Ethical climate in the organization is the moral element of the work environment and the degree of ethical practices. It is crucial since it can enhance worker morale, grow organizational commitment and loyalty, foster retention, and improve on productivity. A lack of it results in devastating outcomes such as reduced revenues, bankruptcy and downsizing, civil lawsuits, criminal charges and overall damage in the company's reputation (Johnson, 2019). Therefore, it is a core component in the organization realizing its objectives and remaining relevant in today's aggressive global market. Ethical climate can be divided into formal and informal components. The formal cultural components entail core values, code of ethics, mission statements, and board of directors, ethics officers, and rewards, among others that form a vital part that is acknowledged and recorded (Johnson, 2019). The informal ones are norms, rituals, stories, and language that are equally significant in driving a healthy ethical climate.

An organization that I am familiar with is the Water and Sewage Company, at Dade in Miami. Many people recognize the government-like ambience, and working there is nothing short of progressive developments. The different departments are headed by managers who are accountable for their group's performance. Also, the company has a comprehensive document that indicates the stipulated rules and regulations, as expected of the service they offer. The mission statement describes their commitment to providing, safe, high quality, water and sewage services to their surrounding community while maintaining excellent customer service standards (Garcia et al. 2019). This statement is in-line with its core values of accountability, honesty, responsiveness, respect customer-focused, and customer-driven. A typical day at work involves minding one's business since there is minimal supervision, decent monthly salary, flexible working hours and interactions over the lunch breaks. Generally, it remains a pleasant working place for many.Unfortunately, the organization records high levels of inconsistency in actualizing its mission and core values. Instead, a look at the employee and customer review will reveal several shortcomings such as racial prejudice, unprofessionalism, poor leadership, degrading ethics and a lack of strong structure. A notable concern from former and current staff is the discrimination, especially on minority groups who fail to advance up the ladder since they are not promoted yet they are as qualified as the other colleagues.

One primary mechanism that the company has managed to implement successfully is adequate resource allocation. Each program is provided with sufficient budget depending on priority. However, given the high levels of discrepancies, opportunistic staff, corrupt managers, and lack of efficient communication makes it hard to determine if the other primary mechanisms have been utilized as well. To improve on these areas, I would first recommend, the adoption of zero-tolerance racial prejudice and discrimination policies starting from the top management. Any forms of bias should be met by severe consequences as examples to the rest to refrain from oppressing others based on race, age, gender, sex or anything else. Secondly, there should be a standard rewarding system under the performance and evaluation systems which will, in turn, boost the attention mechanism. The two work better with each other since staff will be evaluated hence given more attention to determine whether they qualify for promotions based on their merits and nothing else (Johnson, 2019). As the bible dictates, "God "will repay each person according to what they have done." ( Romans 2:6). Therefore, promotions should be given based on the quality of performance. Thirdly, they can require all staff to undertake an ethics class or initiate a program, within the company to educate everyone on the importance of business ethics. In this way, everyone will be more aware of their moral obligation and work towards maintaining them.

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