...Subject: Business Ethics in the Workplace This is an informative memo about “ethics in the workplace”. By Sharpe, F and Roe, A. The articles address the similarity of workplace ethics and their differences. Both articles examine how to adequately incorporate ethics in workplace. Both articles views on ethics in the workplace are similar as far as training program for all employees. Practicing positive workplace ethics within their organization was key issues in both articles. Both agreed not only should written policies be put into place but reinforce through ethical training programs and recommending ways to create a business culture of acceptable practices in the workplace by creating ethical business policies and guidelines. Both articles agreed on training programs to build a strong ethical workplace environment. In contrast Sharpe found that ethical practices improved business among employees relationship through honesty and respect which starts with management than staff. Sharpe focus was more social responsibility in business ethics, conducting workshops through the company style. Roe focus was more ethical practicing made mandatory through training to ensure that employees behave. I agreed with both articles but I lean more on the side of Sharpe because workplace ethics is a style. A style created through management which defines how and what employees do whether acceptable or not. I’ve identify with the honesty part of work ethic and how it applies...
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...Ethics in the workplace can be defined by how peoples personal standards or the lack of personal standards are comprised that can negatively or positively effect a business or place of employment for a person or other individuals. Ethics is defined by a singular person and their ethical beliefs may differ from other co-workers. Workplace ethics are therefore governed by the place of employment and the authority at that employer. For example the ethics for my employer at the Department of the Navy may differ from that of a person employed by a Christian non-profit organization but as I previously said the one acts at their place of employment is up to that individual person and they must be accountable for how they personally act. The majority of my adult life has been associated with the military in some form or fashion. I was an active duty US Navy sailor for four years and served in the Iraq and Afghanistan theatre during my enlistment. After my enlistment I have worked for a non-profit veteran’s organization (Operation Stand Down, Nashville) and again being employed with the Department of the Navy, so my ethical belief have been shaped in the last ten years majorly on what the military believed and just because the military stressed a certain way, does not mean it is ethically right. With that being said I did not forget what my parents taught me in my childhood because I can still remember my father saying to me after I had done something along the lines of punching my...
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...worked in the health care industry for over seventeen years now as a Licensed Practical Nurse, and it never ceases to amaze me at the level of which professional ethics and ones personal moral, values and ethics have such a conflict. The tone for professional ethics is set by the procedures and policies of the company, and must be adhered to by all employees in order for the company to function and be prosperous in most cases. For many years I worked for a federally qualified health care center, which means it is funded by grants and federal monies. Under the umbrella of FQHCC the center must except the uninsured, as well as the under insured to meet the qualifications of that the state has set fourth for the center, therefore this means that the center will service a certain type of demographical area, and the centers are usually located in rural area through out the metro area. By servicing rural areas the company deals with many individuals who were, drug addicts, or individuals who make a living by selling prescribe narcotics to people on the streets that was given to them by their doctors. This particular center became known for prescribing narcotics to individuals who did not meet the criteria for narcotics and to individuals who abused the system as well as the narcotic policy that the state had put in place in order to avoid this. The doctors found themselves prescribing narcotics to individuals who they suspect was abusing them or selling them, or to individuals who...
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...The Importance of Ethics Moraima Carballo The Art Of Leadership Debra Hayes 02/09/2015 Abstract Ethics is the heart of leadership, as reflected in the title of the 1998 leadership classic by Joanne B. Ciulla. During this research you will find out several information about ethics in a world place leader most understands the concept of ethics.Ethics is not just a subject that is studied in the classroom; it is a fundamental factor in every business relationship. Ethics are standards by which one should act based on values. Values are core beliefs such as duty, honor, and integrity that motivate attitudes and actions. Ethical principles are values that relate to what is right and wrong and thus take precedence over non-ethical values when making ethical can be applied beyond the classroom and put them in the workplace. As a result this research will demonstrate how a leader would not be able to succeed in a workplace even in his or her personal life without knowing the concept of ethical and leadership and putting it as a ritual in a world place. The Importance of Ethics In todays day world ethics has become a difficult subject. There are many reasons why ethics in a workplace has been a common problem todays day. To begin with in the world of work ethics have to be interrelated with quality respect loyalty, and what is right and wrong. An understanding of ethics begins with an analysis of values, both individual and organizational. Effective managers...
