Q. Illustrate different dimensions of ethics with suitable analogy?

Ans. Ethics, as a branch of Philosophy, has multi-dimensions. It can be applied in many fields like
environment, cyberspace, public sphere, international relations and so on. To understand the dimensions
of ethics, we need to first understand the branches of ethics.

Dimensions of Ethics

Ethics is divided into four main branches. They are:

Meta-Ethics (Ethics about Ethics)

The important branch of ethics in philosophy that looks at the scope and foundation of moral values and
moral properties. Meta ethics is the study of moral thought and moral language.It deals with the
questions about what practices are right and wrong, and what our obligations to other people or future
generations are – meta ethics asks what morality actually is.

Meta ethics focuses on what morality itself is.

Prescriptive Ethics (Normative Ethics)

Normative Ethics or Prescriptive Ethics: the study of moral problems which seeks to discover how one
ought to act, not how one does in fact act or how one thinks one should act.

a. When an act is right or wrong--e.g., is it wrong to liter on campus when we pay someone to pick up
the litter.

b. What kinds of things are good or desirable—i.e., is knowledge to ge sought for its own sake or for
money; is money to be sought for its own sake or for power.

c. When a person deserves blame, reward, or neither—e.g., a person who stole your wallet returns it
intact two weeks later, how doe you judge his actions
Normative ethics is concerned with underlying principles which guide the applied ethicist.

It is divided into 3 categories-:

Deontological ethics

Deontology (deon=duty + logos =reason) means an action is moral if it obeys moral laws (kant)

Main Philosophers of Deontology : German philosopher Immanuel Kant

• It means that an action is moral if it can be considered to be a duty with the reason that is
universally accepted

• Morality is not a divine law but a law that can be determined using logic.

• Consequences have nothing to do with the moral duty

• A moral action may lead to good or bad consequences.

• An action leading to undesirable consequence could be moral and an action leading to good
consequences could be immoral

Deontological ethics, in philosophy, ethical theories that place special emphasis on the relationship
between duty and the morality of human actions. The term deontology is derived from the Greek deon,
“duty,” and logos, “science.”

It mainly focus on action/duty.

Deontological ethics holds that at least some acts are morally obligatory regardless of their
consequences for human welfare. Descriptive of such ethics are such expressions as “Duty for duty’s
sake,”

Telelogical Ethics-:

Teleological ethics, theory of morality that derives duty or moral obligation from what is good or
desirable as an end to be achieved. According to teleological ethics the rightness of an act is determined
by its end.

It mainly focus on outcome/end.

Virtue Ethics-:

Virtue ethics is a broad term for theories that emphasize the role of character and virtue in moral
philosophy rather than either doing one's duty or acting in order to bring about good consequences.

Main Philosophers of Virtue Ethics : Aristotle

 • A virtuous person is someone who has ideal character traits.

• do not aim primarily to identify universal principles that can be applied in any moral situation.
And virtue ethics theories deal with wider questions— “How should I live?” and “What is the
good life?” and “What are proper family and social values?”

• provide a self-centred conception of ethics because human flourishing is seen as an end in itself
and does not sufficiently consider the extent to which our actions affect other people.

Virtue ethics mainly deals with the honesty and morality of a person. It states that practicing good habits
such as honesty, generosity makes a moral and virtuous person. It guides a person without specific rules
for resolving the ethical complexity.

Virtue Ethics is an approach to Ethics that emphasizes an individual's character as the key element of
ethical thinking, rather than rules about the acts themselves or their consequences.

Applied Ethics-:
Applied ethics refers to the practical application of moral considerations. It is ethics with respect to real-
world actions and their moral considerations in the areas of private and public life, the professions,
health, technology, law, and leadership.

It seeks to apply normative ethical theories to specific issues.

Applied ethics is concerned with how ethics is applied strategically on certain.

Q2. How to manage ethical behavior in workplace? Explain 5 best ways to manage ethical behavior in
workplace?

Ans.Managing Ethical Behaviour at Workplace

(i) Recognize that managing ethics is a process

Ethics is a matter of values and associated behaviours. Values are discerned through the process of
ongoing reflection.

