through their purpose to truly accomplish and solve the problem. The best way for people to respond to conflict is to react peacefully. Many characters try to solve conflicts by using violence. This form of retaliation

Narrative Unreliability in Martin Amis Money - 1686 Words

In Money: A Suicide Note Martin Amis describes the life of John Self, an extremely successful filmmaker of TV adverts who takes part in the materialist game characterising the society of the 1980s. The protagonist is addicted to the 20th century, where he leads a careless life based on a daily abundance of drugs, alcohol, promiscuous sex, handjobs and the porn industry. However, this addiction leaves its marks on the body and character of John Self. His physical as well as social health slowly deteriorate while Self is unable (and unwilling) to get off his never-ending trip. For him life seems to be mainly a holiday, and a very expensive one indeed. Only far too late does he realise the dark sides of a lifestyle depending fully on money,†¦show more content†¦First of all, it is justified to claim that one of the reasons for John Selfs own unreliability lies in the fact that he himself is sometimes not aware of certain aspects of the story. Therefore, it is only a logical con sequence, and by no means part of Selfs intention, that the reader is not properly informed about what is going on at several points of the novel. For example, the dubious existence of his antagonists Frank the Phone and the red-haired woman who seems to follow Self almost everywhere are out of his own understanding. Consequently, he cannot offer the reader a plausible explanation for their motivation. In the end, it is the Martin Amis character of the novel, who sees through Fielding Goodneys insidious plot, identifies John Selfs partner as being both Frank the Phone and the red-haired woman and informs Self as well as the reader about his partners real intentions. As a result of his own lack of knowledge, John Self is simply unable to grasp the real connection between certain elements of the story, and thus the readers have to figure out many things by themselves. Another incident, where John Self is rather clueless regarding the truth, is when it comes to his girlfriend Selina Street and her questionable faithfulness. Thanks to one of his friends, Self knows very early in the novel that she is cheating on him but he is simply unable to establish the identity of her new lover. Finally, it is Selina herself who tells him about herShow MoreRelatedStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesLibrary What’s My Job’s Motivating Potential? 240 Myth or Science? â€Å"CEO Pay Can’t Be Measured† 243 An Ethical Choice Identifying Conflicts of Interest 258 glOBalization! Motivated by Individual Goals or Relational Goals? 260 Point/Coun terpoint â€Å"If Money Doesn’t Make You Happy, You Aren’t Spending It Right† 262 Questions for Review 263 Experiential Exercise Assessing Employee Motivation and Satisfaction Using the Job Characteristics Model 263 Ethical Dilemma Spitting Mad 264 Case Incident 1 Multitasking:

Leadership Behavior of Ben and Phil

Questions: 1. Describe and compare the leadership behavior of Ben and Phil. Describe each managers use of specific task and relations behaviors? 2. If you were the manager of this plant, what would you do to achieve both high employee satisfaction and high performance? Answers: 1. Ben Samuels is a plant manager for 10 years in Consolidated Products and is replaced by Phil Jones. Ben has adopted democratic or participative leadership style in which employees are engaged in the decision making process which results in the adoption of new changes in the organization in an easy manner. This plant manager communicates on one to one basis with the employees in order to provide solutions to their problems in an effective manner. Besides this, the manager has also planned to organize different fun activities such as picnics, holiday parties in order to keep friendly environment in the organization. Besides this, the manager also knows each employee by their name due to which employees feel valued by the manager (Hood, 2007). This has resulted in increased retention rate of the employees in the organization. However, there is an increased costs and decline in the production level of the plant as the objectives and standards are not set by the manager as well as department heads which results in decline in the overall productivity of the organization. In addition to this, employees work in an efficient manner in the company as they are highly motivated to work for achieving the goals of the company. The plant has running in the loss as optimum level of production is not met by the company. Under the leadership of Ben, employees are ready to work overtime to achieve the target as they have a trust in their leader (Slack and Parent, 2006). Under such type of leadership, there is an existence of high level of employee satisfaction in the company as the leader consider the opinions and views of the employees to bring changes in the organization. Along with this, employees also provide full support to their leaders in overcoming the challenges faced by the company. Under this leadership, the manager