The document discusses several topics related to managing people professionally and ethically, including:
1. It discusses how professions have become more focused on treating people as essential assets rather than resources. Effective management involves developing human capital and talent while prioritizing employee experience.
2. Professionalism, ethics, and inclusion are important aspects of people management. Transparency, integrity, and accountability are some key professional and business ethics. Diversity promotes productivity, recruitment, and marketing advantages.
3. The document proposes a policy and plan to improve transparency among employees. It involves collecting concerns, developing measures like awards and anonymous reporting, implementing the plan gradually, and measuring results through audits.
1. The document discusses South Africa's Employment Equity Act and its aims of promoting equal opportunity and eliminating unfair discrimination in the workplace.
2. It requires designated employers to implement affirmative action measures to achieve equitable representation of designated groups (black people, women, people with disabilities) in all occupational categories. This includes identifying and removing barriers, training, and preferential treatment but not quotas.
3. Employers must consult with employees, conduct an analysis, prepare an employment equity plan, and report on progress to the Director-General. Medical and psychological testing of employees is also regulated.
Uniform care is guided by all laws & regulations. It is further ensured that the care and treatment orders are legibly signed, named, timed and dated by the concerned doctors and nurses, the main idea being that the authors of these orders are identifiable by all and the chronology of care process is maintained.
This document discusses risk management practices in the banking industry. It notes that the pandemic has impacted risk management controls and increased costs. It recommends that banks redesign processes to streamline and automate underwriting, monitoring, and reporting. Short term updates include implementing a plan with check-ins and milestones to track cost reductions. Long term changes involve reorganizing the risk management function and comparing processes and costs to other institutions. The document advocates updating practices to improve efficiency and effectiveness.
Read attachedpages about 3-M and their approach to innovationRes.docxmakdul
Read attachedpages about 3-M and their approach to innovation
Research one of 3M’s innovations.
Write a full two page paper in which you respond to the following questions:
1. How did the creative thinking process work in the development of this product? Describe what took place in each of the four steps.
2. Analyze what type of innovation this was—invention, extension, duplication, or synthesis. What characteristics of the innovation have led you to this conclusion?
3. Explain which of the sources of innovative ideas discussed in this week’s reading help account for this product’s success and why?
Include a minimum of two sources
The Entrepreneurial Mind-Set in Organizations: Corporate Entrepreneurship
Thus, 3M’s philosophy was born. Innovation is a numbers game: The more ideas, the better the chances for a successful innovation. In other words, to master innovation, companies must have a tolerance for failure. This philosophy has paid off for 3M. Antistatic videotape, trans- lucent dental braces, synthetic ligaments for knee surgery, heavy-duty reflective sheeting for construction signs, and, of course, Post-it notes are just some of the great innovations devel- oped by the organization. Overall, the company has a catalog of 60,000 products.40
Today, 3M follows a set of innovative rules that encourages employees to foster ideas. The key rules include the following:
•
Don’t kill a project. If an idea can’t find a home in one of 3M’s divisions, a staffer can devote 15 percent of his or her time to prove it is workable. For those who need seed money, as many as 90 Genesis grants of $50,000 are awarded each year.
• Tolerate failure. Encouraging plenty of experimentation and risk taking allows more chances for a new product hit. The goal: Divisions must derive 25 percent of sales from products introduced in the past five years. The target may be boosted to 30 percent in some cases.
• Keep divisions small. Division managers must know each staffer’s first name. When a division gets too big, perhaps reaching $250 million to $300 million in sales, it is split up.
• Motivate the champions. When a 3M employee has a product idea, he or she recruits an action team to develop it. Salaries and promotions are tied into the product’s progress. The champion has a chance to someday run his or her own product group or division.
• Stay close to the customer. Researchers, marketers, and managers visit with customers and routinely invite them to help brainstorm product ideas.
•
Share the wealth. Technology, wherever it is developed, belongs to everyone.41 3-4c structuring the Work environment
Structuring the Work environment
When establishing the drive to innovate in today’s corporations, one of the most critical steps is to invest heavily in an innovative environment. A top-level manager’s job is to create a work environment that is highly conducive to innovation and entrepreneurial behaviors. Within such an environment, each employee has the opport ...
CREATIVITY & INNOVATION IN MANUFACTURINGT HARI KUMAR
This document discusses creativity and innovation in manufacturing human resource practices. It includes a term paper presentation submitted by 5 students on the topic. The introduction discusses how manufacturers must focus on innovation, sustainability, workforce development and other strategies. It notes that all manufacturing employees now need soft skills. The document then discusses how greater productivity, better trained employees, reduced turnover, an expanded job applicant pool and cost offsets can result from innovative HR practices. It provides examples of innovative practices from Birla, 3M and Wipro companies. Finally, it discusses low or no cost and minor cost employee recognition policies that HR can implement in companies.
This document summarizes 10 key human capital trends from 2017 to 2020 according to annual surveys. The trends include the changing nature of careers, learning, talent acquisition, employee experience, performance management, leadership, digital HR, people analytics, diversity and inclusion, and the future of work involving new technologies. Organizations are shifting from hierarchies to empowered networks and teams and redesigning jobs to leverage both human and technological capabilities. Learning is becoming more continuous, personalized and integrated with work. Well-being, the hyper-connected workplace, data privacy, and social impact are also emerging as important issues.
BMGT 496 Wk 3 S. WHITE initial postEmployee Bill of Rights.JeniceStuckeyoo
BMGT 496 Wk 3 S. WHITE initial post:
Employee Bill of Rights
. Employees shall be treated with fairness, respect, and dignity regardless of age, gender, race, disability, religion, and sexual orientation.
. Employees have the right to clean and safe working conditions.
. Employees have the right to receive equal pay for equal work.
. Employees have the right to paid time off, sick leave, and benefits.
. Employees have the right to social media whistleblowing during non-working hours.
Bona fide occupational qualifications (BFOQ) are employment qualifications related to an essential job duty that employers are allowed to consider while making decisions about hiring and retention of employees.
