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[Audiobook] Workplace Essentials | Business Ethics
What if you could transform your company's culture, boost profitability, and build an impeccable reputation? In our latest episode, we uncover the secrets behind successful business ethics and their profound impact on long-term success. We explore how cultivating a robust ethical program can not only foster a positive company culture but also enhance profitability and influence all stakeholders, from employees to customers and suppliers. With compelling examples from companies like EF Hutton, we illustrate the stark consequences of unethical practices and the critical differences between personal and business ethics.
Next, we shine a spotlight on the essential elements of workplace ethics and employee rights. Discover why a well-defined code of ethics is not just a guideline but a necessity for every organization. We discuss the pivotal roles that CEOs, ethics committees, and ombudspersons play in maintaining these standards. Privacy policies, surveillance, and drug testing might seem complex, but we break down these issues with real-life scenarios that demonstrate how effective ethical and privacy policies can safeguard both employees and the organization, creating a balanced and fair work environment.
Lastly, dive into the intricacies of ethical decision-making and the significance of internal ethics audits. We walk you through a step-by-step process for making ethical decisions and highlight the courage it takes to be a whistleblower, supported by Caroline's story of exposing unethical practices at her investment firm. Learn from Kevin's initiative to uphold high ethical standards through comprehensive internal audits. Wrap up with inspirational insights on how integrity in leadership not only builds trust but also enriches society. Don't miss this enlightening discussion that reveals the myriad benefits ethical management brings to any organization.
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
What if you could transform your company's culture, boost profitability, and build an impeccable reputation? In our latest episode, we uncover the secrets behind successful business ethics and their profound impact on long-term success. We explore how cultivating a robust ethical program can not only foster a positive company culture but also enhance profitability and influence all stakeholders, from employees to customers and suppliers. With compelling examples from companies like EF Hutton, we illustrate the stark consequences of unethical practices and the critical differences between personal and business ethics.
Next, we shine a spotlight on the essential elements of workplace ethics and employee rights. Discover why a well-defined code of ethics is not just a guideline but a necessity for every organization. We discuss the pivotal roles that CEOs, ethics committees, and ombudspersons play in maintaining these standards. Privacy policies, surveillance, and drug testing might seem complex, but we break down these issues with real-life scenarios that demonstrate how effective ethical and privacy policies can safeguard both employees and the organization, creating a balanced and fair work environment.
Lastly, dive into the intricacies of ethical decision-making and the significance of internal ethics audits. We walk you through a step-by-step process for making ethical decisions and highlight the courage it takes to be a whistleblower, supported by Caroline's story of exposing unethical practices at her investment firm. Learn from Kevin's initiative to uphold high ethical standards through comprehensive internal audits. Wrap up with inspirational insights on how integrity in leadership not only builds trust but also enriches society. Don't miss this enlightening discussion that reveals the myriad benefits ethical management brings to any organization.
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Business Ethics Module 1. Getting Started. A company's ethics will determine its reputation. Good business ethics are essential for the long-term success of an organization. Implementing an ethical program will foster a successful company culture and increase profitability. Developing a business ethics program takes time and effort, but doing so will do more than improve business it will change lives. A company's ethics will have an influence on all levels of business. It will influence all who interact with the company, including customers, employees, suppliers, competitors, etc. All of these groups will have an effect on the way a company's ethics are developed. Understanding and maintaining ethics is a very important part of doing business today.
Speaker 1:Module 2. What is ethics? Personal ethics determine individual standards of right and wrong and steer people to the choices they make. It is an individual's responsibility to examine their morals and behavior. Business ethics refers to the behavior relating to the moral problems that occur in business organizations. People often automatically assume that businesses are unethical. Business seems to be constantly linked to scandals, given the media attention to bad ethical decisions. Companies that practice good business ethics can distinguish themselves in the minds of their customers and their employees. The company culture helps determine the ethics of the organization.
Speaker 1:It is crucial that businesses behave ethically in every working relationship. Ethical obligations include employees. Companies need to treat all of their employees ethically. Begin by providing employees with the rights guaranteed to them by the United States Department of Labor. Ethical businesses, however, may go above and beyond the minimum requirements in the way that they treat their employees, shareholders and Investors. There is a moral obligation to repay investors and meet the needs of shareholders, particularly low-level shareholders Customers. Every business needs to build ethical customer relationships by providing safe products and honoring warranties. Consumers are growing more aware of which companies treat them fairly and they will support the ones they trust.
