Assignment Writing Help on Phase V Individual Project

Phase V Individual Project

Many employees experience challenges in their first days at work, since they are not familiar with the organizational culture. The trickiest thing is to choose whom to relate to, as some fellow employees have questionable characters. Kevin’s relationship with Ned resulted to oppression and victimization in his workplace. According to Reid (2012), victimization involves recurrent reprehensible actions directed toward an individual employee, which can result to the employee being dismissed from his/her workplace. Kevin should have taken some time to understand each employee, rather than sticking to one fellow employee. Kevin should also talk to his boss concerning unusual behavior among his colleagues to alert the management on unethical behaviors of his coworkers.  Understanding the organizational culture was necessary for Kevin to learn the organizational values.

Organizational culture is essential because it enables employees to align their career goals with the organization’s values and mission. Culture is tied to ethics while organizational ethics are based on religious beliefs. Libertarianism theory purports that individuals should be perceived as moral projects (Fuist, Stoll & Kniss, 2012). Finding out what is morally good or bad is an aspect of religious beliefs. Some factors that may influence individuals’ ethical decision-making include social, cultural, or religious environment (Rashid & Ibrahim, 2008). In Kevin’s case, there seems to be a certain culture that employees would have preferred Kevin to adhere to, but he failed to live to their expectations. Thus, organizations with strong cultures are perceived to adhere to certain religious practices.

Personal characters may influence organization culture; hence, some organizations are keen to understand individuals’ personal life. Culture is usually associated to a group while personal characters are linked to individuals (Schein, 2010). Kevin’s workmates have shown much attention to his personal life because he does not seem to prefer their culture. His immediate boss also claimed that employees’ image and family values were essential for the progress of the business. His colleagues came up with a legitimized myth due to his association with Ned. The pamphlet in his locker proved that his workmates perceived him as a gay. Although the company did not have a proof against its culture, it fired him due to his alleged personal characters.

In many organizations, there are employees who do not wish to see their fellow employees gain promotions. Kevin was a hardworking man, but his fellow employees were jealous of his effort. His contribution to the company earned him promotion to the management before his colleagues who came before him. Kevin acknowledged organization’s value and mission, thus, he did encountered no difficulties in adhering to them. However, dealing with hostile employees was quite stressful, and weighed heavily on his job confidence. Lazy people who fail to rise through the career ladder usually show disrespect to hard working employees, and will always create conflict to prove that the promoted employees do not deserve such awards.

Kevin’s situation can be compared with how the minority groups are treated differently in the workplaces. Minority groups often find themselves as victims of discrimination and victimization in the workplaces due to their color. The relatively privileged are likely to keep the status quo, instead of supporting social changes to favor the disadvantaged minority groups (Subasic, Schmitt & Reynolds, 2011). Employees from the minority groups usually encounter difficulties in giving orders to the minority groups, and in most cases, they are blamed of lacking competency. In the US, racial minorities leaders have continued to encounter uphill tasks due to long held stereotypes while overcoming the hegemonic belief systems is extremely difficult to them (Flores & Matkin, 2014). Most companies do not promote individuals from minority groups for fear of protest from the dominant groups.


Flores, K. L., & Matkin, G. S. (2014). “Take Your Own Path”: Minority Leaders Encountering And Overcoming Barriers In Cultural Community Centers. Journal of Cultural Diversity, 21(1), 5-14.

Fuist, T., Stoll, L., & Kniss, F. (2012). Beyond the Liberal-Conservative Divide: Assessing the Relationship Between Religious Denominations and Their Associated LGBT Organizations. Qualitative Sociology, 35(1), 65-87. doi:10.1007/s11133-011-9211-3

Rashid, M. Z., & Ibrahim, S. (2008). The effect of culture and religiosity on business ethics: A cross-cultural comparison. Journal of Business Ethics, 82(4), 907-917. doi:

Reid, B. (2012). Inappropriate Workplace Conduct: Shall Victimization Be Unlawful?. Franklin Business & Law Journal, (1), 19-38.

Schein, E. H. (2010). Organizational Culture and Leadership. New York, NY: John Wiley & Sons.

Subasic, E., Schmitt, M. T., & Reynolds, K. J. (2011). Are we all in this together? Co-victimization, inclusive social identity and collective action in solidarity with the disadvantaged. British Journal of Social Psychology, 50, 707-725. DOI:10.1111/j.2044-8309.2011.02073.x