within the corporate culture and employees themselves an inherent sense of ethics based on integrity. While some situations in American society imply that the desire to manage for integrity is only lip-service, there is definitely a more formal and well-developed attempt in the US than in the Middle East to instill ethics in all aspects of corporate action, “Managing for integrity goes well beyond managing merely for compliance and generally involves a management-driven self-governance program in which company values and aspirations play a critical role. Education, leadership and accountability are the dominant instruments for implementation,” (Dunfee and Werhame 1).
This is not to say that just because corporations and universities have formal ethics mechanisms in place that these mechanisms produce managers and corporations whose behavior is stainless. There are still many business ethics issues that face businesses today. There is a strong conflict often between personal values and corporate values. There is still a good bit of ethnic, gender and racial discrimination that exist in a supposedly welcoming of diversity corporate culture. There is still the problem of many North American companies doing business in countries were human rights abuses and corruption are very much the normal way of doing business. For example, many universities have professors whose lectures on human rights abuses echo throughout the lofty halls only to be drowned out by the bellowing noise of the sports teams dressed from head to toe in Nike. And, of course, downsizing seems like unjustified profiteering at the expense of employees by many wealthy corporations involved in the process, “Many companies have made or announced substantial cutbacks in employees during the last several years. They have included highly visible firms (ATT and IBM) and firms that have traditionally tried to provide an environment of guaranteed employment (IBM...