Speaker 1:Community Businesses have an ethical obligation to be involved in their local communities. This includes communities where they interact with customers and beyond Vendors and other companies. Always deal ethically with vendors and other organizations you work with. Running an ethical organization is rewarding in various ways. Having a set ethics code will prepare your team to deal with an ethical dilemma and can be revisited as needed. Ethics management has a multitude of benefits that will positively benefit the short and long-term success of your organization. There are, however, 10 common benefits that all companies have when they manage their business ethics. Ethical companies comply with all legal requirements and are less likely to be fined or sued. Consumers are more likely to support a business with a reputation as an ethical organization. Companies with ethical values improve their communities. Ethical rules save organizations from accidentally violating the rights of employees or consumers. Employees' personal moral standards will improve at an ethical business. A fair working environment facilitates teamwork and productivity. Many successful financial business practices are reinforced by ethical business practices. Established ethical guidelines will lead a company in times of change and stress. Ethical companies retain employees and save money in turnover. There is personal satisfaction in doing the right thing.
Speaker 1:Ef Hutton began in 1904 and became a well-respected financial institution by the 1980s. However, the company's reputation was tarnished by unethical behavior. In 1980, the company was discovered kiting and money laundering. Managers were instructed to and were rewarded for, borrowing from the accounts of the customers. Many who agreed to the practice were later brought up on charges and fired. The company made financial restitution. Evidence of money laundering resurfaced in 1987, right before the stock market crashed, and the organization was not able to survive the second scandal. Jim Johnson owned a large investing brokerage in a large city. His firm had many clients who trusted them with their money as they were known as an ethical and upstanding business. When Jim retired, a new CEO, andrew filled his place. Andrew brought in new managers who encouraged their employees to borrow from clients' accounts. When it was discovered what the brokerage was doing, a nationwide scandal erupted. Almost every customer closed their account with Andrew's brokerage and no new clients came to them due to their new unethical reputation. The brokerage never recovered and soon after had to shut down.
Speaker 1:Module 3. Implementing ethics in the workplace. Implementing ethics in the workplace is a complex but rewarding task. Every individual has a unique set of ethical standards. Allowing each person to follow their moral compass will result in varied outcomes. Companies need to focus on implementing uniform ethical standards and rules throughout their organizations. Employees should never have to question whether or not they are doing the right thing. As mentioned in the previous module, implementing ethics in the workplace will lead to better profits and long-term growth. Organizations with reputations for being ethical will also find it easier to earn credit, find investors and expand into international markets. Employees of these companies will be convinced that the company truly values ethical decision-making. Awareness of ethical issues in general will become part of the workplace culture and an ethical guideline will be created for employees to follow.
Speaker 1:When a company chooses to lie, cheat or steal, the repercussions will present themselves eventually. Unethical business practices can create immediate financial gain, but in the long run will cost companies, customers and employees. When unethical practices become public knowledge, it is difficult for a business to recover its reputation. Unethical behavior can result in loss of reputation and finances.
Speaker 1:Managing ethics in the workplace requires certain tools. Every organization needs to create and disseminate a code of ethics, a code of conduct and policies and procedures. These tools direct the organization and guide employees to manage workplace ethics. Guidelines for implementing and managing ethics Give it time. Managing ethics is process-oriented and requires time and constant assessment. Focus on behavior. Do not list vague requirements. Ensure ethics management has an impact on behavior. Avoid problems. Create clear codes and policies that will prevent confusion concerning ethical issues. Be open. Involve different groups in ethics program development and make decisions public. Integrate ethics. Make sure that all management programs have ethical values. Allow for mistakes. Lead employees to behave ethically and do not give up when mistakes happen.
Speaker 1:The roles and responsibilities necessary to effectively implement workplace ethics will vary with each organization. A manager should be in place to oversee the ethics program, but they will need the support provided by other positions. Smaller organizations may not need to fill all of the roles listed below. Determine what your company needs before executing an ethics program. Roles include CEO the CEO of every company needs to support business ethics and lead by example. Ethics committee An ethics committee will develop and supervise the program. Ethics Management Team Senior managers implement the program and train employees. Ethics Executive An ethics executive or officer is trained to resolve ethical problems. Ombudsperson this position requires interpreting and integrating values throughout the organization.
