Ethics expert Christopher Bauer shares practical tips for developing an effective ethics training program for your organization.
Watch the entire webinar session here: http://i-sight.com/webinar-5-keys-to-an-effective-ethics-training-program/
slides on understanding workplace ethics, what it affects, benefits of workplace ethics, slides on ethic codes, codes of conduct, values, ethic programs, required resources, two ethical styles, 3 steps to resolve ethical dilemmas and how to address ethical dilemmas, guidelines and slides on implementing ethic programs, detecting 6 key roles and responsibilities, guidelines for moral decision making, 10 common ethic code provisions, 15 slides on creating an effective code of conduct, and more.
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
slides on understanding workplace ethics, what it affects, benefits of workplace ethics, slides on ethic codes, codes of conduct, values, ethic programs, required resources, two ethical styles, 3 steps to resolve ethical dilemmas and how to address ethical dilemmas, guidelines and slides on implementing ethic programs, detecting 6 key roles and responsibilities, guidelines for moral decision making, 10 common ethic code provisions, 15 slides on creating an effective code of conduct, and more.
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
Code of Conduct - Code of Practice & StandardsAdeel Rasheed
In which we explain introduction, importance, sections, steps of creation, responsibilities, violations and some other important contents about codes of conduct.
Learn the value of ethics in the workplace, how to deal with conflict of interest, how to instill an ethos of ethics on your board, on your council, in your community, in your organization.
An in-depth look at ethical issues facing accountants and business professionals today. Presented by Heidi Tribunella, MS, CPA and Dr. Thomas Tribunella, CPA.
Building an ethical workplace culture requires equal skills in policy-making and relationship-building, and equal emphasis on procedures and values. Structural concerns like codes, training and clear criteria matter, but so do storytelling, mentoring and presiding over an organization’s routines and ceremonies. In an ideal workplace, structures and relationships will work together around core values that transcend self-interest. Core values will inspire value-creating efforts as employees feel inspired to do what is right, even when the right thing is hard to do. The ethics of our workplace cultures matter because the work itself matters and requires the cooperation that only positive, virtuous ethics can sustain. Compliance keeps us out of trouble, but virtuous ethics will create value for our co-workers and for our organization.
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Code of Conduct - Code of Practice & StandardsAdeel Rasheed
In which we explain introduction, importance, sections, steps of creation, responsibilities, violations and some other important contents about codes of conduct.
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An in-depth look at ethical issues facing accountants and business professionals today. Presented by Heidi Tribunella, MS, CPA and Dr. Thomas Tribunella, CPA.
Building an ethical workplace culture requires equal skills in policy-making and relationship-building, and equal emphasis on procedures and values. Structural concerns like codes, training and clear criteria matter, but so do storytelling, mentoring and presiding over an organization’s routines and ceremonies. In an ideal workplace, structures and relationships will work together around core values that transcend self-interest. Core values will inspire value-creating efforts as employees feel inspired to do what is right, even when the right thing is hard to do. The ethics of our workplace cultures matter because the work itself matters and requires the cooperation that only positive, virtuous ethics can sustain. Compliance keeps us out of trouble, but virtuous ethics will create value for our co-workers and for our organization.
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"How To Conduct Effective Safety Training" - KeynoteSteve Wise
HOW TO CONDUCT EFFECTIVE SAFETY TRAINING - This presentation offers what characteristics and qualities a Safety Leader needs - in order to conduct Effective Safety Training.
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Tone from the Top, Bottom, and Everywhere in BetweenCase IQ
The importance of ‘tone at the top’ is undeniable when it comes to supporting a culture of ethics, compliance, and accountability. However, regardless of your job title or job description, there is an active and important role you can take in setting the tone of your organization. We all have a sphere of influence, – whether formal, informal, or both – and this program will help you identify how you can use your influence in the service of supporting ethics, compliance, and accountability.
Regardless of your job title or level of experience, you will come away from this program with ideas for what you can do both personally and organizationally to shape the ethical tone of your business.
Professional ethics how to recognize and reduce risk chris bauerCase IQ
Join Chris Bauer, PhD and a licensed psycologist with over 25 years of experience as he discusses Professional Ethics. This slideshow will cover...
How to recognize a minimum of five often overlooked or ignored ‘red flags’ for ethics risks in themselves, their coworkers, and employees.
How to articulate four values essential to creating and maintaining a culture of both personal and organizational ethics.
How to articulate both the strategic and financial value of developing and maintaining effective ethics and values training for their organization,
Presentation for ASAE-American Society for Association Executives, Marketing and Membership Conference by Panelists: Chris Bailey, Matt Baehr and Missy Blankenship
The notes from the annual health club management training day. They are reasonably self explanatory but should you want more help or info, please contact me.
