Code of conduct
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The document proposes a code of conduct for an organization consisting of four parts: values and commitments, code of ethics, business policies, and corporate social responsibility. The business policies section includes fair market practices, insider trading, accounting integrity, external communication, personal conduct, work ethics, health-safety-environment, and quality. Penalties for violating the code include written warnings, fines, transfers, suspensions, and termination. The conclusion states that implementing the code should create positive motivation rather than punitive control, with penalties only applying when necessary.
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Code Of Conduct
This document outlines a company's code of conduct policy. It defines ethical standards for employee behavior and conduct. Infractions are divided into minor, major and grave categories based on their severity and impact. Disciplinary actions range from verbal warnings for minor infractions to dismissal for grave offenses. An administrative investigation committee evaluates evidence and determines appropriate sanctions, which are implemented by HR. The policy aims to promote ethical work practices and deter unacceptable behavior.
Code of Conduct - Code of Practice & Standards
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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This document outlines a code of conduct workshop for Save the Children employees. It defines a code of conduct and lists key elements such as respect for others and protection of children. It also provides a scenario where a colleague is being harassed and asks how to respond in accordance with the code of conduct. The objectives are for participants to understand their responsibilities under the code, link it to global policies, recognize breaches, report issues, and explain it to partners.
Code of conduct(BECG)
The document outlines a proposed code of conduct for an organization. It includes five main sections: values and commitments, code of ethics, business policies, corporate social responsibility, and prevention of sexual harassment. The code of conduct establishes principles and rules to guide decisions and ensure the welfare of stakeholders and respect for constituent rights. It addresses issues like conflicts of interest, gifts, communications, conduct, and mechanisms for monitoring, addressing, and penalizing any violations. The overall goal is for the code to create a positive work environment while applying penalties only when necessary.
Bullying And Harassment
Workplace bullying and harassment can take many forms, from name calling and social isolation to excessive monitoring or work assignments intended to humiliate. Harassment specifically refers to discriminatory behaviors based on personal attributes. Bullying encompasses unreasonable behaviors that cause harm but may not be illegal. Both bullying and harassment negatively impact targets' wellbeing and organizational productivity and climate. Employers should provide avenues for staff to report issues and seek resolution through informal or formal processes to curb these harmful behaviors in the workplace.
Code of Conduct
A code of conduct is a set of guidelines that outline an organization's ethical standards and governance practices. It provides guidance to employees on appropriate conduct and handling ethical situations. Businesses develop their own codes based on core values. To be effective, the code must be embedded in the organization so employees understand how it applies to them. Violations of the code can result in disciplinary action following progressive discipline procedures which start with verbal warnings, then written warnings, suspension, and ultimately termination. Human resources professionals are responsible for communicating and enforcing the code of conduct.
Code of Conduct
The document outlines the key components of a company's code of conduct policy. It states that the code of conduct applies to all employees and establishes expectations regarding their behavior. It details several important clauses, including dress code, internet and social media usage, handling of confidential information, conflicts of interest, fair dealing, use of company assets, and prohibitions against harassment, fraud, bribery, and other illegal or unethical acts. The code of conduct aims to promote integrity and ensure employees act lawfully and in the company's best interests. Managers are responsible for enforcing the code and leading by example, while employees must understand and follow the guidelines.
Hr code of conduct (Safety book for employee)
Code Of Conducts ,HEALTH & SAFETY POLICIES
General Guidelines
Ethics are about to avoiding contravention of any law
Responsible for following the rules and guidelines
Create a sound corporate culture. Responsibilities of the Owner/Manager
Responsibilities of the Safety Officer
Responsibilities of All Employees
Recommended
Code Of Conduct
This document outlines a company's code of conduct policy. It defines ethical standards for employee behavior and conduct. Infractions are divided into minor, major and grave categories based on their severity and impact. Disciplinary actions range from verbal warnings for minor infractions to dismissal for grave offenses. An administrative investigation committee evaluates evidence and determines appropriate sanctions, which are implemented by HR. The policy aims to promote ethical work practices and deter unacceptable behavior.
Code of Conduct - Code of Practice & Standards
In which we explain introduction, importance, sections, steps of creation, responsibilities, violations and some other important contents about codes of conduct.
04 presentation - code of conduct - final
This document outlines a code of conduct workshop for Save the Children employees. It defines a code of conduct and lists key elements such as respect for others and protection of children. It also provides a scenario where a colleague is being harassed and asks how to respond in accordance with the code of conduct. The objectives are for participants to understand their responsibilities under the code, link it to global policies, recognize breaches, report issues, and explain it to partners.
