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Feed Off Governance

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By Elizabeth Onuoha

Feed off Good Governance

Reputation, Relentlessness, Reality, Rewards– Understanding the true value of Ethics

Wealth is a factor of Health and Health of Ethics; however, being ethical is optional. What is your take?

Satisfying the appetite of your organization to ensure a sustainable healthy and wealthy brand is dependent on the quality and substance of the feed injected in the daily operation of the business. The processes, policies and procedures of operation in an organization is not a one size fit all- tailored to fit every business, in other words how businesses choose to operate is entirely the responsibility of the business Leaders and operators.

The act of leadership is intangible but measurable by way of performance exhibited by an individual – Business leaders must possess the ability to guide, direct and understand their stakeholder needs, challenges and in addition be able to find a balance in addressing stakeholder‘s challenges against company expectation without causing stakeholder alienation. 

Food For Thought – As an organization, customer satisfaction- meeting customer deadline and respect for commitment is fundamental to the success of the organization, but what good is meeting a deadline if the quality is non-existent

Is honesty really the best policy in the world we find our self today? Are people rewarded for their honesty?

Case Study – An employee is required to deliver on a task he/she has no prior knowledge/expertise about and is concerned about job quality, meeting deadlines and customer service. As such he resorts to disclosing to his manager his inability to deliver at the set deadline. As an ethical leader what actions do you consider appropriate to the situation at hand?

The ability to seize an opportunity amidst adversity is a leadership quality that is not possessed by all. This exceptional talent is a component of a lot of factors such as patience – the patient to thoroughly understand the situation presented, trust – responsibility, accountability – taking ownership of initiatives etc.  It is part of the responsibility of a leader to provide mentorship to its mentees engaging thoroughly with and bridging gaps where there are perceived misalignments other than demoralizing the efforts of their protégé who then begin to feel undervalued and disengaged from the business thus, negatively affecting their performance which  in turn affects  the Company’s general outlook .

It is important to understand that a business life cycle is centered around the perception of stakeholders whether internal or external. Thus, the strategic management of stakeholders must be taken into consideration in every situation that arises to avoid being faced with the question of reliability and accountability.

In addition to the foregoing, it is in the best interest of the organization to ensure development in areas that will enable their stakeholder take up responsibilities without underlining difficulties rather than being quick on reprisals that could lead to dismissals- a chain is only as strong as its weakest link. A perceived incompetence of an employee can be alleged to be as a result of an organizations inability to trust, manage and develop their internal capacity.

Taking ownership is an ethical stance that all business leaders must strive to attain in today’s business environment. Regardless of how bad results might seem, taking ownership which includes understanding the root cause analysis for the development while proffering solutions suitable for combating such a challenge will only help develop the individual as such increasing competency and  trust.

Confidential Information

Actions can only stimulate reactions, whether these reactions are what we have bargained for, becomes the organizations concern to ensure that controls are in place to combat negative reactions that may damage the organizations reputation.

 Imagine that policies, processes and procedure are developed by “A” who is an internal stakeholder. “A” begins to feel that the right of ownership exist having been the developer and initiator– intellectual property, so “A” carries company ”X” secret sauce over to a new employer who happens to be a competitor. These kinds of losses are as a result of company’s lack of clear cut policies, professional conducts and chatter while also ignorantly encouraging reward systems for targets achieved at the expense of company’s competitor – unethical behaviors. Thus, the employees imbibe what this paper refers to as the Tarzan culture “Jungle survival”, having no regards for company confidentiality.

Has the company indirectly embedded a culture or is it a lack of consistency in enforcing the company’s policies and procedures that could give rise to unprofessional conduct? It is never enough to develop policies in your organization, implementation and continuous embedment and awareness is the key driver of ethical conduct and is fundamental to the professional conducts of Staff whom outside office premises by design – organizational values which become, at large, part of a person’s daily behavioral pattern, exhibits certain traits that may be perceived to have been as a result of home upbringing and/or organizational values and this can either make or mar the company brand. 

What sort of culture is embedded in your organization?

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