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Hazza Organization’s Ethical Climate

Hazza’s culture at work

The major aspect of building an ethical organization is its ethical codes. It is expected from every members of the organization, Hazza, to show commitment towards these codes with the conduct of a professional. This is the fundamental issue for any machinery to perform properly with an ethical perception. These codes can be viewed as a formulation of personal responsibility where the most identifiable significance being the mode of commitment that an individual possesses. In general sense the code possesses all aspects of professional situation both as a human and a proficient member of the organization and this is the culture at Hazza.

Ethical climate at Hazza

It is obvious that an organization is formed with human aspects and for an organization to become ethical it is important the human aspects are indulged into following the code. It is imperative that these codes of ethics would be subjective and open to individual interpretations but it should also be noted that in such incident these codes or phrases or word of the codes would be judged upon individual approach of humane solution. Hazza follows these principals and thus the ethical climate of the company is quite good.

Components of Ethical climate at work

The basic components of ethical climate can be enumerated under four main headings or the organization’s code of ethics can be divided into four parts. In the first part there are the General Moral Imperatives that relates to more of a humane approach towards profession and life as a whole. The second part consists of Specified Professional responsibilities that deal with the codes that are directed towards the specification, nature and directives of the organization. The third part can be enumerated as Imperatives dealing with Organizational Leadership and the fourth part is basically the Compliance with the Code.

Ethics approach adopted at work

The code of ethics can be found to be aligned directly with Hazza as it also states and implements an humane approach to the proceedings by enabling the employers and employees to follow a better approach towards becoming a better human and a better professional thereby enhancing the end goal of the organization that is directed towards the service of the human propositions and as a result the ethics approach at Hazza is very well constructed and maintained.

Ethics safeguards currently applied at work

  • The main principles of the Code of Ethics

The main principals of the Code of Ethics include General Policy Application, Conflicts of Interest, Conflicts of Commitment, Confidential Information, Compliance and Violations of the Policy. These are the fundamentals of the Hazza Code of Ethics for the safeguard of the company.

  • The functions of the ethics office

Formulation of this ethical code is of extreme importance to Hazza as because being a busy business firm with limited number of employees it becomes obvious to plan before hand about the engagement of any employee. Each employee is a small part of the larger picture and all the employees work on a given project on a panoramic mode.

Evaluate the application of the above safeguards at work

The application of the above safeguards at work has been extremely helpful for the employees and the overall sustainability of the company proves the real impact of the codes and its safeguards on the ground. In this manner the codes already imply the basic services required by the health organization and being a sensitive and responsive statement the code of ethics already provides the needed perspective that is required. (Manning, 67)

Ethical safeguards which have not been adopted at work

Ethical safeguards in health related policy is weak in this company. It should be noted that American medicine had exceeded society’s ability to pay for all of the health care that individuals could use to actually better their health. Modern American health industry goes through a difficult period, one characterized by new concerns about rising health costs. The major concern that had directed medicine until that time was that Americans required more medical care—more than the marketplace would offer by itself and proper and practical formulations should have been implemented by the company. (Finnis, 321)

Extent the Managers’ values set the ethical tone at work

The code inspires a tangible outcome from employees by different manners and from various aspects. Firstly, the code serves as a guideline for the general approach towards the organization. Secondly it acts as a parameter that would unable an employee to understand what exactly is to be done and what is not to be done or encouraged. Thirdly, it enumerates a homogenous guideline to all the employees across the organization and thus implication to all makes the employees feel more as a part of a large family maintained by the same laws from the top management to the lower employees. Fourthly, this code acts as a benchmark for the employees and thus enables the employee to understand the organization better. Fifthly, and more importantly, this code is the statement that helps the company achieve its higher production rate and goals as following this code would certainly smooth the production or service infrastructure and thus efficiency would be achieved without much deliberations. These processes are overlooked and sustained by the managers. Thus, it could be stated that Managers’ values do set the ethical tone at work. (Zimmerman, 227)

Role of law/administrative procedures in limiting the ethical deviations at work

The values of the organization are quite not any different from organization that wants to be judged as an ethical organization especially as a health related sector. This alignment makes the ethical code more obvious and induces the real values of the organization that was already implied. With the code in action the details proved a written documentation that should be followed, valued and honored under every circumstance. Thus, it can be stated that role of law/administrative procedures in limiting the ethical deviations at work is very strict.


Ethics is a term which refers to that branch of philosophy which attempts to deal with questions regarding morality. Ethics tries to differentiate the right from the wrong, commendable from lamentable, good from bad, obligatory from acceptable, responsible from irresponsible and fair from unfair. Not only does it concern itself with one’s character but also with one’s conduct by addressing both personal matters and public policies. Thus, for Hazza, Smoking related policy should be more rigid. It remains unclear, how should we value, in dollar terms, an instance of smoking related cancer avoided or a life saved. (Berkowitz, 114) It should be noted that the smoking related policies and codes are not very rigid in the company. Thus, best measure would be to implement monitory fines in case of smoking.


Berkowitz, Leo. Ethics and Implementations: Findings and Enactment. New Haven and London: Yale University Press, 2000.

Finnis, Jean. Fundamentals of Ethics. Georgetown: Georgetown University Press, 1999.

Manning, Schissler Susan. Ethical Leadership in Human Services: A Multi-Dimensional Approach. New York: Allyn and Bacon, 2003.

Zimmerman, Steve. Introduction to Management Principals. Wellington: National Book Trust, 2004.


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