Week 7 Culture andor Climate in the Workplace—Do They Matter.docxhelzerpatrina
Week 7: Culture and/or Climate in the Workplace—Do They Matter?
Using this week’s lesson and resources as a start, locate three research studies that support the premise that better managers are those who pursue an understanding of the culture and/or climate of their organization. Why does it matter to gain insight about the culture and/or climate in the workplace? Use online, peer-reviewed journal research (case study research is preferred) to inform your writing. Summarize the takeaways from the articles that can support greater skill in managing people.
MGMT600 | LESSON 7 (this is this weeks lesson)
BUSINESS MODELS DEALING WITH ORGANIZATIONAL CULTURE RELATING TO CUSTOMER SATISFACTION AND EMPLOYEE RETENTION
INTRODUCTION
Welcome to module week 7. This week we will research and explore the subject of corporate culture. The culture of an organization is similar to the personality of an individual as we explored in module week 6. A healthy corporate culture is one build on trust, fairness, and high ethical standards. An unhealthy corporate culture leads to a multitude of problems. Let’s get started.
Assessing Corporate Culture
Few topics in the field of compliance and ethics have generated more interest, and provoked more questions and concerns, than the topic of corporate culture—and rightly so. Compliance and ethics officers have every reason to be concerned about the new emphasis on culture.
To many, the term itself is like air: It’s there, it’s vitally important, but it’s hard to describe and harder still to do much about. While it is true that corporate culture has long been recognized as having a critical impact on the effectiveness of compliance—the maxim that bad culture trumps compliance is, for example, well known—until recently few were held accountable for developing and maintaining an ethical corporate culture. That is beginning to change.
But do compliance and ethics officers have the clout, resources or allies to do what must be done? What exactly are they supposed to do? What is the objective? What specific actions are required?
In this article, we will examine specific steps that compliance and ethics officers can take to assess and improve their corporate culture. In Part I, we present suggestions for the initial phase of assessment: creating a process to identify your current corporate culture. In Part II, published in a subsequent issue, we provide a step-by-step process for evaluating the impact your culture has on the effectiveness of your compliance and ethics initiatives.
Holding Companies and Individuals Accountable
Paul Fiorelli, in a recent article in the Wake Forest Law Review (Fall 2004) summarized the increasing number of regulations and guidelines that refer to ethics and corporate culture and that are now being used to hold corporations and individuals accountable. The SEC, Congress, regulators, the Sentencing Commission, the New York Stock Exchange, the Department of Justice, rating agencies and others ha ...
Beyond the Bandaid: The Critical Difference Between Ethics and Compliance Tra...BizLibrary
This webinar will provide a fresh new perspective to ethics training that will uplift your company's programs and give you powerful tools to make a meaningful difference. Learn to address the real problems and offer genuine solutions to ethics problems rather than a band-aid approach as you raise morale, strengthen your company core values, and build strong company ethical foundation.
www.bizlibrary.com
Marketing Yourself for Your Next Career Opportunity ClearedJobs.Net
Finding your next job will involved determine your brand and how to communicate this to future employers.
But there are some key steps to remembers such as what is your brand? what has your brand done over your career? How has it been communicated to past and current employers?
All of these will have an impact on your job search.
Hybrid Workplace Harassment: Are You Protecting Your Company from Hidden Thre...Case IQ
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Reduced face-to-face communication makes it harder for teams to bond, while making it easier for harassers to get away with bad behavior. To reduce harassment incidents in your hybrid workplace, you need to foster a culture of openness, willingness to learn, and compassion.
Join workplace investigation and executive management expert Kenneth McCarthy as he outlines how to address and prevent hybrid workplace harassment incidents.
The role of Psychological Safety & Mission Critical Behaviours for organizati...Kye Andersson
A presentation held together with AI Sweden. Focusing on the importance of psychological safety, clear goals and mission critical behaviours to build functioning organizations where individuals can come to their full potential.
The Corporate Ethics CommitteeIn some organizations, ethics is m.docxmehek4
The Corporate Ethics Committee
In some organizations, ethics is managed by a corporate committee staffed by seniorlevel
managers from a variety of functional areas. This committee is set up to provide
ethical oversight and policy guidance for CEO and management decisions.12 It also
represents an affirmation that top management really cares about ethics.
