What Should a Manager Do When faced with an Ethical Conflict?

Dealing with each department, including the board in a fair and equal manner can sometimes be a challenge for managers. Many times, there arise conflicts between employees or departments of the organization, leaving the manager with the sole responsibility of resolving problems and restoring peace. Each company is built with a foundation of trust and there are a set of rules and regulations that are expected to be followed and respected by everyone who is a part of the company. When one or more employees decide to go against or disrespect the set guidelines, there arise ethical conflicts. What Should a Manager Do When faced with an Ethical Conflict?

In such times, it is not just important for the manager in charge to be reasonable but to also make sure he is neutral and not biased in any way. One wrong decision and things can get even worse. There is no single handbook to follow in such situations. At the end of the day, having a sense of what is right and what is wrong for a manager is a must. While most decisions depend on your intuition and what you think is best in such circumstances, there are a few proven practices you can follow when faced with an ethical conflict. 

Few proven practices you can follow when faced with an ethical conflict

1. Ask Questions and Clarify 

The first step as a manager is to make sure that you have clarity on the unethical misconduct that has taken place and the people that were involved. This is the time when you have to be an active listener and make sure that transparent dialogue takes place between the parties involved. Moreover, you have to create the kind of environment where the employees can trust and confide in you. 

2. Restate Company Policies, Values, and Frameworks 

Remind the employees of the foundation of the company and the values that it is based on. Be completely clear if anyone has gone against the guidelines provided in the handbook and punish them for the same. Keep reiterating the policies to not just the ones involved, but to the whole firm to make everyone realize that the issue is serious and there will be consequences.

3. Propose an Alternative 

Once you know the whole story and both sides, do not hesitate to ask for some time to think and reflect. Try to not get your personal opinions in the way and strictly focus on the facts of the incident. Even though it is not always possible that the solution you propose will be supported and agreed upon by all. However, you are the one in charge and trusted with the responsibility to come up with the best alternative possible. Once the decision has been finalized and you are to implement it, make sure you double-check that the solution has no bottlenecks.

4. Take the matter to Higher Authorities 

This can be your last resort. Once you are out of solutions and are not sure what the next step would be, there is nothing wrong with consulting with the higher authorities and considering their opinions. Even if you have resolved the problem and restored normalcy, it is always best to keep the board updated on any unethical behavior that has taken place in the organization. 

What are different types of unethical behavior? 

As a manager, you need to stay updated and be aware of the different kinds of behavior that can be considered unethical. Even though the definition of this term may differ from company to company, there are a few actions and situations that are universally considered unethical in the corporate world. While your company handbook and guidelines may vary, listed below are a few types of behavior that are unacceptable and require immediate action – 

1. Harassment – Verbal or Sexual abuse, bullying, racism, sexism, teasing are all forms of harassment. It can also come from customers. This can lead to a bad reputation for the company and for the employees to resign because of no action being taken against these misdeeds. Moreover, it is important to have the correct measures in mind for this kind of unethical behavior because if this comes out in the open, it can ruin a person’s whole career.
2. Privacy – With the advent of new technology and most of the organizations going digital, there is not much difference left between the personal and professional lives of employees. Social Media is extremely trending and employers often post about their work and work people on these platforms. Sometimes it can be negative opinions about the organization, the boss, or even the colleagues.
3. Discrimination – This simply refers to unequal treatments. In fact, many businesses have been called out for not being diverse due to practicing discrimination in the selection process. Not giving promotions to people on the basis of gender or firing people once they reach a specific old age are all forms of discrimination. 
4. Abuse of Leadership – This practice ultimately leads to harassment and discrimination. People in such positions often put employees below them at risk by either influencing them to go against the proper procedures or skip some steps to rush the work. Misuse expenses, accepting gifts from employees working under them, changing reports, giving credit to themselves for the work of a colleague, etc. are all unethical actions. 

What are the causes of unethical behavior in the workplace?