References
HR.com Limited. (2002, July 21). Legal discrimination in four letters: BFOQ. HR.com - The Human Resources Social Network. https://www.hr.com/en/communities/legal/legal-discrimination-in-four-letters-bfoq_eacylj3d.html
Leonard, K. (2020, July 14). Examples of ethical issues in business. Small Business - Chron.com. https://smallbusiness.chron.com/examples-ethical-issues-business-24464.html
BMGT 496 Wk 1 R. HALL initial post:
The word Ethics, we hear it make us think of a set of standards such as rights, obligations, fairness, responsibilities, and specific virtues like honesty and loyalty. These standards can sometimes be unwritten rules that are necessary for human to live and interact with each other. (Lumen, n.d). Business Ethics follows the same standards but in a slightly different way. Business Ethics is defined to be a set of morals, ethical believes that direct the values, the behaviors, and the decisions of a business as a whole which includes the leadership and the employees. A company’s leadership ethics can direct how the company runs on a daily basis; the leadership can lead the employees by example by making decisions that are not only beneficial to the employees but also to the entire company. (Horton, 2020). The Ethical leadership of a company have an effect on the employees, when the leadership is guiding the employees in an ethical behavior, the employees follow their leads by working in an honest and loyal way. And this can increase productivity, morale, and lower turnover rate. (Horton, 2020). The Business ethics play a crucial role in an organization’s culture, the organizational culture refers to the values, visible artefacts, and rituals that shape the behaviors of employees within an organization. Therefore, it may be considered as the glue that holds together members of an organization. If a company wants to develop a top-notch ethics and compliance programs, it must start with a positive culture of integrity. (Deloitte, n.d). The culture of integrity is characterized by the organizational values, the tone at the top meaning the leadership and senior managers push the employees and the business partners to adopt an ethical behavior; incentives and rewards, accountability, comfort of speaking up and procedural justice ...
Unit V
STAFFING IN SOFTWARE PROJECTS
Managing people – Organizational behavior – Best methods of staff selection – Motivation – The Oldham-Hackman job characteristic model – Ethical and Programmed concerns – Working in teams – Decision making – Team structures – Virtual teams – Communications genres – Communication plans.
1. The document discusses South Africa's Employment Equity Act and its aims of promoting equal opportunity and eliminating unfair discrimination in the workplace.
2. It requires designated employers to implement affirmative action measures to achieve equitable representation of designated groups (black people, women, people with disabilities) in all occupational categories. This includes identifying and removing barriers, training, and preferential treatment but not quotas.
3. Employers must consult with employees, conduct an analysis, prepare an employment equity plan, and report on progress to the Director-General. Medical and psychological testing of employees is also regulated.
Uniform care is guided by all laws & regulations. It is further ensured that the care and treatment orders are legibly signed, named, timed and dated by the concerned doctors and nurses, the main idea being that the authors of these orders are identifiable by all and the chronology of care process is maintained.
This document discusses risk management practices in the banking industry. It notes that the pandemic has impacted risk management controls and increased costs. It recommends that banks redesign processes to streamline and automate underwriting, monitoring, and reporting. Short term updates include implementing a plan with check-ins and milestones to track cost reductions. Long term changes involve reorganizing the risk management function and comparing processes and costs to other institutions. The document advocates updating practices to improve efficiency and effectiveness.
Read attachedpages about 3-M and their approach to innovationRes.docxmakdul
Read attachedpages about 3-M and their approach to innovation
Research one of 3M’s innovations.
Write a full two page paper in which you respond to the following questions:
1. How did the creative thinking process work in the development of this product? Describe what took place in each of the four steps.
2. Analyze what type of innovation this was—invention, extension, duplication, or synthesis. What characteristics of the innovation have led you to this conclusion?
3. Explain which of the sources of innovative ideas discussed in this week’s reading help account for this product’s success and why?
Include a minimum of two sources
The Entrepreneurial Mind-Set in Organizations: Corporate Entrepreneurship
Thus, 3M’s philosophy was born. Innovation is a numbers game: The more ideas, the better the chances for a successful innovation. In other words, to master innovation, companies must have a tolerance for failure. This philosophy has paid off for 3M. Antistatic videotape, trans- lucent dental braces, synthetic ligaments for knee surgery, heavy-duty reflective sheeting for construction signs, and, of course, Post-it notes are just some of the great innovations devel- oped by the organization. Overall, the company has a catalog of 60,000 products.40
Today, 3M follows a set of innovative rules that encourages employees to foster ideas. The key rules include the following:
•
Don’t kill a project. If an idea can’t find a home in one of 3M’s divisions, a staffer can devote 15 percent of his or her time to prove it is workable. For those who need seed money, as many as 90 Genesis grants of $50,000 are awarded each year.
• Tolerate failure. Encouraging plenty of experimentation and risk taking allows more chances for a new product hit. The goal: Divisions must derive 25 percent of sales from products introduced in the past five years. The target may be boosted to 30 percent in some cases.
• Keep divisions small. Division managers must know each staffer’s first name. When a division gets too big, perhaps reaching $250 million to $300 million in sales, it is split up.
• Motivate the champions. When a 3M employee has a product idea, he or she recruits an action team to develop it. Salaries and promotions are tied into the product’s progress. The champion has a chance to someday run his or her own product group or division.
• Stay close to the customer. Researchers, marketers, and managers visit with customers and routinely invite them to help brainstorm product ideas.
•
Share the wealth. Technology, wherever it is developed, belongs to everyone.41 3-4c structuring the Work environment
Structuring the Work environment
When establishing the drive to innovate in today’s corporations, one of the most critical steps is to invest heavily in an innovative environment. A top-level manager’s job is to create a work environment that is highly conducive to innovation and entrepreneurial behaviors. Within such an environment, each employee has the opport ...
