02 Nov 2017
The survival of organization depends upon the integration of business codes with the societal ethics and combinely format into an adjoined ethical practices prevailing saturate in market. Business ethics are gaining importance day by day which results into more saturation of business practices. Businesses in global world are interconnected with each other and practices at organizations for the compliance of business purpose. Organization cannot survive in isolation. The area of focus in this study is to investigate the effect of culture on ethics. Results proved in light of prior research that culture significantly effect on business ethics. Therefore it is very important need to give awareness to the employees so that firms can follow the ethics codes for doing business in good ethical ways.
Key words: behavior, Culture, Knowledge, values and business ethics
Paper Type: Research paper
WHAT IS BUSINESS ETHICS?
Ethics is our code of conduct that is based on the moral values of the society. Moral values are the series of outcomes resulted from good conduct and explains the difference between good and bad. They are a set of rules that guide our behavior, but may or may not be written down. Ethics although rooted in our morals, are modified by group decisions, peer pressures and circumstances.
Ethics in business are nothing but the dos and don’ts by the business users in the business. In other words it could be referred as set of principles a business man ought to follow. "There should be business ethics" means that the business should be conducted according to certain self recognized moral standards. Few unethical elements in the present day business are cheating, stealing, lying, bribing, corrupting etc. A business man should be aware of the ethics in the business and should follow them in order to maintain ecological balance in the society.
Research and writing in the field of business ethics typically takes the viewpoint of a senior executive or, on occasion, a middle manager. But aside from several questionnaire-based studies, there are no in depth examinations of how young managers' define ethical issues, think about them, and resolve them. This article aims to remedy this skewed perspective. In essence, it sketches a picture of business ethics as viewed not from the generals' headquarters, but from the trenches.
Everyone agrees that business managers must understand finance and marketing. But is it necessary for them to study ethics? Managers who answer in the negative generally base their thinking on one of three rationales. They may simply say that they have no reason to be ethical. They see why they should make a profit, and most agree they should do so legally. But why should they be concerned about ethics, as long as they are making money and staying out of jail?
Other managers recognize that they should be ethical but identify their ethical duty with making a legal profit for the firm. They see no need to be ethical in any further sense, and therefore no need for any background beyond business and law. A third group of managers grant that ethical duty goes further than what is required by law. But they still insist that there is no point in studying ethics. Character is formed in childhood, not while reading a college text or sitting in class. These arguments are confused and mistaken on several levels. To see why, it is best to start with the question raised by the first one: why should business people be ethical?
There is already something odd about this question. It is like asking, "Why are bachelors unmarried?" They are unmarried by definition. If they were married, they would not be bachelors. It is the same with ethics.
To say that one should do something is another way of saying it is ethical. If it is not ethical, then one should not do it. Perhaps when business people ask why they should be ethical, they have a different question in mind: what is the motivation for being good? Is their something in it for them? It is perfectly all right to ask if there is a reward for being good, but this has nothing to do with whether one should be good. It makes no sense to try convince people that they should be good by pointing to the rewards that may follow. One should be good because "good" is, by definition, that which one should be. As for motivation, good behavior often brings a reward, but not every time. Think about it. If it were always in one’s interest to be good, there would be no need for ethics. We could simply act selfishly and forget about obligation. People invented ethics precisely because it does not always coincide with self interest.
The young managers described a variety of situations. For example, a management trainee at a well-known consumer products company was told by his boss to make up data to support a new product introduction. When he began to object, his boss cut him off and said "Just do it." A young financial analyst had calculated that the return on a significant investment at a refinery was approximately12%. His boss explained to him that no project could be approved without a 25% return and told him to redo his numbers and get them right. In other situations, young employees were asked or expected to overlook kickback schemes, fill out time sheets inaccurately (at consulting and accounting firms),overlook safety defects in products, ship products that clearly did not meet customer specifications, or find ways to fire employees in violation of company policies.
In several cases, young women reported that they were victims of sexual harassment, sometimes by their immediate superiors, and that they were later expected or asked to acquiesce in cover-ups of these incidents." professional terms. One young woman, once she realized what was happening to her, said that "her body felt as if all the life had been drained from it. . . . I felt as if I were in a dream and trying very hard to awaken, but to no avail." Other interviewees used these phrases: "I felt as if I had been physically punched in the stomach," "It was shattering," "I was white-knuckled incensed at this slap in my face." Most of the interviewees said that they frequently recalled the episode or thought about it whenever they confronted another difficult ethical situation. In general, the interviewees believed that the situations they faced were crises in their careers and important tests of their character.
