...and especially as working adults have either faced or will face at one point in our lives. When dealing with ethics it comes down to the choices and decisions that people and organizations make that affect others. Now whether it’s for personal gain or to move a corporation along its solely dependent on the circumstance. For example usually when you hear about unethical practices you hear about issues in the work place. These issues can range from employees lacking decent health insurance to not getting their annual raises due to some foreseeable background issue within the company that was orchestrated by the executive level management to keep their bonus. Although you may say this is not illegal. There is still the question of whether it’s ethical or not. There are a lot of different types of this. Business abuse and theft in the work place is an ethical issue that a lot of employees have to deal with and employers fail to address. A lot of individuals that work feel as if they aren’t paid enough for what they do. In other words they feel under appreciated. This feeling of underapreciation in the workplace can cause a lot of problems especially when dealing with employees and employers who lack the integrity to do what’s right. For example, a lot of employees that feel that they are not compensated enough tend to slack off an underperform their job duties. They operate with a lower moral compass and this in turn can make them feel as if they have to strike back at the company...
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...Consensual Relationship Agreements case Study Steven C. Young Strayer University Organizational Behavior Professor Stewart W. Edwards April 20, 2012 Consensual Relationship Agreements Case Study p.1 Argue for the use of Consensual Relationship Agreements (CRAs) in your current or future workplace Consensual Relationship Agreements (love contracts), before you can argue the case for or against them you have to first understand what they are. A Consensual Relationship Agreement (CRA) is basically a written contract in which the romantically involved parties acknowledging the following things: the relationship is voluntary and consensual, they agree to abide by the employer’s antidiscrimination, antiharassment, and workplace conduct policies, promise to report any perceive harassment to management, if it occurs, they agree to behave professionally and not to allow the relationship to affect their performance, agree to avoid behavior that offends others in the workplace, and to not engage in favoritism. After further researching CRAs if do believe my current workplace would benefit from using it. I currently work in a call center which is dominated by female employees and the age difference is almost non-existent amongst representatives, supervisors, and associate directors. There is daily interaction between all parties and in human nature there are going to be instances of two individuals being attracted to each other. Currently there is a policy against...
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...1.0. INTRODUCTION The term ethics comes from the Greek word “ethos” which mean character or attitude and personality. Some philosopher defined that ethics as one of the research towards morality and some said that ethic is also the behavior principles that control the individuals or profession as a standard in making decision or action. For the technocrat group, ethics is linked with study on standard of morale issue. Ethics played an important role in a person life because ethics really show the person morale whether its good or bad. Ethics have many theories that explained the principles that can be used in designing the good personalities in oneself. One of the important theory is the Consequentialist Theory, The Consequentialist Theory is divided into many theories such as the egoism and utilitarianism ethics. We should learn about ethics in our daily lifes and anywhere we are. 2.0. THE VALUES IN ETHICS RESOURCES There are four (4) resources in the value of ethics. The resources are religion, philosophy, the culture experience and also law.. 3.1. Religion Religion is the main and oldest resources in the values of ethics. Religion played an important role in building the ethics value in oneself and as well as the organization. For the individual that are Muslim, they are tied with the ethics value that is stated in the holy Quran which was left behind by the prophet Muhammad which was written in the hadith. Whereas other religion they are also tied to their...
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...Unit I: Question 1 Review the ethical cycle (page19). Discuss a decision you have made (at home or in the workplace), and describe the steps of the cycle in relation to your decision making process. Now review the section on rationalizing unethical behaviors (page 25). What is the relationship between the ethical cycle and the three simple ethical tests used for business decisions? Question 2 List and discuss in depth the three teleological frameworks and the three deontological frameworks. What are the advantages and disadvantages of each? Of these six frameworks, with which one do you most associate? Question 3 Discuss the eight ethical principles in the Global Business Standards Codex. Using these principles, describe an example of a company that does follow one of these principles, and then describe an example of a company that does not follow one of these principles. Question 4 Review Table 2-1 in the textbook, which relates to the myths about business ethics (page 23). Select three myths, and discuss why they represent a general misunderstanding about business ethics. Question 5 Examine the three simple tests identified by the Institute of Business Ethics (page 25). Use these tests, and discuss a decision you made dealing with ethics. Unit IV Question 1 What part should the government take in ensuring that corporations are environmentally “friendly”? Fully discuss your answer. Question 2 Discuss the concept of environmental sustainability. Discuss the challenges...
