Ethics in the organization. Examining ethical issues in cases
After September 11th attacks, a military tribunal system known as the Guantanamo Bay, Cuba was established for the purpose of prosecuting and punishing terrorists. However, there was a controversy since the military tribunal system did not offer quality services compared to U.S. criminal court system (McNeal, 2009). The controversy was that the tribunal system was designed for political expedience and this caused mass resignations. The military commission was involved in ethical scandal by creating a politically driven culture.
The ethical challenges in the commission system are that there is an undue political influence which influence subordinates in negative way. In addition, there is a unique structure with a Convening Authority where a civilian political appointee plays role without making unbiased and a political presumptions in the decision making (McNeal, 2009). The Convening Authority lacks civilian and military equivalent. Thus, the power with political appointee is derived from the military commanders but ignores the justification from attendant command. The main problem with the military commissions is that there was structurally independence. This means that by ignoring the command pressure, the military commission system has dependent lawyers and their role is to defend state enemies. Generally, the military commission led to the creation of a political organizational culture which reinforced political influence. The military commission altered the military culture and created a new political culture which led to ethical challenges in decision making (McNeal, 2009).
The organizational cultures play important role in addressing ethical issues contributed by the Convening authority. In making decision, various factors were applicable in the Bush administration. For example, organization culture was designed in a way that managers focus on measure and control, managers react to critical incidents, a culture which defines criteria for reward allocation, recruitment and promotion and a culture which defines organizational rites. In addressing the ethical challenges, management and leadership were key elements in maintaining organization culture. Since there was difference opinion on legal policy, the military attorneys considered cultures and values on ethical obligations. Finally, there was a need to view the law as a path for exercising power and focus on a defined legal space to avoid personal moral codes.
A public administrator can improve organization culture through establishing trust. This means that it is important to ensure that culture change comes from the top management and the change should be communicated to the subordinates to promote trust. It is also important to be committed through producing competent performance and fulfilling the obligations (Cooper, 2012). Integrity, honesty and concern are key elements in maintaining a positive relationship. Second, an organization culture can be maintained through establishing a participative decision making where all organizational members participate in making decision. They share ideas hence promotes organization performance (Cooper, 2012).
Reference
McNeal, G. S. (2009). ORGANIZATIONAL CULTURE, PROFESSIONAL ETHICS AND GUANTÁNAMO. Case
Western Reserve Journal Of International Law, 42(1/2), 125-149.
Cooper, T. L. (2012). The responsible administrator: An approach to ethics for the administrative role.
San Francisco: Jossey-Bass.
