...[Type the company name] | Creating an Ethical Organization | | Business Ethics | Saurabh | How to Create an Ethical Workplace? Ethics in the workplace are vital, even to small business owners. No company wants to be known as unethical, and employees are more apt to display higher morale and more productivity when they know they are working for a morally sound company. It is important to create a conscientious workplace that is transparent, both to employees as well as the general public. Small business owners should never tolerate inappropriate behavior in an employee and employees should be properly trained on what is considered unethical and ethical. * Set an example for your workforce. In order for employees to behave in an ethical manner, they need to know that they are working for a moral boss. They will be much less likely to display signs of unethical behavior if they know that this type of behavior will not be tolerated or ignored. * Create a policy dealing with ethics. This company policy should state your expectations for your employees as well as outline what is and is not considered acceptable. Having a clearly written policy will help you take action should an employee act unethically. * Allow employees to report unethical behavior in a safe environment. No one enjoys ratting out a fellow employee, particularly if it will be made known who turned the person in. Give your employees a safe and anonymous way to air their complaints so...
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...Business Research Report Title Presented to: Assessment Code: RWT1 Student Name: Name Student ID: xxxxxxxxx Date: 10/03/2012 Mentor Name: Dayna Haydon Table of Contents Executive Summary 3 Introduction 4 Research Findings 4 Finding Number 1 4 Finding Number 2 5 Finding Number 3 5 Recommendations 5 Conclusion 6 References 7 Executive Summary The main objectives of this report were to evaluate and determine if business ethics and corporate citizenship initiatives would increase employee efficiency within the workplace, the impact of these programs on the reputation of the organization and their effect on the organization’s relationship with employees, investors, and customers. A variety of relevant books and modern journal articles were used to research on this subject. The review of these articles and books revealed that corporate social responsibility initiatives play a fundamental role in building the image of the company as well as strengthening the organization’s relationship with its customers. Ethical programs on the other hand guide employee actions and in effect minimize any points of conflict that may arise within the workplace thereby increasing workplace efficiency and overall employee productivity. Ethical programs also ensure that financial reporting abides by the stipulated standards. This ensures that the information contained in financial reports is reliable and therefore increases...
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...Making the Right Decisions Conductive ways to meet ethical standards in the workplace EST1 – Task 2 MISSION STATEMENT: The company’s main goal in obtaining business growth, remaining competitive and providing job security is to create a working relationship of trust, confidence, and mutual respect between and among management and/or the hourly workforce. Only by working together and developing a strong partnership based on mutual trust and teamwork, will allow or company to maintain its success. We are committed to developing a culture based on team efforts and shared responsibilities in decision making processes. We also work towards achieving the key variables needed to be successful in our company and as a Management Consultant. We encourage all employees to give us suggestions or opinions on how our company can be more productive, competitive, safe, and a better place to work for everyone. We want everyone to feel proud about ones contributions to the company, and feel proud you work for our company. ETHICS AND CONDUCT: The company’s reputation for ethical business practices is one of its most valued assets. This reputation was achieved and maintained through the efforts of its employees and the avoidance of any activity or interest that might reflect as unfavorable upon their own or the company’s integrity. Maintaining the highest standard of ethics in the conduct of our business is our corporate policy and has always been an integral part of our company....
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...Ethical Organization Profile MGT/216 Larry Henry Phoenix Toys is a toy manufacturer that strives to provide the consumer with superior customer service and merchandise for the entire family. In a workplace, there are several moral and ethical issues that may arise and it is responsibility of management to outline and enforce a code of ethics for employers to follow. Phoenix Toys will ensure that moral, ethical and social issues adhere to the applicable state and federal laws. Phoenix Toys refuses to tolerate discrimination, harassment, and bribery. Each employee should be knowledgeable of these issues and take steps to ensure that such issues do not occur. Phoenix Toys monitoring system is in place and the human resources department will make sure that ethical standards are upheld. The enforcement of the ethical standards will be fair and just. Modern-day toy manufacturers differ from those often portrayed in classic movies with wooden benches and hand-painted dolls. Safety regulations considers the controlling of the types of paint, metal, plastic, size of parts, and removability of parts determining the safety of a toy. Phoenix Toys is under pressure to produce a quality toy, for an affordable price, with top safety standards. If an employee is aware that a violation of the ethical agreement has occurred, the employee must notify a supervisor. Establishing a mandate for employees to enforce the ethical guidelines assures the company that those who are aware...
