Respond to this post in 100 words
Respond to this post in 100 words
As there are several initiatives that can be used for an organization, two key ones for my organization are a code of conduct and ethics training workshops. Organizations frequently create a code of conduct outlining anticipated ethical behavior. This allows employees to have a resource to learn about the organization's principles and standards. A code of conduct establishes explicit norms and expectations for employees, resulting in an organization-wide knowledge of ethical behavior (Ferrell et al., 2016). The code of conduct may not be enough for comprehensive ethics training because it does not address unique ethical quandaries that employees face in their roles. Organizations may hold ethics-focused workshops or training sessions. These courses can cover a variety of issues, including ethical decision-making, conflicts of interest, and dealing with sensitive material. Workshops provide participatory learning and discussion, allowing employees to comprehend and apply ethical ideas in real-world circumstances. They can also promote open communication and the sharing of experiences (Ferrell et al., 2016). Workshops are not always obligatory, and employees may not retain all the material offered. Furthermore, workshops can be time-consuming to prepare and run.
Part 2: Of the eight goals listed in table 8.5, discuss some that are being achieved by your organization’s ethics training program and some that are being missed.
With the goals that are listed, there are two that stand out as being achieved in my organization. Providing experience in dealing with hypothetical or disguised ethical issues within the industry through mini-cases, online challenges, DVDs, or other experiential learning opportunities (Ferrell et al., 2016). Also providing ongoing feedback to employees about how they are handling ethical issues. Two that could use more emphasis in the organization are letting employees know that misbehavior will never be tolerated in the organization, that their behavior in this area will be taken into account in employee evaluations, and that they are each personally responsible for their actions. As a result of ethical concerns and deviant/bullying behaviors in the sales industry, there is growing recognition that firms must create a work environment that encourages salespeople to think and act responsibly. Investing in various corporate ethics initiatives, such as codes of conduct, ethics communication/training, risk management, ethical officers, reporting approaches, and reinforcing procedures, is common (Valentine et al., 2015). Organizations must reward employees who uphold moral ideals, even if this has a detrimental impact on official performance evaluations. Integrating ethics into performance evaluation presents unique methodological and implementation issues (Stoner, C. R., 1989).
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