The term "business" is commonly referred to the commercial activities achieved at making profit. But gradually there is a substantial change in the way in which people viewed the business.
The study and examination of moral and social responsibility in relation to business practice and decision making in business is known as "Business Ethics".
Businesses are especially concerned with these three things since they involve loss of money and company reputation. In theory, a business could address these three concerns by assigning corporate attorneys and public relations experts to escort employees on their daily activities.
When business people speak about "business ethics" they usually mean one of three things:
(1) Avoid breaking the criminal law in one’s work-related activity;
(2) Avoid action that may result in civil law suits against the company; and
(3) Avoid actions that are bad for the company image
Anytime an employee might stray from the straight and narrow path of acceptable conduct, the experts would guide him back. Obviously this solution would be a financial disaster if carried out in practice since it would cost a business more in attorney and public relations fees than they would save from proper employee conduct.
Culture and cultural dimensions are considered the collective horizon representing a specific social reality (the objectivity of subjectivity). "Culture consists of patterns, explicit and implicit, of and for behavior acquired and transmitted by symbols, constituting the distinctive achievement of human groups, including their embodiment in artefacts; the essential core of culture consists of traditional (i.e. historically derived and selected) ideas and especially their attached values; culture systems may, on the one hand, be considered as products of action, on the other, as conditioning elements of future action"
Ethics is the common agreed upon practice of different moral principles or values. It concentrates on the general nature of morals and the specific moral choice an individual makes in relationship to others. It represents the rules and/or standards governing the conduct of the member of a profession. The context of this inquiry will be ethics applied to business.
Are business ethics in danger? A 2011 report from the Ethics Resource Center found that "ethics cultures are eroding and employees' perceptions of their leaders' ethics are slipping." Employees are experiencing increased retaliation against whistle-blowers as well as more pressure to break rules.
That doesn't surprise Michael Josephson, president and founder of the Josephson Institute, a Los Angeles-based nonprofit organization that delivers services and materials to increase ethical awareness, commitment and behavior. When the stakes are higher, such as they are in today's tough business climate, people may feel more pressure to act unethically to produce results, whether it's lying to customers, bad-mouthing competitors, or undermining co-workers.
That kind of behavior can cause significant problems with morale and could even lead to legal issues. Josephson says that it's critical for business leaders to take a stand when it comes to ethics and offers these three tips to do so.
Make your expectations clear
Enforce your policies
Be your own change agent
Organizational culture consists of various elements ranging from latent cognitive components such as assumptions, values and beliefs to the more manifest elements such as artefacts and symbols (Schein, 1985; Kotter and Heskett, 1992; see Liu, 1999). Values, practices and behaviors, however, remain the fundamental, albeit latent, components of organizational culture and ethics provide the core essence in the formation of these components. Rosenthal and Rosnow (1991) note, "Ethics (refer) to the system of moral values by which the rights and wrongs of behavior". Rokeach (1972) regards values as signifying enduring beliefs in particular ways of behaving or preferences for states in the future. Not only should ethics refer to values but, in order to secure operation, reference must be made to principles and standards regarding behaviour. That necessity immediately raises questions of whose values are to be employed in determining the standards and further related issues when people are required to exercise judgement.
It is a well known reality that the businesses participating cannot stay in the society without any acknowledgement of exciting of the society and on the other hand the society has to go forward with the compliance of the business. It is an important question about the role of business engaging ethical practices, it is the stating a clear way ethics is not mare a thought but "(W) Inning companies first emphasize values, believes and the attitude that…the business owner, Ha(s) about… employees’ customers, quality, ethics, integrity, social responsibility, growth, stability, innovation and flexibility. Managing by values – not by profit – is a power full process that will set… (a) business on the path becoming… a" Fortune 500 company (Blanchard, 1998).