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...Ethics in the Workplace Results of a recent national study provide solid data that leaders who want to establish a practice of positive workplace ethics within their organizations should develop written ethics standards, provide ethics training, and ensure resources are available for employees in need of ethics advice. By Joshua Joseph, Lee Wan Veer, and Ann McFadden Ethics Association executives typically want the answers to two key questions about ethics in their association offices: “How do workplace ethics apply to the practical goals of my organization and the work of my employees?” and “Can you show me reliable data that support your assertions?” In this article, we address those questions as we present findings from the Ethics Resource Center’s 2000 National Business Ethics Survey (2000 NBES) - a rigorous telephone survey of 1,500 U.S. employees - and discuss what these findings mean for association executives. One caveat first - we focus on issues relevant to an association’s internal staff and to ethics programs designed for them, not for association members whose relationships with their organization are often very different from those of staff. In the 2000 NBES, we gathered information on three key elements of an ethics program: written ethics standards, ethics training,and means for employees to get ethics advice (e.g., a telephone help line or ethics office). Ethics Trends Studies show that formal ethics programs are becoming increasingly common...
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...of ‘basic concepts and fundamental principles’ these concepts and principles are not necessarily absolute, or universal. While the law concerns what we must do, ethics concerns what we should do. Such a broad and non-specific definition of organizational ethics can naturally lead to conflicting views on what constitutes ethical behavior and what does not. One person’s view of what the organization should do in a given situation might differ greatly from someone else viewing the same situation. As such, personal differences and preference can greatly impact organizational ethics. As an example, one area that garners significant ethical debate is that involving workplace relationships between supervisors and subordinates (Siegel, 2005). Utilizing this one area of ethical concern we can observe significant differences in how individuals view the ethical appropriateness of workplace relationships and subsequently how organizations then develop their norms for ethical behavior. One camp can eloquently present their case that what happens between two consenting adults is their business and should be left to their own devices. This group can even present an ethical argument that society should not be infringing on...
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...other characteristics protected by law. 2. Positive Environment Company X prohibits unlawful harassment in any form – verbal, physical or visual. If an employee believes they have been harassed by anyone at Company X, they should immediately report the incident to their supervisor, Human Resources or both. Supervisors and managers who learn of any such incident should report it to Human Resources immediately. HR investigates and take appropriate action on all complaints promptly and thoroughly. 3. Drugs and Alcohol Company X takes a Zero Tolerance policy related to drug use. Due to the threats to the health and safety of our employees, it is not permitted. Consumption of alcohol is banned while on company property, although it may be consumed on company outings. Company X requires its employees to use good judgment and never drink in a way that leads to poor awareness, inappropriate actions, endangers the safety of others, or violates the law in any. Illegal drugs in our offices or at Company events are strictly prohibited. If a supervisor has legitimate suspicion to believe that an employee’s use of drugs and/or alcohol may adversely affect the employee’s job performance or the safety of the employee or others in the workplace, an alcohol and/or drug screening may be requested. A legitimate suspicion...
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...Library of Congress Cataloging-in-Publication Data ISBN 978-0-916152-17-8 This report is published by the Ethics Resource Center (ERC). All content contained in this report is for informational purposes only. The Ethics Resource Center cannot accept responsibility for any errors or omissions or any liability resulting from the use or misuse of any information presented in this report. ©2012 Ethics Resource Center. All rights reserved. Printed in the United States of America. Additional copies of this report and more information about permission and licensing may be obtained by calling 703-647-2185, or by visiting www.ethics.org/nbes. The Ethics Resource Center (ERC) is America’s oldest nonprofit organization devoted to independent research and the advancement of high ethical standards and practices in public and private institutions. Since 1922, ERC has been a resource for public and private institutions committed to a strong ethical culture. ERC’s expertise informs the public dialogue on ethics and ethical behavior. ERC researchers analyze current and emerging issues and produce new ideas and benchmarks that matter — for the public trust. For more information, please contact: Ethics Resource Center 2345 Crystal Drive, Suite 201 Arlington, VA 22202 USA Telephone: 703.647.2185 FAX: 703.647.2180 Website: http://www.ethics.org Email: ethics@ethics.org NBES Sponsors The 2011 National Business Ethics Survey® was conducted with the generous support of: Principal Sponsors ...