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...manufacturers of automotive parts, aircraft, boilers, and appliances. Success has been a trademark of the company until a recent early termination of the vice president in the Sales and Marketing Department. The incident exposed legal issues the Riordan Board of Directors must immediately address to minimize the legal liabilities and ensure these situations never happen again. The legal issues began with the vice president of Sale and Marketing, Jill Baker, who received an employment termination effective immediately after working five years for the company. The company security guard escorted her off the premises. Jill gave documents to Jim Smith, a former Riordan employee who is currently an employee with a competitor. Jill had made sexual advances toward Jim and he decided to blackmail her unless she provided him with Riordan internal documents. Jill Baker is suing Riordan Manufacturing for wrongful termination. Prior to her termination she received an educational assistance payment of 50,000 dollars from the company that paid for her Master’s in Business Administration degree. An internal audit revealed that the several employees in Sales and Marketing Department and the Operations Department have been selling confidential company data to its competitors. The company’s stock price has plummeted and shareholders are threatening to sue. Several customers are also threatening to sue for breach of contract because they believe the company...
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...Working Paper Series No. 59 Sexual harassment in the workplace: a literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel Manchester Business School, University of Manchester Sexual harassment in the workplace: A literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel The Centre for Equality and Diversity at Work Manchester Business School, University of Manchester 2 © Equal Opportunities Commission 2007 First published Summer 2007 ISBN 978 1 84206 033 9 EOC WORKING PAPER SERIES The EOC Working Paper Series provides a channel for the dissemination of research carried out by externally commissioned researchers. The views expressed in this report are those of the authors and do not necessarily represent the views of the Commission or other participating organisations. The Commission is publishing the report as a contribution to discussion and debate. Please contact the Research and Resources team for further information about other EOC research reports, or visit our website: Research and Resources Equal Opportunities Commission Arndale House Arndale Centre Manchester M4 3EQ Email: research@eoc.org.uk Telephone: 0161 838 8340 Website: www.eoc.org.uk/research You can download a copy of this report as a PDF from our website, or call our Helpline to order a copy: Website: Email: Helpline: www.eoc.org.uk/research info@eoc.org.uk 0845 601 5901 (calls charged at local rates) ...
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...Working Paper Series No. 59 Sexual harassment in the workplace: a literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel Manchester Business School, University of Manchester Sexual harassment in the workplace: A literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel The Centre for Equality and Diversity at Work Manchester Business School, University of Manchester 2 © Equal Opportunities Commission 2007 First published Summer 2007 ISBN 978 1 84206 033 9 EOC WORKING PAPER SERIES The EOC Working Paper Series provides a channel for the dissemination of research carried out by externally commissioned researchers. The views expressed in this report are those of the authors and do not necessarily represent the views of the Commission or other participating organisations. The Commission is publishing the report as a contribution to discussion and debate. Please contact the Research and Resources team for further information about other EOC research reports, or visit our website: Research and Resources Equal Opportunities Commission Arndale House Arndale Centre Manchester M4 3EQ Email: research@eoc.org.uk Telephone: 0161 838 8340 Website: www.eoc.org.uk/research You can download a copy of this report as a PDF from our website, or call our Helpline to order a copy: Website: Email: Helpline: www.eoc.org.uk/research info@eoc.org.uk 0845 601 5901 (calls charged at local rates) Interpreting service available for callers...
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...[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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...Challenges to Overcoming Organizational Problem in a Multinational Company Introduction: Organizations achieve their goals by creating, communicating and operating an organizational behavior system. These systems exist in every organization, but sometimes in varying forms. They have a greater chance of being successful, though, if they have been consciously created and regularly examined and updated to meet new and emerging conditions. The primary purposes of organizational behavior systems are to identify and then help manipulate the major human and organizational variables that affect the results organizations are trying to achieve. For some of these variables, managers can exert some control over them. The outcomes, or and results, are typically measured in various forms of three basic criteria: performance (e.g. quantity and quality of products and services; level of customer services), employee satisfaction (often exhibited through lower absenteeism, tardiness, or turnover), or Personal growth and development (the acquisition of lifelong knowledge and skills leading to continued employability. A number of critical changes and challenges faced by managers today. Let’s compare today’s work environment with that of ten years ago. Prepare a list of six to eight items, and include a rationale for your choices. There are numerous items that you might have identified from your own work experience and your knowledge of organizational issues. Let’s...
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...Preface There is no doubt that we are in the midst of a great revolution in the history of women. The evidence is everywhere; the voice of women is increasingly heard in Parliament, courts and in the streets. While women in the West had to fight for over a century to get some of their basic rights, like the right to vote, the Constitution of India gave women equal rights with men from the beginning. Unfortunately, women in this country are mostly unaware of their rights because of illiteracy and the oppressive tradition. Names like Kalpana Chawla: The Indian born, who fought her way up into NASA and was the first women in space, and Indira Gandhi: The Iron Woman of India was the Prime Minister of the Nation, Beauty Queens like Aishwarya Rai and Susmita Sen, and Mother Teresa are not representative of the condition of Indian women. Over 32000 murders, 19,000 rapes, 7500 dowry deaths and 36500 molestation cases are the violent crimes reported in India in 2006 against women. There are many instances of crime especially against women go unreported in India. These are figures released by the National Crime Records Bureau recently. While Madhya Pradesh is worst off among the states, the national capital New Delhi continues to hold on to its reputation of being the most unsafe city in India. Delhi takes the top slot for crimes ranging from murders and rapes to dowry deaths and abductions. It reflects country's law and order situation when its capital is a cauldron of crime. Instead...