Speaker 1:Matt was a manager at a law firm and felt that his employees, while not acting unethically, could use some guidance to be even more ethical. After clearing it with his boss, he started implementing a universal ethical standard for all employees at the firm. After some time, matt had to sit down and discuss an unethical choice one of his employees, paul, made. He let Paul explain himself before forming a solution. The mistake he made was minor and the system was still new, so Matt decided to let it go with a warning. After thinking about the situation, he decided to appoint an ombudsman that could screen minor issues for him.
Speaker 1:Module 4. Employer and Employee Rights. An ethical organization is able to balance the rights of employees with the rights of the employer. The personal rights of each party may seem to conflict at times and the privacy laws vary between states. This is why privacy policies are so important. Instituting clear privacy policies will prevent any confusion between employees and employers. When creating policies, employers need to remember that they are obligated to provide employees with a safe work environment that is free from harassment, but this may require what some people will consider to be an invasion of privacy. Employee privacy is a tangled legal issue. Companies collect detailed personal information about their employees for background checks and other reasons. However, they will need to clearly state the purpose of collecting this information and how it will be used in their privacy policy. Personal information must be protected and kept confidential, and the employees need to agree to the background checks.
Speaker 1:Surveillance, drug testing and searches are points of contention for many employees that need to be addressed in privacy policies. Employees argue that they have the right to personal privacy at work, but there are limits to their privacy as more businesses take drastic measures to prevent theft and harassment. Surveillance Organizations routinely monitor the phone and internet usage of their employees while they are at work. Legally, these steps are protected in many countries because the company phones and internet are company property. Security cameras are also used to ensure the safety of employees. Experts advise employers to include in their privacy policies a warning to employees that they will be monitored. There are limits to the use of cameras. For example, cameras are not allowed in locker rooms or bathrooms. Always check the legal ramifications of using surveillance.
Speaker 1:Drug testing Taking a drug test before beginning a new job is common. Employers also have the right to demand drug tests in the event of an accident or suspicion of drug use. Random drug tests, however, can be contested if they violate employee privacy. The policy on random drug testing needs to be reasonable and clearly spelled out. Companies are responsible for keeping drug test results private Searches. Privacy policies should include a clause reminding employees that their workspace and tools are company property and that the company is not responsible for any lost or damaged personal property. This should prevent any invasion of privacy claims. If an employer who suspects theft searches a locker, searches should be conducted carefully and with the instruction of senior management. Companies are legally bound to provide a safe working environment for all of their employees.
Speaker 1:Employees can sue their employers for not protecting them from harassment. The EEOC protects the rights of individuals from discrimination and harassment regardless of ethnicity, sex, religion, sexual orientation, disability, age, etc. An employee who feels threatened or uncomfortable by any statement, gesture or action may be experiencing harassment. Creating an anti-harassment policy and implementing training in workplace harassment will help prevent harassment and protect the organization. Any harassment in the workplace needs to be confronted immediately and the rights of the harassed employee protected.
Speaker 1:As technology changes, so does the clarity about employer and employee rights. Employers have the right to expect their employees to work productively and represent the company well. On the other hand, employees have the right to personal privacy. Advances in technology provide employers with more ways to monitor employees. Social networking further complicates this issue. Employees often post things online for their friends to see, but employers may be monitoring these posts well. It is becoming more common for people to lose their jobs because of posts on their social networking sites. A recent survey revealed that about half of employees feel that their social networks are not any business of their employers, but 60% of executives think that they have the right to monitor their representative's social network behavior. This use of social networks should be included in privacy policies to protect both employee and employer, but many companies cite personal conduct policies to validate their actions.
Speaker 1:Charlie, a PR manager, was drafting a new privacy policy for his company. New regulations force the company to collect additional private information from their employees for various employment records. Charlie knew that a company's privacy policy had to explicitly state what the information they collected would be used for. The company was also installing several new cameras around the building, so Charlie had to include that the surveillance system would be active and recording in non-private areas to ensure employee and company safety. He made sure to clarify the use of the surveillance tapes, stating that while the tapes would be retained, they would be secured and only be reviewed in the case of a crime being recorded.