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...Describe how typical the attitudes that Sheehy reports appear to be in work environments you have experienced. Sheehy’s reports on the attitudes of his fellow employees, is very typical of young adults today it seems. When Sheehy reported a whole generation of workers with a frightening new work ethic of contempt for customers, indifference to quality and service, and a get-away-with-what-you-can attitude depicts how the work ethics of our youth is today. (Shaw, 2010) It is very apparent when you go to fast food chains, department clothing stores, and sometimes in the grocery store. I have not experienced this type of behavior in my own work environments personally. I have been fortunate not to work in the medical field and insurance most of my professional career and have not seen these types of attitudes or behavior described by Sheehy. The generation I have worked with has usually been older than me. However, I have seen these types of attitudes in my day to day life when I go to fast food restaurants or go shopping in stores at the malls. The sales associates who are young high school or college students don’t show any type of professional work ethics in certain stores. They don’t greet you or ask if you need help in some department stores I have been to. 2. Explain the implications of the work ethic Sheehy describes for the future of American business. The implication of the Sheehy’s work ethic case describes a non- ethical and grim outcome for the future of American...
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...Personal Ethics Development Paper PHL / 323 Ethics In Management 12/13/2014 Personal ethics are extremely important in business decisions, life and any other endeavors. Personal ethics are a set of attributes, morals or skills one possesses throughout his/her lifetime, and they are needed in the workforce and your personal learning process. Personal ethics are the things I’ve learned from my parents, my grandparents, and siblings as I grew up. My mother always tells me to treat others, the one I want to be treated, and as I grew up I understand more and more the values of that phrase. According to our class notes at University of Phoenix our personal ethics need to be in harmony with the ethics of our organization, meaning the guidelines of the organization ethics. Its Vision, Mission statement, Values, Goals, and Code of Ethics those guidelines need to be respected and followed. And here at the UOP it is recommended that your personal ethics come in harmony with the University’s Ethics. My plan and goal is upheld the University’s vision, mission statement and respect it’s code of ethics. In the process of doing so, I will follow and control the following: • Personal conduct • Personal commitments • Time management • Self-direction • Values • Critical thinking • Respect for others/diversity With online courses your personal conduct and commitment have to be intact. Online classes required a different type of...
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...and self-image, and overall pessimism that were not present before. James (2008) reports 6 main individual, cultural, organizational, supervisory and social support factors that set service providers on the course for burnout: role ambiguity, role conflict, role overload, inconsequentiality, isolation, and autonomy. Providers, supervisors, and organizations may create role ambiguity by not clearly establishing the providers’ rights, responsibilities, procedures, goals, status, and accountability measures. Cultural expectations may blur these lines for individuals, as well. Cultural and moral upbringing may also cause role conflicts when the expectations of supervisors, organizations, or society conflict with the provider’s values and ethics. When providers have excessive service demands in the areas of quality and quantity placed on them by supervisors, organizations, society, or themselves burnout is inevitable. The provision of human services provides few opportunities for measuring and applauding the successes of providers. Providers experience inconsequentiality when they perceive their contributions as useless, small, or unappreciated. Due to the confidential nature of the industry...
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...characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. Team Member Name | Summary of Individual Characteristics | Motivational Strategy and Action Plan | Relevant Theory | John S. | With the company 12 years Strong work ethic but not challenged seems to be burned out or stuck in a rut. | Increase the challenge change up his tasking. Put him with new team to revitalize his skills. | | Kim B. | With the company 5 years. Shows strong leadership skills. Very hard charging. Great work ethic. Team player. | She is self-motivated. Offer her more opportunity’s to lead and take charge. Place her with mentors for future guidance. | | Robert F. | With the company 1 year. Show signs of being a future leader still need honing. Has shown a wiliness to push hard and get the job done. | Keep challenging with goal based jobs. Get him to step up to new task and place in a team that has strong team unity. | | Motivation Action Plan Based on the self-assessment of John S., Kim B., and Robert F. the company has come up with motivational actions to increase the employees productivity. This action plan covers the overview of the individuals characteristics. Set up a motivational strategy with actions to be implemented for each employee....
