...Code of Ethics Analysis LANCELOT PALMER HSM/230 February 8, 2015 MICHELE LEADER Code of Ethics Analysis I that the NASW code of ethics sufficiently covers the many areas where a human service worker could possible face any ethical dilemma. The guidelines laid out in the code provides adequate materials and information for training and coaching of new and present employees. The code covers all the areas, from the duty and responsibility of accepting employment in the field Manning, S. S. (2007) pp294. To the termination of service Manning, S. S. (2007) pp289. It gives clear instructions on how workers should conduct themselves and how they should relate to clients, coworkers and supervisors. In terms of my dilemma of presenting all the options to the client even if it goes against my personal beliefs system. The NASW code of ethics states “Social workers should be alert to and avoid conflicts of interest that interfere with the exercise of professional discretion and impartial judgment.”(p284) This covers any personal ethical dilemma any worker may face as the first obligation is to the client. The code notes that conflicts will arise and it is the duty of the worker to be alert and avoid the conflicts and to do so in an impartial manner. Although I think the NASW code of ethics is complete and efficient in the administering of guidelines to the human services industry, I think it is still necessary to evaluate it from time to time, as things and laws change. Amendments...
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...Code of Ethics Analysis Cynthia Bonilla HSM/230 Kristin Gage April 5, 2015 0Code of Ethics Analysis Resources you would explore to reach a better understanding of the issue would be; Specific principles or standards from the code, using correct APA citations, Examples of how the code guides conduct or fails to guide conduct in regard to this particular issue (a) Social workers should be alert to and avoid conflicts of interest that interfere with the exercise of professional discretion and impartial judgment. Social workers should inform clients when a real or potential conflict of interest arises and take reasonable steps to resolve the issue in a manner that makes the clients’ interests primary and protects clients’ interests to the greatest extent possible. In some cases, protecting clients’ interests may require termination of the professional relationship with proper referral of the client. (b) Social workers should not take unfair advantage of any professional relationship or exploit others to further their personal, religious, political, or business interests. (c) Social workers should not engage...
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...Code of Ethics Analysis Paper PHL/323- Ethics in Management March 24, 2014 Code of Ethics Analysis Paper In today’s business environment, codes of ethics serve the purposes of guiding the everyday conduct of professionals, and all those (consultants, volunteers, and board members) who operate within a particular business or organization. The everyday conduct of professionals becomes important when servicing consumers, and is known to directly impact the community. Because codes of ethic govern ones conduct, it is imperative for business to consider the effectiveness of such codes that are outlines in their profession. The purpose of this analysis is to analyze the code of ethics established by the Arrow. In conducting such an analysis, I will first determine what is to be considered based on importance, and why such codes are important, and a justification will proceed. After providing a justification on the importance of such ethics, I will then attempt to analyze Arrow’s code of ethics, by considering how the code will be implemented, possible reactions from employees, and the effects the code will have on the organization as a whole. System of Inquiry After much deliberation, the following will include a system of inquiry that will be used to analyze the code of ethics established by the Arrow. Areas of inquiry will include: the organization definition of ethics, people issues, consumer confidence, corporate social responsibility, leadership responsibilities/activities...
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...The AAMFT Code of Ethics Standard VI describes how there are ethical ways that do exist when using technology. This Code prepares us for the things we may face in the future as technology advances. There are several ways in which I can honor this code and also many ways in which I can educate myself about this code further, to avoid issues in the future. The first thing that I plan on doing is to first educate myself fully on this code. I would like to know the ins and outs of this code so that I don’t overstep my boundaries as a therapist when treating my clients via web. The next thing would be to educate my clients on the safety measures and how technology could violate their privacy. I’m quite sure that as time progresses, it will be more...
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...In this view the goal is to have actions that are morally right and to evade ones that fail to result in moral actions. In addition, when using this view you should choose an action that is morally correct regardless of the consequences. For instance, “Deontological ethics holds that at least some acts are morally obligatory regardless of their consequences for human welfare” (Encyclopedia Britannica). For more clarification, the action is separate of the results, an action should be chosen because it is morally correct on its own and not for the results it produces. One example, is how a soldier takes an oath to go off to war to defend his family and country. This action can unfortunately result in the death of the soldier. However, the soldier has a duty to defend his family and country from the oath which is the morally righteous action. He is deciding to risk his life for his fellow countrymen and woman. The soldier may not survive the war and this could very well be the result. Furthermore, the oath which...
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...Goldman Sachs Code of Conduct Analysis: SECTION I: At Goldman Sachs, we believe the best way to build and to maintain trust is to conduct every element of our business according to the highest standards of integrity. Our ability to do so rests on the behavior of those who work here, from consultants to employees to our chief executive to our directors. To that end, we select our people based not just on their skills, accomplishments and potential, but also on their principles and values. A commitment to integrity and ethical behavior is a critical factor in our decisions regarding professional advancement and compensation. The firm maintains a Code of Business Conduct and Ethics, supplemented by both our Business Principles and compendium of internal policies, to inform and guide our people in their roles. We recognize, however, that a formal Code or policy cannot cover every situation. In a fast-paced and complex industry and an inherently innovative business, it is impossible to predict the various different unique circumstances our people will face during their careers. As such, the policies outlined in this Code should be viewed as the baseline of expected behavior at the firm. While ethical behavior requires us to comply fully with all laws and regulations, “compliance” with the law is the minimum standard to which we hold ourselves. Those who work with us honor not just the letter of existing laws, but the spirit that underpins and informs them. We recognize that...
