Over the course of the twentieth century, researchers have spent a considerable amount of time and energy examining the development of ethics in the context of organizational behavior. While some experts have concluded the ethics are difficult to incorporate into the context of the activities of the organization, others have argued that ethics must and should be an integral part of organizational development. In this context, experts believe that ethics are as natural to the organization as maintaining profit margins. Those that support this assertion believe that well developed ethics can promulgate organizational success because the organization will always have a moral compass for decision-making. These arguments lead the laymen to consider how and when ethics should be incorporated into the development of the organization.
[...] When placed in the context of the organization, Confucian management can provide the necessary framework for the development of ethical behavior, not just for the individual but for the organization as well. In this context, Confucian management serves as the impetus to guide businessmen in making critical decisions that could notably impact the development of the organization. Further examining the context of Confucian management, Richter (1999) argues the development of this management style has focused on the creation of business practices in the organization that serve as the basis to improve the overall development of the individual, which will have positive ramifications for the organization. [...]
[...] Even though the process of Confucian management seeks to impart a high degree of ethical behavior on the part of employees, the reality is that this paradigm does not cover all employees. With this in mind, it is clear that if Confucian management is to be successful in the modern Asian organization, frameworks for conceptualizing and developing the role of women must be taken into consideration. Conclusion Overall, the system of Confucian management is one that can have numerous benefits for the organization. [...]
[...] Although this theoretical paradigm worked well when organizations remained under the control of the state, changes in the economic development of many Asian countries have forced realignments of how Confucian management should be applied in the organization. Problems with Ethics and Confucian Management Despite the fact that Confucian management appears to have imbedded in it a fool-proof mechanism for ensuring the ethical behavior of employees, the reality is that this method of management can only be extended so far. For instance, Richter (1999) notes that when Asian businesses were transferred to the United States, those in charge of these business noted significant changes in the organization as it grew. [...]
[...] By the time the organization reached in excess of 300 employees, the system of Confucian management and filial piety became much more difficult to implement and enforce. “With the expansion of their business networks in the region, through investment and other interactions, they have to either compete or cooperate with other foreign capital powers for which they need a similar style of institutional structure. In the meantime, they also have to deal with host country governments in the region as well as foreign international organizations” (p. [...]
[...] Further examining why the Confucian management system has become such an important method for organizational development in Asian societies, Sheldrake (1999) makes the observation that over the course of the last several decades, a number of Western business practices have permeated Asian organizations. Specifically, this author notes that, “Managers in a number of Asian countries have experienced a crash course in dealing with adversity during the past two years. Having lived for some years with steady growth, increasing profits and happy shareholders, they were suddenly introduced to new concepts: downsizing, pressures to improve productivity and return on assets, and a critical environment” (p. [...]
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