FIN301 week 3 assignment

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University Of Arizona *

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301

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Finance

Date

Feb 20, 2024

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docx

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Uploaded by MasterMoonRam38

Case Study: What’s Wrong with this Picture? Jasmine Gallagher University of Arizona Global Campus FIN 301: Ethics For the Finance Professional Instructor: Susan Gould January 29, 2024

Introduction Green Company has asked me to consult on designing an effective ethics communication and training program that will nurture ethical culture in the organization. The goal is to provide the employees of Green Company with a comprehensive understanding of the organization's expectations, values, and ethical behaviors. There have been some challenges and considerations that are needing careful analysis and strategic planning. The Green Company has given me about a month to write a code of conduct for the company and a mission statement and prepare presentations for senior managers to give to employees. This paper will identify the problems presented by this case, explain why the corporate counsel has responded in this manner, define the ethical obligation of a consultant, and explain how to proceed in this case. Identify the problems presented by this case based on what you know about developing ethical cultures and programs. Not being able to speak to any of the employees or the top senior managers is the biggest problem that I face. Not being able to speak to the employees poses a challenge in not being able to gather information on the types of ethical issues that are occurring, or be able to observe the culture of the company. The executive leaders are a big part of the company “how they behave can affect the entire organization's culture” (Trevino & Nelson, 2023). Being instructed to write a code of conduct and mission statement without sufficient input could “result in a document that does not accurately reflect the company’s values” (Kaptein, 2011). In order to address this issue, it may be necessary to “gather information from other sources, involve high-level managers in the development process, and delay presentations until sufficient input has been gathered” (Weaver, et al., 1999).

Explain why you think corporate counsel responded in this way and what your response will be, if any. There are various reasons as to why corporate counsel responded the way they did. The first reason is maybe they are hiding something and do not want to find out. This essentially defeats the purpose of having me consulting for the company. Another reason is there is a possibility that the senior managers themselves just did not want to communicate and instructed the employees not to be talked to either as they did not actually want my assistance. In this instance, I would respond that it is crucial that I have the ability to communicate with any employee or person of management as it is an important part of the process to develop an effective ethics communication and training program. Discuss how you will ensure that the ethics communication and training program accommodates the diverse perspectives and experiences of employees from different backgrounds, including considerations for diversity, equity, and inclusion (DEI)? Organizations have each designed an ethics communication and training program. Diversity, equity and inclusion training programs teach employees at all levels to uncover, identify and correct for biases or prejudices that have kept people from underrepresented groups from being hired or promoted in the workplace. Getting these programs to be successful can often be difficult and take hard work. Implementing things like “developing norms of cooperation and collectivistic norms, where people are focused on the good of the group instead of their own individual needs, hiring transformational leaders who inspire people to achieve their best, engaging in effortful cognition as a team: being thoughtful and open to new experiences,

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engaging in perspective taking, and trying to see things from other people’s point of view” (Leslie, 2020) is the hard work that it will take to ensure the program will be successful. Discuss how you will incorporate DEI into the code of conduct and mission statement being developed for Green Company to foster an inclusive work environment and promote ethical behavior across diverse employee populations. Incorporating diversity, equity, and inclusion into the code of conduct and mission statement is important when wanting to promote ethical behavior. When writing the code of conduct it is important to use clear, concise language so employees can understand and it not be full of technical or legal terminology. The code of conduct for Green Company will have a variety of topics that will provide employees with standards of what the organization expects. I will discuss topics such as using respectful language, being supportive, fostering a welcoming and inclusive environment, and celebrate diversity. Each employee will be expected to read and follow these standards. Define your ethical obligations as a consultant, if any. As a consultant there are a variety of obligations we are to uphold. Consultants are expected to safeguard confidential information and intellectual property and not seek personal advantage from it. Upholding the client’s policies and practices and seeking to enhance them in the interests of good management practice is an important obligation consultants are to follow. Consultants are also to identify, support, and communicate relevant policies, practices and

information. Having a strong record of ethical conduct makes it easier to earn client confidence and win more work. Explain how you will proceed. There are two ways that this could play out. The first option is that communication to the employees and senior management is opened and I can gather the information necessary to develop an effective ethics communication and training program. The other is that the company continues to prohibit me from communicating with the employees and senior management which will continue keeping me from efficiently doing what I was brought on today and I will have to part ways. Obviously, the first option would be the best option, however things do not always work out in our favor. Conclusion In this paper I have identified the problems presented by this case, explained why the corporate counsel has responded in this manner, defined the ethical obligation of a consultant, and explained how to proceed in this case. The main problem was that I was not permitted to communicate with employees or senior management. The reason that corporate counsel responded this way is most likely they did not want me to uncover ethical issues that are occurring within the organization. As a consultant I have an ethical obligation to provide guidance on issues such as conflicts of interests, questionable accounting practices, data privacy and social responsibility. I would proceed to do my job as it is important to have an effective ethics communication and training program that will nurture ethical culture in the organization.

While I could create an effective ethics communication and training program that will nurture ethical culture in the organization, ethical issues will still arise that the organization will have to address in the most efficient way possible.

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Reference Kaptein, M. (2011). From Inaction to External Whistleblowing: The Influence of the Ethical Culture of Organizations on Employee Responses to Observed Wrongdoing . Journal of Business Ethics, 98(3), pp 513-530. https://www.researchgate.net/publication/ 228221505_From_Inaction_to_External_Whistleblowing_The_Influence_of_the_Ethical _Culture_of_Organizations_on_Employee_Responses_to_Observed_Wrongdoing Leslie, L. (2020, January 21). What Makes a Workplace Diversity Program Successful . Greater Good Magazine. https://greatergood.berkeley.edu/article/item/ what_makes_a_workplace_diversity_program_successful Treviño, L. K., & Nelson, K. A. (2021). Managing business ethics: Straight talk about how to do it right (8th ed.). Wiley. Weaver, G. R., Trevino, L.K., Cochran, P.L. (1999). Corporate Ethics Programs as Control Systems: Influences of Executive Commitment and Environmental Factors. Academy of Management Journal, 42(1), pp41-47. https://scholarworks.iupui.edu/server/api/core/bitstreams/5a1f4c0a-b43d-4f1f-b634- 173626867da1/content