(ii)The best way to handle ethical dilemmas is to avoid their occurrence in the first place

That’s why practices such as developing codes of ethics and codes of conduct are so important. Their
development sensitizes employees to ethical considerations and minimize the chances of unethical
behaviour occurring in the first place.

(iii) Make ethics decisions in groups, and make decisions public, as appropriate.

(iv) Use cross-functional teams when developing and implementing the ethics management program.
(v) To meet demands of business stakeholders

About three-fourths of employees surveyed in 2007 believe their firms are considering the environment,
employee well-being, and the interests of society and the community.

Meeting demands of stakeholders is good business

(vi) To enhance business performance

Research shows linkage between ethically responsible behavior and favorable corporate financial
performance

Imparts trust, promoting positive alliances among business partners

(vii) To comply with legal requirements

Legal requirements provide direction for companies interested in being more ethical in their business
operation. Such as

• To prevent or minimize harm

Overriding principle that business should “do no harm”

Examples include not harming society with toxic waste, protecting business from unethical employees
and unethical competitors

• To promote personal morality

Knowing one works in a supportive ethical climate contributes to sense of psychological security People
want to work for companies that do the right thing.

(viii) Develop a workplace policy

based on your company’s philosophy, mission statement and code of conduct.

(ix) Incorporate the policy into your performance

alert them to their responsibilities to uphold professional standards throughout their job performance
and interaction with peers and supervisors.

(x) Revise your employee handbook

to include the policy and provide copies of the revised handbook to employees. Obtain signed
acknowledgement forms from employees that indicate they received and understand the workplace
ethics policy.

(xi) Provide workplace ethics training to employees

Utilize varied instruction methods to engage employees in learning how to address and resolve ethical
dilemmas.

(xii) Experiential learning, or role-play

is an effective way to facilitate workplace ethics training?

(xiii) Workplace ethics simulations

involve scenarios about the misappropriation of company funds, personal values related to improper
workplace relationships and the organization’s compliance with regulatory controls.

(xiv) Designate a neutral authority in charge

of handling employees’ informal concerns pertaining to workplace ethics.

(xv) Confidential hotlines

are an effective way to assure employees’ anonymity, which is a concern for employees whose alerts are
considered “whistleblowing” actions.

(xvi) Refrain from making employment decisions

such as termination or suspension, in connection with whistleblowing or an employee’s right to

protected activity under whistleblowing laws or public policy.

(xvii) Seek legal advice for employee reports of workplace ethics issues

that increase your organization’s liability under federal, state or municipal employment law.

(xviii) Apply your workplace policy consistently

when addressing workplace issues and employee concerns about workplace ethics.

(xix) Use the same business principles in every circumstance

regardless of the perceived seriousness or the level of employees involved. Communicate the same
expectations for all employees – whether they are in executive positions or front-line production roles –
and approach every issue with equal interpretation of the company policy.

(xx) Value forgiveness

Q. Explain how Euthyphro dilemma questions the very foundation of divine command theory.

Ans. The divine command theory is the view of morality in which what is right is
what God commands, and what is wrong is what God forbids. This view is one that
ties together morality in and religion in a way that is very comfortable for most
people, because it provides a solution to pesky arguments like moral relativism and
the objectivity of ethics.
 The Euthyphro Argument comes from Plato’s dialogue in which Sokrates asks: Is
something is right because God commands it, or does God command it because it is
right? The ethical implications of this argument suggest that the relationship
between morality and religion might not be as clear-cut as previously thought.
What makes this question so effective is that if the interlocutor accepts either
part of it he is often logically forced into conclusions that may conflict with other
beliefs he has, therefore creating a logical dilemma for him.

