Why Tolerate Unethical or Suspicious Behavior in Business?

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Why Tolerate Unethical or Suspicious Behavior in Business?
One significant factor in business cases is earning profit. Employees tend to use variety of methods for this purpose; therefore, unethical or suspicious behavior is not determined as uncommon in commercial negotiations. Critics who support integrity in business hold the opinion that employees should be encouraged to become whistleblowers when they see unethical or suspicious behavior, while there still exists the belief that these behaviors should be tolerated due to profit, game rule, and loyal reasons. As the primary target of a corporation, profit deserves to be put in the first place. Competitors have no expectation to prevent unethical behavior even if they know their opponent is not attending the competition by using unfair means. To earn the profit, ethical or unethical behavior is not considered to be essential. Actually, Dr. Parimalendu Bandyopadhyay, in his lecture, Business Ethics and Profits, stated that making losses is an unethical behavior for companies because it causes a negative impact on economic growth (Bandyopadhyay, 2011). Therefore, employees have the responsibility to ignore the unethical behaviors in order to assure the company’s profit. In other words, the amount a company gains is the only acceptable standard to measure whether this company runs successfully or not in modern business culture. In addition to the benefit aspect, whistleblowers are defined as betrayers or the ones who break the game rules. It is unique being a whistleblower while most insiders are implementing improper acts. Unspoken rules exist in every field; everyone knows it but does not spread it out because it concerns the reputation and profit of this field, so both colleagues and competitors hate whistleblowers. In business cases, breaking the rules demonstrates that one can no longer be part of the game. For example, I used to work at an investment and management firm, and I witnessed one of my...
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