Businesses engaging in the ethical practice will be of having one reason from the total number of two reasons; one of the nature and the second is the Machiavellian, the motivation for staining the guide about the ethical business is related to the obtaining right things without any kind of external pressure are constraints imposed by the government or government agencies. The business run by the people under the approach (in nature approach) recognize their personal existing in the society and admitted that their forms should operate in ethical manners. According the Machiavellian approach the business uses the ethics having the routes in a desire to assuring the stake holder the firm is doing the right thing, this approach is adopting by a firm is to either to avoid legal consequences of its action or to convince the stakeholders that the firm are doing in their best interest at hard and seeks to serve their interest. In fact the organizations which have low or minimum compliance with the legal standard alone and the consequences of laws affecting behavior and existence of the corporate enough to protect any business to its demise. The organizations which are not following the ethics during the business they have to face out range of the peoples or they loss the trust and fated their image in public which is very extremely expenses to generate it if once loss, lthough legality generally stem from what society believes is morality right or wrong. And issue’s legality does not always reflect the totality of its perceived morality. This defaration reflects the classic distinction between the spirit of the law (morality) and the letter of the law (legality), (Raiborn & Payne, 1990).
Behaviors / Attitudes can be understood as’ "the subjective assessment by a given individual with respect to sets of premises that make a various business philosophies (Preble & Reichel, 1988, p 942). Knowledge is an outcome of human consideration and experience supported by context and is a potential that always established in an individuals or society by which it is fixed in a routine, languages, principals, regulations and tools in result of which there is enhancing the ability for decision oriented and actions used to gaining the said goals (Blacker.1995). Educational/ Knowledge level found that a significant difference between less respondent and higher education and knowledge respondent in term of business ethics. Less knowledge / education respondents were to be less ethical. Furthermore, it was found that more knowledgeable/ educated respondent to be more willing to more ethical (Giacalone et al. 1988).
The objective of this paper has been to integrate the conceptual propositions of theory in business ethics with a typology of cultural dimension were developed after extensive research involving several different counties and cultures, only parts, of the selected models of business ethics have been tested and supported.
1. To develop an organizational ethics model
2. To examine the dominant and significantly different ethical climate and culture types amongst business organizations
3. To determine any effects of the existence of ethical codes.
Business organizations are highly influenced by global culture where business ethics are given high importance and culture saturated with the ethics results into better integration with values, behavior and knowledge. The need arises to test the variables in context of cultural dimensions and their effect on ethics
The business ethics can also be understood generally in terms of corporate social responsibility (CSR) (Singer, 1993). CSR is can be catagorally defined as the level of economic legal, morality or ethical adapted to values of society expectation (Andrews, 1987; Carrroll, 1979, Sathi 1975). The term corporate social responsibility is understood as a subject of manager level but it is also consider in the business ethics literature (Frietman, 1962). The researcher, on the other side business ethics is divided into main Approaches (i) conceptual & (ii) empirical (Preble & Reichel, 1988), The main objective of conceptual approach to maximum clarity in the meaning of business ethics, moral conduct and social responsibility and also used with the recommended guideline to help the corporate leader to reach on ethical business decision (Braybrooke, 1983; Cavanagh et al, 1981; Hoffman & Moore, 1984).
According to the second approach- empirical approach ((Preble & Reichel, 1988), is used to places emphasis on examining the prevailing ethics, perceptions and attitude / behavior of general public, business peoples and universities students who regarded as the future business leader oftenly. The behavior or the attitude towards ethics of the business is referred to have "the subjective assessment by given individuals with respect to sets of premises that make a various business phosiphies (Preble & Reichel, 1988 p 942).
The behavior towards business ethics shaping the core component of empirical study of business ethics. They also lighted the importance that some particular groups of individuals attaching to each of the philosophies underline the concept of business ethics. The literature in classical text in which formed the managerial foundation had researched to recognize the themes as they evolved in literature recognizing the perceptional changing in the concept over time. More over recently literature available also reviewed the concepts and can use to understanding the recently changing brought in the concept.
Peter Drucker explicitly addressed the "social responsibility of business (The practices of management, book 1954, p. ix) Drucker also focusing on the CSR in which he considered the public responsibility as one of the eight key areas would be used for setting the business objectives. He, furtherly, the objective narrated in this areas must be in compliance of social condition and political arena which are concede organizational management (1954, p82).Drucker fatherly identified that the manager has assumed responsibilities in the references to the public good, as he subordinated by his actions to an ethical standard of conduct. In the mean time he also pronounced in a clear way that the organization has to give first priority to the society in which it is doing business and he also realized that it is also important to pay attention on every business policy and actions effecting on the society. "it has to consider whether to action is likely to promote the public good, to advance to basic beliefs of our society , to contribute to its stability, strength and harmony" (1954, p388), Durcker also said that it is an ultimate responsibility of the management for, itself, enterprises, heritage, society, and the way of life (1954, p392).