CREATIVITY & INNOVATION IN MANUFACTURINGT HARI KUMAR
This document discusses creativity and innovation in manufacturing human resource practices. It includes a term paper presentation submitted by 5 students on the topic. The introduction discusses how manufacturers must focus on innovation, sustainability, workforce development and other strategies. It notes that all manufacturing employees now need soft skills. The document then discusses how greater productivity, better trained employees, reduced turnover, an expanded job applicant pool and cost offsets can result from innovative HR practices. It provides examples of innovative practices from Birla, 3M and Wipro companies. Finally, it discusses low or no cost and minor cost employee recognition policies that HR can implement in companies.
This document summarizes 10 key human capital trends from 2017 to 2020 according to annual surveys. The trends include the changing nature of careers, learning, talent acquisition, employee experience, performance management, leadership, digital HR, people analytics, diversity and inclusion, and the future of work involving new technologies. Organizations are shifting from hierarchies to empowered networks and teams and redesigning jobs to leverage both human and technological capabilities. Learning is becoming more continuous, personalized and integrated with work. Well-being, the hyper-connected workplace, data privacy, and social impact are also emerging as important issues.
BMGT 496 Wk 3 S. WHITE initial postEmployee Bill of Rights.JeniceStuckeyoo
BMGT 496 Wk 3 S. WHITE initial post:
Employee Bill of Rights
. Employees shall be treated with fairness, respect, and dignity regardless of age, gender, race, disability, religion, and sexual orientation.
. Employees have the right to clean and safe working conditions.
. Employees have the right to receive equal pay for equal work.
. Employees have the right to paid time off, sick leave, and benefits.
. Employees have the right to social media whistleblowing during non-working hours.
Bona fide occupational qualifications (BFOQ) are employment qualifications related to an essential job duty that employers are allowed to consider while making decisions about hiring and retention of employees.
References
HR.com Limited. (2002, July 21). Legal discrimination in four letters: BFOQ. HR.com - The Human Resources Social Network. https://www.hr.com/en/communities/legal/legal-discrimination-in-four-letters-bfoq_eacylj3d.html
Leonard, K. (2020, July 14). Examples of ethical issues in business. Small Business - Chron.com. https://smallbusiness.chron.com/examples-ethical-issues-business-24464.html
BMGT 496 Wk 1 R. HALL initial post:
The word Ethics, we hear it make us think of a set of standards such as rights, obligations, fairness, responsibilities, and specific virtues like honesty and loyalty. These standards can sometimes be unwritten rules that are necessary for human to live and interact with each other. (Lumen, n.d). Business Ethics follows the same standards but in a slightly different way. Business Ethics is defined to be a set of morals, ethical believes that direct the values, the behaviors, and the decisions of a business as a whole which includes the leadership and the employees. A company’s leadership ethics can direct how the company runs on a daily basis; the leadership can lead the employees by example by making decisions that are not only beneficial to the employees but also to the entire company. (Horton, 2020). The Ethical leadership of a company have an effect on the employees, when the leadership is guiding the employees in an ethical behavior, the employees follow their leads by working in an honest and loyal way. And this can increase productivity, morale, and lower turnover rate. (Horton, 2020). The Business ethics play a crucial role in an organization’s culture, the organizational culture refers to the values, visible artefacts, and rituals that shape the behaviors of employees within an organization. Therefore, it may be considered as the glue that holds together members of an organization. If a company wants to develop a top-notch ethics and compliance programs, it must start with a positive culture of integrity. (Deloitte, n.d). The culture of integrity is characterized by the organizational values, the tone at the top meaning the leadership and senior managers push the employees and the business partners to adopt an ethical behavior; incentives and rewards, accountability, comfort of speaking up and procedural justice ...
Unit V
STAFFING IN SOFTWARE PROJECTS
Managing people – Organizational behavior – Best methods of staff selection – Motivation – The Oldham-Hackman job characteristic model – Ethical and Programmed concerns – Working in teams – Decision making – Team structures – Virtual teams – Communications genres – Communication plans.
Assignment answer for human resource management moduleKyaw kyaw Myo
The document provides questions from various chapters of a human resource management textbook. It asks the reader to choose one question from each of five chapters and provide answers to those five questions. Sample questions include defining human resource management, what should be included in a code of ethics, online recruitment methods available, typical steps in the selection process, and defining key terms such as mission and competencies. The reader is provided with detailed answers to the selected questions that address the key aspects of each topic.
This document discusses several topics related to business ethics including human rights, philosophical questions about justifying and defining human rights, the Caux Principles of Business which outline ethical ideals of kyosei and human dignity, and views on justice in wages including the agreement, desert, and utility views. It also examines the debate around whether CEOs get paid too much based on a comparison to average worker pay increases.
Most businesses fail due to internal reasons like excessive debt or failure to change, rather than external factors. A common element of failed businesses is that they did not operate as an open organization. An open organization continuously imports information from its environment, uses it to design products/services that provide value to customers, and exports resulting products, services, and waste. Key elements of an open organization include a culture that shares information openly, diverse employees with a variety of experiences, and systems that support innovative behavior and equal access to information. While being open enables learning and adaptation, organizations must also innovate rather than just adapt and avoid becoming too reactive to avoid failure over time.
The document discusses ethical dilemmas in business and how to resolve them. It defines ethical dilemmas as situations where a choice must be made between two undesirable options. It also outlines sources of ethical problems in businesses and models of business conduct. To resolve dilemmas, the document recommends asking whether options are ethical, who they impact, and if they distribute benefits fairly. Resolutions can be deontological, focusing on rights and duties, or teleological, focusing on consequences.
Human Resources And The Human Resource DepartmentAngela Weber
Human resources play a vital role in organizations by managing employees and ensuring legal and regulatory compliance. However, in some small businesses, HR functions are not formally organized due to limited resources. This can negatively impact employees if basic HR needs are not met. Outsourcing HR is recommended for small businesses as it allows the company to focus on core operations while benefiting from professional HR expertise at a lower cost than hiring internal HR staff. Outsourcing also helps reduce risks from non-compliance with employment laws. Overall, properly managing HR is important for business success and for treating employees with dignity.
