In an organization, before the policies are implemented concerning the appearance and the codes of dress to develop by an individual, a firm should determine how the employees and customers will react to these interests of body arts like tattoos and piercing whose popularity has been gained among the American young people in the recent two decades. The current reports from the employment centers shows that almost 40% of the young generation aged between 18 years and 29 years do not hide these body arts especially tattoos in the work places and more particularly young people are not adherent to the workplace traditions and appearances especially with those in the technology and retail compared to those in the law and banking fields.
Visible tattoos may be prohibited in customer contact especially when wearing a company uniform. However, there is discretion by the management in allowing any visible tattoos on condition that they are not offensive. Body art full of numerous tattoos may not be easily concealed and thus are widely agreed to in the mainstream society more especially with the younger age bracket. Comparing the population of individuals with tattoos today, evidently a company cannot fail to get customers as a result of interacting with individuals who have body art. Except that if the body art or tattoo offends, race related or linked with gangs, then most customers will have no concern about it but contrary some employee body art may even attract customers, regarding the industry (French, 2011).
Therefore, to enhance the future on the ethical dilemma as regards to the values and cultural beliefs as far as the body arts and tattoos are concerned, it is important to think on the nature of dilemmas an organization and its members have faced and make appropriate decisions counting on the individuals’ actions and decisions that are within the organization. Whatever the challenges the dilemma of body arts may pose, there is need for acceptance of the values of the organization and the individuals and in any case if there is need for compromising then it should be in a way of utmost consideration for both parties- the employer and the employee. Ideally, there should be compromise as a means of creativeness in moving beyond the dilemma in appreciating the tension between an individual and the organization since there is closeness of the organizations to us and it is important that the ethics be structured in relation to our cultures (Willmott, 1998). The ethical dilemmas should be in consideration to the contemporary life and the opportunity to speak about them regarding the ethical issues with much regard on how people responds to their violations in terms of the culture, norms, expectations and the law.
Finally, for any constructive organizational ethical regards, there should be an empirical and neutral descriptive ethics, which values the persons, and the organizations involved through valuing attainable accuracy (Goodpaster, 1995). There is need to values the cultural beliefs and the contemporary society for developing and defending of the values of an individual and the organization as per the judgments and the views representing one’s stand or position in regard to the situation through comparing and making a contrast on the decision and the practice of the body arts. The top leadership or management should be able to do much to reduce, help and guide individuals to confront and resolve ethical dilemmas in regard to the organizational policies and the prevailing rules as far as the dressing code is concerned. Tattoos policies on the other hand vary since legally employees can do their wish. However, there is need to regard and value the cultural belief of the society and the organization.
Refences
Guffey, M. E., & Loewy, D. (2013). Essentials of business communication. Mason, OH: South- Western Cengage Learning.
Hellriegel, D., & Slocum, J. W. (2007). Organizational behavior. Mason, Ohio: Thomson/South- Western.
Nelson, D. L., & Quick, J. C. (2008). Understanding organizational behavior. Mason, OH, USA: Thomson/South-Western.
French, R. (2011). Organizational behaviour. Hoboken, N.J: Wiley.