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...Not only social workers, but many other groups of professionals, agencies, bodies of government, and more adhere to ethical guidelines set forth in the National Association of Social Work (NASW) Code of Ethics with embedded core values to encourage ethical decision making with accountability. It is the Code of Ethics that guides professional responsibility “to enhance human well-being and help meet the basic human needs of all people, with particular attention to the needs and empowerment of people who are vulnerable, oppressed, and living in poverty” (Workers, 2008). Ethics and values that are important to policies directed toward social and economic changes of America’s society. The 2010, Patient Protection Affordable Care Act involves...
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...JDT Task 2 Unsatisfactory Needs Revision Satisfactory Score/Level Articulation of Response (clarity, organization, mechanics) The candidate provides unsatisfactory articulation of response. The candidate provides weak articulation of response. The candidate provides adequate articulation of response. A1. Decision Alternative The candidate presents 0–1 appropriate possible decision alternatives to address the problem regarding the whistles. The candidate presents 2 appropriate possible decision alternatives to address the problem regarding the whistles. The candidate presents 3 appropriate possible decision alternatives to address the problem regarding the whistles. A1a. Alternative Process The candidate does not provide a logical explanation of the process that was used for selecting each alternative. The candidate provides a logical explanation, with insufficient detail, of the process that was used for selecting each alternative. The candidate provides a logical explanation, with sufficient detail, of the process that was used for selecting each alternative. A1b. Alternative Advantages and Disadvantages The candidate does not provide a logical discussion of the advantages and disadvantages of each alternative. The candidate provides a logical discussion, with insufficient detail, of the advantages and disadvantages of each alternative. The candidate provides a logical discussion, with sufficient detail, of the advantages and disadvantages of each...
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...Business Code of Ethics Michelle Leonhardt University of Phoenix Ethics in Management PHL/323 Dr. John Rhome Evaluating a Business Code of Ethics Businesses in today’s society share a purpose, a vision, that relates philosophy and principles of ethics to better meet the needs of the organization and stakeholders, including customers, employees, shareholders, suppliers, and communities. Without professional ethics, businesses and its programs would not have the ability to be successful. This paper will examine Humana, its business code of ethics, and its mission statement that assists in organizational values and goals of the company. The type of ethical system used by Humana will be explored, along with examples that support this system and its attributes. In addition, how the code of ethics is identified and used within the company will be addressed as it pertains to employees, management, and its board of directors. Upon further evaluation, this paper will explore the need for modification, if any, to their existing code of ethics. Reactions to the code of ethics, its effects of organizational culture on the code of ethics, and its effects on the organization will be defined. Lastly, this paper will provide an analysis of Humana’s business code of ethics and how the analysis exhibits significant key concepts to maintain and promote ethical decision making and business success. Business Code of Ethics and its Mission Statement Businesses developed codes of ethics starting...
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...Analysis of Ethical Corporate Culture between 2013 and 2015 Group 6: Michelle Delgado Lok Sum Lydia Fung Chau Nguyen ACCT 415 Dr. James Gong 5/14/2015 Executive Summary In business, leaders, managers, and employees face conflicting incentives, messages and pressures from multiple stakeholders. Conflict of interest is said to occur when a professional’s self interest offers an incentive that mitigates his or her judgment against the best interest of the corporation or its customers. In turn, most professionals are unaware of their unethical progression because they are blindsided by internal motivation and expectations. It has been proclaimed that the most important job of the board of directors is hiring the right CEO, causing most boards to fail to notice unethical behavior in someone they do not wish or expect to find it. In fact, research suggests that it is usually difficult to report wrongdoing in an organization because most employees believe the same and fear retaliation, rejection, or disbelief from corporate leaders. Ethical principles will often offer advice for procedures and norms that can reinstate ethical concerns before unforeseen behavior damages an enterprises culture or reputation. In general, ethical systems are designed to improve the ethical behavior within an organization. To do so requires examining the interaction of many factors and forces in a working environment - which were investigated (analyzed) in this report. Executives...