Management is the act of getting people together to accomplish desired goals and objectives by using available resources efficiently and effectively.
Management is very important for the success of banks and insurance companies.
The principles stated by Henry Fayol and Peter Drucker help in managing the banks more efficiently and effectively.
For the better functioning of banks and insurance companies it is necessary to follow the guidelines given by the leaders of the past.
Whenever there is proper management, there is the success in the companies and banks.
The document discusses the business environment and factors that influence businesses both externally and internally. It defines business environment as the sum of all external and internal factors influencing a business. Some key external factors discussed include political, economic, social, technological, environmental, and legal (PESTEL) factors. Internal factors include a company's operations, ethics, and workforce. The document also outlines strategies for businesses to improve their environmental practices such as implementing energy efficiency measures, evaluating energy sources and supply chains, reducing packaging and pollution, and encouraging sustainable transportation.
Human resource accounting in Audit companies Sundar B N
This document discusses the challenges of applying human resource accounting in audit companies. It identifies seven key challenges: 1) attracting and retaining talent, 2) compensation and benefits, 3) change management, 4) continuous learning and succession planning, 5) performance management and alignment, 6) leadership development, and 7) data security and integrity. For each challenge, it provides a brief description and potential solutions.
This document provides an overview of a session on business ethics management. It discusses why companies implement business ethics management programs, including past corporate scandals and reputation concerns. It also examines the components of business ethics management, including codes of ethics, reporting channels, and ethics training. The document uses examples from Merck and BP to illustrate mission and value statements. It discusses the differences between codes of conduct and codes of ethics and what makes ethics programs effective. Finally, it covers the topics of whistleblowing, organizational culture, and enabling employees to raise concerns.
An ethical dilemma is a situation that requires choosing between two undesirable options. This document discusses sources of ethical dilemmas in business, how they affect stakeholders like shareholders, employees and society, and methods for resolving dilemmas. It provides examples of dilemmas arising from conflicts between personal and organizational values or between business and social values. Approaches to resolving dilemmas include considering the consequences of choices and whether they respect rights and distribute benefits fairly.
This document discusses how human resource management must adapt to dynamic internal and external environmental factors. It outlines various technological, economic, political, social and local factors that influence HRM. It also discusses how organizations can manage workforce diversity and deal with issues like downsizing through effective HRM strategies. Total quality management and concepts like benchmarking and reengineering are important for organizations to effectively manage human resources in a changing environment.
People and Innovation: Getting Ideas on the tableScott Smith
These days, everyone can attest to the importance of being innovative. In a knowledge economy where small insights can quickly shift the competitive landscape and capabilities can rapidly be bought, borrowed or built, we believe that those leaders who oversee a dynamic, fastmoving, innovation portfolio will have the best chance of breaking away from the pack and generating growth. But many organizations are finding it difficult to engage their people – from their employees to their customers to their suppliers – in the innovation process. If this is the case, then where do they start?
Published by the IBM Institute for Business Value, 2006
Top HR Processes Ripe for a Social EnterpriseKangoGift
The document provides an overview of how social tools can be applied to five key HR processes: performance reviews, employee feedback, recognition and awards, training, and knowledge management. It discusses transitioning performance reviews from annual events to ongoing conversations, capturing more timely employee feedback, using social recognition to provide informal and measurable praise, leveraging employees' expertise through social training tools, and centralizing institutional knowledge. Metrics for success include engagement, enablement, and performance. Case studies and parting thoughts on creating a social HR roadmap are also presented.
A practical guide to the key global trends and practices that are transforming HR, talent acquisition and management.
Building on the success of The Employer Brand, a conceptual introduction to what has now become a well-established concept; this is a practical guide to implementation, drawing on a much wider range of cases and examples.
Richard Mosley draws on the significant advances in employer brand practice among leading companies to give managers hands-on advice. He will demonstrate how employer brand thinking can strengthen organisational HR strategy and reinforce HR’s value to the business.
This document discusses innovative HR practices. It begins by explaining how innovative practices build competencies, capabilities, and foster innovation. It then discusses the need for HR practices to change with trends like increased competition and technological change. It also covers topics like employee motivation, individual innovativeness, organizational citizenship behavior, and the role of the HR leader in bringing innovative ideas and practices to help develop employees and lead the organization successfully.
The document discusses the role of HR in organizational transformation. It argues that HR often ends up defending the status quo instead of driving real change. It suggests HR should focus on promoting workplace ethics, corporate social responsibility, developing the talent ecosystem, managing diversity for value, and challenging wrong decisions. The presentation provides examples of how HR can build skills through apprenticeship programs, implement true diversity management, and advocate for fairness and justice. It concludes that for HR to be valued, it needs to help employees find meaning, difference, honesty, value and simple rules in their work.
This document discusses business ethics, defining it as written and unspoken codes that guide moral decision-making in a company. It explains that ethics promote employee commitment, customer loyalty, and legal compliance while reducing costs. Swami Vivekanand believed ethics require not harming others and treating all with equal respect. Upholding integrity, fairness, dependability, and personal values helps ensure ethical management. Some ethical issues companies face relate to technology use, transparency, and working conditions. Overall, business ethics are important for long-term sustainability and growth by managing risks and maintaining credibility and trust.
employment hiring issues in the modern workforceaamaxintern
The modern workforce is characterized by rapid changes and evolving challenges. Navigating these challenges requires a strategic and proactive approach to hiring. Employers must address the skills gap, streamline hiring processes, and eliminate biases to attract diverse and qualified candidates. Embracing remote work, offering competitive compensation, and fostering an inclusive culture are essential for staying competitive in today's job market.