Code of conduct(BECG)
The document outlines a proposed code of conduct for an organization. It includes five main sections: values and commitments, code of ethics, business policies, corporate social responsibility, and prevention of sexual harassment. The code of conduct establishes principles and rules to guide decisions and ensure the welfare of stakeholders and respect for constituent rights. It addresses issues like conflicts of interest, gifts, communications, conduct, and mechanisms for monitoring, addressing, and penalizing any violations. The overall goal is for the code to create a positive work environment while applying penalties only when necessary.
Bullying And Harassment
Workplace bullying and harassment can take many forms, from name calling and social isolation to excessive monitoring or work assignments intended to humiliate. Harassment specifically refers to discriminatory behaviors based on personal attributes. Bullying encompasses unreasonable behaviors that cause harm but may not be illegal. Both bullying and harassment negatively impact targets' wellbeing and organizational productivity and climate. Employers should provide avenues for staff to report issues and seek resolution through informal or formal processes to curb these harmful behaviors in the workplace.
Code of Conduct
A code of conduct is a set of guidelines that outline an organization's ethical standards and governance practices. It provides guidance to employees on appropriate conduct and handling ethical situations. Businesses develop their own codes based on core values. To be effective, the code must be embedded in the organization so employees understand how it applies to them. Violations of the code can result in disciplinary action following progressive discipline procedures which start with verbal warnings, then written warnings, suspension, and ultimately termination. Human resources professionals are responsible for communicating and enforcing the code of conduct.
Code of Conduct
The document outlines the key components of a company's code of conduct policy. It states that the code of conduct applies to all employees and establishes expectations regarding their behavior. It details several important clauses, including dress code, internet and social media usage, handling of confidential information, conflicts of interest, fair dealing, use of company assets, and prohibitions against harassment, fraud, bribery, and other illegal or unethical acts. The code of conduct aims to promote integrity and ensure employees act lawfully and in the company's best interests. Managers are responsible for enforcing the code and leading by example, while employees must understand and follow the guidelines.
Hr code of conduct (Safety book for employee)
Code Of Conducts ,HEALTH & SAFETY POLICIES
General Guidelines
Ethics are about to avoiding contravention of any law
Responsible for following the rules and guidelines
Create a sound corporate culture. Responsibilities of the Owner/Manager
Responsibilities of the Safety Officer
Responsibilities of All Employees
Code of conduct
The document discusses the importance and process of creating an organizational code of conduct. It notes that a code of conduct communicates ethical expectations to employees and is overseen by the HR department. It should reflect the organization's needs, values, and mission statement. The process of creating a code involves leadership commitment, defining values and rules, adopting it formally and communicating it to employees, and periodically reviewing and updating it. Sections to focus on include the company vision, purpose and scope, roles and responsibilities, implementation, disciplinary actions, and periodic audits. The goal is to create an understandable code that addresses real workplace challenges.
Workplace policies
This document discusses workplace policies and outlines their importance and benefits. It defines a workplace policy as a formal policy instituted by management to set clear boundaries for employees and employers. Establishing policies provides a framework for how an organization operates by defining what the organization does and how. Policies fall under categories like governing, operational and administrative. They help ensure standards of behavior and performance are followed, set guidelines for routine decision making, and allow for consistent treatment of employees. Having clear policies offers protection from legal issues and a means to communicate expectations to new employees. Good policies are written, understood by all affected parties, stable over time, consistent across an organization, sincere in intentions, and realistic given current conditions.
Code of conduct
A code of conduct outlines professional ethics and guidelines for employee behavior. It provides guidance on handling ethical situations and sets organizational values. Codes are unique to each business and based on core values. Effective codes are embedded in the business so employees understand application. Violations can result in disciplinary action following investigation and consideration of offense seriousness, position, record, and other factors. Progressive discipline typically includes verbal warning, written warning, suspension, and termination. Developing a code involves reviewing samples, policies, ethical issues, input from employees, and legal review.
Ethics in workplace
This document discusses professional ethics and etiquette in the workplace. It begins by presenting some ethics exercises involving scenarios one may encounter at work while sick or during a meal. It then defines ethics as involving concepts of right and wrong behavior. The document outlines three branches of ethics: meta-ethics concerning the nature of ethical evaluations, normative ethics regarding how one ought to act, and applied ethics examining particular issues. It notes professions require specialized training and provide objective counsel. The document lists components of professional ethics like attitude, respect, honesty, responsibility, and etiquette. It emphasizes integrity, transparency, accountability, confidentiality and other ethical values in work.