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...Andy’s restaurant is celebrating its 25th anniversary. “I’m darned sure of what I want to do. I’m not trying different fads to get people to come here. People come here because they know they will get great food. They also want to support someone with whom they can connect. This is my approach. Nothing more, nothing less. ” Since opening his restaurant, Andy has had a number of managers. Currently, he has four: Kelly, Danielle, Jimmy and Patrick. Kelly is a kitchen (food prep) manager who is known as very honest and dependable. She loves her work and she is efficient, good with ordering, and good with preparation. Andy really likes Kelly but is frustrated with her because she has such difficulty getting along with the sales people, delivery people, and the wait staff. Danielle, who works out front in the restaurant, has been with Andy for 6 years. Danielle likes working at Garafallo’s — she lives and breathes the place. She fully buys into Andy’s approach of putting customers first. In fact, Andy says she has a knack for knowing what customers need before they even ask. Although she is very hospitable, Andy says she is lousy with numbers. She just doesn’t seem to catch on to that side of the business. Jimmy, who is the hiring manager, has worked with Andy the longest, 10...
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...Shana V. Mitchell Bus-309 Business Ethics Professor Garry Williams Mid-Term Report 3 November 2011 1. Describe how typical the attitudes that Sheehy reports appear to be in work environments you have experienced. -I have worked in many different types of environments and have experienced many different attitudes of my fellow co-workers. There are some who are messy, just talk about others for no reason; there were others who were mean with nasty attitudes very unpleasant and rude to customers. Being lazy was a very big issue because no one wanted to work together and help out, they only were to do just what they had to do and nothing more, but they would want to steal time by staying longer hours but doing nothing, and they would also steal supplies from the daycare to use at their homes. Sheehy’s co-workers were trying to get rid of their customers as fast as possible. 2. Explain the implications of the work ethic Sheehy describes for the future of American Business. -Because of the lack of respect and work ethics, employees will become unappreciative and unreliable, because they don’t care. Exploitation will occur when the employer start to give the employee long hours, and less pay which will cause the employees to rebel and not care about the importance of doing their job responsibly. 3. Explain whether it is more reasonable to expect workers, especially in a capitalist society, to be more devoted to their jobs, more concerned...
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...Running Head: A NEW WORK ETHIC 1 A New Work Ethic: Case Study 4.4 Patricia Woodhouse Harry Mamaux Business Ethics- Bus 309 October 30, 2011 A New Work Ethic 2 1. Describe how typical the attitudes that Sheehy reports appear to be on the work environments you have experienced. After reviewing the case study a new work ethic, it reminds me of the job I have today. The workers attitudes are just that of my coworkers I work with every day. There attitudes are unbelievable. I currently work in Customer Service for a major cable, internet and phone provider. Most employees at my place of employment don’t value their jobs. They don’t see customer service in their future and many say it’s not their last stop. They too don’t like hard work and long hours. I often hear co-workers brushing customers off the phone with a quick transfer to another department, that can’t even resolve that customers issues. Many of them don’t have any work ethic. Work ethic is a belief in the moral benefit and importance of work and its inherent ability to strengthen character. I think the importance of work will show if you are performing in a job that you love. In most work environments that I have worked in it’s the same. My co-workers hated that job, they hated the long hours and they hated the...