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...ACHE v. AMA Codes of Ethics ACHE v. AMA Codes of Ethics The American College of Healthcare Executives (ACHE) Code of Ethics is a list of principles set forth to guide healthcare executives in their daily practice. The Code of Ethics clearly defines the behavior and performance standards required by those performing the duties of healthcare executives. The ACHE Code of Ethics is designed in a way that clearly directs healthcare executives in their interactions with patients, employees, and the community. The ACHE Code of Ethics also clearly defines the responsibilities of the healthcare executive to the profession of healthcare management and also the responsibilities of the healthcare executive to the organization, as well as the responsibility of the healthcare executive to report violations of the code to the appropriate entities. The ACHE Code of Ethics is comprehensive and provides guidance for healthcare executives in the many facets of the profession. One of the areas of strength of the ACHE Code of Ethics is the focus on ensuring that there are adequate processes in places for nearly every area of patient care, including conflict resolution, safeguards to prevent discrimination, ensuring autonomy, ensuring confidentiality, and many others. Because the ACHE Code of Ethics outlines the importance of having these processes in place, it is vital that the healthcare executive ensure that these processes are in place so that he/she can be in compliance with the ethical...
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...ANALYSIS PAPER DRAFT 1 Annotated Outline Part 1 – Analysis of Work Environment A. Identify a potential or current work environment My professional role is the director of a faith base substance abuse residential recovery organization in Kansas City, Missouri for homeless women, committed to overcoming their addiction and becoming responsible, productive drug and alcohol free members of the community. Author’s Tsai, Rosenheck, Kasprow & Mcquire (2012) study differentiated between programs that were once religious but are now secular from programs that have always been secular and programs that currently have a religious orientation. As a director for a non-profit organization and private business owner, this organization is to be considered a “service provider” facility, working directly to house, heal, feed, clothe, and educate females experiencing homelessness. Supervise a staff of 10, including an assistant director. B. Describe the population The organization would provide services to 30 single females in a Bible-based residential recovery program. Funded by Federal, State, City and private funders. The funding will be used for staff salary, food, utilities, up keep of the building, etc. Females would range from 25-45 years of age. C. Identify the appropriate code of professional ethics Ethical Standards of Human Service Professionals (2015), Retrieved from http://www.nationalhumanservices.org/ethical-standards-for-hs-professionals ...
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...Table of content 1. Introduction………………………………………………………………………….……...3 2. Organization and business environment overview………………………………….….3 3. Code of Ethics Beiersdorf AG…………………………………………………….………3 4. Code of Ethics Procter & Gamble...…………………………………………….………..5 5. Code of Ethics related business issues in comparison………………………………..7 6. Summary………………………………………………..…………………………………..8 1. Introduction This paper is presented as the option B term paper for the Business Ethics elective course within the MBA program. The goal is to give an overview and an analysis of the codified Codes of Ethics of two major companies within the business field of consumer goods. The respective companies will be the Beiersdorf AG as the requested German example and actor in this field and Procter & Gamble as the world leading competitor in this area of business. The term paper will be structured in the following way. First the aim is to give a brief overview about the companies in question and the area they are doing business in. In a second step the Codes of Ethics of both enterprises will be analyzed using the framework and criteria for an effective Code of ethics which were presented in class. Thirdly, the aim is to give a personal opinion on the presented facts and compare the companies in their approach. The paper is going to be concluded with the presentation on historical and current issues of ethical questions which are applicable for Beiersdorf and P&G. 2. Organization and business...
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...paraphrased. We also certify that this assignment was prepared by us specifically for this course. Student’s Signatures ___________________________________________________ ___________________________________________________ ___________________________________________________ ___________________________________________________ Table of Contents Definition of Problems 3 The Lack of Ethical Culture and Stakeholder Orientation 4 Low Board’s Professionalism 5 Poor Trust and Excessive Emphasis on Marketing 5 Identification of Possible Action Alternatives 6 Analysis of Each Alternative 7 Doing Nothing 7 Hiring a New Board of Directors 7 Developing a New Code of Conduct 8 Developing a New Organizational Strategy to Reconstruct the Ethical Climate 10 Decision 10 Implementation 11 Evaluation 13 Conclusion 14 References 15 Case Decision Making Paper- Red Cross In a world of intensive competition and numerous marketing challenges, maintaining trust in the organization-stakeholder relationships is an extremely difficult task. Numerous organizations have failed to achieve the desired strategic...
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...Strategies Based on the recent discovery, analysis and recommendation we made in regards to lead levels in whistles in the package of toys meant for distribution to our customers it has come to my attention that we need some ways of increasing the chances that the employees of our company and ultimately our company itself follow our code of conduct. It has been discussed that “Key “ethics-related actions” (ERAs) observed in organizations with strong ethical cultures include (1) management communicating ethics as a priority, (2) management setting a good example of ethical conduct,(3) coworkers considering ethics when making decisions, and (4) coworkers talking about ethics in the work they do.”1 I truly believe this to be the case. The question is how do we go about this? Once a code of conduct has been determined and needs to be implemented I would follow the following set of strategies to make it permeate the company culture. “Dissemination, training, continuous employee engagement, effectiveness monitoring and feedback solicitation”1 are the tools or strategies that I recommend. Dissemination is simply making sure that all employees are exposed to the code of conduct. The ideal way to implement this is to have classes focused on the different employee groups to be able to train the code of conduct at an appropriate level for each group, answer questions and get a sign off that the employees were indeed trained in the code of conduct. During the dissemination phase I...
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