While you can never study and figure out the internal and the psychological factors that may have caused an individual or a group of individuals to act unethically, there are a few external factors that play a role too. Remember that unethical behavior is not always scandalous or it does not always make the news. Sometimes, it can be small actions that lead to long-lasting effects in the workplace and for the people working in the company. To understand this better, here are a few causes that may lead to people indulging in unethical behavior – 

1. Peer Influence – It is common that the bad behavior of an individual may be the result of bad behavior conducted by his/her colleague. If their coworkers are indulging in unethical activities and still not getting caught, it makes the individual want to try and achieve a sense of satisfaction too. Mostly, it is also the result of a fellow mate convincing and manipulating the individual to indulge in wrong behavior.
2. Lack of code of ethics – A code of ethics is important to convey the values and morals of the organization at the beginning itself. If the employees do not know what is considered right and wrong in the company, they are more likely to indulge in unacceptable behavior. Conducting workshops and training from time to time is important to reiterate the boundaries within the company.
3. Presence of Bad Examples- Most employees consider the people on top to be their role models. If the staff sees the board of directors or their boss indulging in behavior that is not morally right, they will only follow in their steps. For this reason, it is important for the manager to keep an eye on all people at all times.
4. Starting Small – Ignoring small misconduct that an employee makes can lead to long-term damage. If small mistakes are forgiven and forgotten, it allows the colleagues to repeatedly engage in more unethical behavior unless strict action is taken against them. 
5. Fear of Reprisal – There are people who do not indulge in unethical behavior but are a part of the situation in one way or another. They either do not report even after they are aware of what is going on or they are a witness in what took place. Most employees say that they are scared of the consequences they may face once they report the incident. Sometimes, they even feel that their confession may be ignored or not taken seriously.

To sum it up, you need to understand that ethical conflicts are common in any workplace. However, taking unnecessary tension and putting pressure on yourself will not help. To function effectively and avoid conflicts to an extent, you need to ensure two things as a manager. First, create a work environment that is healthy and positive. Secondly, be clear about your own values and ethics. Make sure you are self-aware and your actions always reflect what you believe is the correct thing to do. As a manager, making ethically informed decisions that are in sync with the values of the company can take you a long way in your career. 

Frequently Asked Questions

1. What is the correct way to define unethical behavior? 

The term “Unethical Behaviour” can be interpreted differently by different people and organizations. However, it commonly refers to a situation where an employee of a business decides to go against what is considered acceptable in the work environment. Each business has a decided framework of rights and wrongs, and when this is questioned or not followed by someone, ethical conflicts arise. 

2. What is the difference between unethical and illegal behavior? 

Unethical and Illegal have two very different meanings. While unethical refers to something morally wrong, illegal is an action that is against the law. Moreover, while unethical behavior is slightly difficult to detect and define, illegal behavior can be easily caught since it is non-sovereign and punishable by the law. 

3. What skills does a manager need for the resolution of conflict? 

Effective Communication and a positive attitude are the most important skills needed to resolve conflicts. Apart from that, empathizing with the parties involved and understanding both sides of the story without initially letting your onions get the better of you are essential practices too. If you have issues with anger management, you will not be able to be an active listener and stay patient throughout the process. Finally, understanding the body language and intentions of people in the organization is an added advantage. 

4. How important is acquiring the skill of conflict resolution for a manager?

This skill is one of the qualities that will make a manager a long way in his/her career. Since a manager is a bridge between the employees and the higher authorities, resolving conflicts is one of the main and most common responsibilities that they are entrusted with. If a manager cannot solve problems that arise, it will only cause chaos and disrupt the working environment. 

5. Is denying that a conflict exists at all, the right way for a manager to tackle the problem? 

Even though this varies from situation to situation, this alternative is not preferred or suggested. Mostly, denying that a conflict exists never solves the problem but only postpones the whole conflict resolution process for the future. Getting over it and restoring normalcy as soon as you can is always the wiser choice to make.

6. What does an ethical dilemma mean? 

An ethical dilemma is when an individual is forced to make a difficult choice between two alternatives since there is no other option left. The choice mostly involves sacrificing or going against one of their beliefs or principles and hence is considered to be an ethical dilemma.