tried to avoid the occurrence of employee layoff in the organization as the manager believed that it is difficult to find the replacement of skilled employees in the organization. Along with this, Ben also shifts the employees to other department or provide other task if they are disable to perform the earlier task due to occurrence of injury. Ben treat its employees in a fair and proper manner which results in the increase in the motivation, commitment and loyalty of employees towards the organization (Murari, 2015). In contrast to this, Phil Jones has practiced transformational leadership in order to bring changes in the plant to increase the productivity and reduce the overall cost of production. Phil has communicated to the supervisors to establish different standards in order to increase the production level of the company. Phil has reduced the costs by decreasing different activities that are provided to employees such as fitness center, reduction in company picnics and parties and the training programs provided to supervisors (Schppel, 2014). This manager considers provision of training to supervisors is a waste of time and cost. In addition to this, Phil also believes in replacing the employees with new employees if employees do not want to work. This has resulted in increased employee turnover in the company. The manager asked the supervisors to set high performance standard for their department and encourage employees to achieve these goals. Along with this, the performance of the employees is verified and monitored by the computer monitoring system adopted by the company under the leadership of Phil Jones. Phil has established a policy that the supervisors should provide one warning to the employees who have not met the standard and fire the employee if it does not achieve the target within the two weeks of provision of the warning (Uzonwanne, 2007). The leader also supervises the performance of supervisors in a close manner and weekly meetings are organized for the purpose of reviewing the performance of the departments. Phil Jones also fire employees if they saw an employee making mistake as it is considered as a waste of time and resources by the leader. Under this leadership, there is a reduction in the cost incurred in the maintenance of the equipments in the plant by the way of reducing the frequency of equipment maintenance (Marques, 2007). The main reason behind it is that it has an adverse impact on the production carried out in the organization. Such activities results in an increase in the production output by 10% and reduction in the production costs by 20%. However, the company also found difficulty in finding the replacements for the workers who left the organization either voluntary or through terminated by the leader. These activities results in formation of the worker union in the organization under the leadership of Phil Jones (Jackson and Smith, 2011). 2. It is recommended that I would adopt of transactional leadership style in which there is a need to set goals by engaging the supervisors and consider their views and opinions. Besides this, it is also essential to establish a communication platform that help employees to share their experiences, knowledge with other employees and supervisors which results in solving their problems. It is also requisite to establish a system which helps in monitoring the performance of the employees and provide compensation to the employees on the basis of their performance (Bonnici and Cooper, 2011). I would also provide rewards to high performers which helps in motivating the employees to increase their performance in the organization. Besides this, it is also essential for the employees to discuss the problems faced by them with other employees in order to gain the solution for the problem. Besides this, training programs are organized for the purpose of enhancing their existing and new skills which are required to perform different tasks in the organization. Along with this, the goals and objectives are clearly communicated to the employees so that they have knowledge of what has to be done to achieve the goal or objective of their team (Iqbal, 2011). References Jackson, J. and Smith, L.B. 2011. Leveraging Your Leadership Style. Abingdon Press. Marques, J. 2007. The Awakened Leader: One Simple Leadership Style That Works Every Time, Everywhere. Personhood Press. Murari, K. 2015. Impact of Leadership Styles on Employee Empowerment. Partridge Publishing. Schppel, F. 2014. Differences and Similarities between Charismatic and Transformational Leadership. GRIN Verlag. Uzonwanne, F.C. 2007. Leadership Style and Decision-making Models Among Corporate Leaders in Non-profit Organizations. ProQuest. Hood, J.D. 2007. Transformational and Transactional Leadership Styles: An Exploratory Investigation of Traditional and Nontraditional Student Perceptions. ProQuest. Slack, T. and Parent, M.M. 2006. Understanding Sport Organizations: The Application of Organization Theory. Human Kinetics. Bonnici, C.A. and Cooper, B.S. 2011. Creating a Successful Leadership Style: Principles of Personal Strategic Planning. RL Education. Iqbal, T. 2011. The Impact of Leadership Styles on Organizational Effectiveness. GRIN Verlag.

