EthicsGame Dilemmas Ginger Bailey ETH/316 July 23, 2012 Charles J. Fanning EthicsGame Dilemmas The EthicsGame Simulation provided two different scenarios in which the player was to decide how to deal with an ethical dilemma in the workplace. Each simulation had different ethical issues to deal with and provided assistance to the manager (player) on how to come to a resolution for the situation. The Mysterious Blogger The first simulation is The Mysterious Blogger ("Ethicsgame.com", 2012). In the simulation the manager is to decide what course of action should be taken when two employees go outside of the company’s code of conduct. Jamal Moore did something un-ethical; he went outside company policy and used a computer to hack into another employee’s blog site.
This is correct as in they are responsible to get the report but they should not be writing the report. Management should not be over this report in case of fraud or any other thing that could go wrong. They do need to make sure that the employees who are over this are doing their job and getting it turned in on time. It also states that they indicated no material weakness. This is wrong.
3) Identify two changes to personal information which you must report to your employer. 4) Describe the procedure to follow if you wanted to raise a grievance at work. You may describe this in writing or produce a flow chart or diagram. 5)Explain the agreed ways of working with your employer in relation to the following areas: * Data protection * Grievance * Conflict management * Anti-discriminatory practice * Health & safety * Confidentiality * Whistleblowing 6) Explain how your role contributes to the overall delivery of the service provided. 7) Explain how you could influence the quality of the service provided by; a)following best practice within your work role; b) not carrying out the requirements of your role.
WEEK #4 Individual Work Labor Relations and Collective Bargaining MAN4400-12 Instructor Theodore Stacy B. White 11/10/2012 Abstract This paper will discuss, in a planning committee member role with primary responsibilities that involve issues related to potential unionization and labor costs, what advice should be given in terms of company size, location, staffing, wages and benefits, and other employee relations issues that would help GMFC keep the new plant union-free and competitive. Body CASE: Locating the New Recreational Vehicle Plant • What advice would you provide to the company on size, location, staffing, wages and benefits, and other employee relations issues that would help GMFC keep the new plant union-free and competitive? As a member of the planning committee, whose primary area of responsibility involves issues related to potential unionization and labor costs, I would do an environmental scan, as well as some demographical research of some areas. Since union penetration is highest in the Northeast and Midwest and lowest in the South and rural areas, I would recommend the new plant’s location be in a rural area or located somewhere in the South, because: (1) employees in areas where unions have relatively little membership may be less willing to join unions, and (2) plants that are located in areas without unions don’t provide information to employees that would enable them to compare economic benefits provided by union and nonunion organizations, therefore, employees may not be motivated to organize for economic reasons.
Riordan Manufacturing Networking and Telecommunications Team B University of Phoenix NETWORK AND TELECOMMUNICATIONS CONCEPTS NTC 360 Cristobal Candelario Jr. January 10, 2011 Abstract Riordan manufacturing is current reviewing different software engineering corporations to review their current phone and network systems and design and implement the best solution for Riordan Manufacturing. The CEO of Riordan realizes that the current technology in use is dated need of an update which is the reason for seeking the consult of the multiple engineering firms. The results of this study will yield the current networking system used at Riordan Manufacturing and the most current and cost-effective system that must be implemented to bring Riordan
We all have an obligation to observe this Code of Ethics, not only to ensure that operations are conducted according to the law, but also to ensure the application of the highest standards and principles of corporate social responsibility. We also invite you to ask or report bad behaviors you have observed. It is Star Management & Consulting, Inc. policy not to retaliate against any person who reports in good faith. I am sure that with your support, enthusiasm, and commitment we are going to continue building the future as Star Management & Consulting, Inc. moves forward. Section II: Procedures & Standards: A.
When addressing the requirements regarding Riordan Manufacturing inventory issues, he or she must research, and analyze the current inventory system. The current system is built on document work and hand to hand transactions, such as the inventory supervisor and manufacturing supervisors fill out forms for invoices. The company insists that inventory clerks fill out a form to release parts to the manufacturing section, and the manufacturing supervisor must list the sub-assemblies and finished products completed and submit back to the inventory manager. This is why a bar code system with scanners would improve the company’s input and output as far as inventory goes. Companies such as Zebra Technologies and IntelliTrack, Inc. provides for a seamless integration between ERP and inventory control, by incorporating information from the enterprise systems into a bar code and radio frequency identification (RFID) systems ("About Zebra Technologies", 2012).
Case Study Analysis Paper COM/215 January 24, 2013 Study Analysis Paper Introduction Johnson and Smith creative consulting firm has been hired by ABC, Inc. to assess current issues involving training and hiring practices. Upon completion of this analysis, all training deficiencies will be identified and corrective actions will be provided. This firm will recommend new and improved hiring processes for the company. The analysis began by collecting information from ABC, Inc. on its current hiring and training process. It concluded that the company lacked the proper screening to eliminate unqualified personnel.
Right for key people to be protected so that work is done effectively. (Incorrect) No one has a right to be protected in the workplace. In the name of transparency, people have tasks to accomplish. Each person is responsible for managing his or her own time to assure that the work is done effectively. Right to have the criteria for credibility met by authors of
GRIEVANCE If we feel the need for a grievance to take place we must follow the Disciplinary and Grievance procedures. Any Grievance must be kept confidential and dealt with in a professional way. If the Grievance is for yourself your employer must follow ACAS code of practice on Disciplinary and Grievance procedures. CONFLICT MANAGEMENT Conflict is always likely to happen in the work place. We are expected to act honestly and to not put yourself in any position which could cause conflict at work.