Speaker 1:Module 5. Business and Social Responsibilities. Most successful businesses operate with socially responsible business practices. Being socially responsible requires companies to integrate the needs of their stakeholders into the values and operations of their organizations. Stakeholders typically include investors, customers, employees, the community and the environment. Implementing a sense of social responsibility indicates the company's attempts to consider all of these needs in their business practices. There are different types of responsibilities related to businesses. Ethical organizations need to address different areas of responsibility and consider the social ramifications of their actions. Types of responsibilities include Legal. Socially responsible companies are obligated to meet legal requirements that govern their industries. Health and safety standards and fair treatment of employees fall under this type of responsibility. Financial, financial responsibility is more than turning a profit. Financial ethics cover everything from fair salaries to fair payments for raw materials and services and offering fair prices to their customers.
Speaker 1:Philanthropic Many organizations are being recognized for their philanthropy. Philanthropy can come from donations, service, education and environmental programs. Some companies consider the environment its own type of social responsibility. Jeff Schwartz, ceo of Timberland, volunteered with an urban outreach in 1989 and donated 50 pairs of boots. This experience led to the beginning of a program called the Path to Service that officially began in 1992. This program helps employees become involved in different community projects. Over 95% of employees take advantage of the program. The Path to Service attracted many employees who believed it to be a crucial benefit. Green, grassroots reduce, reuse, recycle, engagement, education and neutral followed in 2008, which focuses on building community gardens and playgrounds. The company also donates money and product for charitable purposes.
Speaker 1:Starbucks has been a popular employer because of the many benefits that it provided its employees. It was in the top 10 of Fortune's 100 best companies to work for and was able to exemplify social responsibility while growing shareholder revenue. The economic downturn took its toll on the well-known company and cuts had to be made. Stores were closed and positions throughout the organization were eliminated. Some of the employee benefits were cut back, but the policy of providing health insurance to part-time employees still remains in effect. 2010 was a good year for Starbucks financially, and CEO Howard Schultz's refusal to cut healthcare ensured the company a place on Fortune's 100 best companies to work for in 2011, albeit a bit lower than it was a few years ago.
Speaker 1:Sometimes, social and business responsibilities conflict with each other. This is particularly true when social business practices cut into shareholder earnings. This is a struggle for most public corporations. Businesses need to provide their shareholders with earning to convince them to continue to invest their money into the company. Sometimes this means scaling back a social program or waiting to implement one. Lean earnings and a poor economy complicate the balance between social responsibility and company growth. Without shareholders, however, the company will lose the wealth that backs social programs and the community will face further losses.
Speaker 1:Jeff, a CEO of a graphic t-shirt company, volunteered with an urban outreach program and donated 50 shirts. He noticed that afterwards his sales had gone up. He started a program for his employees to become involved in community projects. Many employees participated in some way and paved the way for Jeff's company to grow an ethical and generous reputation. This program attracted future employees who believed that the program was a crucial benefit to working with Jeff. Eventually, jeff's program branched out to building or donating to community gardens and playgrounds. Because of these programs, people were proud to work for him and happy to buy his products. Soon Jeff's Shirts was a household name in his region.
Speaker 1:Module 6. Ethical Decisions we should always attempt to make ethical decisions. It is possible, however, for two ethical people to make different decisions in a situation. In business. It is important that people understand ethical dilemmas and the ethical decision-making process. Typically, there are five ethical standards used to interpret the world around us, based on your particular situation. When having to make an ethical decision, you have likely used one of the following methods Utilitarian approach this approach focuses on the consequences of actions.
Speaker 1:The goal is to do more good than harm in a situation. Rights approach Focusing on the rights of all involved defines this approach. It makes respecting the rights of others a moral obligation. Fairness Approach A fair approach indicates that all people will be treated equally. A fairly based standard is used to determine actions that are unequal, such as pay rate. Common Good Approach the conditions that affect all people are considered. In the common good approach, systems and laws are created to ensure the welfare of everyone. Virtue approach this approach uses virtues such as honesty, compassion, love, patience and courage to guide behavior.
Speaker 1:It is important to be ethical on a personal and at the organizational level. Personal ethics, based on personal beliefs and values, influence decisions both inside and outside of work. Organizational ethics determine workplace decisions. Organizational ethics flow from the top down. Those in leadership need to promote ethical decisions and lead by example. Occasionally, personal and professional ethics will collide. Lead by example. Occasionally, personal and professional ethics will collide.
Speaker 1:In the event of an ethical dilemma, it is important to make your decision based on what is most important and what will be the best for the parties involved. There are many different ethical dilemmas in business that are specific to industries. There are, however, common dilemmas that every organization should practice Honest accounting practices, responsibility for mistakes such as accidents, spills and faulty product, advertising that is honest and not misleading, collusion with competitors, labor issues, bribes and corporate espionage. Law governs many of these dilemmas, but an ethically run organization will make the right decision regardless of legal issues. Because these issues are so common, it is important to create ethical standards and enforce the policies and procedures Before making any final decisions.