Code of conduct
Code of conduct is a part of ethical practices in any business organisation. A code of Conduct is a Management tool for setting out an organisations values, responsibilities and ethical obligations. It provides guidance for handling different business situations.
Workplace harassment awareness training
Pagoda Group's policy prohibits workplace harassment of all types and requires preventing sexual harassment by informing people of their rights and responsibilities, providing training, and enforcing sanctions. Harassment includes creating a hostile work environment through unwelcome conduct that offends or humiliates a reasonable person. Employees should maintain a respectful workplace and report any harassment according to the appropriate complaint procedures. Failure to comply with the harassment policy may result in disciplinary action or legal prosecution.
3 employee discipline
Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules. The purpose of discipline is correct behaviour. It is not designed to punish or embarrass an employee.
Bullying & harrassment in the workplace
What is Harassment
What is Workplace Bullying
Look at some statistics
Implications on the workplace
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Workplace Bullying is Everywhere - What HR Needs to Know
What HR Professionals Need to Know About Workplace Bullying
Workplace bullying, just like childhood bullying, is when individuals or groups intentionally humiliate another person. At school, the victim is another student. At work, it is another employee—and it may be more rampant than you think!
In 2012, the Workplace Bullying Institute conducted a survey about the prevalence of bullying in the workplace (http://www.workplacebullying.org/multi/pdf/WBI-2012-StrategiesEff.pdf). Fifty-eight percent of respondents reported being bullied currently, 39% reported having been bullied in the past, and 3% reported having witnessed workplace bullying. Most perpetrators (63%) and victims (79%) were women. Women bullies torment women in 89% of cases; men bully women in 63% of cases. Most of the bullies (75%) are bosses; 18% are coworkers or peers, and 7% are subordinates.
The effect of bullying can range from lower job satisfaction and health complaints to suicide. Stress is the most predominant health effect associated with bullying in the workplace and can result in an increase in the use of sick days or time off from work. Workplace bullying is also expensive: Author Robert Sutton reports that one company estimated annual losses of $160,000 from handling problems caused by one salesman’s bullying behaviors.
In this interactive online training program, participants will learn:
What employees can do if they are being bullied at work
What employers can do to create a zero tolerance toward workplace bullying
The benefits of addressing workplace bullying
How to manage real-life scenarios
ABOUT THE PRESENTER
Judy Lindenberger
President, The Lindenberger Group
Judy Lindenberger "gets" leadership. She is a certified career coach and HR consultant capable of coupling personal growth with professional development, which is why top companies and individuals invite her to work with them. Judy's background includes designing and facilitating the first-ever sexual harassment prevention training for federal government workers, leading the management training department for a major financial organization, and creating a highly successful, global mentoring program for a Fortune 500 company which won the national Athena Award for Mentoring for two consecutive years. Her work has appeared in the Wall Street Journal, Training and Development Magazine, and other publications. Judy holds an MBA in human resources and is based in New Jersey.
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The document discusses the growing risk of bribery and corruption offenses and outlines an anti-bribery and corruption training program. It notes that bribery and corruption fines have increased significantly in recent years. It then describes a flexible online training program with multiple courses that can be tailored to focus on the Foreign Corrupt Practices Act, UK Bribery Act, or both. The training is designed to help organizations mitigate risks and demonstrate having adequate procedures to prevent bribery.
Code of conduct
A code of conduct outlines an organization's values and ethical standards to provide guidance for employees. It establishes rules for appropriate behavior and handling ethical situations. Businesses develop codes tailored to their core values, though no two are identical. To be effective, the code must be integrated into the business so employees understand its application. Violations involve failing to comply with work policies, which can result in disciplinary action. When creating a code, companies review sample codes, related documents, consider industry issues, solicit employee input, address workplace topics, and have a lawyer review the final version. Sections generally cover vision, purpose, scope, responsibilities, implementation, penalties, and compliance with laws.
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Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
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This document outlines the content of a workshop on workplace ethics hosted by the Integrity Management Unit of the National Prosecuting Authority (NPA) of South Africa. The workshop covers topics like rules of engagement, personal and organizational branding, ethics in decision-making, conflict of interest, whistleblowing policies, and the way forward for cultivating integrity in the workplace. The overall purpose is to help NPA officials conduct their work in an ethical manner and maintain public confidence.
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The document discusses workplace bullying by defining it, examining its prevalence based on survey findings, and exploring its impacts on targets, witnesses, and organizations. It also provides strategies for preventing and resolving instances of workplace bullying, such as establishing anti-bullying policies and training, building coping skills, and having both informal and formal processes for addressing complaints.
