Ethics Reflection Paper Name Strategic Planning & Implementation/581 Date Instructor’s Name Ethics Reflection Paper Ethics are the principles, values, and beliefs that provide a basic framework that businesses may choose to follow to set standards for what is right and wrong behavior in the workplace (Pearce & Robinson, 2011). Ethics is the means of deciding a course of action. According to Pearce and Robinson (2011), “ethical standards reflect not a universally accepted code, but rather the end product of a process of defining and clarifying the nature and content of human interaction.” Corporate social responsibility (CSR) embraces a company’s ethical policies to encourage employees to reach out to the community, including stakeholders with a positive impact to protect the company’s assets as well as promote a healthy secure work environment. Personal ethical standards help contribute to the decision and behavior of an organization to develop a strategic plan. The purpose of this paper is to explain the role of ethics and social responsibility in developing a strategic plan while considering stakeholder needs and explain how my ethical perspective has evolved throughout the masters program at University of Phoenix.
Giving due consideration to social structures within the workplace, and acknowledging that comfort and design of the workplace directly reflect corporate business vision, will naturally lead to greater workplace efficiency. In order to meet health and safety requirements both the physical and psychological interactions between workers and management and between workers and their work environment must be taken into consideration. Legislation Under health and safety legislation, employers are referred to
There are many General Legislation and Codes of Practices within my business sector and some examples are * Equality Act 2010 Accessed from https://www.gov.uk/equality-act-2010-guidance on 29/09/2014 Protects people legally from discrimination, harassment and victimisation in the workplace. * Health and Safety at Work Act 1974. Accessed from http://www.hse.gov.uk/legislation/hswa.htm om 29/09/2014 This act guides me to protecting people against risk connected to their job roles within my company. Health and Safety is important for activities at work, controlling us and
Recording, Analysing and using HR information Unit 3RAI (HR) Activity 1 Two Reasons Why Organisations Need To Collect HR Data 1) Organisations need to collect Human Resources (HR) data to comply with legislative and regulatory requirements such as equal opportunities monitoring, equal pay audits, recruitment planning, assessing skills balance, minimum wage, working time directive and health and safety. 2) Organisations also keep information records on training and performance for employees, this enables the management team to assess each individual employee for productivity and possibly identify training needs. By doing this the management team can assess the productivity within the business. Two Types of Data Collected and How Each Supports HR Practices 1) Statutory Records – Such as tax, national insurance contributions, sickness and SSP, hours worked, accident book and the right to work in the UK. These types of records ensure that the HR department is compliant to all of the regulatory requirements.
These laws will serve as a guideline and make sure that practices are in conformity. Business law is rules that also secure the organization creations or the integrity of its originality. Human Resource Management (HRM) HRM is the managing of the company’s workforce or its employees. The main responsibility of this area is to make sure that the selection and hiring of employees will best fit the company’s requirements. Part of the tasks also includes providing training, evaluating, compensating, and ensure that
Unit 2: Promote Professional Development Unit Code: SHC 52 Assessment Criteria: 1.1: The meaning of professional practice is to be able to work and act in a manner that follows company policies and procedures. A quality employee is able to accept and utilize the knowledge gained during their time of employment and put this into practice. Working within the health & social care setting means that policies and work acts can change time and again which should reflect organisations and how they should compile their company procedures. An employee should be following company procedures and ensure that they are aware of any changes to policies. Should an employee not gain knowledge of any new information on practices, they are liable for any future errors, which could lead to a potential safeguarding issue bought upon them.
| Employer’s Duty of Care | And Issues of Compensation | | Tohcia J. Taylor | 2/19/2012 | LEG500 Law, Ethics and Corporate Governance Professor Lisa Armonda, J.D. | “Employer’s Duty of Care and Issues of Compensation” presents a number of workplace issues for consideration, including scope of employment, workplace safety, workplace injuries, workers’ compensation rights, employee compensation, and employee misconduct. Addressing the specific questions regarding the video segment, scope of employment must be evaluated and defined, so that Jake’s actions can be determined as in or out of “his scope of employment.” Understanding management’s role in creating and maintaining a safe workplace environment is necessary to determine if Herman is responsible for Jake’s injuries. Whether or not Jake should be paid overtime is examined after first considering if Jake is a salaried employee. There was obvious tension as Jake made thinly veiled references to fatigue that he attributes to working long hours daily because of a service promotion being offered by the dealership, and the injury to his thumb which he attributes to the occupational fatigue.
Outline how you, as an organisational leader, would gather information about continuous improvement needs and would contribute to and implement continuous improvement initiatives. Draft a memo to employees providing information about changes to plans and operations, the outcomes of continuous improvement efforts. Lastly, also consider customer service and feedback from customers that might contribute to identification of improvement opportunities. Include reference to the impact of change on individuals and groups within an organisation, risk assessment, risk management and techniques for successfully managing the different types of change. What actions would you take to ensure that employees in the organisation understood the need for improvement and were able to cope with the accompanying changes?
WHS Management Systems To ensure compliance with WHS legislation a planned, systematic and coordinated approach to WHS Management is required. Whilst systems developed need to reflect the environment a service provider is working within there are some generally accepted principles which should apply to any workplace. Assistance with managing your WHS management system is available from an online system known as NDSonlineWHS available on a yearly licence fee basis. • comply with safe work practices, with the intent of avoiding injury to themselves and others and damage to plant and equipment • take reasonable care of the health and safety of themselves and others • wear personal protective equipment and clothing where necessary • comply with any direction given by management for health and safety • not misuse or interfere with anything provided for health and safety • report all accidents and incidents on the job immediately, no matter how trivial • report all known or observed hazards to their supervisor or manager. Disability Services Providers must operate under the Work Health and Safety Legislation in individual states and territories as well as a range of Disability related legislation.
Abstract A successful organization has an inherent responsibility to elevate employee performance to achieve desired results. Motivational principles, ethics programs, and conflict management policies exist within organizations to draw upon to realize these goals and objectives. In this paper, the authors will demonstrate how Wal-Mart applies motivational principles to the areas of growth, achievement, and equity/satisfaction. Wal-Mart’s ethics program will be discussed, specifically the code of ethics, training, monitoring and enforcement of the program. In addition, this paper will address how Wal-Mart handles indirect and direct conflict.