Employees and employers of different companies or organizations often shape the ethical behavior, and the unethical behavior of their various companies. This is why one aspect may be right to a certain company and yet totally wrong according to a different company. However, it is essential in noting that leaders as well as staff members should work in an environment that appreciates respect and equal opportunity. Reinforcement of ethical conduct in the workplace is the duty of employers and employees. Some individuals however, think that employers should have total responsibility of maintaining ethical deeds in the workplace.
(Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2009). Answer to question #2 – If I were an employee who contributed in preparing organizations financial statements I believe that having a CFO who places a high priority on ethical behavior would help me to meet high ethical standards. Most companies have standards Thinking Ethically 3 and guidelines that they
For a non-profit organization trust is a key element to engage volunteers, donors and other business; without trust chances are that the organization might fail to achieve their mission. Trust is acquire by performing the goals you have set for your mission and not deviating from it, at least not too far from achieving the organizations goals either for non-profit or for profit organization. It is also important to have a plan (Taylor-Hamm) in case there is a catastrophic event that might jeopardize your organization, it will help you foresee adverse situations and you will be better prepared in case your first plan fails. Performance challenges are faced in the same manner on both types of organizations non-profit and for profit organization. However they might be measured in a different way due to the different types of mission they have set for themselves and the different outcome they might expect.
If the executive failed to implements these changes than it negatively affect company performance and the image. Due to advancement in technologies the new market brings ethical dilemmas, higher customer’s expectation and increased demands. In addition to that the communication gap between executive and employees and communication gap between employee and customers are also important. I personally consider privacy issues might be most challenging in futures. Today, many companies gave reward card or special store discount to the customers and customer many or may not be known reason for that.
Moreover, The costs and benefits to an organization when they behave ethically. Lastly, I will choose one component from Svensson & Woods's model from "A Model of Business Ethics" and discuss how it is relevant for Anglo-American. Ethical Business Behavior Ethical business behavior refers to an organization actions and policies that are synergetic with "doing the right thing" (Sethi, 2003). In order for an organization to function ethically they must establish principles and set boundaries for employees and the other companies that they are involved in business with. Society as a whole is responsible to conduct business ethically.
An obstructive company does not make social responsibility an effort, instead making profits the most important aspect of its business. Some people view obstructive businesses as immoral since they may exploit their employees, pollute natural lands or deceive customers. Joseph Smith Student ID 61755 Defensive In most cases, companies that take a defensive stance towards social responsibility are not particularly responsible. These companies may consider themselves neutral, and they make profits a more important motive than performing actions in a socially responsible way. These companies make a point of following the law to ensure that others cannot take legal action against them.
Strategic Performance Measurement: Benefits, Limitations and Paradoxes Pietro Micheli and Jean-Francois Manzoni Extended abstract Strategic Performance Measurement (SPM) can be both functional and dysfunctional for organisations. SPM can help organisations define and achieve their strategic objectives, align behaviours and attitudes and, ultimately, have a positive impact on organisational performance. However, SPM has also been criticised for several reasons, such as encouraging perverse behaviours, stifling innovation and learning, and having little effect on decision-making processes. If both perspectives are valid, how can organisations make SPM more of an asset and less of a liability? In this article, we argue that the design of an SPM system (SPMS) and the definition of its roles are fundamental factors determining its success and impact on business performance.
One might explain this apparent contradiction by noting that employers value agreeable employees for other reasons: They are more pleasant to be around, and they may help others in ways that aren't reflected in their job performance. While the former point seems fair enoughagreeable people are better liked-it's not clear that agreeable individuals actually help people more. A review of the "organizational citizenship" literature revealed a prettSr "neak correlation between an employee's agreeableness and how much he or