Workplace etiquette- PoSH
The document provides information about sexual harassment policies and procedures for employees. It defines sexual harassment, outlines what behavior is considered harassment and what is not, discusses implications of harassment, and instructs employees to report any concerns to the company's Internal Complaints Committee. The purpose is to ensure employees understand their legal obligations regarding harassment and know the proper steps to take if an issue arises.
Workplace Harassment
Harassment is a form of employment discrimination that violates our Civil Rights an disturbs our professional and life performance.
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
It can happen through negative actions and inflict an individual or a specific group of people.
And such conduct to be considered unlawful, it must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
We have prepared a presentation to discuss this important subject, that affects us in some stages of our professional life.
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The document discusses workplace discipline, including its definition, objectives, significance, and types. It outlines the disciplinary process and different types of employee misconduct that may warrant discipline. Finally, it lists some examples of misconduct and common types of punishments for disciplinary issues, such as warnings, fines, suspension, demotion, and termination.
POSH TRAINING FOR IC MEMBERS
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
Corporate governance
Corporate governance is "the system by which companies are
directed and controlled". It involves regulatory and market
mechanisms, and the roles and relationships between a
company’s management, its board, its shareholders and other
stakeholders, and the goals for which the corporation is
governed. In contemporary business corporations, the main
external stakeholder groups are shareholders, debt holders,
trade creditors, suppliers, customers and communities affected
by the corporation's activities. Internal stakeholders are the
board of directors, executives, and other employees.
Business Ethics: CHAPTER 1: INTRODUCTION TO BUSINESS ETHICS
Here are short notes on the requested topics:
a) Ethical Decision Making:
- Ethical decision making involves identifying the problem, generating alternatives, deciding on a course of action, and implementing it. It is important to consider all stakeholders and evaluate options based on ethical principles.
b) Ethics in Contemporary Business:
- Key aspects of ethics in modern business include integrity, loyalty, trustworthiness, honesty, respect, fairness, leadership, transparency, and cultivating an ethical organizational climate. Ethical values guide decision making and relationships with all stakeholders.
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The document discusses the importance and process of creating an organizational code of conduct. It notes that a code of conduct communicates ethical expectations to employees and is overseen by the HR department. It should reflect the organization's needs, values, and mission statement. The process of creating a code involves leadership commitment, defining values and rules, adopting it formally and communicating it to employees, and periodically reviewing and updating it. Sections to focus on include the company vision, purpose and scope, roles and responsibilities, implementation, disciplinary actions, and periodic audits. The goal is to create an understandable code that addresses real workplace challenges.
Workplace policies
This document discusses workplace policies and outlines their importance and benefits. It defines a workplace policy as a formal policy instituted by management to set clear boundaries for employees and employers. Establishing policies provides a framework for how an organization operates by defining what the organization does and how. Policies fall under categories like governing, operational and administrative. They help ensure standards of behavior and performance are followed, set guidelines for routine decision making, and allow for consistent treatment of employees. Having clear policies offers protection from legal issues and a means to communicate expectations to new employees. Good policies are written, understood by all affected parties, stable over time, consistent across an organization, sincere in intentions, and realistic given current conditions.
Code of conduct
A code of conduct outlines professional ethics and guidelines for employee behavior. It provides guidance on handling ethical situations and sets organizational values. Codes are unique to each business and based on core values. Effective codes are embedded in the business so employees understand application. Violations can result in disciplinary action following investigation and consideration of offense seriousness, position, record, and other factors. Progressive discipline typically includes verbal warning, written warning, suspension, and termination. Developing a code involves reviewing samples, policies, ethical issues, input from employees, and legal review.
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This document discusses professional ethics and etiquette in the workplace. It begins by presenting some ethics exercises involving scenarios one may encounter at work while sick or during a meal. It then defines ethics as involving concepts of right and wrong behavior. The document outlines three branches of ethics: meta-ethics concerning the nature of ethical evaluations, normative ethics regarding how one ought to act, and applied ethics examining particular issues. It notes professions require specialized training and provide objective counsel. The document lists components of professional ethics like attitude, respect, honesty, responsibility, and etiquette. It emphasizes integrity, transparency, accountability, confidentiality and other ethical values in work.
Code of conduct
Code of conduct is a part of ethical practices in any business organisation. A code of Conduct is a Management tool for setting out an organisations values, responsibilities and ethical obligations. It provides guidance for handling different business situations.