 If something is right because God commands it, then it follows that

something would be just as right if God commanded otherwise. God “says” it is
right to honor your father and mother, and so that is the morally right thing to do
because He says it. However if on the mount God had commanded Moses to say it is
not right to honor your father and mother, then it would be just as right today to
do that because it is what God commanded. This, in effect, completely trivializes
all the commands of God as completely arbitrary, and furthermore it eliminates the
logical validity of God being Good, because if something is Good because God
commands it, then God is Good because God commands it, a tautological statement
with no real force behind it. The rebuttal that God would chose something to be
right because of His infinite wisdom fits in line more with the next argument.
 The second option, that God commands something because it is right and
that is obvious to Him in His infinite wisdom, avoids the arbitrariness of the
previous option, but introduces a new problem which takes us back to the beginning:
if God commands something because it is right, then in accepting that argument
you have abandoned a theological concept of right and wrong, insofar that it would
be right whether or not God commands it.
Another problem with the divine command theory that isn’t as logically
addressable, but is still a sticking point, is that what God “says” is mired in issues
of accuracy and human error. What if a person claims God has said something to
them, and another person claims God has said something different? Whom should
you believe? The answer is, of course, the right one, but that does not get you
anywhere. All of these arguments lead us to the fact that the divine command
theory is not as universal and robust as many might believe it is.
Q4. CASE STUDY

Ans. Answer
1.Was the suspension fair?
Yes, I think the suspension was fair. Over a period of time, Joan was warned several times abouther
excessive absenteeism, both verbally and in writing, but she did almost nothing about resolvingthe
problem. Joan hasn't shown an inclination to look for alternate solutions and she just expectsGreat
American Market to put up with her excessive absenteeism, and the loss in productivity thatcomes with it.
It appears to me that only a suspension would drive the point hard in this case.

2.Did Joan act responsibly?

 No, I don't think Joan acted responsibly. In spite of receiving verbal and written warningsnumerous times,
Joan just did not put in efforts to make a backup plan for her baby's care. Joanacted irresponsibly by not
finding an alternate babysitter or day-care center. Added to this, Joan did not even try to swap shifts with
a co-worker.

3.Should she be fired?

 Not yet. I think Joan should be given another opportunity after her 15-day suspension period. Joan can
use this time to make up a good plan for her baby's care, probably by making an arrangement with an
alternate babysitter who can step-in when the regular babysitter is unavailable, or by considering a
regular, nearby day care center.

Q. According to ethics in workplace, what does the employer owe you? What do you owe your
employer?

Ans. An employee's job is to give his or her best work every day. A manager's job is to give the
person a reason to come back to work tomorrow.

Your employer owes you more than a paycheck. You must have a safe and
healthy place to work. Physical safety is often overlooked in the workplace.
Many workstations are ergonomically unsound. They will hurt your back, your

wrists and your eyes over time. Your employer owes you a clear
understanding of your role. For sure, jobs can change over time, but it is
reasonable to expect to know what you're going to be working on from day to
day. If you're a temp and you're put on a one-week assignment, you might be
cleaning out files one day and answering phones the next, but you know to
expect that.
You owe your employer a focused and earnest day's work every workday, five
days per week.

 You owe your employer your good intentions. If you hate your job
so much that you can't give your best, you owe it to yourself and
your organization to leave.
 You owe your employer respect for the people, facilities and
equipment at work. It's not okay to misuse or abuse anything or
anyone in your workplace.
 You owe your employer your integrity. When something is going
wrong at work, you owe it to your employer to speak up, even
when they don't want to hear what you have to say.
 You owe your employer the best possible care of its customers,
vendors and other partners as well as their contact information.
Your company's contacts are theirs, not yours, unless you and a
customer or vendor have become personal friends while working
together.
What does the Employer owe you?
 Fair & Equal Work Environment
 Fair Pay
 Safe working conditions
 On time paycheck
 Harassment Free
What do you owe your employer?
 value your work
 refuse to look for the easy way out
 take pride in the results of your work
 Follow all Guidelines
 Dependable, Avoid Gossip, Do not steal

EXAM PATTERN
Q. how ethics is different from values? cite an example.
Ans. Ethics is a principled stance that distinguishes right and wrong.

 Ethics=Moral+ Reasoning
 Ethics are set of rules of conducts recognized in respect to a particular set of class or a
particular group or cultures etc. It defines how things are according to the rules.
 Ethics refers to a system of moral principles

Value
Values are associated with the thought process, a person’s sense of what is wrong and what
is right.
Value=Degree of Importance of Something
Values are what is considered ‘important ‘by an individual or an organization. Courage,
honesty, freedom, innovation etc.
Value is defined as the principles and ideals, that helps an individual in making judgment of,
what is more important.
Both ethics and values act as guidelines for our behaviour.  Both of these concepts
have a major influence on our personality, attitudes as well as our perceptions.
Although we always associate ethics, values, and morals together, there is a distinct
difference between them. In this article, we are going to discuss the difference
between ethics and values. Values are standards of behaviour or principles that
vary according to different people. Ethics are forms of conduct or moral
principles which vary according to specific group or field. This is the main
difference between ethics and values.