Role of Hiring Ethical People in Creating and Sustaining Organization

Introduction Ethics is a field of knowledge that deals with morality as it examines human behaviour and conduct. As a field of knowledge, ethics is important in the society because it promotes morality, which central in good governance (Stevens 2009). Therefore, it is within this context that the essay assesses whether hiring ethical people is the most important factor involved in creating and sustaining ethical organizations.Advertising We will write a custom essay sample on Role of Hiring Ethical People in Creating and Sustaining Organization specifically for you for only $16.05 $11/page Learn More The Ten Elements in an Ethical Organization The ten elements of an ethical organization are very crucial in the success of organizations. The elements enable employees and the management work in a productive manner. Effective implementation of these elements leads to good interpersonal relationships among employees and management that result in enhanced prod uctivity and customer satisfaction. Remarkably, some elements such as risk taking, customer focus, unity and cooperation, as well as results-oriented are entrepreneurial skills, which mean that employees need to acquire them. On the other hand, other elements are personal attributes, which implies that they are integral elements of personality that employees need to shape. Personality elements include respect, industriousness, integrity, passion, motivation, and persistence. Entrepreneurial Elements in an Ethical Organization Risk-taking is the first entrepreneurial element that employees require for an organization to succeed and achieve its objectives, it has to hire individuals who are well mannered and have good moral standards. Ethical individuals are those who do not fear risks, but instead are innovative and creative. Light (2009) explains that organizations should hire individuals and encourage them to engage in creative and innovative initiatives. By encouraging its employe es to be creative and innovative, organizations create sets of employees who are willing to think beyond the scope of the organization (Delios 2010). These sets of employees go out of their way to initiate products and strategies that organizations can employ and use to succeed. The act of going out of their way transpires because actions and behaviours of persons result from the set of ethics that they uphold and practise. Therefore, in cases where organizations succeed, organizations should reward employees. Additionally, whenever a risk-taking venture fails to give expected outcomes, organizations need to encourage the employees who are involved in the venture to work hard and examine factors that may have occasioned the failure.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Customer focus is the second element associated with entrepreneurial behaviour. It outlines that the success of organizations is measured through the number of consumers who are willing and able to purchase their products. Therefore, it is imperative that organizations emphasize on products that match the expectations of their target clients. To deliver the products that consumers expect in the market, organizations need to have a workforce in place that has the relevant skills in the production and delivery of their products (Uusitalo 2008). Ethical individuals are dynamic and can easily decipher what consumers need from an organization. Thus, organizations require these ethical employees so that they match up to what their consumers anticipate and increase their consumer base. This does not only result in the success of organizations, but also encourages investors and shareholders to amplify their support towards the subject organizations. Through consumer focus groups, surveys, direct correspondence, and personal selling, ethical employees pull out ideas, suggestions, and opinions from tar get clients concerning their perceived nature of the products. It is, therefore, evident that ethics play an important role in the performance of employees. These employees then use these ideas and suggestions to tailor organization’s products towards customer expectations, and hence, help in creating and sustaining ethical organizations. Unity and cooperation comprise the third entrepreneurial elements, which are necessary in teamwork. Unity and cooperation enable employees in ethical organizations to build good working relationship with others and work together to achieve the aims of the organizations. These individuals need to understand how cooperation and its power yield positive results in an organization. Positive results happen in organizations that hire ethical individuals, since they can choose a suitable course of action that fits well or suits a given state or situation. Ethical employees usually have the capacity of developing lasting relationships with others in the society or at the workplace. Hence, it is essential for organizations to hire ethical people in their quest to succeed and grow. Amazingly, togetherness is a vital ingredient in the success of organizations.Advertising We will write a custom essay sample on Role of Hiring Ethical People in Creating and Sustaining Organization specifically for you for only $16.05 $11/page Learn More Belak (2011) explains that managers and employees of organizations cannot compromise unity and cooperation because they create harmony within an organization. Conflicts and poor relationships in the workplace usually lead to meagre performances, and ultimately failure of an organization. Conflicts and poor working relations can reduce if organizations hire individuals who have integrity and ethical behaviours. The fourth entrepreneurial element, which is result-oriented, states that ethical organizations can develop and sustain themselves if they ensure that they focus o n results that are achievable without straining their working budgets. Achievement of these results, which are customer friendly and match organizations expectations, is possible if organizations hire human resources who are morally upright and