Task name H0023

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University of New South Wales *

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1085

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Management

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Nov 24, 2024

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Assignment 1 – Chapter 3 | Ethical Decision Making

Contents Introduction ................................................................................................................................ 1 1. The Steps Involved in the Recruitment Process: .................................................................... 1 2. Instruction on Moral and Discretionary Behavior: ................................................................ 2 3. Creating an Environment That Is Trustworthy Within the Organizational Culture: .............. 3 4. Establishing Dependable Procedures for Accountability: ...................................................... 4 Conclusion .................................................................................................................................. 4

Introduction It is vital for every business to maintain the highest possible standards of ethics and integrity since doing so not only adds to the establishment of a strong reputation but also builds trust among all of the key stakeholders. This is why it is essential for every company to uphold the highest possible standards of ethics and integrity. This approach to making ethical judgments makes an effort to deal with the issues that are associated to dishonest conduct on the part of employees and to enhance the recruitment process in order to increase the possibility that workers who are honest and ethical will be hired. This all-encompassing approach will involve a range of subjects, such as the process for recruiting new workers, constant ethical training, the creation of a culture that values trust, and the implementation of a system that assures accountability (Leadership for process safety, 2018). Additionally, this strategy will include the development of a culture that values trust in its leaders. 1. The Steps Involved in the Recruitment Process: 1.1 Descriptions of the Work Candidates for a job should be familiar with the ethical standards and behaviors that are expected of employees in the position for which they are applying. Please be specific in stating both the job tasks and the requirements. 1.2 Establishing Criteria for the Selection Process In order to analyze the candidates' ethical traits and moral beliefs, one has to set certain criteria for selection. Background Checks In order to guarantee that the information supplied by candidates about their qualifications, employment histories, and criminal histories is accurate, it is imperative that extensive background checks be performed on applicants. 1.4 Investigate the References Provided by the Candidate You ought to call the candidate's references in order to get information regarding the candidate's ethical conduct at previous places of work, and you should do this as soon as possible (Ochs, 2012).

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1.5 Behavioral Interviews: Make careful to ask behavioral questions while conducting interviews on themes such as ethical decision-making, problem-solving, and accountability. 1.6 Role-Playing Exercises and Other Simulations: Candidates' responses to ethical conundrums and their ability to handle ethical conditions with integrity and honesty may be tested via the use of simulations and role-playing exercises, respectively. This evaluation may be done in order to determine whether or not the candidate is qualified for the position. 2. Instruction on Moral and Discretionary Behavior: 2.1 Develop an All-Inclusive Code of Conduct That Outlines the Expectations of Ethical Conduct for All Employees Develop an all-encompassing code of conduct that outlines the standards of ethical behavior that are expected of all employees. 2.2 Required Education in Ethical Conduct Make it a requirement that all employees, including newly recruited staff, complete mandatory ethics training and that attendance be recorded. This training has to cover a variety of topics, including how to make ethical decisions, how to handle conflicts of interest, and how to report unethical behavior (Wallace, 2019). 2.3 Contextual analyses and Situations Taken from Genuine Managers ought to be urged to partake in moral talk and decision-production through the utilization of genuine circumstances and contextual analyses for the purpose of cultivating this commitment. 2.4 Strategy for Revealing Worries Create a "informant strategy" that will empower representatives to report untrustworthy lead unafraid of being rebuffed, and focus on it to guarantee that the strategy is successfully imparted to every single labourer. The staff ought to feel urged to report dishonest conduct thanks to this arrangement.

2.5 Authority Improvement Projects It is urgent to offer chiefs and bosses with initiative preparation, with an emphasis on the job that they play in building a culture of trust and empowering moral way of behaving. This preparing ought to be furnished with an accentuation on the job that directors and managers play. 3. Creating an Environment That Is Trustworthy Within the Organizational Culture: 3.1 Making Direct Lines of Correspondence That Are Consistently Transparent Across the Whole Association Laborers ought to be urged to voice issues, get clarification on some pressing issues, and give criticism to lay out transparent correspondence channels across the firm (Wallace, 2019). 3.2 Straightforwardness: Ensure that all cycles and choices are uncovered to workers, that they have simple admittance to them, and that they know about the defenses for any choices that are made. 3.3 The Strengthening of Representatives The arrangement for representative strengthening in a business ought to remember both the advancement of worker commitment for dynamic cycles and the arrangement of chances for laborers to make commitments to moral tasks. 3.4 Perceiving and Compensating Moral Conduct In the work environment, it is critical to recognize and advance moral way of behaving, as well as to put areas of strength for an on the need of tell the truth and having respectability. 3.5 Moral Administration: You ought to observe the rules in a moral manner and urge that all laborers, including senior administration, be considered responsible for their activities. Thusly, you will set a model for others to follow and move others to do likewise (Ochs, 2012).

4. Establishing Dependable Procedures for Accountability: 4.1 The Moral Direct Code Requirement requests that the implications of penetrating the set of rules be conveyed in an open and straightforward manner, and that disciplinary activities be completed in a uniform way. Moreover, it expects that disciplinary allots be conveyed in a way that is steady with the implicit set of principles. 4.2 Various Techniques for Revealing You want to give a way to workers to report unscrupulous conduct in a manner that is both classified and mysterious, for as by setting up a hotline or an unknown detailing channel. This should be an essential for work with your association. 4.3 Proceeded with Exploration and Perceptions Ensure that each episode that is accounted for is appropriately examined, and that the legitimate subsequent advances are finished, including disciplinary disciplines assuming they are made a decision about fundamental. 4.4 Performing Regular Audits and Keeping a Close Eye on Compliance With the use of the Performers' Code It is essential to carry out audits on a regular basis in order to monitor adherence to the code of conduct and identify any potential violations of ethical standards that may have occurred (Ochs, 2012). 4.5 Analysis of Previous Performance Include ethical conduct as one of the criteria used to evaluate employee performance. This will help to drive home the point that ethical behavior plays a significant role in the overall performance of workers. Conclusion Creating and maintaining an ethical culture inside of a firm demands for an all-encompassing approach that starts with the recruiting process and continues with continual ethical training, the formation of a culture of trust, and the construction of a system of accountability. The

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company will be able to proactively boost the chance of hiring individuals who have unwavering honesty and integrity in everything that they do if it puts into action the approaches described in this plan. This will not only assist to resolve the difficulties that have arisen as a result of unethical activity on the part of workers, but it will also contribute to the development of the company's reputation for ethical behavior. Because the firm sets a priority on ethics in the workplace, it will be able to build a culture of trust and integrity, which will allow it to attract and retain individuals who are honest and ethical and who are devoted to upholding the highest standards of ethics and integrity. Because the company lays an emphasis on ethics in the workplace, it will be able to cultivate a culture of trust and integrity.

References Leadership for process safety culture within the organizational structure. (2018). Essential Practices for Creating, Strengthening, and Sustaining Process Safety Culture , 77–106. https://doi.org/10.1002/9781119515128.ch3 Michael Stern shares steps to the ad-based approach for online survey recruitment using social media. (2022). Using Social Media for Online Survey Recruitment . https://doi.org/10.4135/9781529604504.n4 Ochs, K. (2012). Revisiting the Implementation of the Commonwealth Teacher Recruitment Protocol: Furthering Implementation and Addressing Critical Steps in the Recruitment Process . https://doi.org/10.14217/9781848591318-8-en Wallace, R. J. (2019). Discretionary moral duties. Oxford Studies in Normative Ethics Volume 9 , 50–72. https://doi.org/10.1093/oso/9780198846253.003.0003

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