Main Differences Between Ethics and Values

 Ethics is a moral stance that helps society decide what is right and
wrong. On the other hand, value is a perspective by which someone
assesses the importance of everything.
 Ethical subjects can be divided into four parts; these are meta-ethics,
descriptive ethics, normative ethics, and applied ethics.
 In a society ethical standard is equal for everyone. However, values
differ from person to person.
 The purpose of an ethical standard is to confine activity under moral
obligation. But the purpose of a valuation is to let everyone evaluate
what is important for each individual.
 Most of the time ethical standard is used in the legal and judicial
system, which determines what is correct and what is incorrect. On
the other hand, most of the valuation system used in personal,
economical, the cultural sector, etc.
 Most ethical standards remain consistent with time, and they do not
change over the period. However, the valuation of an object or
ideology may change with time.

Values determine what is important.

Ethics determine what is right.

Values are ideals of someone (or a group) about what is good or bad (or

desirable or undesirable).

Ethics is all about reasoning how to do the right action. (Don’t miss our
article on the dimensions of ethics)
Values motivate, while morals and ethics constrain.

The conflict between Values and Ethics

Generally, people are predisposed to adopt the values that they are raised
with. People also tend to believe that those values are “right” because they
are the values of their particular culture.

For example, if making money is a value cherished by a society (most

societies cherish that value!), and if the society is not that bothered about how
that money is

Ethical decision-making often involves weighing values against each other

and choosing which values to elevate.

Q. different ethical theories, why are they necessary? illustrate with

examples.

Ans. Theory of Ethics

1. Divine Command Theory: Divine Command Theory includes the claim that morality is
ultimately based on the commands or character of God, and that the morally right
action is the one that God commands or requires.
2. Teleological (Utilitarian): the greatest good for the greatest number of people.
3. Deontology: Argues that moral laws are inviolable and must be followed in all cases.
4. Virtue Ethics: It focuses on the inherent character of a person rather than on specific
actions.

Divine Command theory-: It is the simplest and oldest theory, you want to know what to do, go
ask GOD or read the rule book.

• It also solves the grounding problem. Every ethical system needs some kind of
foundation, and with the Divine command theory, it’s GOD.
• It has been criticized by numerous philosophers, including Plato, Kai Nielsen, and J. L.
Mackie. The theory also has many defenders, both classic and contemporary, such
as Thomas Aquinas, Robert Adams, and Philip Quinn.
Teleological (Utilitarian):
• Moral worth of an action is solely determined by its contribution to overall utility in
maximizing happiness or pleasure as summed among all people
• Main Philosophers of Utilitarian Ethics: Jeremy Bentham, John Stuart Mill and Henry
Sidegwick
• Maximum happiness to maximum people.
• Recognises the fundamental role of pain and pleasure in human life
• Approves or disapproves of an action on the basis of the amount of pain or pleasure
brought about
• All people have the right to be happy.
• No distinctions as to who is worthy of happiness and who is not.

Deontology
The deontological class of ethical theories states that people should adhere to their obligations
and duties when engaged in decision making when ethics are in play. This means that a person
will follow his or her obligations to another individual or society because upholding one’s duty is
what is considered ethically correct. For instance, a deontologist will always keep his promises to
a friend and will follow the law. A person who adheres to deontological theory will produce very
consistent decisions since they will be based on the individual’s set duties.

Virtue Ethics
The virtue ethical theory judges a person by his/her character rather than by an action that may
deviate from his/her normal behavior. It takes the person’s morals, reputation, and motivation
into account when rating an unusual and irregular behavior that is considered unethical. For
instance, if a person plagiarized a passage that was later detected by a peer, the peer who knows
the person well will understand the person’s character and will judge the friend accordingly. If
the plagiarizer normally follows the rules and has good standing amongst his colleagues, the
peer who encounters the plagiarized passage may be able to judge his friend more leniently.
Perhaps the researcher had a late night and simply forgot to credit his or her source
appropriately. Conversely, a person who has a reputation for academic misconduct is more likely
to be judged harshly for plagiarizing because of his/her consistent past of unethical behavior