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Prescriptive analytics BA4206 Anna University PPTFreelance
Business analysis - Prescriptive analytics Introduction to Prescriptive analytics
Prescriptive Modeling
Non Linear Optimization
Demonstrating Business Performance Improvement
Assignment answer for human resource management moduleKyaw kyaw Myo
The document provides questions from various chapters of a human resource management textbook. It asks the reader to choose one question from each of five chapters and provide answers to those five questions. Sample questions include defining human resource management, what should be included in a code of ethics, online recruitment methods available, typical steps in the selection process, and defining key terms such as mission and competencies. The reader is provided with detailed answers to the selected questions that address the key aspects of each topic.
This document discusses several topics related to business ethics including human rights, philosophical questions about justifying and defining human rights, the Caux Principles of Business which outline ethical ideals of kyosei and human dignity, and views on justice in wages including the agreement, desert, and utility views. It also examines the debate around whether CEOs get paid too much based on a comparison to average worker pay increases.
Most businesses fail due to internal reasons like excessive debt or failure to change, rather than external factors. A common element of failed businesses is that they did not operate as an open organization. An open organization continuously imports information from its environment, uses it to design products/services that provide value to customers, and exports resulting products, services, and waste. Key elements of an open organization include a culture that shares information openly, diverse employees with a variety of experiences, and systems that support innovative behavior and equal access to information. While being open enables learning and adaptation, organizations must also innovate rather than just adapt and avoid becoming too reactive to avoid failure over time.
The document discusses ethical dilemmas in business and how to resolve them. It defines ethical dilemmas as situations where a choice must be made between two undesirable options. It also outlines sources of ethical problems in businesses and models of business conduct. To resolve dilemmas, the document recommends asking whether options are ethical, who they impact, and if they distribute benefits fairly. Resolutions can be deontological, focusing on rights and duties, or teleological, focusing on consequences.
Human Resources And The Human Resource DepartmentAngela Weber
Human resources play a vital role in organizations by managing employees and ensuring legal and regulatory compliance. However, in some small businesses, HR functions are not formally organized due to limited resources. This can negatively impact employees if basic HR needs are not met. Outsourcing HR is recommended for small businesses as it allows the company to focus on core operations while benefiting from professional HR expertise at a lower cost than hiring internal HR staff. Outsourcing also helps reduce risks from non-compliance with employment laws. Overall, properly managing HR is important for business success and for treating employees with dignity.
Management is the act of getting people together to accomplish desired goals and objectives by using available resources efficiently and effectively.
Management is very important for the success of banks and insurance companies.
The principles stated by Henry Fayol and Peter Drucker help in managing the banks more efficiently and effectively.
For the better functioning of banks and insurance companies it is necessary to follow the guidelines given by the leaders of the past.
Whenever there is proper management, there is the success in the companies and banks.
The document discusses the business environment and factors that influence businesses both externally and internally. It defines business environment as the sum of all external and internal factors influencing a business. Some key external factors discussed include political, economic, social, technological, environmental, and legal (PESTEL) factors. Internal factors include a company's operations, ethics, and workforce. The document also outlines strategies for businesses to improve their environmental practices such as implementing energy efficiency measures, evaluating energy sources and supply chains, reducing packaging and pollution, and encouraging sustainable transportation.
Human resource accounting in Audit companies Sundar B N
This document discusses the challenges of applying human resource accounting in audit companies. It identifies seven key challenges: 1) attracting and retaining talent, 2) compensation and benefits, 3) change management, 4) continuous learning and succession planning, 5) performance management and alignment, 6) leadership development, and 7) data security and integrity. For each challenge, it provides a brief description and potential solutions.
This document provides an overview of a session on business ethics management. It discusses why companies implement business ethics management programs, including past corporate scandals and reputation concerns. It also examines the components of business ethics management, including codes of ethics, reporting channels, and ethics training. The document uses examples from Merck and BP to illustrate mission and value statements. It discusses the differences between codes of conduct and codes of ethics and what makes ethics programs effective. Finally, it covers the topics of whistleblowing, organizational culture, and enabling employees to raise concerns.
An ethical dilemma is a situation that requires choosing between two undesirable options. This document discusses sources of ethical dilemmas in business, how they affect stakeholders like shareholders, employees and society, and methods for resolving dilemmas. It provides examples of dilemmas arising from conflicts between personal and organizational values or between business and social values. Approaches to resolving dilemmas include considering the consequences of choices and whether they respect rights and distribute benefits fairly.
This document discusses how human resource management must adapt to dynamic internal and external environmental factors. It outlines various technological, economic, political, social and local factors that influence HRM. It also discusses how organizations can manage workforce diversity and deal with issues like downsizing through effective HRM strategies. Total quality management and concepts like benchmarking and reengineering are important for organizations to effectively manage human resources in a changing environment.
People and Innovation: Getting Ideas on the tableScott Smith
These days, everyone can attest to the importance of being innovative. In a knowledge economy where small insights can quickly shift the competitive landscape and capabilities can rapidly be bought, borrowed or built, we believe that those leaders who oversee a dynamic, fastmoving, innovation portfolio will have the best chance of breaking away from the pack and generating growth. But many organizations are finding it difficult to engage their people – from their employees to their customers to their suppliers – in the innovation process. If this is the case, then where do they start?
Published by the IBM Institute for Business Value, 2006
Top HR Processes Ripe for a Social EnterpriseKangoGift
The document provides an overview of how social tools can be applied to five key HR processes: performance reviews, employee feedback, recognition and awards, training, and knowledge management. It discusses transitioning performance reviews from annual events to ongoing conversations, capturing more timely employee feedback, using social recognition to provide informal and measurable praise, leveraging employees' expertise through social training tools, and centralizing institutional knowledge. Metrics for success include engagement, enablement, and performance. Case studies and parting thoughts on creating a social HR roadmap are also presented.
A practical guide to the key global trends and practices that are transforming HR, talent acquisition and management.
Building on the success of The Employer Brand, a conceptual introduction to what has now become a well-established concept; this is a practical guide to implementation, drawing on a much wider range of cases and examples.