Speaker 1:Use the following steps to make sure that you are making ethical decisions. Determine the ethics of a situation. Does the decision affect a group or have legal ramifications? Gather information. Learn as much as possible about the situation and get the point of view from all parties involved. Evaluate actions. Make different decisions based on the different ethical standards. Test decisions. Would you be proud of this decision if it were advertised? Implement. Implement the decision and evaluate the results.
Speaker 1:There will always be temptation to act unethically. These obstacles are particularly difficult to overcome when other people are encouraging you to behave unethically. They may be in positions of authority or simply intimidating, but you do not have to give in to them. Ways to overcome obstacles include Sympathize. Do not attack unethical people. Sympathize with their situation, but refuse to compromise your standards. Make them responsible. Do not quibble. Directly ask people if they want you to do something illegal or unethical. This removes their plausible deniability. Reason Provide them with logical reasons for your refusal to compromise your integrity. Stay firm. Make a decision and stick to it. Do not let people wear you down. Take precautions. Keep a paper trail of your encounters and be prepared to defend yourself.
Speaker 1:Dave had to make an ethical decision and wasn't sure how to go about finding the best result. After doing some research, he decided to work out the end results of five different processes. He chose to compare the theoretical results of the utilitarian, rights-based fairness, common good and virtue approaches. Dave considered several things in his process. What were the ramifications of his decision? Did he know everything he could about the situation? Would he be okay if his choice was advertised? After he made sure to consider everything he could think of, he found his decision easy to make. In the end, what he chose benefited his company and their reputation.
Speaker 1:Module 7. Whistleblowing. Whistleblowing can be seen as either a public service or as a petty act of tale-telling. This may not be an easy decision to make, but whistleblowing concerning a misconduct is considered a public service. Although legally protected, whistleblowers take on serious personal risks by informing the proper authority about their employer's unethical actions. There are circumstances, however, when an incident needs to be reported in order to protect the public. The term whistleblower is British and it comes from the whistles that the police use to carry to alert the public and other police to a crime.
Speaker 1:Whistleblowers point out serious infractions against the law, risk to public or employee health, fraud or signs of corruption. Reporting a co-worker for being late is not whistleblowing. Legal protection has been provided to whistleblowers since the 1960s and the laws have changed to keep up with the times. While there is legal protection for whistleblowers, they may face retaliation. They may be fired for unrelated reasons, harassed or intimidated. They may find it difficult to find another job because of their reputations as a whistleblower.
Speaker 1:There are two types of whistleblowers internal whistleblowers and external whistleblowers. Internal whistleblowers go to someone within the organization to report a problem. Many companies have ways of doing this anonymously so that the employee will be protected from retaliation. External whistleblowers go outside the organization with the issue. They go to law enforcement or the media. External whistleblowing is the best option when reporting unethical conduct of businesses that are corrupt from the top down. Once the whistle is blown, whistleblowers need to protect their rights and possibly seek legal counsel to shield themselves from retaliation. Think carefully before blowing the whistle. Doing so is neither fun nor easy. There are situations when blowing the whistle is the right thing to do. If the rights, health or safety of others is knowingly compromised and it seems no one is able to fix the problem, then the ethical thing to do is blow the whistle. Blowing the whistle legally requires you to have a reasonable belief that the violations occurred with company knowledge, it is best to have evidence of the misconduct before moving forward.
Speaker 1:Caroline worked at a large investment firm with thousands of clients. Caroline was a hard-working employee and eventually was promoted to management. On her first day the other managers sat down with her and explained that they would take a little bit of money from each account because they felt their wages weren't high enough but their boss wouldn't raise their pay. Caroline went to her boss about this breach of ethics, but he secretly knew about it and participated. Seeing that to her boss about this breach of ethics, but he secretly knew about it and participated. Seeing that she needed to report this externally, she got legal counsel to help her report this through the proper channels. Through her lawyer, caroline also learned that she had legal protection as a whistleblower.