Importance:
Ethical theories provide part of the decision-making foundation for Decision Making When Ethics
Are In Play because these theories represent the viewpoints from which individuals seek
guidance as they make decisions. Each theory emphasizes different points – a different decision-
making style or a decision rule—such as predicting the outcome and following one’s duties to
others in order to reach what the individual considers an ethically correct decision. In order to
understand ethical decision making, it is important for students to realize that not everyone
makes decisions in the same way, using the same information, employing the same decision
 rules. In order to further understand ethical theory, there must be some understanding of a
common set of goals that decision makers seek to achieve in order to be successful.

Q. what are employees' rights? write them down.

1. An employer must provide a written Employment agreement before you start work

 Legal documents

 Terms and conditions

 Notice

 Extra wages for overtime

 Compensation

2. Leave is the right of all employees

Leave: During the course of employment, an employee is entitled to leaves and holidays.

Generally, there are 4 types of leaves available to an employee in India: 

 Casual Leave: An employee can take a casual leave in case of an urgent matter like a
family emergency or unforeseen personal matter.
 Paid leave: An employee is entitled to paid leaves which can be availed monthly,
quarterly or annually. The employer cannot deduct the employee’s salary for the paid
leaves taken. 
 Sick leave: An employee is entitled to a fixed number of sick leaves which can be taken
in case the employee gets sick.
 Other leaves: Unpaid Leaves can be taken by an employee for which, the employer can
deduct the salary of the employee. 
Generally, an employee is required to submit a medical certificate in case the sick leaves extend
to a period for more than 2 days. This depends on the company’s HR Policies. You must consult
a labor lawyer to get the leave policy drafted for your company.

3.Protection from sexual harassment at the workplace

 Sexual Harassment of Women at Workplace (Prevention, Prohibition and

Redressal) Act, 2013. Sexual harassment is punishable under the Indian Penal
Code

The employer has an obligation to ensure that all employers, women employees, in particular,
are protected from any kind of harassment. Any incident of sexual harassment with an
employee has to be dealt with promptly and immediately. The employer has to enact a
company's policy prohibiting sexual harassment at the workplace and establish a redressal
committee to deal with any case of sexual harassment in the office. A woman can file a
complaint against sexual harassment at the workplace under the Sexual Harassment of Women
at Workplace (Prevention, Prohibition and Redressal) Act, 2013. An employee can also file a
sexual harassment case in the labor court by hiring an employment lawyer.

4. Maternity benefit

 84 days

 Cannot dismiss

A female employee is entitled to maternity/pregnancy leave for 26 weeks which can be availed
during pregnancy and/or after the delivery. The Maternity Benefit Act, 2017 safeguards the
interest of pregnant and lactating women employers in India. Maternity leave can also be taken
in case any complications arise during pregnancy, premature birth, miscarriage or medical
termination of pregnancy. Some private companies in India are also giving paternity leave to
their male employers allowing them to take care of their newborn child. 

5.Gratuity

 Provident fund and pension plan (after 5 years)

 Employees provident fund

Gratuity is a retirement benefit under the Payment of Gratuity Act, 1972 paid to an employee at

the time of retirement, termination, resignation or employee’s death. It is paid in recognition of
service to the company, to employees who have completed at least 5 years of continuous
service. If the employer does not pay the gratuity amount to the employee, employment
lawyers can be consulted to take proper legal action.

what are the three different forms of ethics?

Meta-Ethics (Ethics about Ethics)

The important branch of ethics in philosophy that looks at the scope and foundation of moral values and
moral properties. Meta ethics is the study of moral thought and moral language.It deals with the
questions about what practices are right and wrong, and what our obligations to other people or future
generations are – meta ethics asks what morality actually is.

Meta ethics focuses on what morality itself is.

Prescriptive Ethics (Normative Ethics)

Normative Ethics or Prescriptive Ethics: the study of moral problems which seeks to discover how one
ought to act, not how one does in fact act or how one thinks one should act.

a. When an act is right or wrong--e.g., is it wrong to liter on campus when we pay someone to pick up
the litter.

b. What kinds of things are good or desirable—i.e., is knowledge to ge sought for its own sake or for
money; is money to be sought for its own sake or for power.

c. When a person deserves blame, reward, or neither—e.g., a person who stole your wallet returns it
intact two weeks later, how doe you judge his actions

Normative ethics is concerned with underlying principles which guide the applied ethicist.