The other researchers like Batrnard (1938) and Simon (1945) paid attention more to the moral ethical damnations of the individual behavior in organization. Philip Selznicx has done his basic work on values, he also worked to exploring to ethical/moral consideration and corporate social responsibility, (leadership in administration: A sociological perspective, 1957, p. ix) further said that a sound leadership of an organization would have to required the proper ordering of human affairs, incorporating the social order establishment, the determination of public interest, and defense of critical values". He also strongly follower of this thought but peter Durker (1954) that the organizations had becoming publicly in natures that is why needed to handling of the problems off effecting the welfare of entire society. He also understood that the organizations which shifted from a narrow emphasis on profit making to a large social responsibility" had required to build special values into the corporation (1957, p.26-27) in general theory of marketing ethics, Hunt and Vittel proposed that "cultural norms/values affect the perceived ethical situation, alternatives, consequences probabilities of consequences, desirability of consequences and importance of the stakeholders" (1986 p. 10) but they were not specify in what way or extent the norms/values affect the ethical decision making. In 1992 Hunt & Vitell revised their general theory in which they again not specified how values affected in the ethical decision making besides the empirical test also did not examined the extent of influence of cultural values on the ethical making decision (Vitell & Hunt, 1990; Mayo & Marks, 1990; Singhapakdi & Vitell 1990; & Singhapakdi & Vitell 1991).
Kenneth R. Andrews in the concepts of corporate strategy concepted the ethical behavior as an outcome of values. He also identified emerging importance of the values, ethical/moral considerations and CSR (Corporate social responsibility). He further explained that the forms doing business only for the profit earning these forms had to obey the ethical behavior to earn the profit. He also advised that a company should follow good worked which are connected its plans of action with present and futuristic economics functions. He also suggested that a corporation should have economic and non-economic objectives which are harmony with the views as of Durker (1954) and Ansoff (1965), Andrew stated that the firms with having further action planning will have a strategy for support of its community institutions as explicit as its economic strategy and as its decision about the kind of organization it intends to be and the kid of people it intends to attract to its membership. R. Edward Freeman in his book, strategic management: a stakeholder approach, also acknowledge the developing the importance of ethics which are evidenced in building of ethics codes in business and increasing so, of ethics courses in business schools.
Presently the business are effects the most powerful institutions in the world, the expense of social responsibility has enlarged to include areas formally considered the domain of governments: quality of education and support of acts, funding and facilities for basic research, urban planning and development, would hanger and poverty, hard core unemployment. The more powerful business becomes in the world, the more responsibility for well being of the world it will be expected to bear" (Soloman, 1997; p. 204-206). We obviously understand that CSR concept envisaged the social concerns in the business (Branda Joyer & Dinah Payne, 2002). It is question about our understanding level for values and ethics at present and how our leaders do supportive and ranking the ethical behavior in a corporation shown by individuals.
"…. Cultures set up the network of people and positions with whom we feel comfortable and, given enormous power of peer pressure in ethics, one should not be surprised that the culture of the corporation –rather than individual values- is the primary determinant of business ethics, different business provide different cultural, and different cultural define different values, different ethics, different lives". (Solomon 1997, p. 140)
Therefore a small firm the cultural-values and ethics are strongly sharpened by founders (Yoyner & Hofor, 1992). When the firms expended in sized then it is possible ethics can be settled under the personalities in resulting the prevailing of some set ethics conventionally but the ethical rules have to re-settle or re- described by hierarchic of the corporation (Solomon 1997 p. 144). But it is to note that size is not always the determining factor. But smaller group within big corporation identifiable by strong individual, so ethical behavior are re-enforce and vice versa (Brand E. Joyner, Dinah Payne, 2002). "As we roll out our knowledge system, we find we lack a culture that supports collaborative work because people view knowledge as a method of securing their jobs. So they’re reluctant to share. A large number of consultants, executives and management theorists have vocally announced that knowledge is becoming a essential source of competitive advantages for firms (Nahapiet J. & Goshal S, 1998).Thus the organizations having knowledge based are taking into account debating for that creating, organizing and using knowledge valuables are essence of what firms do for effectiveness in these activities, relative to competition, determines the performance (Brown, J.S. & Duguid, P, 1988). In firm’s context, there are two critical ways in understanding knowledge. The knowledge presents in groups, at individuals and organizational levels fundamentally focusing on improving, creation and usages in groups and firm’s level. Knowledge can be either in more physical or in more cognitive. The physical knowledge can be codified and fixed in routine processes rules and regulations, tools whereas the cognitive knowledge can’t be thought explainable; i.e. estimating the potential possessing by an individual(David W. De Long & Liam Fahey, 2000). The ambiguity produced in organizations due to not having a line of demarcation between Knowledge Management and Knowledge. Knowledge can be categorized in three types.