Workplace harassment awareness training
Pagoda Group's policy prohibits workplace harassment of all types and requires preventing sexual harassment by informing people of their rights and responsibilities, providing training, and enforcing sanctions. Harassment includes creating a hostile work environment through unwelcome conduct that offends or humiliates a reasonable person. Employees should maintain a respectful workplace and report any harassment according to the appropriate complaint procedures. Failure to comply with the harassment policy may result in disciplinary action or legal prosecution.
3 employee discipline
Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules. The purpose of discipline is correct behaviour. It is not designed to punish or embarrass an employee.
Bullying & harrassment in the workplace
What is Harassment
What is Workplace Bullying
Look at some statistics
Implications on the workplace
Responsibilities of employers/supervisors
Legal Obligations
Minimizing the Risk
Assessment Task
Ethics in the workplace
Business Ethics:
A group of moral principles, standards of behavior, or set of values regarding proper conduct in the workplace
Workplace Bullying is Everywhere - What HR Needs to Know
What HR Professionals Need to Know About Workplace Bullying
Workplace bullying, just like childhood bullying, is when individuals or groups intentionally humiliate another person. At school, the victim is another student. At work, it is another employee—and it may be more rampant than you think!
In 2012, the Workplace Bullying Institute conducted a survey about the prevalence of bullying in the workplace (http://www.workplacebullying.org/multi/pdf/WBI-2012-StrategiesEff.pdf). Fifty-eight percent of respondents reported being bullied currently, 39% reported having been bullied in the past, and 3% reported having witnessed workplace bullying. Most perpetrators (63%) and victims (79%) were women. Women bullies torment women in 89% of cases; men bully women in 63% of cases. Most of the bullies (75%) are bosses; 18% are coworkers or peers, and 7% are subordinates.
The effect of bullying can range from lower job satisfaction and health complaints to suicide. Stress is the most predominant health effect associated with bullying in the workplace and can result in an increase in the use of sick days or time off from work. Workplace bullying is also expensive: Author Robert Sutton reports that one company estimated annual losses of $160,000 from handling problems caused by one salesman’s bullying behaviors.
In this interactive online training program, participants will learn:
What employees can do if they are being bullied at work
What employers can do to create a zero tolerance toward workplace bullying
The benefits of addressing workplace bullying
How to manage real-life scenarios
ABOUT THE PRESENTER
Judy Lindenberger
President, The Lindenberger Group
Judy Lindenberger "gets" leadership. She is a certified career coach and HR consultant capable of coupling personal growth with professional development, which is why top companies and individuals invite her to work with them. Judy's background includes designing and facilitating the first-ever sexual harassment prevention training for federal government workers, leading the management training department for a major financial organization, and creating a highly successful, global mentoring program for a Fortune 500 company which won the national Athena Award for Mentoring for two consecutive years. Her work has appeared in the Wall Street Journal, Training and Development Magazine, and other publications. Judy holds an MBA in human resources and is based in New Jersey.
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Code of conduct
A code of conduct outlines an organization's values and ethical standards to provide guidance for employees. It establishes rules for appropriate behavior and handling ethical situations. Businesses develop codes tailored to their core values, though no two are identical. To be effective, the code must be integrated into the business so employees understand its application. Violations involve failing to comply with work policies, which can result in disciplinary action. When creating a code, companies review sample codes, related documents, consider industry issues, solicit employee input, address workplace topics, and have a lawyer review the final version. Sections generally cover vision, purpose, scope, responsibilities, implementation, penalties, and compliance with laws.
Sexual Harassment at workplace - Meaning types and effects
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
Workplace Ethics Presantation 2016
This document outlines the content of a workshop on workplace ethics hosted by the Integrity Management Unit of the National Prosecuting Authority (NPA) of South Africa. The workshop covers topics like rules of engagement, personal and organizational branding, ethics in decision-making, conflict of interest, whistleblowing policies, and the way forward for cultivating integrity in the workplace. The overall purpose is to help NPA officials conduct their work in an ethical manner and maintain public confidence.
Bullying in the workplace
The document discusses workplace bullying by defining it, examining its prevalence based on survey findings, and exploring its impacts on targets, witnesses, and organizations. It also provides strategies for preventing and resolving instances of workplace bullying, such as establishing anti-bullying policies and training, building coping skills, and having both informal and formal processes for addressing complaints.
Workplace etiquette- PoSH
The document provides information about sexual harassment policies and procedures for employees. It defines sexual harassment, outlines what behavior is considered harassment and what is not, discusses implications of harassment, and instructs employees to report any concerns to the company's Internal Complaints Committee. The purpose is to ensure employees understand their legal obligations regarding harassment and know the proper steps to take if an issue arises.