have the required values. Result-oriented employees understand that their focus should be on strategies that yield consumer satisfaction and beneficial outcomes. Notably, ethics helps organizations to ascertain the right activities that they need to undertake so that they can get the expected outcomes. These outcomes have the capacity of meeting the requirements of organizations and at the same time the purchasing power of consumers. According to Chairung (2012), good employees enable organizations to attain their objectives in terms of sales volumes by ensuring that their products match consumer preferences in that buying behaviour and purchasing power remains within the organizations working budget. Additionally, through the results obtaine d from the strategies, the human resources will be in a position of understanding present and future requirements of consumers and organizations in terms of products and production costs respectively. The Personal Attributes of Employees in an Ethical Organization Passion is an important attribute of a person, as it increases zeal and drive among employees. Since ethics encourages individuals to acquire values such passion, enthusiasm, and zeal, these values create the right category of employees, who develop and sustain ethical organizations. When employees develop enthusiasm towards their work, they deliver the best out of themselves and strive to create new strategies and products that enable organizations to deliver the best to their target consumers and grow (Gosselin 2008). With passion, employees can work under minimal supervision and admire the management, unlike employees who lack zeal and look at the management as imposers of inhumane laws.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Human resources who lack zeal and enthusiasm think that the management designs unfair policies and principles that control their character and behaviour in the workplace. Innovations, creativity, and inventions are a result of passion that employees develop in an organization. Therefore, the employees think beyond the scope of their organization and invent new courses of action that can be very practical in the attainment of organizational success and growth. Outstandingly, it is important that organizations encourage their employees so that they can continue delivering their best. Furthermore, integrity is one of the values that ethics encourage people to apply in their daily operations. Integrity entails a number of good qualities that individuals need to practice, for example, honesty, sincerity, assertiveness, and reliability. According to Smith (2010), organizations can succeed and sustain their market share, if they hire employees who have integrity and practise it in their da ily activities. When organizations hire these individuals, marketing and promotion of their products will have their basis on truth and factual evidences. The truthfulness exercised by ethical human resources helps to match pre-consumption, consumption, and post-consumption experiences of the clients. Therefore, organizations will have consumers who believe and trust in their products. Trust that consumers have on the products of the organizations is very crucial, as it increases revenues and profit margins of organizations. Ethical employers will always avoid over promising or under promising their potential clients as it leads to distrust from them. Thus, these employees will advertise products, which are available in their correct qualities and quantities. Moreover, employees with integrity will not commit white-collar crimes, which are a common form of crimes that have made many organizations to collapse. Moreover, organizations need to hire individuals who have strong interests and motivation in achieving the objectives of an organization. Ethical organizations cannot achieve their laid down objectives and goals, if they do not have a motivated workforce in place. Motivation gives the workforce some kind of willingness and a strong zeal towards meeting the desires of the company (Visser 2010). Ethical individuals who acquired good ethics at their tender ages are usually motivated and have self-confidence. These individuals acquire the ethics through religions bodies, societies, and families. Self-confidence enables these individuals to deliver the best in their respective organizations, and hence, steer them towards their goals. Moreover, ethical persons have confidence that their organization has a bright future. In this view, employees work hard with the conviction that the organization will achieve its goals regardless of the prevailing market and economic conditions. Organizations can motivate their human resources by providing incentives and rewards to the best performers. Provisions of incentives and rewards to best performers encourage employees to work hard and deliver their best in an organization. Persistence is an important attribute of employees because it provides the determination to keep moving and working irrespective of the discouraging state of affairs. With persistence, employees in organizations can achieve their desired goals since they maintain their hard work despite the nature of the challenges that they experience (Dilani 2013). Therefore, it is fundamental to understand that organization’s determination to persist and continue to deliver is achievable, if the employees have persistence and resilience. Employees who lack persistence and resilience will not work hard towards salvaging an organization, but instead they lose hope and leave the organization. Hence, it is very crucial for organizations to hire ethical individuals who love and admire organizations they work for, and work hard to ensure that they succeed irrespective of the challenges that they encounter. Ethical employees try to look for the causes of challenges that organizations experience using consumer surveys, personal interactions with consumers, and observations with a view of understanding their occurrence. These employees then use the findings from surveys, interviews, and observations in developing appropriate