Organisational ethics will depend on the extent and nature of the relationship between an employer and its employees (Joubert et al 2014).

The statement "Organisational ethics will depend on the extent and nature of the relationship between an employer and its employees (Joubert et al 2014)" highlights that the ethical framework and practices within a company are shaped by how the employer and employees interact. Step 1: Define Organisational Ethics Organisational ethics refers to the moral principles and values that guide an organization's decisions, actions, and interactions with its stakeholders, including employees. It dictates what is considered right or wrong within the company culture. Step 2: Explain "Extent and Nature of the Relationship" The extent of the relationship can range from purely transactional (e.g., minimal interaction, focus solely on tasks) to highly relational (e.g., strong trust, mutual respect, investment in employee well-being). The nature* refers to the quality of this interaction, such as whether it's collaborative, hierarchical, transparent, or secretive. Step 3: Connect Relationship to Ethics In a relationship characterized by trust, transparency, and mutual respect, ethical practices like fair treatment, open communication, and employee welfare are more likely to flourish. Conversely, a relationship built on distrust, exploitation, or lack of communication can lead to ethical breaches, such as unfair labor practices, discrimination, or a disregard for employee rights. Step 4: Provide an Example For example, if an employer views employees merely as costs to be minimized (a transactional relationship), ethical considerations like fair wages, safe working conditions, or work-life balance might be neglected. However, if the employer sees employees as valuable assets and partners (a relational approach), the organization is more likely to implement robust ethical policies that protect and empower its workforce. Drop the next question!