This type of knowledge is comprises on what to know and how to do by an individual. The chief goal for an individual is to get high level of skill for this purposes it used both dimensions of knowledge; explicit and tacit; to grasp the reading of a customer during purchasing. It is more cognitive in other words we can say that it is conceptual or abstract (Zuboff, S. 1988).
Social/collective Knowledge: This nature of knowledge is lived in the relationship between society and a person. It is tacit in nature and is to share and develop between members during working together and exists in ability to working in partnership effectively (Brown, J.S. & Duguid, P, 1988; Orr, J.E.1996).
Structured Knowledge: This type of knowledge is located in the firm’s daily business routines, tools, processes and systems. It is a physical knowledge which is rule-based. The basic difference between this type of knowledge and other two type is realiesed its existence without human knower (Glazer, R. Spring, 1987). But searchers and the consultants have the viewed of that knowledge would not exist independent of the human being. On the other hand we believed that knowledge is regularly created and embedded in the routine process systems and tools (Zuboff, S 1988). Required minimum human intervention to perform an activity is different from that information gathered from books, manuals which can be practicable only when a person blended his experience and contextual understanding to the knowledge for interpreting the details from which actions or deduced (Cohen, D 1999).
This study examines the effect of culture on business ethics.
The generally regarded as the prototypical individualistic culture, notable for its emphasis on self-expression, self- fulfillment, and self-reliance (Rose, 1997). They value equality of opportunity and risk taking, which is consistent with their high scores on individualism and masculinity and low scores on power distance and uncertainty avoidance (Hofstede, 1984; 1994).
Same as knowledge and behavior as individual are effect on culture and culture effect on the business ethics since the main purpose of this study is to determine whether culture affects on business ethics , Before examining the effect of culture on business ethics, we therefore will perform manipulation Checks and test the following Hypotheses which are a culture element also include.
H1: Knowledge has significant effect on culture.
H2: Behavior has the significant effect on culture
H3: Values has significant effect on culture.
In order to obtain satisfied information from the researcher, an established and testing scale is one of the difficult parts of doing research. The independent element of in this study was culture. It is applicable to all culture irrespective of the content of values in the individual faith systems. The scale has been adapted to many researchers and has been tested across various samples (Mokhlis, 2006).the dependent factor was business ethics which was measured using attitude towards business ethics. The scale was originally developed be Neumann & Reichel (1987) and was based on the Stevens (1979) "Values clarification Exercise" (Small, 1992), Respondents were asked to express their opinions regarding attitudes towards business ethics and score the level of agreement to each question on the five point linkert scale for 1 very first (strongly disagree) to 5 (strongly agree).
I have taken the population of 300 from services sector in GUJARAT have the age from 20 to more than 40. We take the sample of 45 personal from the different segment of the services sector. We have the three elements of the independent variables which is culture. We used questionnaire method for measuring the significant affect of knowledge, behavior and values on business ethics. I take at least 2 to 5 question in our questionnaire.
It is clear from my analysis that the organizational culture having knowledge, behavior & values have effect on the business ethics but the knowledge and the values have positive effect on the business ethics so organization should emphasis on enhancing the knowledge level of their employees through learning sessions and prevailing good ethical values in the organization so that employees should be confident and the loyal to the organization. Whereas the behavior in the organization should also be positive so the employees should be have the feelings of friendly environment for working which helpful for the efficiency as well as enhancing the performance of the organization.
In light of data analysis it is proved that the significant effect on knowledge on business ethics proved. The second Hypothesis which is about behavior has strongly effect on business ethics but it has moderate effect on business ethics hence our second hypothesis is not proved. Our third hypothesis is about significant effect of organizational values on business ethics our methodology sure that our organizational value has significant effect on business ethics hence our third hypothesis is proved.
