Reflection Papers

Reading Reflection Paper #2

Important Concept:

Johnson introduces the components of individual ethical development in Chapter 2. Johnson states that

“Personal change efforts should begin with a realistic self-assessment.” (Johnson, 50) I contend that this

may be a very daunting task. It is always much easier to notice flaws in others than in ourselves. Adults

tend to look at themselves with rose-colored glasses while seeing others in the worst light. It is much

more difficult to judge ones self than it is to judge others. Another component discussed is drawing

upon spiritual resources. Johnson states, “Given the relationship between spirituality and personal and

collective performance, it’s not surprising that there has been a surge of interest in spirituality in the

workplace among both academics and practitioners.” (Johnson, 69) While I personally think that this is a

great event, I can see many obstacles to this practice. One would be the cultural diversity present in

most modern workplaces. The inclusion of spirituality in the workplace could lead to employee unrest as

well as possible lawsuits.

Taken-for Granted Perspectives:

Johnson states that both individual and contextual factors contribute to ethical failure.

(Johnson, 50) He says that both the individual and the organization are responsible for ethical matters.

Jung’s “Shadow Side” theory is important to ethical development in that everyone has shortcomings

that we wrestle with. Holding ourselves accountable and making personal changes will benefit both the

individual and their organization as a whole. Johnson states that “organizational change can operate

from the inside out, starting with the individual and spreading outward.” If individuals operate in moral

ways it will influence those around them to do the same. I believe that the opposite true also, I believe

that those who work around unethical people will tend to act unethically as well.

Implications/Consequences:

When Johnson says that organizational change can start with individuals, he goes on to say,

Begin the organizational transformation process by modeling the desired behaviors instead of imposing

them on others. I believe that this can work for people at the bottom of the hierarchy as well as those at

the top. When coworkers see someone acting in morally ethical ways, it will make them think twice

about acting unethically. I believe that this is true for upper management as well. If the CEO of a

company is known for questionable business practices, I think that their underlings will feel that they

won’t be held to a high ethical standard either.

I also have a strong belief in component 2 which was find your vocation. I think that those who

find their “calling” will perform at a higher ethical level. When people are happy doing what they do,

they will feel better about themselves. Johnson points out that finding our calling produces significant

ethical benefits. (Johnson, 52) After I had my children, I stayed at home for a few years. When that was

no longer financially possible I applied for a job in the school system. Within a week, I knew I had found

my calling. I love working with children and I feel a strong sense of responsibility for the students’ well-

 

 

being in addition to their academic progress. I know, from personal experience, what a big difference

this can make both in job performance and in ethical behavior.