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...women have the desire, grit, health, physical strength, and stamina to do what this woman does. To examine the worthy woman of God in the scriptures is to embark upon a journey that leaves a man at awe in relationship to this person's faith, work ethic, love, devotion, and trustworthiness. The woman who meets the identity of "worthy" has the trust of her husband. The husband will trust this woman's marital fidelity and her genuine love for their children's spiritual well being. The "worthy woman" gives no cause for the man to be concerned of adultery, ruinous behavior around children, or the home period. Her desire for the overall well fare of her home is well known. The worthy woman is a "crown of her husband" in that he trust her and is not ashamed of her ways (Proverbs 12:4 / 7:17-20). The woman who lacks discretion, lacks kindness, flirtatious with other men, lazy, and odious is an embarrassment and rottenness in the bones of her husband (Proverbs 7:9-12). The writer also places a heavy emphasis on her hands. The worthy woman's hands are working hands rather than idle hands. The chapter will repeatedly bear out the importance of this woman's hands. While everyone else is sleeping she is at work for her family. The family must eat and she works diligently to see to it that there is...
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...stumble and endure the consequences from one’s laziness, while people with good work ethics will be truly blessed in the end. Throughout the teachings of the Hebrew wisdom it is visibly stated how God feels about laziness and what He desires from His children and their work ethic. In today’s generation so many people take the lazy way out instead of putting hard work into something. While hard work can be strenuous, in the end one will feel more proficient than choosing to be lazy instead. The Bible is very clear on laziness and hard work. Laziness is something a lot of people struggle with, however some people are so lazy it affects not only themselves but also the people around them. For example, if a husband is lazy and does not want to go to work and make a living his family will suffer from his laziness. If everyone was lazy nothing would ever get done or things would get done half-heartedly. Many people strive to have a lot of money and nice things but most of those people are unwilling to work hard to get that. “A slack hand causes poverty, but the hand of the diligent makes rich. He who gathers in summer is a prudent son, but he who sleeps in harvest is a son who brings shame” (Proverbs 10:4-5). This verse is an example of how those who are willing to work will be blessed with things their heart desires while the lazy will suffer from poverty. Lazy people also make excused for why the work was not completed. One knows they could have done a good job if they had put their...
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...Employee Portfolio Jennifer Bratton January 15, 2012 Bret is between not being able to decide and being satisfied. Being engaged takes a little more effort and belief in what you are doing. His job satisfaction is neither high nor low. We can change his outlook and work ethic by motivation and our actions. His satisfaction level may be due to things that we can change here he may be very valuable in helping us mold the company in to a new and more encouraging and employee driven place. His efforts are needed to meet our company standards and we need to find out if he is willing to do the things we need to continue to work with our company. These characteristics can affect the company in lots of ways. Having an employee who in nonchalant or doesn’t care either way can make for some bad representation and decision making. I suggest doing some training with him and figuring out what is working and not with this employee. I would manage Bret by giving detailed directions, being professional and cordial without being overfriendly. I would try to see if Bret could be a manager or be promoted in the current job and see if his happiness could be found in our company. Naomi is satisfied in her field of study and is engaged very much in what she is doing. She is currently an asset to our company as far as being engaged and satisfied. These are just some areas and I suggest doing other assessments with this employee and a possible promotion depending on the outcome. Someone...
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...years specifically in the workforce have caused major concern to employers. In particular, the skills and knowledge that people are taking to the workforce after graduation are just not enough. This is the current debate between employers, are people really ready to go out into the workforce and work. It is imperative that our young people attain the basic skills and knowledge necessary to join this modern workforce. Without these skills and knowledge, employers have no choice but to hire less than average employees. Steve Gavatorta explains that one of the common issues he experiences in the workforce is the difference between three generations; Baby Boomers, Generation X’ers, and the Generation Y’ers. The three generation has a particular work ethic that eventually ends up being a challenge for all. In order to understand the differences between these generations one has to comprehend the characteristics each one demonstrates. Baby Boomers are born between 1946 and 1964. They have a very strong work ethic, goal oriented, highly competitive and independent. Generations X’ers are born between 1965 and 1980. They are considered to be proficient in technology, individualistic and value a work-life balance. The Generation Y’ers are born after 1980 and are very tech savvy, crave attention, team oriented and family-centric (Gavatorta, 2012, p.60) At this time, the retirement of the baby-boomers is considered to be unfortunate because this generation will take with them an incredible...
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