At Lockheed Martin, the Ethics and Business Conduct Steering Committee
meets once every quarter and has done so since 1995. The committee provides the
organization with strategic direction and oversight on matters of ethics and business
conduct. Each business area and business unit has also established a steering committee
to oversee its ethics and business conduct operations. Members of the corporate
committee include the general counsel (committee chairman), executives of large
operating entities, and vice presidents from functional areas such as human resources,
finance, audit, and communications. The two-way communication between the ethics
office and these senior executives is essential. It gives the ethics office information
about what concerns senior-level management, and it gives the firm’s leadership
information about the types of issues that are coming into the ethics office from
employees. The group’s role is viewed as strategic. The steering committees at all
levels of the corporation review the ethics awareness training and business conduct
compliance training programs, metrics on investigations and requests for guidance,
trends, employee survey results, and matters referred by the business areas and business
units.
COMMUNICATING ETHICS
Within the ethics infrastructure, good communication—downward, upward, and two way—
is essential if an organization is to have a strong, aligned ethics culture. The
organization must evaluate the current state of ethics communication and initiatives.
It must communicate its values, standards, and policies in a variety of formal and
informal ways that meet its employees’ needs. These communication efforts should
be synergistic, clear, consistent, and credible. They also need to be executed in a
variety of media, because people learn things in different ways. In general, the old
advice to speechwriters still holds. ‘‘Tell ’em what you’re going to tell ’em, then tell
’em, then tell ’em what you told ’em.’’ In addition to receiving downward communication
from management, employees must also have opportunities to communicate
their ethical concerns upward. Finally, an open communication environment must be
created that says it’s okay to ask questions, and it’s okay to talk about ethics. In the
following section, we begin with some corporate communications basics—principles
that should guide all ethics communication initiatives.
CHAPTER 6 MANAGING ETHICS AND LEGAL COMPLIANCE 215
A number of the ethics officers we interviewed were sensitive to the negativity
sometimes attached to the word ethics. Employees can get defensive when they hear
this word. They ...
Top 10 system support interview questions with answersthompsonhollie02
In this file, you can ref interview materials for system support such as, system support situational interview, system support behavioral interview, system support phone interview, system support interview thank you letter, system support interview tips …
· Self-Assessment· InterpretationValues and Moral Survey of StLesleyWhitesidefv
· Self-Assessment
· Interpretation
Values and Moral Survey of Students
SCORING AND INTERPRETATION: If trying to rank in order these fifteen values and morals was difficult and you felt that it was somewhat arbitrary; it was. Without the proper context, exact meaning of each, and the problem of one concept being like others, everyone gets frustrated with this exercise. To be sure, this exercise does not tell you what your real morals or values are. Rather, it is a crude representation of what they might be. At the end of the simulation, compare what you ranked as important to what your decisions were. The following are vague descriptions of the fifteen values and morals:
ASSISTANCE: The act of helping or assisting someone or the help supplied.
CANDOR: Freedom from prejudice or malice.
CHARACTER: Someone with moral excellence.
CHARITY: Generosity and helpfulness, especially toward the needy or suffering.
COMPASSION: Sympathetic consciousness of others' distress with a desire to alleviate it.
ENVIRONMENT: Concern about the world's resources (land, water, air).
EXACTING IN TRUTH: Rigid or severe in demands or requirements.
FAIRNESS: Free from bias or injustice; evenhandedness.
HONESTY: Sincerity, frankness, freedom from deceit or fraud.
INTEGRITY: Firm adherence to a code of values; incorruptibility.
PERSEVERANCE: To do or achieve something despite difficulties, failure, or opposition.
SACRIFICE: Surrender of something for the sake of something else.
SERIOUSNESS: Thoughtful in appearance or manner; requiring much thought or work relating to a matter of importance.
TOLERANCE: Sympathy or indulgence for beliefs or practices differing from or conflicting with one's own.
TRUTHFULNESS: Corresponding with reality.
ASSISTANCE Results = 2
Think about a recent action you took with regard to an ethical situation. Was your behavior influenced by your values in the order you have reflected them here?
ASSISTANCE Analytics
What Would You Do? Problem 1
SCORING AND INTERPRETATION: There are no right or wrong answers to these questions, but your answers reveal your moral philosophy.
Moral Philosophy Results = 31
Moral Philosophy Analytics
Ethical Decision-Making Framework Model
Assessment
Summary
Alternatives
Analysis
Application
Action
Notes
Ethical Assessment #1
Ethical Assessment #2
Ethical Assessment #3
Week One Summary
Week Two Summary
Week Three Summary
Week Four Summary
Week Five Summary
Week Six Summary
Week Seven Summary
Week Eight Summary
Instructions: Below (on page 2) is a sample of the template data to assist you in your creative thinking for week one! On the weekly ethics portfolio, you are welcome to submit it along with the week one assignment, however it is not required. It is a note taking template. I highly encourage everyone to submit it each week, as this helps to keep you on track, but again, it is not required. You will use the template note-taking document to ...