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...subsidiaries and/or affiliated entities (collectively, the "Company"), whether such person works for the Company on a full-time, part-time, consultative, or temporary basis (each, an "Employee" and collectively, the "Employees"). This Code contains general guidelines for conducting the business of the Company consistent with the highest standards of business ethics, and is intended to qualify as a "code of ethics" within the meaning of Section 406 of the Sarbanes-Oxley Act of 2002 and the rules promulgated thereunder. To the extent this Code requires higher standards than those required by commercial practice or applicable laws, rules or regulations, the Company adheres to these higher standards. 2. Guidelines This Code is designed to deter wrongdoing and to promote: o o o compliance with applicable governmental laws, rules and regulations; honest and ethical conduct, including the ethical handling of actual or apparent conflicts of interest between personal and professional relationships; and full, fair, accurate and timely disclosure in reports and documents that the Company will file with, or submit to, the U.S. Securities and Exchange Commission (the "SEC") and in other public communications made by the Company. This Code shall be implemented at all levels of hierarchy of the Company. All Employees are responsible for being aware of, adhering to and ensuring that others abide by the Code. 3. Applicable Laws, Regulations and Policies Each Employee has an obligation to comply...
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...and is poised to meet the demand in this sector nationally and in the region. Siemens' overall involvement in the region dates back almost 140 years. The company's name first became known through the construction of the Indo-European telegraph line from London to Calcutta in 1870. Siemens' first office in what is now Pakistan opened in 1922. The Siemens Pakistan Engineering Company Ltd. was founded in 1953 as a private company, and in 1963 the company was reorganized as a public limited company. Introduction and purpose: This Code of conduct (Ethics) of Siemens Pakistan Engineering Co. Ltd. ("the Company") helps in maintaining and following the standards of business conduct of the Company. The purpose of the Code is to deter wrong-doing, promote ethical conduct in the Company and ensure compliance with the legal requirements, the matters covered in this Code are of the utmost importance to the Company, its stakeholders and business partners. Further, these are essential so that the Company can conduct its business in accordance with its stated values and its legitimate interests. Applicability: The Code is applicable to the following persons unless repugnant to the context or specified otherwise in this code: (a)Members of the Board of Directors of the Company; and (b)Senior Managerial Personnel i.e. all members of management at including all functional heads and such other...
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...(1) What is the point at which a legal agreement is said to have occurred? Intend to contract. (2) What is the difference between an enforceable, unenforceable, express and implied contract? Unenforceable Agreement occurs when the parties intend to form a valid bar-gain but a court declares that some rule of law prevents enforcing it. Voidable Contract Occurs when the law permits one party to terminate the agreement. Void Agreement is one that neither party can enforce, usually because the purpose of the deal is illegal or because one of the parties had no legal authority to make a contract. (3) Describe a situation where a breach of contract has occurred. Most contracts are discharged by full performance or sometimes the parties discharge a contract by agreement. (4) If there is a breach of contract, what remedies are available? Compensatory Damages (Expectation Interest), Consequential Damages (Special Damages), Incidental Damages (Relatively Minor) (5) What conditions would constitute a discharge of a contract? A party is discharged when they no longer have any duties under a contract. (6) Describe the conditions for a discharge of a contractual obligation. Most contracts are discharged by full performance or sometimes the parties discharge a contract by agreement. (7) Describe types of acceptable performance of a contract. Strict and Substantial Performance. 1) Strict: requires one party to perform its duties perfectly. 2) Substantial: generally sufficient...
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...now b. Ideal – what we are aiming at 3. Human beings are self – conscious. This means we can study ourselves by being a subject and be the object at the same time. 4. Human beings are finite or limited not knowing what will happen from the next moment or next door. Thus, we must have principles to apply when situations comes. 5. Human life is an active dynamic phenomenon – We do something as if we do nothing. 6. People also can be taught to be good (Isaiah 1 :18) 7. Human beings are capable of filing an obligation 8. Human beings are also capable of understanding what moral terms like freedom, dignity and so on affects other people. 9. Finally, human beings need to survive. Human civilization, therefore, can not survive without ethical people. History of Ethics Outside Christianity, some people have taught about ethics. Amongst those who taught ethics are: 1. Socrates 457 BC, a Greek philosopher whose key question was, “What is the meaning of Life”? Socrates like every life seeker was concerned about the good life. Socrates said, “The unexamined life is not worthy...
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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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