Article Analysis

Posted: August 25th, 2021

Article Analysis Assignment

Student’s Name

Institutional Affiliation

Article Analysis Assignment

Introduction and Summary

The article “Corporate Culture” describes the benefit of a culture of integrity to the performance of any business entity. As noted by the two experts, Nicole Sandford and Keith Darcy, various organizations that existed in the 2000s and below witnessed persistent scandals and crises due to their inability to enforce a corporate culture of compliance and ethics. Luckily, the recent advancements have ensured that perception of culture has changed from a mere concept to a structure that can be defined, measured, and improved. The author argues that lack of proper ethical guidelines and noncompliance could expose any business entity to uncontrollable risks, including an ultimate collapse of its operations.

Evidences

In this article, the author depends on the opinion of ethical and compliance experts to defend the arguments. For instance, according to Nicole Sandford, a Regulatory and Operational Risk Market leader at Deloitte and Touche LLP, managers have discovered that without the culture of integrity, most businesses will begin to view their desire for honesty as a roadblock against their objectives (”A corporate culture”, 2018). Besides, Keith Darcy, an advisor to Deloitte and Touche LLP, argues that an effective ethics and compliance system will serve both as an advantage in the market and as a valuable benefit to the firms which have embraced it(”A corporate culture”, 2018). Therefore, by adopting proper corporate culture, such institutions have a better chance to enjoy the benefit of adopting integrity (”A corporate culture”, 2018). Ideally, decent corporate culture results in a favorable working environment and positive results due to clear organizational values, messaging consistency, accountability, and freedom of speech among employees.

The Credibility of the Evidence

While the pieces of evidence present a greater magnitude of truth, the goalswill not be attainable unless organizations address the challenges that are likely to arise during the implementation of ethical programs. First, when defining an institutional culture, management and employees usually have different perceptions of this idea (”A corporate culture”, 2018). Typically, a mistake of the managers is to play the main role in identifying and setting the cultural obligations. However, directors can still address such loopholes by involving external observers and their workers (for example, through surveys) to have a clear picture of people’s understanding of the corporate changes (”A corporate culture”, 2018). This move will result in proper assimilation of information vertically and horizontally and ensure legal and ethical behaviors based on compliance and policy stipulations.

Secondly, defining clear organizational values will result in smooth management and coordination between departments with human resources being at the center of everything. Unfortunately, the process of enforcing integrity culture and values within some institutions may fail, especially if the managerial directives come from a central office (”A corporate culture”, 2018). Often, the major challenge will involve the wrong translation of policies and communication down the hierarchy (”A corporate culture”, 2018). Although this could weaken the entire process by creating gaps, drawing the attention to the culture needs by ensuring continuity of information has proven to be effective.

Finally, nearly every worker in an organization expects administration of procedural justice during appointments, promotions, and conflicts solving. Lack of integrity or biased opinions could result in high employee turnover (”A corporate culture”, 2018). Generally, continuous recruitment of new members makes it difficult for an organization to maintain a set of values and consistent identity. The affected institutions can opt for internal promotions to be able to sustain the core values that could go in vain (“A corporate culture”, 2018). Interestingly, this strategy is essentially not practical because of the human nature of partiality and unfair treatment of others. Nevertheless, the problem of employee turnover has a solution, especially if the top leadership chooses to appeal to a multigenerational workforce with shared values and common goals (”A corporate culture”, 2018). Focusing on its integrity guidelines, businesses will prevent recurrent risks at the same time encouraging intense loyalty and engagement among other employees.

The Contribution of the Article

This article captures the core aspects necessary not only in the commercial sector but also in management of a person’s life. Integrity culture centers on accountability, compliance, and ethics, which are core values for personal and organizational success (“A corporate culture”, 2018). Different learning institutions depend on these three tenets to set their policies, which ensure inclusivity, openness, and reliability (“A corporate culture”, 2018). Having information about ethical and compliant culture is a significant milestone in making sure one distances from activities that go against the organizational policies. In fact, it prepares learners to be responsible members of the society by nurturing them into law abiders. This way, it becomes easier to minimize dangers like peer influence.

Overall, as I look forward to joining new learning institutions in future, I will use this article as my reference point. For instance, it has given me an opportunity to understand that colleges have rules and regulations that only favor those who are compliant. I am prepared to embrace the organizational values for my benefit and that of others. As the author argued, adopting this culture will ensure I am not exposed to potential risk factors. In fact, I do not intend to serve as a “roadblock” to my mission and vision in life.

References

Corporate culture: The center of strong ethics and compliance. (2018). The Wall Street Journal. Retrieved from https://deloitte.wsj.com/cfo/2018/01/19/corporate-culture-the-center-of-strong-ethics-and-compliance/. Accessed on March, 2018