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Under the Table: Combatting Bribery and Corruption Through Analysis and Preve...Case IQ
Of all the types of organizational fraud, bribery is one of the most difficult to detect. It often occurs in foreign countries and involves officials with a vested interest in keeping it going. Bribery and corruption schemes represented 43 per cent of the fraud cases reported in the ACFE’s 2020 Report to the Nations on Occupational Fraud and Abuse. And with a median loss of $200K and increasing enforcement actions, it’s an expensive problem to address.
Join financial crime compliance advisory and training specialist Michael Schidlow, as he reviews recent bribery-related incidents around the world and maps out a strategy for combatting them.
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Memorandum Of Association Constitution of Company.ppt
5 Keys to Effective Ethics Training
1. 5 Keys to an Effective Ethics
Training Program
Christopher Bauer, PhD, CSP, CFS
www.BauerEthicsSeminars.com
2. Christopher Bauer
Christopher Bauer, PhD, is a licensed psychologist by training with
more than 25 years of experience in helping organizations
develop cultures of ethics, compliance and accountability. Besides
his expertise in organizational culture change, Christopher Bauer's
unique style and contributions to reducing ethical problems in
organizations have led him to be recognized with the Certified
Fraud Specialist designation by the Association of Certified Fraud
Specialists. He is also a professional member of the National
Speakers Association and has earned their Certified Speaking
Professional designation.
3. What I Do For a Living
And why that matters for
this program
5. Forget Kumbaya…
Ethics training is more than a ‘feel-good’ exercise.
Your company is likely losing 5-7% of your bottom
line each year to ethics-related issues.
Ethics training – done right – can recoup as much
as half of those losses and possibly even more.
7. …you actually know what
ethics are and aren’t.
You need to differentiate ethics from:
compliance
policies and procedures
mission and vision
8. Next
You need to get very clear about:
what ethics do mean in your organization.
behavioralize ethics. (What exactly do
employees need to do and not do to bring your
definition of ethics to life?)
14. Oh, and um…
Who actually gets ethics training in your
organization?
Remember, the integrity of your organization
is being judged all day, every day on the
basis of everybody’s behavior from the front
lines up through senior management.
17. If your ethics training isn’t practical,
you’re sunk
Remember “easily applied”.
Provide not just information but easily applied ideas, tools, and
resources.
If it sounds academic, you’ve probably lost them.
If it sounds preachy, you’ve probably lost them.
If it sounds too good to be true, you’ve probably lost them.
If it’s “for the good of the business” and not also clearly for their
good, you’ve probably lost them.
20. The Three “C”s and three “E”s
Don’t Mean…
a dry, academic, un-applied program
a PowerPoint presentation of 200 rules
a lecture on “doing the right thing”
a ten point multiple choice test you can’t fail.
(Or, really, even one you can fail…)
a one time dose of anything
21. Significant risks from missing the
live, interactive piece…
Live, interactive ‘eyes in the room’ allow:
catching a lack of understanding of the ideas or how
best to apply them
informed conversations about barriers - whether real or
perceived - that your employees see to implementing
your training
a whole lot more fun
(PLEASE: No duds at the front of the room!)
22. Free Resources for You!
Here’s an opportunity to request one or both of these
free resources.
Just select yes to add your email to the list to receive:
Weekly Ethics Thought - newsletter
Ethics/Values Self-Audit Tool - document
23. One Last Tool…
Want to assure that you’re driving a culture of
ethics, compliance, and accountability?
A well-written, well-implemented values
statement is the ticket.
24. A Values Statement Done Right:
tells every employee what the best way is to make a decision in
the absence of an existing rule or guideline
helps every employee evaluate their actions – and the actions
of those around them – as to whether or not they align with
your most important, most persistent priorities
gets everyone on the same page as to what’s most important
all day, every day in your organization
25. A Values Statement Done
Wrong…
…is a dangerous thing.
The goal of a values statement is to get everyone
on the same train. You’d better be sure you’re
getting them on the right train…
Need help getting yours done right?
Please be in touch!
27. Thank-you for participating
Christopher Bauer
www.BauerEthicsSeminars.com
www.ChristopherBauer.com
or call (800) 884-8569 or (615) 385-3523
Contact us at i-Sight
Joe Gerard, Vice President Marketing and Sales
j.gerard@i-sight.com