Richard Mosley draws on the significant advances in employer brand practice among leading companies to give managers hands-on advice. He will demonstrate how employer brand thinking can strengthen organisational HR strategy and reinforce HR’s value to the business.
This document discusses innovative HR practices. It begins by explaining how innovative practices build competencies, capabilities, and foster innovation. It then discusses the need for HR practices to change with trends like increased competition and technological change. It also covers topics like employee motivation, individual innovativeness, organizational citizenship behavior, and the role of the HR leader in bringing innovative ideas and practices to help develop employees and lead the organization successfully.
The document discusses the role of HR in organizational transformation. It argues that HR often ends up defending the status quo instead of driving real change. It suggests HR should focus on promoting workplace ethics, corporate social responsibility, developing the talent ecosystem, managing diversity for value, and challenging wrong decisions. The presentation provides examples of how HR can build skills through apprenticeship programs, implement true diversity management, and advocate for fairness and justice. It concludes that for HR to be valued, it needs to help employees find meaning, difference, honesty, value and simple rules in their work.
This document discusses business ethics, defining it as written and unspoken codes that guide moral decision-making in a company. It explains that ethics promote employee commitment, customer loyalty, and legal compliance while reducing costs. Swami Vivekanand believed ethics require not harming others and treating all with equal respect. Upholding integrity, fairness, dependability, and personal values helps ensure ethical management. Some ethical issues companies face relate to technology use, transparency, and working conditions. Overall, business ethics are important for long-term sustainability and growth by managing risks and maintaining credibility and trust.
employment hiring issues in the modern workforceaamaxintern
The modern workforce is characterized by rapid changes and evolving challenges. Navigating these challenges requires a strategic and proactive approach to hiring. Employers must address the skills gap, streamline hiring processes, and eliminate biases to attract diverse and qualified candidates. Embracing remote work, offering competitive compensation, and fostering an inclusive culture are essential for staying competitive in today's job market.
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“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
4. PEOPLES’ PROFESSION
Now profession has changed to become people's profession in
that people are now not the company's resources; instead, they
are recognized as essential assets (Peters, 2020).
Human profession goes beyond and human resource
managers recognize the importance of human capital.
4
5. cont.
It is now time they should recognize it as
value-adding and business-
dependent Human workforce asset is
composed of the company's
workforce's knowledge, skills, and
capability.
5
6. “
Developing human capital for a firm is
essential for the company's success.
A company's human resource now develops
and manages people and their practices
while prioritizing the employee's experience
(Peters, 2020).
6
8. “
Social responsibility, globalization, and
advancement in technology have
shaped the way organisations are now
run, thus significantly affecting the
activities done in these firms. Other
things also shape the way people are
being managed in a company
8
9. Professionalism
Professionalism ensures that the job is done
with high standards, which can be seen both by
the client and the employer (Mind tools, 2021).
Everyone wants to be a professional in their
career, with a student having a lot of
expectations in the future when they enter the
job industry.
9
10. Professionalism is consistency in providing
service when the role job you are given.
Professionals are supposed to react in a specific
way that is somehow similar or different from
other professions.
10
11. 11
Each profession has laid down
regulations that guide and dedicate
professionals to carrying themselves
while they work.
These rules are essential since they laid
down the ground for personal and ethical
behaviour.
These behaviours are essential when it
comes to doing the work.
12. 12
Some professionals are outstanding in their
work with excellent skills and competency, by
they fail to conduct themselves ethically.
Skills are essential for anyone who want to get
employed and work in professional fields.
15. 15
Ethics
Everyone in business is
supposed to practice ethics,
whether self-employed or
employed. Ethics is about moral
judgment and doing what is
morally right.
16. 16
organisational ethical behaviour
refers to members conducting and
performing morally accepted
actions. Ethics is vital in business
because unethical behaviour like
fraud, lying, sabotage, price-fixing,
and misreporting has resulted in
the collapse of companies like
Wallstreet (South University, 2017).
17. 17
PROFESSION AND BUSINESS ETHICS
Professional ethics are twelve in
number, and to mention a few, they
include
integrity,
equality,
transparency,
loyalty,
respect,
Accountability e.t.c
18. Involves sticking with the
original decision/truth and
not changing it even under
pressure.
18
Integrity
19. Transparency
19
Involves disclosing all necessary
information that represents the facts to
the public or the client to enable them
make decision (Indeed, 2021).
Transparency is not only publicizing the
company information but also displaying
the truth.
20. Accountability
20
Involves taking responsibility for the
actions and decisions made by an
individual or the company. Taking
responsibility mainly involves admitting
that the company or individual made
the source of the mistake (Indeed, 2021).
21. During a public relations crisis where may
the company made a promotion that
resulted in an adverse reaction, most
companies come out and make a public
statement about the issue. Most companies
admit their involvement in the issue of who
caused the issue.
21
22. Most companies publicly apologize for
their actions and immediately remedy
the issue. Admitting this can help the
company regain trust from the public
and stakeholders.
22
23. Professionals also make mistakes that
can put a company in jeopardy. A
person coming out and admitting their
mistakes to their supervisor or boss,
depending on the structure design for
reporting
23
24. Taking responsibility and rectifying
mistakes
Involves admitting the mistakes
that you have made as a person.
24
25. Conti..
The first step of accountability is
admitting that you have made a
mistake then showing remorse for
the problem (Hyatt, 2017). After
expressing remorse, the person tries
to rectify the mistake
25
27. GOOD PEOPLE PRACTICE
Good professional practice is
mainly influenced by three factors:
Personal
organisational
Situational
27
28. These factors influence each other when making a decision
about morality.
Personal
Situational
organisational
28
29. PERSONAL FACTORS
Morally upright individuals
will practice exemplary
professionalism regardless
of the situational or
organisational constraints
(Gifford et al., 2019).
29
30. Person’s Authority and Ethic
Individuals with less authority will be
highly likely to resist supervisors who
may suggest that they practice
malicious acts that will benefit both of
them or the company (Gifford et al.,
2019).