Speaker 1:Moduli Managerial ethics Managers have a responsibility to behave ethically and to manage ethically. They set the standard for all employees. Ethical management provides a number of benefits both to the company culture and to the financial gain of the organization. Ethical management balances the responsibilities of modern business organizations. These responsibilities include profit. All companies are responsible to make a profit in order to survive and fulfill their other obligations People. This includes employees, customers, shareholders and the community. Planet. Sustainability and the preservation of resources is a growing responsibility for businesses. Principles the ethics that govern the organization, will help the company to act ethically in every area.
Speaker 1:Although there are many different characteristics of ethical management, these three traits are most commonly associated with identifying ethical management. Integrity the manager behaves with integrity and leads by example. Transparency the company and its managers are transparent and do not hide their actions. Utilitarianism the organization and manager consider the happiness of the people involved in the organization. Because ethics and values are extremely personal, it is difficult to ensure that all employees will practice ethical behavior. There are ways to promote ethical behavior, however, by simply instilling a few basic rules Develop an ethics management program. Develop a code of ethics. Develop a code of conduct. Create policies and procedures that reflect the company ethics. It is not enough to simply create codes, programs, policies and procedures. All rules must be enforced in order to be effective and to curb unethical behavior.
Speaker 1:Joseph was recently hired for an open position as a manager at a call center. He was assigned to shadow and learn from Sean, who had been a manager there for several years. Sean told Joseph the four pillars of ethical management profit, people, planet principles. He continued explaining that the company has a responsibility to pay back its investors and increase its stock price for shareholders, to treat their employees, customers and community with respect, to be sustainable and green and to stand by the organization's core principles at all times. Sean told Joseph that if he remembers the four Ps and acted with integrity, he'd make an excellent manager and a great fit with the company.
Speaker 1:Module 9. Unethical Behavior From time to time, employees may behave unethically. It is important to be able to identify unethical behavior and, more important, to have the skills in place to address it. A successful manager should also be able to prevent poor behavior and intervene before it escalates. Stress can take its toll on employees and when emotions run high, behaviors can be difficult to keep in check. At the first sign of unethical behavior, managers need to substantiate the reasoning behind it and put a stop to it. Allowing unethical behavior to continue will have long-term consequences for the company.
Speaker 1:Typical unethical behaviors include abusing sick leave, lying to customers, cutting corners, covering up mistakes. The behavior may seem insignificant and most people are guilty of at least one these incidents at one point in time, but these minor lapses in ethical judgment can be the gateway to even more unethical behavior. Preventing unethical behavior is much easier than dealing with the aftermath. We have already addressed ways to prevent unethical behavior, such as implementing a code of ethics and ethical policies. Another tactic that can prevent unethical behavior is improving job satisfaction. Employees often react to situations they feel are unfair.
Speaker 1:Unethical behavior needs to be addressed carefully. It is important to discuss the situation face-to-face. If the behavior specifically violates company policy, remind the person about the policy. If the situation is a gray area, you may have to explain why it was not ethical. Approach the situation calmly and allow people to explain their actions. Do not jump to conclusions, but do understand that people sometimes need guidance in making ethical decisions. Should unethical behavior continue, take the necessary disciplinary action.
Speaker 1:Workplace interventions occur when people are concerned about the welfare of their co-workers. Interventions are usually used to help co-workers with addiction problems such as alcohol or drug abuse. They can also be held when assisting co-workers deal with unethical behavior specifically committed at work. There are certain steps that need to happen if anyone chooses to hold an intervention. Call an interventionist. A professional is needed to handle the situation. Create an action plan. Plan how the intervention should go. Meet have the group meet together beforehand to iron out details. Intervention. Hold the intervention for an hour or two and talk without judgment. Treatment Help the co-worker find treatment if they decide it is necessary.
Speaker 1:Viola was notorious for cutting corners or blaming others for her mistakes. She would often make mistakes on her work due to her minimum effort put in and she would pin the blame on one of her colleagues. Eventually, her manager got fed up with her behavior and had a meeting with her. Her manager reminded Viola that what she was doing was against company policy and showed disregard for the well-being of others' work and professional reputation. Viola didn't think she had done anything wrong and resented being called out on her behavior. Her manager explained exactly what she did wrong and how she could act more ethically, but she still refused to change. She quit soon after Module 10.
Speaker 1:Ethics in Business Part 1. Ethics in Business Part 1. Ethics in business requires diligence and hard work. The entire organization needs to be on the same page in order for people to make ethical decisions. It is important to create codes and principles to guide people. The ethical principles and codes that the company uses, however, should directly reflect the needs of the business.
