The research article written by the Hassan, Yukl, and Wright in 2014 discussed the ethical values at the workplace and the policies to address the issues of misconduct in the organization. in accordance with the article ethical leadership efforts has the influence on the behavior and attitude of the employees within an organization. misconduct can be of several types that may face several and different types of effects on the performance of other employees and the overall culture of the organization. even each type of misconduct has a different extent of effects. therefore policies and procedures developed to address the misconduct are also different.

             While at the first and foremost, management should have to understand the reasons for and effects of misconduct (Hassan, Yukl, & Wright, 2014). because clearly understanding the misconduct and category of misconduct is important in identifying the right solution for the problem. Developing new policies can be helpful for the organization but only when the policy is highly efficient and capable to address the misconduct.

               In the article, it is elaborated that ethical leaders in the organizations can easily handle the situations of misconduct to avoid the potential negative impact on the operations, performance, and culture of the organization (Hassan, Yukl, & Wright, 2014). as an example, a misconduct of absenteeism can be controlled by the ethical leader through communication and developing a strict and new policy for the deductions in salary in the result of increased absenteeism.

               While ethical leaders can also handle the issue by reinforcement and motivational policies. such policies work because reinforcement and rewards system encourage the employees to show a better position for the next time. appreciation and rewards generally makes the employee more hardworking and loyal with the organizations (Hassan, Yukl, & Wright, 2014). 

                In accordance with the research, in most of the organization employees do not report misconduct (if they come across such situation) because they consider that managers will not take action against it. Such behavior of employee can be proved as supportive factors for the increase in the misconducts in the organizations (Hassan, Yukl, & Wright, 2014). therefore while developing policies for the misconduct organizations should give importance to this aspect and they should develop the policies and procedures that can eradicate the chances of misconduct form the organization. developing and implementing appropriate policies and procedures can help out the organizations to reduce the chances of misconduct in the future and make their organizational performance best in the competitive market.

References of misconduct at your facility, what policies or procedures are executed to address the issue? How do the policies work?

Hassan, Shahidul, Gary Yukl, and Bradley E. Wright. 2014. "Does Ethical Leadership Matter in Government? Eff ects on Organizational Commitment, Absenteeism, and Willingness to Report Ethical Problems." Public Administration Review 74 (3): 333-343. Accessed 11 30, 2018.

Rainey, Hal G., and Barry Bozeman. 2000. "Comparing Public and Private Organizations: Empirical Research and the power of the A priori." Journal of public administration research and theory 10 (2): 447-470. Accessed 12 1, 2018.

Shadnam, Masoud, and Thomas B. Lawrence. 2011. "Understanding widespread misconduct in organizations: An institutional theory of moral collapse." Business Ethics Quarterly 2 (13): 379-407. Accessed 12 1, 2018.

Wilson, Woodrow. 1887. "The Study of Administration." POLITICAL SCIENCE QUARTERLY. 2 (2): 197-222. Accessed 11 30, 2018.

Wright, Bradley E. 2014. "The Role of Work Context in WorkMotivation: A Public Sector Application ofGoal and Social Cognitive Theories." Journal of Public Administration Research and Theory 14 (1): 59-78. Accessed 11 30, 2018.