30
31. Idealism and Ethics
Individuals governed by ideas of
universal principles of ethics tend to
practice moral actions in their
profession(Gifford et al., 2019).
31
32. Honesty and Ethics
The principle of ethics guides honest
people; hence they will practice and
choose moral behaviour in their
personal and professional life (Gifford
et al., 2019).
32
33. Reporting Unethical practices
There are working environments led
by leaders who practice unethical
choices and actions.
Companies and the government have
laid down protocols and policies to
report unethical work practices
33
34. Conti.
◦ Unethical work practices include
denying individuals equal access to
employment, development and
training (Wahab and Green, 2021).
Other cases include bullying,
discrimination, harassment and
victimization.
34
35. Cost of unethical policies
organisation policies that exclude
certain groups can result in people
filing a lawsuit.
A court may also ask the company to
pay millions to billion dollars to
discriminate policies
35
37. Inclusion and Diversity
Managing people can be very challenging;
however, leaders try to include everyone in
making the company a better working
environment.
37
38. Recruiting
Diversity and inclusion help an
organisation recruit and retain
employees that will best contribute to
its performance (Wahab and Green,
2021).
38
39. Attract talented employees
Companies hiring diverse
environments help create a human
capital that will view a problem from
different perspectives (Cole, 2020).
These perspectives will solve the
organisation's new challenges by
contributing to different ideas
39
40. Productivity
Diversity promotes teamwork and
increases company productivity
(Cole, 2020). This increase in
productivity is because a diverse
working environment comprises
people with different skills and
experiences
40
41. Personal benefit
Employees will get the chance to
learn and develop skills from more
experienced colleagues by increasing
their overall output for the company.
41
42. Marketing
An industry with a deviser human
capacity is beneficial in the business's
internal operations and external (Cole,
2020). The company will design services
and goods based on their employees
since they mimic the market the
products are targeting.
42
44. Proposing a Policy
Transparency is an issue in people's
practice teams. As a line manager, it's
my responsibility that all my employees
are transparent in everything they do. I
am developing a plan to help them
achieve this transparency.
44
45. Goal: All my employees will be transparent
by the end of the 2023 financial year
Transparency must be in everything they
do, including regularly writing reports.
Finance and accountants must also
portray professional transparency a
display actual financial figures without
fixing any digit or report.
45
46. Data Collection
I will ask several employees in the
company areas they find it difficult to
be transparent.
46
47. Identify Concerns
Their responses were very
insightful. Some of the supervisors'
replies focus on them adjusting
their department reports. Others
said they want to look more
productive; hence, they lie in their
reports since their actual report will
not show productivity.
47
49. Developing a plan
I plan to solve these two main
issues the employees face to
ensure they are transparent in
this report.
49
50. Plan
I want to make my employees feel safe in
the environment they work in. the following
are what I plan to do:
1. Regularly motivate the employees and
help them know that hey company values
them. I will do this by introducing employee
of the month awards.
50
51. 2. Change ethical misconduct reporting
procedure to include direct reporting to the
line manager without going to the
supervisor first.
51
52. Implement the Plan
Before I implement these two plans will
acquire support from employees and listen
to their concerns (Yvanovich, 2020).
I will implement these two measures with
restrictions that anyone caught breaking
the transparency code will face the
company disciplinary committee.
52
53. Measure to ensure compliance
◦ Suspension from the current job position
◦ Receive a three-month leaf from their
responsibility without pay.
53
54. Conti.
◦ A person loses their job when
found continuous practicing
misconduct hinders transparency
and may have to face a legal
conviction depending on their acts.
54
55. Measuring Results
I will measure the performance of the policy
against the set outcome. One way of
measuring the outcome of the policy is
through performing quarterly auditing and
review of all the departments.
55
57. References
Cole, B., 2020. 8 Reasons Why Diversity And Inclusion Are Essential To Business Success. [online]
Forbes. Available at: <https://www.forbes.com/sites/biancamillercole/2020/09/15/8-reasons-why-
diversity-and-inclusion-are-essential-to-business-success/?sh=580cf9c11824> [Accessed 7
December 2021].
Gifford, J., Green, M., Barends, E., Janssen, B., Capezio, A. and Ngo, N., 2021. Rotten apples, bad
barrels and sticky situations: an evidence review of unethical workplace behaviour. [online]
Cipd.co.uk. Available at: <https://www.cipd.co.uk/Images/unethical-behaviour-in-the-
workplace_report-2_tcm18-57022.pdf> [Accessed 7 December 2021].
Hyatt, M., 2017. How to Take Responsibility after a Major Mistake - Michael Hyatt. [online] Michael
Hyatt. Available at: <https://michaelhyatt.com/responsibility-major-mistake/> [Accessed 7 December
2021].
58. References
Indeed, 2021. 12 Examples of Business Ethics and Why They're Important. [online] Indeed.com.
Available at: <https://www.indeed.com/career-advice/career-development/example-of-ethics>
[Accessed 7 December 2021].
Mind tools, 2021. Professionalism: Meeting the Standards That Matter. [online] Mindtools.com.
Available at: <https://www.mindtools.com/pages/article/professionalism.htm> [Accessed 6
December 2021].
Peters, R., 2020. Why we call it the people profession | CIPD. [online] CIPD People Profession.
Available at: <https://peopleprofession.cipd.org/insights/articles/why-people-profession#gref>
[Accessed 6 December 2021].
59. References
South University, 2017. Ethical Principles for Business. [online] Southuniversity.edu. Available at:
<https://www.southuniversity.edu/news-and-blogs/2017/07/ethical-principles-for-business-38725>
[Accessed 6 December 2021].