Speaker 1:When building an ethical business, it is important that the roles and responsibilities of each member of the company are clearly outlined. An organizational chart will help determine how an ethics program will run. There will need to be a chain of command overseeing the ethics program. The interrelationships of these roles should be established, along with the ethical standards that must be embraced at every level. Remember that business ethics begin at the top of the organizational chart. The needs of the organization should be determined by surveying both customers and the employees. Most companies have a plan to gauge customer satisfaction. The company culture, however, is a clue to the ethics of the business. Anonymous surveys allow people to describe how the company runs and what it needs to increase ethical behavior on every level of the workplace.
Speaker 1:Needs to address include company values, personal responsibility, employee participation, conflicts, trust. An organization's ethical principles should reflect its needs. For example, a company that ranks low in personal responsibility probably has a bullying problem and needs to create principles that address the issue. There are a few basic business ethics principles that most companies can benefit from instituting Trust Customers and employees react better to a company they trust and they feel trusts them. Clarity Make sure that all documents, codes, principles etc are clear and easy to understand. Community Support community involvement Accurate records Keep all records and accounting up to date and, above suspicion Respect. Treat all people with respect, regardless of their position.
Speaker 1:Kevin was the owner of an elective surgery practice. He knew that maintaining an ethical and responsible reputation was crucial in his field and acted on the belief that ethical behavior started at the top and cascaded down. To ensure a high level of organizational integrity, he created a company code of ethics and appointed an office ombudsman to ensure it was being followed. His ombudsman would address office issues and reinforced company values, personal responsibility and employee participation in discussions. Because of his work in creating an ethical and friendly environment, his employees felt fulfilled and happy in their positions and customers felt that his practice was trustworthy, with many repeat customers.
Speaker 1:Module 11. Ethics in Business Part 2. A successful ethics program needs safeguards and a clear code of ethics. In order to get the most from a program, it is necessary to evaluate and make adjustments from time to time. Becoming an ethical business is a process that takes time, but it is possible to succeed if all those involved uphold the program and continue working toward a common goal. Ethical safeguards need to be in place to ensure ethical behavior. Safeguards take away the excuse that employees do not know better. Safeguards do more than protect the company. They help bring in work. In fact, many government agencies demand that those they contract with have ethical safeguards in place. Examples of ethical safeguards include code of conduct, employee training, ethics audits.
Speaker 1:A code of ethics is the foundation of an ethics program. The code of ethics needs to address certain issues, including laws and regulations. All legal requirements need to be considered Company needs. Consider the needs of the organization when creating a code. Ethical values Use the ethics and values of the company. Include two examples for each value Wording. Make sure that everyone knows that they have to abide by the code of ethics. Update the code each year and make sure that everyone has a copy of these guidelines.
Speaker 1:An internal ethics audit utilizes several different sources An auditor or a committee, if there is no auditor, usually goes over the information to determine if any adjustments need to be made. Sources include surveys, interviews, documents, focus groups, direct observation. The audit is used to evaluate the design, execution and effectiveness of the organization's ethical objectives, programs and activities. There needs to be complete buy-in for an ethics program to be successful. It is not implemented to simply keep employees from stealing office supplies. Managers must uphold the ethics program by adhering to it themselves and holding all of their employees to the same standards. Managers are also responsible for ensuring that employees have all of the necessary resources to be successful and that they are fully trained in any new policies or procedures.
Speaker 1:Kevin, hoping to maintain or even increase integrity in his practice, started doing internal ethics audits. He sent a survey to all of his employees to complete, which would cover how they felt about the practice's behavior, reputation and their personal feelings on their place at the company. He also conducted interviews with managers, asking for their suggestions on how to make sure the company reputation remained spotless and employee satisfaction high. With their suggestions, he opted to update their code of ethics every year to keep up with the changing needs of his employees and customers. On top of that, he started having monthly open ethics meetings and established a board of ethics that employees could participate in Module 12.
Speaker 1:Wrapping up Although this workshop is coming to a close, we hope that your journey to improve your business ethics is just beginning. We wish you the best of luck on the rest of your travels. Words from the wise here are a few thoughts that we would like to leave you with to accompany you on your journey. Juanita Kidstout A person educated in mind and not morals is a menace to society. Zig Ziglar, the most important persuasion tool you have in your entire arsenal is integrity. James McGregor Burns Divorced from ethics, leadership is reduced to management and politics to mere technique.