Workplace Behavior

Managing Gen Z by Applying the Seven Habits of Highly Effective People

Ethical Culture, Millennials & Gen Z, Moral Values, Wellness, Workplace Behavior / /

How Stephen Covey’s 7 Habits Influences Behavior in the Workplace The most recent blog that I wrote on my Ethics Sage website examined how Stephen Covey’s Seven Habits of Highly Effective People might be used to discuss the relationship of these characteristic traits of behavior related to managing employees in the workplace. I am writing three separate blogs on this issue. […]

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Millennials and Gen Z Influenced by Ethics and Sustainability

Millennials & Gen Z, Sustainability, Workplace Behavior / /

Do Company Practices Affect the Acceptance of a Job or Assignment? On Wednesday, July 30, I posted a blog on my “Ethics Sage” blog sight that addresses the ethics of the Big 4 accounting firms and whether candidates for a position with the firms should check out the record of ethics for these firms. I believe, at

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Understanding the ‘Values Gap’

Business Ethics, Ethical Culture, Workplace Behavior / /

Report from Resume Now Explains Why Values in the Workplace Are Sometimes Ignored Every so often, I come across an interesting survey that emphasizes the importance of ethics in the workplace. I just read one that deals with values. This new survey from Resume Now shows a widespread “values gap”—the disconnect between corporate messaging and lived employee

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‘Ethics Fatigue’ Can Negatively Impact Corporate Culture

Ethical Culture, Workplace Behavior / /

Are You Suffering from Job Burnout? I have been blogging about workplace culture for some time. Recently, I discussed the issue of ‘quiet cracking,’ which has been defined as a persistent feeling of workplace unhappiness that leads to disengagement, poor performance, and an increased desire to quit. Of course, there is more to it than that. Quiet Quitting I

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Building an Ethical Workplace Culture

Ethical Culture, Workplace Behavior / /

Ethical Foundations Ethics is the backbone of the company. Employees want to work for an ethical company free from workplace discrimination and harassment. They want to work for a company that values their opinions, treats them fairly, takes complaints seriously, promotes transparency including having a hot line, and one that does not retaliate against them

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What Can Employers Do About ‘Quiet Cracking’?

Millennials & Gen Z, Wellness, Workplace Behavior / /

Meeting Employees Where They Are At Last week I blogged about ‘quiet quitting’ and how it can affect workplace behavior. In today’s blog, I examine the concept of ‘quiet cracking’ and how it relates to quiet quitting, job performance and job satisfaction. Reviewing ‘Quiet Quitting’ Quiet quitting refers to employees who disengage from their roles

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Are Gen Z Workers “Quiet Quitters”?

Millennials & Gen Z, Wellness, Workplace Behavior / /

Distinguishing Quiet Quitting from “Resenteeism” Today’s blog is the beginning of a series of blogs that will discuss Gen Z workers and whether they are any different from millennials and their predecessors–Gen X and Baby Boomers. I look at the concept of “quiet quitting” today and how it affects workplace behavior. But first, let’s look

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What You Should Do if Your Boss Asks You to Do Something Illegal/Unethical

Business Ethics, Ethical Culture, Whistleblowing, Workplace Behavior / /

Weighing the Harms and Benefits of Alternative Actions We would like to think that organizations run their businesses ethically and, for the most part, this is true. However, there may be circumstances when a supervisor asks you to do something illegal or unethical. There are a variety of reasons this could occur including: Examples of

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What Motivates Someone to Blow the Whistle?

Business Ethics, Moral Values, Whistleblowing, Workplace Behavior / /

Do Whistleblower Awards Lead to More Whistleblowing? The ethics of whistleblowing is a tricky matter. Whistle-blowing brings two moral values, fairness and loyalty, into conflict. Doing what is fair or just (e.g., promoting an employee based on talent alone) often conflicts with showing loyalty (e.g., promoting a longstanding but unskilled employee). Taken to its extreme

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