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...Ethical Issues Cari Bentsen MGT/216 July 5, 2010 Chandra Arthur Abstract In this report I will address some of the ethical issues of business that people face in their everyday lives at home, work, and school. Three ethical issues that people face in their everyday lives will be addressed in this paper. The three ethical issued are discrimination, employee layoffs, and sexual harassment. These three ethical issues are only some that people face in today’s workplace and in the environment on a day-to-day basis. Business Ethics is a form of applied ethics or professional ethics that examines ethical principles and moral or ethical problems that arise in a business environment. It applies to all aspects of business conduct and is relevant to the conduct of individuals and business organizations (Wikepedia, 2010). Ethical issues such as layoffs, discrimination, and sexual harassment are just a few of the issues companies are facing each day. Employee layoffs are ethical issues that companies are facing with today in this struggling economy. An employer may lay off an employee because he or she is not being productive or loyal to the company or the business isn’t doing well because of this struggling economy. Companies are finding themselves acquiring to cut costs and the easiest way to reduce costs is through employee layoffs. Sexual Harassment in the workplace is another ethical issue that should not be tolerated at any business. According...
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...Culture and Values for an Ethical Workplace FOURTH QUARTER–2009 Whether in domestic or global companies, ultimately, the commitment to business ethics and the foundation is built through organizational culture, with ethical values reflected in the workplace. Business Ethics: The Role of Culture and Values for an Ethical Workplace Abstract An ethical workplace is established through an organization’s culture, values and leadership. To promote ethical behavior, human resource professionals, people managers and senior management need to be knowledgeable about business ethics—from leadership, codes of conduct and related legislation to compliance training, ethical decisionmaking, and cultural and generational differences around ethics. Transparency, fairness and communication are key for establishing and maintaining an ethical workplace. Introduction In the business world today, issues of trust, respect, fairness, equity and transparency are gaining more attention. Business ethics includes organizational values, guidelines and codes, legal compliance, risk management, and individual and group behavior within the workplace. Effective leadership, with open dialogue and thoughtful deliberation, develops the foundation of an ethical workplace, is woven into the fabric of the organizational culture and is mirrored in ethical decision-making. Toward this end, all organizational leaders have a key role in establishing corporate values and modeling ethical behavior for their workforce...
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...2016 A Call to Action: How to Intervene in Workplace Harassment Workplace harassment is a significant violation in the modern work environment. According to the Canadian Human Rights Commission Workplace harassment "involves any unwanted physical or verbal behaviour that offends or humiliates you...Serious one-time incidents can also sometimes be considered harassment." (Canadian Human Rights Commission, 2013) If left uncheck accusations of workplace harassment could potentially put a business in trouble with the regulatory agencies. In the workplace, employees experience sexual, gender, and racial/ethnic harassment. The Ontario Ministry of Labour has developed recommendations and guidelines as a way to reduce the occurrences of workplace harassment. On the other hand, employers also a responsibility to put in place “best practices” for employees to follow to ensure a safe work environment for everyone. Intervention is needed because persons who experience harassment have a hard time fight back. Because laws on workplace harassment are not sufficient to punish harassers. The act of workplace harassment/violence on the job is considered a legal and ethical issue. According to Ontario law, employers, managers, and unions have to thwart actively and monitor occurrences of workplace harassment to be in compliance with the “Ontario human rights code.” (Labour, 2015) Additionally, employers must also provide training on workplace harassment when they hire new employees. In...
