Workplace Pressure: Reducing the Risk of Unethical Business Practices (Excerpt from December 1998 Circuit)
The Ethics Officers Association (EOA) and the American Society of Chartered Life Underwriters & Chartered Financial Consultants recently sponsored research to identify and measure workplace pressure and to determine whether or not this pressure increases the risk of unethical and illegal business practices. The survey is believed to be the first to provide a quantitative measurement of the source and extent of pressure experienced by American workers in the workplace, and the first to provide a definitive link between workplace pressure and illegal or unethical behavior by employees.A total of 5,000 surveys were mailed to a cross-section of American workers. Respondents represented household income levels and occupation categories that correspond with the working population nationwide. The overall response rate to the survey was 33 percent, which is three times the typical response rate for this type of survey -- an indicator of interest in this topic by the typical American worker.
The pressure is on?
The research found that the majority of workers (60%) felt a "substantial amount" of pressure on the job and more than one our of four (27%) felt a "great deal" of pressure. The survey also found 56 percent of workers felt some pressure to act unethically or illegally on the job. Half of all workers (48%) reported that, due to pressure, they had engaged in one or more unethical and/or illegal actions during the last year.
Survey responses also indicated occupation and company size played a role in determining the amount of pressure workers felt to act unethically or illegally on the job. Respondents in the manufacturing (26%) and the healthcare (24%) industries reported feeling the highest level of pressure to act illegally or unethically. However, the highest levels of unethical or illegal activities reported were in the computer and software industry (66%) followed by advertising and marketing (60%). One out of five mid-level managers reported a high level of pressure to commit unethical or illegal actions, and employees of large companies (21%) cited such pressure more often then small business workers (14%).
Significant contributors to workplace pressure included the following: poor internal communications; work hours/work load; downsizing effects; poor leadership; and balancing work and family. Most people surveyed, however, felt pressure from a variety of sources. More than one-third (35%) identified 11 or more sources of pressure out of 23 possibilities and 69 percent identified at least six sources.
Prognosis--good news!
Only 15 percent of respondents believed "ethical dilemmas are an unavoidable consequence of business and cannot be reduced." A substantial majority (60%) disagreed. This finding indicates a significant shift in public opinion. In the 1970s and 1980s the pervasive view was that "business ethics" was an oxymoron. However, the survey indicates a majority of workers believe business and ethics can mix and that ethical dilemmas can be reduced.
Even more encouraging, the survey indicated solutions were low-cost and easily attainable within most organizations. American workers cite "better communication/open dialogue" (73%) and "serious commitment by management to address issues" (71%) as the best solutions to combat workplace pressure.
Finally, most respondents believe workplace pressure will not increase in the future. While 57 percent of the respondents feel more pressure now than five years ago, nearly two-thirds of the respondents (62%) do not expect to face more pressure on the job in the next year and 58 percent do not expect more pressure five years from now.
Conclusion and action
The survey responses validated something most of us already know--we work best when we are informed, when pressure is minimized, and when we have a shared commitment to goals and values. The research findings also reinforce the importance of maintaining open lines of communication and building trust within the organization. Working together to recognize and reduce common sources of workplace pressure will facilitate trust and communication processes, as well as improve the quality of our products and services.
The summary data provided above is made available through EOA. For additional information or to obtain a copy of the research report "Sources and Consequences of Workplace Pressure" contact Donna Davis in the Ethics Office at (410) 765-5546. To report an ethics issue, call the Ethics OpenLine at (410) 765-1919; OpenLine reports can be made anonymously.