H: Interpersonal knowledge is a positive element of culture towards business ethics.
H1: interpersonal knowledge is a significant determine of culture towards business ethics.
The current finding were interpersonal culture is positively correlated with business ethics and no significant correlation found between interpersonal culture are coherent with the previous work (Donahue, 1985; Kennedy & Lawton, 1998; Vitell, Paolillo & Singh, 2005). According to Donahue (1985), individuals with high level of interpersonal culture are more integrative and ethical in all aspects of their lives, which is turn make them less willing to engage in unethical behavior, it is interesting to note that there is a positive correlation between intrapersonal and interpersonal. The current finding confirm with the result from Kennedy & Lawton (1998) in which it may reflect an underlying shift in general societal towards culture.
Many Literatures support the claim that female tend to more ethical than male (Beltramini et al., 1984; Miesing & preble, 1985; Ruegger & King, 1992). However the result of current study reveals no significant difference between males and females. Many recent studies in business ethics education reveal a positive outlook on the impact of education in promotion the standers of ethics (Swanson & Fisher, 2008). Systematic ethics education system not only enhance moral recognition but also equips individuals with the ability to resolve complex moral issue and encourage them to stand up against opposite forces in their organization (May et al., 2009). It is not surprised to see many universities around the world star offer business ethics as a course of study to their students. On the other hand, the theory of role morality asserts individuals tend to exhibit less ethical behavior in an organization context than they are making personal decisions (Applbaum, 1999)
Codes of ethics are probably the most visible sign of a company's ethical philosophy. In order for a code of ethics to be meaningful, it must clearly state its basic principles and expectations; it must realistically focus on the potential ethical dilemmas which may be faced by employees; it must be communicated to all employees; and it must be enforced. Further, a meaningful code of ethics cannot rely on blind obedience.
It must be accepted and internalized by the employees who are required to implement it. This means that managers must attend not only to the content of the code but also to the process of determining that content. To be most effective, a code should be developed and disseminated in an open, participative environment involving as many employees as possible.
Culture and ethics are interrelated and intertwined in such a way that it makes it difficult to know which factor is guiding/motivating the behavior arising from a given situation.
Most studies on ethical issues in business, while focusing on moral philosophies, merely provide descriptive statistics about a ethical beliefs and significant results of selected variables, in the context of theory building, there are number of models, that have been offered, however, few empirical tests of these models have been attempted and none have valued examined the culture dimension.
Since individuals are likely to face ethical issues most of their lives, there is little doubt that potential employees have significant ethical decision histories when they apply. Thus the first line of defense against unethical behavior in the organization is the employment process.
There are several methods available to organizations for ethical screening. These techniques vary widely in terms of costs and benefits. Further, these techniques may vary widely in terms of their legality and may themselves have ethical implications. Paper and pencil honesty tests are one technique which may be used for ethical screening in organizations. These tests seem to be reasonably valid with low costs and short time periods involved in administration (Sackett and Harris, 1984).
Employees need to have an experiential awareness of the types of ethical dilemmas they may face, and they need to know what actions to take in these dilemmas. Providing ethics training for employees is one key to increasing this awareness.
Ethics training normally begins with orientation sessions and open discussions of the firm's code of ethics. Employees should be encouraged to participate at a high level in these sessions as well as in other training that follows.
This is often followed by the use of fictitious ethical scenarios which simulate situations that employees may face on the job. Providing sales persons with scenarios involving improper gifts or kickback offers gives employees a chance to make ethical decisions in realistic situations and to discuss these decisions openly with peers, supervisors, etc.
Organizations such as McDonnell Douglas and General Dynamics have used scenario training to transform their codes of ethics from simple documents to tools for training, education and communication about ethical standards (Otten, 1986).
In this study, it is shown that ethical codes are implemented more effectively in organizations to maintain the organizational standing and image. Organizations which do have ethical codes place emphasis on human aspects of their activities. To be effective, awareness of the code and its effective communication are essential.
Finally, further research is necessary to investigate the perspectives on ethics of other construction participants, whether and how the posited relationship of ethical behaviors on quality performance can be operationalized via possible moderating variables, such as knowledge and cultural/industrial norms. The same model can be tested in government and semi government organizations where the cultural practices are quite rigid as compared to corporate sector and future line of research can be done with some more cultural dimensions along with modern practices at organizations in form of training and development.
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