{"id":662,"date":"2020-03-17T16:00:39","date_gmt":"2020-03-17T20:00:39","guid":{"rendered":"http:\/\/dso-sct.enap.ca\/wordpress\/?p=662"},"modified":"2020-05-12T13:08:38","modified_gmt":"2020-05-12T17:08:38","slug":"lethique-comme-culture-dentreprise","status":"publish","type":"post","link":"https:\/\/dso-sct.enap.ca\/wordpress\/2020\/03\/lethique-comme-culture-dentreprise\/","title":{"rendered":"L\u2019\u00e9thique comme culture d\u2019entreprise"},"content":{"rendered":"<p><!--more--><\/p>\n<div><span style=\"font-family: Arial, Helvetica, sans-serif;\"><a href=\"https:\/\/values-sense.com\/lethique-comme-culture-dentreprise\/\">https:\/\/values-sense.com\/lethique-comme-culture-dentreprise\/<\/a><br \/>\nValues &amp; Sense<br \/>\nFrance, 2019<\/span><\/div>\n<div><\/div>\n<div><span style=\"font-family: Arial, Helvetica, sans-serif;\">Et si la culture \u00e9thique organisationnelle, comme toute culture, \u00e9tait le fruit d\u2019une somme d\u2019influences? Cet article nous am\u00e8ne \u00e0 y r\u00e9fl\u00e9chir.<\/span><\/div>\n<p><span style=\"font-family: Arial, sans-serif;\"><b>Qu\u2019est-ce qui influence l\u2019agir des personnes dans une organisation?<\/b><\/span><\/p>\n<ul>\n<li><span style=\"font-family: Arial, Helvetica, sans-serif;\">Leur <strong>syst\u00e8me d\u00e9cisionnel \u00e0 caract\u00e8re moral<\/strong> bas\u00e9 sur leur instinct, leurs croyances conscientes et inconscientes, leurs valeurs, leur intuition et leur inspiration\u00a0<\/span><\/li>\n<li><span style=\"font-family: Arial, Helvetica, sans-serif;\">Leur <strong>tendance \u00e0 se conformer et \u00e0 ob\u00e9ir<\/strong><\/span><\/li>\n<li><span style=\"font-family: Arial, Helvetica, sans-serif;\">Leurs <strong>perceptions <\/strong>(p. ex. si le traitement est \u00e9quitable, si le climat est bienveillant)<\/span><\/li>\n<li><span style=\"font-family: Arial, Helvetica, sans-serif;\">L\u2019interaction entre les <strong>syst\u00e8mes formels<\/strong> (le tangible comme les codes de conduite, les objectifs, etc.) et les <strong>syst\u00e8mes informels<\/strong> (l\u2019intangible comme les valeurs, le langage, les pressions, les comportements, etc.)\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-family: Arial, Helvetica, sans-serif;\"><strong>Comment favoriser une culture organisationnelle \u00e9thique?\u00a0<\/strong><\/span><\/p>\n<p>La culture d\u2019une organisation se fa\u00e7onne constamment selon que les syst\u00e8mes formels et informels \u00e9voluent en synergie ou en opposition, cr\u00e9ant dans le second cas des messages contradictoires et un risque \u00e9thique. Voici deux moyens compl\u00e9mentaires de favoriser une culture organisationnelle \u00e9thique :<\/p>\n<ul>\n<li><span style=\"font-family: Arial, Helvetica, sans-serif;\"><strong>Effectuer un audit complet et r\u00e9gulier de tous les syst\u00e8mes formels et informels<\/strong> de l\u2019organisation pour avoir une lecture de ce qui est coh\u00e9rent et de ce qui ne l\u2019est pas.<\/span><\/li>\n<li><span style=\"font-family: Arial, Helvetica, sans-serif;\"><strong>Transformer la culture en alignant les syst\u00e8mes formels et informels<\/strong> pour envoyer \u00ab un message \u00e9thique coh\u00e9rent \u00bb.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-family: Arial, Helvetica, sans-serif;\"><strong>Saviez-vous que&#8230;<\/strong><\/span><\/p>\n<p>\u00ab Contrairement \u00e0 une id\u00e9e re\u00e7ue, la plupart des gens pr\u00e9f\u00e8rent se comporter de mani\u00e8re \u00e9thique. \u00bb Voil\u00e0 une bonne pr\u00e9disposition pour favoriser encore plus l\u2019agir \u00e9thique, en alignant les syst\u00e8mes formels et informels de votre culture d\u2019entreprise.<\/p>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":660,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6,9,8,14,16],"tags":[],"class_list":["post-662","post","type-post","status-publish","format-standard","hentry","category-ethique","category-gestion-de-la-main-doeuvre","category-gestion-des-relations-de-travail","category-gouvernance","category-organisation-administrative"],"_links":{"self":[{"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/posts\/662"}],"collection":[{"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/users\/660"}],"replies":[{"embeddable":true,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/comments?post=662"}],"version-history":[{"count":4,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/posts\/662\/revisions"}],"predecessor-version":[{"id":681,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/posts\/662\/revisions\/681"}],"wp:attachment":[{"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/media?parent=662"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/categories?post=662"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dso-sct.enap.ca\/wordpress\/wp-json\/wp\/v2\/tags?post=662"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}