It is divided into 3 categories-:

• Deontological ethics

• Telelogical Ethics

• Virtue Ethics

• Applied Ethics-:
• Applied ethics refers to the practical application of moral considerations. It is ethics with respect
to real-world actions and their moral considerations in the areas of private and public life, the
professions, health, technology, law, and leadership.

• It seeks to apply normative ethical theories to specific issues.

• Applied ethics is concerned with how ethics is applied strategically on certain.

what is ocb? what are its different types? how does it improve the
workplace and the employees? what are the ways to measure ocb?
what are the ways to improve ocb?
Organizational citizenship behavior (OCB) is a term that’s used to describe all the
positive and constructive employee actions and behaviors that aren’t part of their
formal job description. It’s anything that employees do, out of their own free will,
that supports their colleagues and benefits the organization as a whole.
OCB is not something that’s required from employees to do their job and it’s not
part of their contractual tasks.

Organizational citizenship behavior was first defined by Dennis Organ in 1988 as

“an individual behavior which is not rewarded by a formal reward system… but that,
when combined with the same behavior in a group, results in effectiveness.”
It was that same Dennis Organ who identified five different types of organizational
citizenship behavior.

 Altruism – Altruism in the workplace occurs when an employee helps or

assists another employee without expecting anything in return. A simple
example of altruistic behavior at work is when someone offers their
assistance to a co-worker who is swamped by taking over (part of) their tasks
or volunteering to help clean up the canteen after an internal company
event. Altruism in the workplace can boost employee morale, productivity,
and effectiveness.
 Courtesy – Courtesy is polite and considerate behavior towards other
people, in this case, other employees. Examples of courtesy at work include
saying good morning (!), asking a co-worker how their holiday was, how their
kids are doing, how a project they’re currently working on is going; basically
any question related to a (personal) subject someone has previously spoken
about that shows people you’ve listened to what they were saying.
 Sportsmanship – Put simply, sportsmanship is about an employee’s ability
to be a good loser. It’s about being able to deal with situations that don’t go
as planned – or negative surprises – and to not demonstrate negative
behavior when that happens.
An example of good sportsmanship in the workplace is an employee who is
temporarily taking over the tasks of a team member who broke his leg and
will be on sick leave for a few weeks. While this considerably increases this
employee’s workload, she isn’t complaining about it to her colleagues
because she knows it’s a temporary situation and that she’s taking one for
the team (to stick with the sports jargon).
 Conscientiousness – Conscientiousness is defined as behavior that involves
a certain level of self-control and discipline and that goes beyond the
minimum requirements. In a work setting, this means that employees don’t
just show up on time and stick to deadlines, but that they, for instance, also
plan ahead before they go on holiday so that their colleagues won’t be
 drowning in a big workload.
An example that’s related to a remote work set-up is having enough self-
discipline to get up in the morning and get the work done, even when there
is no manager around to give you a nudge. Conscientiousness also means
knowing that sometimes the job simply needs to get done, despite the fact
that it’s after hours.
 Civic virtue – Civic virtue is about how well someone represents the
organization they work for. It’s about how an employee supports their
company when they’re not in an official capacity. How do they talk about the
organization to their friends and family for instance?
Civic virtue can also be demonstrated by employees signing up for business
events such as fundraisers, or running a (semi) marathon for a charity with a
team of co-workers. Civic virtue is a type of organizational citizenship
behavior that creates a sense of community and camaraderie within the
organization. This, in turn, leads to higher job satisfaction and better job
performance.