Workplace Harassment
Harassment is a form of employment discrimination that violates our Civil Rights an disturbs our professional and life performance.
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
It can happen through negative actions and inflict an individual or a specific group of people.
And such conduct to be considered unlawful, it must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
We have prepared a presentation to discuss this important subject, that affects us in some stages of our professional life.
New Supervisor Training PowerPoint: First Time Supervisor and Experience Supe...
New Supervisor Training PowerPoint: First Time Supervisor and Experience Supe...Daniel Feerst Dan Feerst, BSW, MSW, LISW-CP
>>https://workexcel.convertri.com/see-all-14-skills
Even more details on New Supervisor Training: https://workexcel.convertri.com/14-vital-skills-for-supervisors -
This New Supervisor Training PowerPoint helps new supervisors or seasoned supervisors who need additional help to lead employees better, reduce risk to the organization, reduce their stress, and accelerate their skills to improve productivity, reduce conflicts, reduce grievances, and increase workplace harmony. It's all about relationships with supervisors....and it's all about leadership in those relationships, but you can't count on supervisory staff knowing what to say, how to say it, what to do, and how to do it. This program does that. It is stuffed with a zillion tips and we cut out all the fluff. You get all meat and potatoes, now hot air. We created this program to take any supervisor and in two hours pack their brain with skills and abilities like a sardine can---and then leave them with the ability to return to it 24 hours a day to get the answer to supervisory questions the need answered right now. This new supervisor training program goes the extra mail. It covers observing performance, documenting, confronting, communicating properly with upper management, reducing risk of violence in the workplace, doing investigations properly, praising and inspiring employees, and much more. Enjoy this skill #8 and feel free to remove the tags in it or edit the content to suit your purposes. New Supervisor Training PowerPoint help is now easily done. Please contact us if we can help you in anyway. Many other new supervisor training programs and courses are available. One of the most overlooked groups, with regards to training, is old supervisors. There are many new supervisor training programs, but few for seasoned supervisors. This can be a real disadvantage for a business and also for the experienced supervisor. The business world is constantly changing and everyone old and new needs to keep up with their training. Sections of new supervisor training may be totally new to even a seasoned supervisor and they can benefit by learning these new skills. Technology has made so many improvements in how we work and how we supervise that it is imperative that all supervisors are trained in these techniques. Laws and regulations are also constantly changing and sometimes old supervisors get lost in the past and training can help to bring them up to speed with the way laws and regulations are today. But nothing is more important the communication and relationship skills. These soft skills or rather a lack of them are what increase risk to organizations. With this new set of training courses both new supervisors and older supervisors will become champions of productivity.discipline
The document discusses workplace discipline, including its definition, objectives, significance, and types. It outlines the disciplinary process and different types of employee misconduct that may warrant discipline. Finally, it lists some examples of misconduct and common types of punishments for disciplinary issues, such as warnings, fines, suspension, demotion, and termination.
POSH TRAINING FOR IC MEMBERS
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
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Corporate governance
Corporate governance is "the system by which companies are
directed and controlled". It involves regulatory and market
mechanisms, and the roles and relationships between a
company’s management, its board, its shareholders and other
stakeholders, and the goals for which the corporation is
governed. In contemporary business corporations, the main
external stakeholder groups are shareholders, debt holders,
trade creditors, suppliers, customers and communities affected
by the corporation's activities. Internal stakeholders are the
board of directors, executives, and other employees.
Business Ethics: CHAPTER 1: INTRODUCTION TO BUSINESS ETHICS
Here are short notes on the requested topics:
a) Ethical Decision Making:
- Ethical decision making involves identifying the problem, generating alternatives, deciding on a course of action, and implementing it. It is important to consider all stakeholders and evaluate options based on ethical principles.
b) Ethics in Contemporary Business:
- Key aspects of ethics in modern business include integrity, loyalty, trustworthiness, honesty, respect, fairness, leadership, transparency, and cultivating an ethical organizational climate. Ethical values guide decision making and relationships with all stakeholders.
Business ethics
The document discusses the concept and elements of business ethics. It identifies five key elements for an effective business ethics program: 1) top management commitment to ethical conduct; 2) publishing an ethics code addressing areas like honesty, product safety, and financial reporting; 3) establishing compliance mechanisms like ethics training for employees; 4) involving employees at all levels in ethics programs; and 5) measuring results through audits and discussions to improve over time. Business ethics aim to ensure business objectives and practices benefit society through socially determined moral principles.
