Ep. 234: Amanda Marcy and Doug Parker - Building a Civil Workplace

In today's episode, host Adam Larson is joined by the esteemed authors of the 2023 Curt Verschoor Ethics Feature of the Year titled "The Value of Civility" - Amanda Marcy and Doug Parker. Get ready as they delve deep into the importance of civility in the workplace and its connection to professional ethics and ethical standards.

Did you know that even seemingly inconsequential or inconsiderate words can violate workplace norms? In this fascinating conversation, Amanda and Doug shed light on various aspects of civility, including its impact on workplace morale, productivity, and employee commitment. They also explore the role of leaders in promoting a culture of civility and providing guidelines for employee conduct.

Through insightful discussions and real-world examples, you'll gain a profound understanding of how civility not only enhances workplace harmony but also influences ethical decision-making. So whether you're a leader aiming to foster a respectful environment or an employee dealing with an uncivil boss, this episode will equip you with the tools to navigate challenging situations. Tune in today!

Full Episode Transcript:
Adam:            Welcome to Count Me In. Today, I'm thrilled to have Doug Parker, Assistant Professor of Accounting at Western Carolina University. And Amanda Marcy, Assistant Professor of Accounting at the University of Scranton on today's show. They are authors of the award winning article, The Value of Civility. Which examines the important relationships between ethics, professional standards, and civil behavior in the workplace.

 

Doug and Amanda will share insightful perspectives from their research, on how a culture of incivility can negatively impact organizations. What leaders can do to promote civility, and advice for handling uncivil bosses or co-workers. Their expertise provides a crucial framework for maintaining ethical principles, while nurturing a respectful and productive work environment. 

 

Doug and Amanda's thought-provoking article underscores why self-awareness, open communication, and thoughtful leadership are vital for organizations seeking to uphold integrity. I'm excited to dive into these critical issues with them. Please join me in welcoming Doug and Amanda to the show.

 

Adam:            Well, Amanda and Doug, I'm really excited to have you on the podcast today. You, guys, are the authors of an article called The Value of Civility, which is the Curt Verschoor, Article of the Year. And we're really excited to talk about that. And, so, maybe we can start off by explaining how civility in the workplace is related to professional ethics, and the ethical principles and standards. And we're going to be talking a lot about ethics and standards, today. But maybe we can start a little bit about maybe how civility works and maybe what is civility. Because it's not a word we hear every day in every workplace.

 

Doug:              Well, it's definitely not something you hear every day, but it's something you witness every day. Especially when you watch media or any news outlets, you'll see incivility at its best. But the basic concept there is it's, basically, an exchange of seemingly inconsequential or inconsiderate words, that violate the conventional norms of workplace conduct.

 

In other words, it's not, necessarily, direct attacks. It's more of texting on your cell phone while someone's trying to convey a point or real low intensity behavior meant to harm others, without maybe even recognizing that you're doing it. Sometimes it can be words that we say that can harm others. Derogatory comments, ignoring their opinions, belittling their opinions, I think, is a big part of incivility. And we do witness it quite a bit in everyday society.

 

Hopefully not in everyday workplace society, but you see it a lot in terms of society. Go to the counter and just watch people do their orders. Where something's done wrong or not as quick as they think, and you'll see those uncivil acts begin to take place in there. Any additional thoughts on that, Amanda?

 

Amanda:        I would say one thing to remember is that ethics contributes to how, like Doug said, we treat each other on a daily basis. So civility, at its heart, focuses on honesty, fairness, self-control, and prudence. Therefore, if we don't have civility, then we can never truly act ethically.

Doug:              It definitely requires to be mindful of a place, time, and how you speak. I think we must concentrate on what we say and how we say it. So I found this neat, little, article by Joan Dubinsky, from Clemson University, and she stated that, "Civility and ethics are cousins, they're not twins." In other words, they're not the identical same thing. In other words, you can be civil and still act unethically. So you can take an unethical course, but do it very civil.

 

So in the South we say, "Bless your heart" that's uncivil words. It's meant as a derogatory term, but it's done in a very civil manner. So you can act in an unethical manner and still act civilly. However, you can't be uncivil and be ethical, at the same time. So it doesn't work both ways. So if you're uncivil, then, you're definitely not acting civil or ethically toward others. Treating other with respect and care is really foundational to ethical leadership. Leading in a manner that respects the rights and dignities of others.

 

Adam:            Mh-hmm, yes, it sounds like everybody should be listening to this conversation. Especially if we look at just how people treat each other in the streets, in Twitter, to each other, and how they talk to each other anywhere. This is a wider conversation, than just the workplace. But if we look at the workplace, how can that lack of a civility affect a professional workplace. If we don't have those things? I think you've kind of covered that. But if we look at just a workplace, how can it affect if we don't have those things?

 

Amanda:        One thing to consider is it will, obviously, break down workplace harmony. Because you could have employees attacking each other, I don't want to say physically attacking each other. But attacking each other, maybe they're physically attacking each other, I don't know. Either subtly or intentionally which, again, can result in low employee morale, decreased productivity, stuff of that nature.

 

It could also result, in the end of the day, of employees having less organizational commitment. So they may be more apt to leave the firm just because they're not comfortable being there anymore, in that type of environment.

 

Doug:              Yes, and if you really read the paper and look at some of the comments, so I'll go to that, it says that, "The impact of incivility, it makes you less motivated to do a good job or get a job done as fast as possible." Well, in that are you acting in the most ethical manner? I mean, if your motivation to do a good job, that's not really ethical, especially, for your clients or for your employer in that.