Wahab, A. and Green, M., 2021. Inclusion and Diversity in the Workplace | Factsheets | CIPD. [online]
CIPD. Available at:
<https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/factsheet#6441> [Accessed 7
December 2021
Yvanovich, R., 2020. The 6-step Guide to Developing a Diversity and Inclusion Plan. [Online] TRG
Blog. Available at: <The 6-Step Guide to Developing a Diversity and Inclusion Plan
(trginternational.com)> [Accessed 7 December 2021
Editor's Notes
(Peters, 2020). Human leaders play a crucial role in a firm's success since they contribute to its goal and strategy; therefore, if they recognize the importance of human capital, it will enable top managers to know its importance.
Every employees want to display professionalims. This visibility ensures that people are impressed with the quality of your work. Sometimes this professionalism is invisible, and only the individual can see what they are doing the quality of work they do. This invisibility is crucial when some professionals start doing unprofessional things since no one sees them.
Professionals conducting themselves in a specific manner will ensure that the firm meets its goal. The individual will achieve some of their personal goals since the firm will be doing well so as the person.
For this reason, professionals sharpen their skills through experience and further students. These skills are vital tools that help individuals carry out their jobs professionally according to their job description.
They are eight attributes that make a person say they are professional. These attributes are:
Competency: Here refer to the individual ability to produce quality results in the assigned tack. Your skills must match the job expectations (Mindtools, 2021).
Knowledge: A professional is a person with vast specialized knowledge, thus enabling them to develop judgment of any professional problem ahead of them (Mindtools, 2021). Students and graduates who want to be professionals in their field should read widely and grasp specialized knowledge that will significantly help their careers in the future.
Conscientiousness: Professionals set the targets that they want to achieve. This target helps them be industrious and focused on achieving the set goals. (Mindtools, 2021). Being industrious is sometimes confused with overworking, which are two opposite things since overworking may produce low quality work output due to exhaustion.
Integrity: This monitor and somehow control the action of a professional. This attribute stops professionals from compromising their values (Mindtools, 2021).
Respect: This attribute means that professionals should be a key in advocating for good manners and politeness. They should be able to control their anger while maintaining politeness when faced with challenging situations (Mindtools, 2021).
Emotional intelligence: Company needs are constantly changing. Hence they put a lot of pressure on employees who must work under pressure with long hours of duties. Professionals can work under this pressure to deliver company deliverables while emotionally stable (Mindtools, 2021). Showing emotional stability while working under pressure is a form of emotional intelligence where individuals control their emotions regardless of the situation.
Appropriateness: Professionals know what skills are appropriate for them and what skills will be helpful to them. This knowledge makes them credible in their assigned roles (Mindtools, 2021).
Confidence is an essential boost of a career since it helps people notice how you conduct yourself. Professionals conduct themselves with confidence and are always eager to face new challenges to progress their careers (Mindtools, 2021).
Ethics is a vital part when it comes, professionals. Individuals are supposed to conduct themselves professionally while ensuring they practice ethically.
In this presentation, I am going to discuss integrity, accountability and transparency.
Integrity is vital to professionals, especially in business, when they are asked to change their decision to benefit or the company they are working for benefits.
Company performance and financial information help investors and customers make decisions if they want to get involved. If their performance is good, people will want to invest in them for good financial returns. Fixing the financial or the performance records to misinform the public to invest in the company is ethical business practice. The person doing the act is committing unethical professional conduct. Displaying basic information can be a way a business can remove itself from public relations crises (Indeed, 2021). This information release creates trust; hence the more the public trusts the company, the higher the chances that the public will accept the company's products and services in the market.
such incidences, can help a company mitigate the action internally before reaching the public or levels that threaten its existence.
This admission of mistakes is accountable for all your actions and decisions regardless of the consequences.
Individuals may have decided to practice their profession with uttermost ethics regardless of the situation or organisation. Such individuals are morally upright and will therefore practice exemplary professionalism (Gifford et al., 2019)
Authoritarian individuals practice strict professional ethics since they advocate for the obedience of authority that defines ethics at the expense of personal gains from immoral professional practices. Individuals governed by ideas of universal principles of ethics tend to practice moral actions in their profession (Gifford et al., 2019).
Idealists possess high cognitive development making them have deep concerns for society and other individuals; hence they will practice ethical choices and actions (Gifford et al., 2019). People with low cognitive development tend to practice unethical actions in their profession (Gifford et al., 2019).
Ethical practices should govern the working environment—justice perceptions in the workplace influence employee's behaviour (Gifford et al., 2019).
Employees report these cases to the supervisor to take action.
These lawsuits portray a company's terrible public relations image, thus resulting in the loss of clients.
This inclusivity is imparted both to the individual and the company. Research has shown that individuals want to work for a boss with a better working environment (Wahab and Green, 2021). This study result means that employers who provide a better working environment will have people who will bring talent to the organisation, thereby enabling it to be competitive.
Having diverse and talented employees means the company will have more potential to innovate new ideas and products that will bring more revenue (Cole, 2020). Designing flexible work schedules for every employee is one way of practicing inclusivity in a company. The company can also create a working culture that makes employees feel valued for their contributions. Employees who know that their presence and contribution are valued will be comfortable in sharing ideas that may be innovative (Cole, 2020). These ideas will be beneficial to the company in the long run.
A diverse company will attract talented employees since they view the company as a community of different cultures working together to achieve set goals and missions. The potential employees will feel more welcome to meet people from the same culture; thus, they will set in faster, thus giving them more time to focus on their work (Cole, 2020).
The company will use the employees for marketing the goods and services to their respective cultures. This use may result in higher acceptance of the product by the market, enabling the company to generate huge profits from sales.
These three values aligns with the company’s value.
After setting these three goals the next thing we collect data.
Finance and accountants must also portraying professional transparent a display actual financial figure without fixing any digit or report
When collecting data, I must ensure at least one member represents all the groups in all departments. This strategy will ensure I have included every data collection since their responses vary with demographic data.
After collecting their responses, I analyzed them to identify concerns across different demographic groups (Yvanovich, 2020).
Since People Practice Team Company is built on several ethical backgrounds included accountability, transparency and integrity. .
This policy change will ensure that employees report any supervisor forcing them to change or tamper with the company's figure.