Business Ethics
This document provides an overview of ethics and business ethics. It begins with definitions of ethics, personal ethics, professional ethics, and business ethics. It then discusses the history of ethics and principles of personal and professional ethics. It also covers institutionalizing ethics through codes of conduct, ethical committees, and the significance and need for business ethics. Additional sections define values and ethics, explain how corporations can observe ethics, and discuss ethical decision making and dilemmas in business. The document concludes with a case study example.
Ethical decision making
The document presents on ethical decision making by Rohit, an MBA student. It defines ethics as moral principles governing behavior and discusses how ethical decisions generate trust and demonstrate respect, responsibility and fairness. It defines ethical decision making as evaluating and choosing alternatives consistent with ethical principles. The process involves identifying ethical issues, collecting relevant information, evaluating it, generating possible actions, considering alternatives, making a decision, taking action, and reviewing the actions.
Why is Ethics and Compliance important
This document discusses the importance of establishing an ethics and compliance program in organizations. It argues that having strong ethical leadership and culture helps improve productivity, loyalty, and reputation while preventing legal and reputational harm. The roles of ethics and compliance officers are to help create codes of conduct, provide trainings, investigate issues, and ensure a speaking up culture. Implementing best practices like these helps reduce the duration and costs of unethical behavior in organizations.
Corporate Governance & Ethical Business Strategy
Corporate governance involves rules, principles, ethics and regulations that establish how a company is directed. It sets responsibilities for directors to act in the best interests of the company and not abuse their power. An effective ethics strategy includes clearly defining ethical standards, maintaining an ethics committee, increasing ethics awareness, measuring the company's ethical status, and ongoing maintenance of an ethical culture. Building an ethical workplace is significant but maintaining it requires a proactive, regular strategy focused on managing ethics.
Business ethics
This slide gives information about the
MEANING OF BUSINESS ETHICS
MEANING OF ETHICAL MODEL
PERFORMANCE OF ETHICS IN BUSINESS
ADVANTAGES OF ETHICS IN BUSINESS
FACTORS INFLUENCING ETHICS
TYPES OF MODEL
THIS INCLUSIVE OF M.COM AND FOR B.COM STUDENTS
THIS TOPIC IS INCLUSIVE OF BOTH SYLLABUS.
Business ethics and its scope
Business ethics refers to the moral principles and values that guide business policies and behavior. It applies to how businesses operate, make decisions, treat employees, and serve customers. There are several aspects of business where ethics play an important role:
- Compliance with laws and regulations to avoid penalties
- Human resource practices to promote fair treatment and good employee relations
- Financial practices to prevent issues like improper accounting, insider trading, and bribery
- Production and marketing activities to address issues like pollution, defective products, and misleading advertisements
Standard of Conduct
This document discusses the importance of integrity and ethical standards of conduct for organizations. It states that ethics is about doing the right thing while compliance is about following rules. Both ethics and compliance are critical for an organization's success. Effectiveness ethics and compliance programs help achieve a culture of integrity. Key aspects of developing such a culture include establishing a code of conduct, providing risk-based training and education, auditing and monitoring, anonymous reporting mechanisms, consistent enforcement of standards, and responding to and preventing future issues. Incentives can also help drive ethical behavior if used appropriately.
Corporate+governance[1]
Corporate governance is a system that directs and controls management with accountability and integrity to serve shareholders and stakeholders. It encompasses policies, processes, and people. Sound corporate governance relies on external market forces and legislation as well as strong internal policies and board culture. Principles of corporate governance include transparency, board oversight, integrity, and protection of shareholder rights. Institutional investors believe good governance leads to higher returns and better access to financing. Surveys show investors place a premium on well-governed companies.
QUINN Edition 6 Chapter 1.pptx
This document discusses ethics in information technology and business. It outlines learning outcomes related to ethics and social impacts of technology. It also discusses the importance of business ethics, such as gaining community trust, operating consistently, fostering good practices, and avoiding legal and publicity issues. Methods for improving ethics are presented, including appointing an ethics officer, establishing a code of ethics, conducting ethics training, and creating an ethical work environment.
Ethics unit i_introduction
Concept of business ethics, the importance of ethics in business, myths about business ethics, morale reasoning, the morality of profit motive, ethics and philosophy, ethics and morality, benefits of business ethics, code of conducts; meaning and importance of social responsibility, the evolution of CSR, a morale argument of CSR, increasing relevancy of CSR, social responsibility and ethics, CSR domains.