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...Blowing the Whistle Blowing the Whistle on Workplace Misconduct examines the corporate strategies that promote internal reporting when employees observe wrongdoing. Employees are more likely to blow the whistle on bad behavior when they feel good about their company and believe management has a strong commitment to ethical conduct. In 2009, more than six out of ten employees said they reported work place misconduct when they saw it. The share of workers who report negative behavior rose to 63 percent in 2009, a solid gain from 58 percent in 2007. Between 2000 and 2009 about 59 percent of employees on average said that they observed and reported misconduct, usually to an internal company authority. There is still much work to do because over the decade, four in ten employees who witnessed workplace misconduct did not typically report it. Some companies have linked ethical conduct to performance reviews to make it clear that good behavior is a job expectation. Other companies, believing that some workers do not report violations because they fear retaliation, and have set up hotlines that assure reporting can be done in private with less risk of being seen by a co-worker. Despite the prospect of retaliation, the data showed that most employees would rather report wrongdoing directly to somebody they know than to a hotline. Some employees believe their tips are more likely to be investigated when shared face-to-face instead of with a voicemail or an unfamiliar voice on the...
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...Ethics helps professionals with their actions and practices that are directed to improve the welfare of people in an ethical way (Fremgen, 2009). An organization’s culture and mission statement also help its employees make ethical decisions. The Centers for Disease Control and prevention (CDC) organization is the national public health organization that is committed to protect the health and safety of our nation. CDC’s mission statement focuses on to protect the health and safety of our communities through prevention strategies and control of disease. The mission statement motivates the employees to do their best to prevent diseases and infection. The code of ethics provides guidance to ensure that CDC employees avoid situations that could violate ethics law (CDC, 2013). The organization’s mission statement and culture reflect its ethical values. Organization’s Goals and how they are tied to its ethical principles The organization’s goals are to provide protection for our nation’s health and safety. The CDC has pledged to treat all human beings with dignity, honesty, and respect. They have also pledged to provide an environment for positive personal growth and integrity. The CDC provides employment for over 17,000 employees and they work to provide a diverse work environment where everyone is treated equally, respectfully, and with human dignity. The ethical principles tied to the organizational goals are autonomy and integrity. Everyone deserves to be treated with respect...
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...Portfolio Paper: Business Ethics Business Ethics Introduction Business ethics plays an important role in operation of any organization. It may incorporate the useful application of the ethical conduct in an enterprise setting. Moral actions include not only the ethical compliance through the strict observations of rules and regulations but also setting aside selfish interests and allowing every individual in the workplace to achieve their self-actualization goals. Any ethical organization should foster the existence and practicality of moral behavior within the organizational environment. The association ought also to define certain baseline criteria for measuring the extent of moral behavior and the impact it has on the organization. An ethical-guided organization treats its employees with modesty and fairness. This portfolio paper will focus on the practices that are incorporated by the Philip Morris International (PMI) Company and its efforts to integrate business ethics into the workplace. A lot of companies and corporations have achieved strategic power that is evidenced by economic expansion and the complete access to strategic materials (Forst and Orris, 2002). Other companies have managed attaining the reach of worldwide markets. Most of the large and complex corporations yield mega profits that exceed the economic budgets of many countries, especially developing countries. Such increase in economic power tends to...
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...2006 Litzky, Eddleston and Kidder 91 The Good, the Bad, and the Misguided: How Managers Inadvertently Encourage Deviant Behaviors by Barrie E. Litzky, Kimberly A. Eddleston, and Deborah L. Kidder* Executive Overview Recent estimates of the costs associated with deviant behavior in the workplace are staggering. While part of the managerial function requires the establishment of rules and policies that promote good customer service and product consistency, managers who lead with a firm hand or place too much pressure on sales quotas, may be unknowingly contributing to their employees’ deviant behaviors. Managers must learn to identify the role that they play in triggering employee deviance. Once recognized, there is much that managers can do to ameliorate the triggers that encourage otherwise honest employees to engage in deviant behavior. M “I wouldn’t say what I did was unethical. Rather, it was more, say, questionable. But hey, my manager says, ‘The customer is always right.’ So basically, I was following her orders.” “Come on – everybody does it. It’s almost expected. I bet even my manager did it when he had my job.” “Considering how much money I bring into this place, I deserve it. They should be paying me more anyway.” anagers often face employees like these who try to justify their actions after being caught behaving inappropriately. Some managers may terminate these employees in an attempt to rid the organization of such unscrupulous individuals...
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