Benefits of OCB
 OCB can boost employee morale
 It increases people’s levels of work meaningfulness
 It is good for employee performance and productivity; in fact, research shows that
OCB positively predicts performance
 It creates better social interactions between employees
 It reduces stress
 It creates a sense of community among employees
 It is good for your Employer Brand

Measurement

 Studies have developed different constructs within the broader category

of OCB. Attempts at measuring them are difficult to compare, as the
measurements are based on different clusters of constructs, or even
include varying numbers of characteristics within the clusters measured.
 Podsakoff et al. list 30 such constructs that have been included within
OCB, and admit there is “no consistent paradigm for the creation of
composite OCB measures in the unit-level OCB literature” (2014: 93).
DeGroot and Brownlee’s (2006) composite OCB scale includes three
 main characteristics: interpersonal-related, organization-related, and
job/task-related items. Chen et al. (2005) measured at least five
characteristics – helping, conscientiousness, courtesy, voice/initiative,
and loyalty – as “group OCB”
There are a number of things managers and leaders can do to encourage acts of OCB.

1. Create an environment that actively encourages positive OCB. One way to

generate favourable OCBs is to measure it through regular performance reports.
2. Motivate your employees by offering non-monetary incentives for workers who
behave appropriately.
3. Educate your staff by promoting OCB through training. Especially by educating
them on the importance of positive relationships and rapport within the workplace.

types of ethical climate

The ethical climate is a state where employees possess a sense of what is right
and wrong in their company without an expressed order or a written set of
rules. The ethical climate is considered a part of organizational culture and is
the key factor to cultivating a good relationship among employees and
organizational cultures which will help to predict work effectiveness. 
Components of Organizational Climate

Affective: Concerns for interpersonal/social relationships in the workplace

Cognitive: Concerns for one’s relationship with the work itself

Instrumental: Concerns for integration of people and tasks for getting the job done

There are five types of ethical climate:

1) instrumental, an ethical climate that encourages serving the organization's
interests;
2) caring, a climate that encourages concern for and consideration of others;
3) independence, a climate that encourages decisions according to personal
moral beliefs;
4) rules, a climate that emphasizes decisions guided by internal rules and
regulations;
5) law and codes, a climate that supports decisions based on external codes such
as the law or professional codes of conduct.
what are unethical aspects/points/practices followed by
companies? for example, brand bullying, etc.

Unethical Practice in Business

Falsifying product information

Many companies promote injurious products with misleading information, purely for
the sake of improving the bottom line. There is no dearth of examples of this corrupt
practice. From breakfast cereals to automobiles, all types of companies have blatantly
tricked consumers by providing misleading information. For ages, businesses have
exaggerated on the qualities of their products and downplayed the inferior features. All
to make them more salable. However, these unethical business practices continue until
consumers take notice and start questioning the authenticity of the information.

Brand Bullying

Defamation of a competitor, misappropriation of their trade secrets, and trade mark

infringement – all these fall under unfair competition which gives a wrong impression
to the consumers about the competitor and its products. It is not wrong to use a
competitor’s name in the marketing material, but it should not deplore the company or
its products.

For example, in 2009, PepsiCo sued Coca-Cola promoted its sports drink, Powerade, as

being more refreshing than PepsiCo’s Gatorade because it contained more electrolytes.
However, PepsiCo argued that there was no scientific evidence behind the claim.
Meanwhile in the digital age, businesses have taken the route of cyber-defamation
where they spread false information about a brand as an anonymous user on a social
networking site or a blog with a fake screen name. This is why laws exist governing this
kind of libel and slander; the offender faces a fine to the tune of millions if caught red-
handed.

Manipulating Accounts
Want more unethical business practices? Some companies cook their books to
hoodwink investors, lenders and end-consumers. As a result, they tweak their financial
reports to show inflated profits and lowered depreciation. This makes investors think
that the company is faring well; they end up buying more stocks from the share
market.

For instance, in 2015, Toshiba, the Japanese multinational, faced mismanagement of its
accounts. They exaggerated their profits by $1.2 billion for more than seven years.

Price Fixing

In Price Fixing, several companies come together and fix the price of the products and services.
Bid rigging is another form of illegal and unethical price fixing and market allocation wherein
two or more competitors make their bids and only one party will win the bid. Price
discrimination means same good and services are sold at different prices.

Lobbying

 Lobbying "means the deliberate attempt to influence political decisions through various forms
of advocacy directed at policymakers on behalf of another person, organization or group." The
most obviously unethical (and illegal) practice associated with lobbying is paying a policy maker
to vote in a favourable way or rewarding him or her after a vote with valuable considerations. If
this practice were allowed, people and organizations with money would always win the day.