solutions that resolve the challenges experienced. In this view, persistent individuals do not only ensure that organizations succeed, but also enhance their resilience in times of adversity. Besides, respect is among the values that societies and individuals deem as ethical, and so it is very crucial to employ it in creating and sustaining ethical organizations. Organizations need to hire ethical people since they understand the importance of assertiveness and respect for others in the society and in the workplace. Remarkably, respect depicts the reciprocal relationship between the management and the employees (Segon 2010). Essentially, ethics, values, and moral principles enable individuals interact and create a good relationship with others in organizations. Without respect from the management or the workforce, organizations will not effectively achieve their objectives, and thus, growth and development may not materialize. To enhance respect among employees, organizations can employ codes of conduct to govern how they relate and interact with each other, as well as how they treat one another in the workplace (Becker 2010). People who respect and value others have the capacity of creating good relationship with others, which make them effective team builders. Moreover, respect ensures that clients receive a fine treatment from the workforce, a factor that translates into their satisfaction and loyalty. With the element of respect, organizations can train, control, and supervise their human resources easily and efficiently. Industriousness is an attribute that is central in eth ical organizations. Organizations that have the will to achieve the best from their workforce usually encourage employees to deliver their best. To ensure that employees deliver the best, organizations have an obligation of honouring and valuing them. These organizations can demonstrate their honour and value for their employees through appraisals, incentives, compensations, and promotions. Since ethical people are always working hard to ensure that their organizations succeed, they are likely to achieve the goals and objectives of their respective organizations. The ability of ethical employees to deliver their best implies that organizations need to recruit ethical individuals. Moreover, organizations can improve the ethical nature of its employees by ensuring that they adopt ethical frameworks, which govern behaviours and activities of their workforce, as well as increasing organizational performance and productivity. Personal sacrifices should receive recognition from the manage ment and individuals who engage in these sacrifices need appreciation (Quaquebeke 2009). The appreciation of these individuals not only boosts their morale, but also encourages other members of staff to work hard. Incentives such as fully sponsored trips to their preferred destinations, promotions, increment of wages and salaries are some of the ways that organizations can employ in appreciating good performers. Conclusion Ethical organizations can only emerge and grow if individuals who have good moral values and ethics get the chance of working for these organizations. For ethical individuals already practice ethical values in their daily activities, it becomes easy for them to adopt the policies and requirements of ethical organizations. Furthermore, ethical persons help organizations achieve its objectives through the introduction of values and morals that lead to customer satisfaction. For organizations to transform into ethical organizations, they have to incorporate elements such as risk-taking, customer focus, passion, integrity, motivation, results-oriented, persistence, unity and cooperation, respect, and industriousness. Therefore, hiring ethical people is the most important factor involved in creating and sustaining ethical organizations. Reference List Becker, W 2010, ‘Ethics in Human Resources: An Execrise Invovling New Employees’, Journal of Human Resource Education, vol. 4 no. 4, pp. 26-34. Belak, J 2011, ‘Informal and Formal Institutional Measures of Bussines Ethics Implementation at Different Stages of Enterprise Life Cycle’, Acta Polytechnica Hungarica, vol. 8 no. 1, pp. 105-122. Chairung, C 2012, ‘Strategic Cost Management and Goal Achievement: Evidence from Food Businesses in Thailand’, International Journal of Business Strategy, vol. 12 no. 4, pp. 1-23. Delios, A 2010, ‘How Can Organizations Be Competitive but Dare to Care’, Academy of Management Perspectives, vol. 24 no. 3, pp. 24-35. D ilani, J 2013, ‘Entrepreneur Motivations and Life Course’, International Small Business Journal, vol. 31 no. 1 , pp. 34-56. Gosselin, D 2008, ‘A Competence-Based Analysis of Account Mnagement: Implications for a Customer- Focussed Organization’, The Journal of Selling and Major Account Management, vol. 5 no. 1, pp. 11-32. Quaquebeke, V 2009, ‘Find out How Much it Means to Me! The Importance of Interpersonal Respect in Work Values Compared to Perceived Organizational Practices’, Journal of Business Ethics, vol. 89 no. 3, pp. 423-431. Segon, M, 2010, ‘Managing Organizational Ethics: Proffesionalism, Duty and HR Practitioners’, Journal of Bussines Systemes, Goovernance and Ethics, vol. 5 no. 4, pp. 13-25. Smith, A 2010, ‘Growth of corporate social responsibility as a sustainable business strategy in difficult financial times’, International Journal of Sustainable Economy, vol. 2 no. 1, pp. 59-79. Stevens, B 2009, ‘C orporate Ethical Codes as Strategic Documents: An Analysis of Success and Failure’, Electronic Journal of Business Ethics and Organization Studies, vol. 14 no. 2, pp. 14-20. Uusitalo, K 2008, ‘Customer Complaints as a Source of Customer-Focused’, International Journal of Business Science and Applied Management, vol. 3 no. 1, pp. 1-13. Visser, W 2010, ‘The Age of Responsiblity: CSR 2.0 and the new DNA of Bussines’, Journal of Bussines Systems, Governance and Ethics , vol. 5 no. 3, pp. 7-22. This essay on Role of Hiring Ethical People in Creating and Sustaining Organization was written and submitted by user Carl0s to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.