Introduction of business ethics
This document provides an introduction to business ethics. It discusses how business ethics prescribes standards for how business should be conducted, with responsibilities to stakeholders. Ethical behavior is defined as behavior that is morally good and right. Benefits of ethical behavior include higher revenues, improved brand recognition, and better employee motivation and recruitment. The relationship between business and ethics is discussed, noting that businesses with strong ethics are more prosperous. The importance of ethics in business is outlined, including ensuring goodwill, profitability, and sustainability. Different types of ethics like normative and applied ethics are mentioned. The distinctions between morality, legality, and ethics are introduced. The concept of rights and duties are discussed. Factors that make an organization ethical are
Business ethics ppt
The law is the key starting point for any business. Most leading businesses also have their own statement of Business Principles which set out their core values and standards. In Anglo American”s case, this is called “Good Citizenship”.
business ethics ppt.pdf
Business ethics refers to written and unwritten codes that govern decisions within a company. An organization's culture determines what is considered right and wrong conduct. There are three models of management ethics: moral management conforms to high ethical standards, immoral management lacks ethics, and amoral management does not consider ethics intentionally or unintentionally. Developing strong moral judgment is important for ethical decision making.
Ethical Codes: Code of Ethics Among Professionals
This document discusses different types of codes of ethics. It defines a code of ethics as guidelines that outline a company's principles and values to help professionals conduct business honestly. There are three main types of codes discussed: compliance-based codes that companies must adhere to by law, value-based codes that reflect a company's core values, and codes for specific professions that provide ethical standards for things like accounting and finance. The document also provides an example code of ethics from the CFA Institute.
Business ethics..
This document discusses business ethics and provides definitions, importance, practices, and theories related to business ethics. It defines business ethics as the study of moral rules and regulations governing business situations and decisions. It highlights the importance of business ethics in protecting reputation, ensuring fair practices, and determining obligations. Unethical practices like dishonesty can harm a business through costs like requiring an ethics monitor. Factors influencing business ethics include leadership, personality, policies, and the external environment. Ethical dilemmas may arise when choosing between benefiting people or the business. Common ethics theories explored are utilitarian, rights, justice, and virtue approaches. Globalization requires considering diverse cultural values in business policies.
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Business Ethics: CHAPTER 1: INTRODUCTION TO BUSINESS ETHICS
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Knowledge management is the process of creating, sharing, using and managing knowledge and information within an organization. It aims to help organizations achieve their objectives by making the best use of knowledge. The business world is changing rapidly due to factors like new technology, increased regulation, and the impact of mental illness in the workplace. This is having a huge effect on the HR profession. Virtual organizations require employees who can work independently and communicate effectively, as work is done remotely without long-term stability. HR plays a key role in selecting qualified candidates for virtual teams and providing training to ensure their success.
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Motivation,
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The document discusses the roles and responsibilities of a mentor. It explains that a mentor guides and advises a mentee to help develop their career. There are two main types of mentoring functions: career functions like coaching and exposure that help with career advancement, and psychosocial functions like role modeling and counseling that help a mentee develop competence and identity. The mentor should offer advice to help the mentee develop without making decisions for them or micromanaging. They should also be aware of potential issues in the relationship like overdependence or exploitation.
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Job analysis is the process of identifying and determining the tasks, duties, skills, and responsibilities of a job. It involves creating job descriptions, which outline the duties of a role, and job specifications, which define the qualifications needed. The purpose of job analysis is to establish job-related procedures for selection, compensation, training, and performance evaluation. It helps organizations hire the right employees for the right jobs and understand the key requirements of different roles.
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Code of conduct
- 2. Presented By Bhavana Gatfane Pooja Thokal Vaishnavi Deshmukh Tushar Bangani
- 3. Introduction Code of Conduct is Principles, values, standards, or rules of behavior that guide the decisions, procedures and systems of an organization in a way that (a) contributes to the welfare of its key stakeholders, and (b) respects the rights of all constituents affected by its operations."
- 5. Proposed Code of Conduct I. Values and Commitments II. Code of Ethics III. Business Policies IV. Corporate Social Responsibility
- 6. I. Values and Commitments
- 7. II. Code of Ethics
- 8. III. Business Policies Fair Market Practices Insider Trading Accounting Integrity External Communication Personal Conduct Work Ethics Health-safety-environment Quality
- 9. IV. Corporate Social Responsibility
- 10. Penalties for Violation Written Warning Monetary fines Transfer Suspension Termination
- 11. Conclusion So , The implementation of these code shall create positive motivation rather than punitive control, hereby penalties shall apply only when necessary and only the extent required by the circumstances.