Enron pack
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This document provides an ethical profile of the Enron Corporation by examining its mission and vision statements, codes of conduct, public image, and internal culture. Enron aimed to become the world's leading energy company through innovation and efficiency. However, its core values of respect, integrity, and communication were undermined by an internal ethos driven by fear and greed. While portraying a service ethic and entrepreneurial image externally, Enron's unofficial culture celebrated ruthlessness through symbols like its crooked "E" logo and references to Star Wars that emphasized innovation, intelligence, and adventure over ethics.
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This document provides an overview of ethics. It discusses how ethics is a set of beliefs about right and wrong behavior within a society. It outlines Cisco's commitment to ethics in their business operations. Cisco provides ethics training to employees and encourages volunteering. The document also discusses how organizations should balance social responsibilities with their primary mission. It examines ethical decision making approaches like virtue ethics and utilitarianism. Finally, it covers concerns about ethical use of information technology like monitoring employees and hacking databases.
ENRON__ETHICS_AND_ORGANIZATIONAL_CULTURE.ppt.pdf
Enron was a company that dealt with natural gas and electricity, but hid its true financial problems. It had an unethical organizational culture where employees blindly trusted executives. In 2001, Enron's fraudulent accounting practices were revealed, causing the company's collapse in what became a major business scandal. The failures of leadership at Enron demonstrate the importance of transparency, proper oversight, and shared responsibility between leaders and followers in maintaining an ethical culture.
Industry Ethics: Right, Wrong Or Gray?
Using scenarios, engage in discussion around the ethical gray areas faced regularly by associations, their meetings departments and their business partners. Determine which steps should be taken to determine and encourage ethical behavior. Walk away with valuable knowledge to evaluate your policies, procedures, and practices.
Joan Eisenstodt, consultant & trainer, Eisenstodt Assocs., LLC
Reliance inds
Reliance Industries' vision is to leverage its strengths to execute complex global projects and facilitate leading-edge communication services affordable to all in India and globally. Its mission is to create value for stakeholders through innovation, good governance, sustainability, and rural prosperity. The company's values are care, citizenship, fairness, honesty, integrity, purposefulness, respect, responsibility, safety and trust.
ISPAT Industries' mission is to support India's growth in steel with speed and innovation. Its vision is global recognition for quality and efficiency while nurturing nature and society.
Paras is a research-driven, fully integrated global company that values achievement of objectives and providing innovative healthcare solutions. It has a reputation for ethical business conduct
Ethics And Sustainability
Public relations professionals need to be actively engaged in the sustainability discussion at companies and clients. But this also means they need to understand the fundamentals of ethics policies and how ethics is woven into sustainability policies
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Corporate Ethics
The document discusses corporate ethics and defines it as based on principles of integrity and fairness. It focuses on stakeholders like employees, quality of products/services, and customer satisfaction. Corporate ethics are implemented to define acceptable behavior, follow high standards, and enhance transparency. Everyone in a company is responsible for ethics. Studies show that unethical actions are sometimes rewarded while refusing them can lead to penalties, emphasizing short-term gains over integrity. To maximize ethics, companies must manage it properly and prevent unethical activities by educating employees on codes of conduct.
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Medecins sans frontieres 1(1)
Medecins sans frontieres (Doctors Without Borders) is a volunteer association of doctors and health workers that provides humanitarian and medical assistance to distressed populations around the world. They aim to provide impartial aid based on principles of neutrality, independence, and respect for medical ethics. In times of crisis like earthquakes in Haiti and violence in Syria, MSF deploys medical teams to treat victims. Their core values are based on volunteerism and humanitarianism. Individual members are able to act on their values through the organization's participatory structure without extensive socialization processes.
March 31 intro
This document discusses three sources that relate to secrets and ethics: Sissela Bok's book "Secrets: The Ethics of Concealment and Revelation" which discusses secrecy and moral choice, the limits of confidentiality, and whistleblowing and leaking; Peter Ludlow's work on "WikiLeaks and Hacktivist Culture"; and an excerpt from the documentary "We Steal Secrets: The Story of Wikileaks".
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This 3 sentence document discusses accommodations for students with disabilities in the OL 505 course at Mercyhurst College. It states that any student who feels they need an accommodation due to a disability should privately discuss their specific needs with the instructor. Additionally, it is the student's responsibility to provide documentation of their disability to the Learning Differences program director. The document provides the phone number for the Learning Differences office to coordinate needed accommodations.
Jonathan glover (2)(1)
This document discusses Jonathan Glover's perspective on the "moral resources" that form the psychological basis for moral behavior. It identifies sympathy, respect, and moral identity as key resources. Sympathy refers to the capacity to care about others' interests based on interpersonal bonds. Respect recognizes the dignity of all people. Moral identity is the desire to see oneself as a morally upright person and integrate one's various roles accordingly. Together, these resources help people cooperate with and care for each other.
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This document discusses James Rachels' perspective on morality and applies intermediate principles of morality to complex medical cases. It examines the cases of Baby Theresa, conjoined twins Jodie and Mary, and Tracy Latimer to determine if harvesting organs, risky surgery, or mercy killing could be justified when intermediate principles of not harming, saving the most lives, and all lives having equal value are considered.
Hope in hell
This document provides background information on Doctors Without Borders (Medecins Sans Frontieres) and summarizes the book "Hope in Hell" by Dan Bortolotti. It outlines MSF's history of providing independent medical aid around the world since 1971. While MSF aims to treat patients impartially according to medical ethics, some critics argue they cannot remain completely neutral and are sometimes used as political tools. The book examines individual volunteers' experiences and serves as a reminder that humanitarianism is a compassionate response to human suffering.
Gert common morality ol 505(1)
This document outlines Bernard Gert's theory of common morality, which defines it as the basic rules that people implicitly use when making moral decisions. It presents Gert's "Decalogue" of the 10 basic norms of common morality in two parts. Part 1 includes norms against killing, causing pain, disabling, depriving freedom or pleasure. Part 2 includes norms against deceiving, breaking promises, cheating, and not obeying laws or duties. The document uses examples to discuss how these norms can establish moral expectations and exceptions, and their relationship to role morality and moral decision-making.
Financial derivatives and trust
The document discusses derivatives and their risks. It notes that derivatives began as a means to hedge against risks but have evolved into a large global market for trading risks. There is potential for derivatives to impact national economies. Derivatives allow risks to be commoditized and traded. This leads to the risks becoming more abstracted from the original assets or entities and subjected to unpredictable market fluctuations. The largest risks come from credit derivatives, as they allow banks to increase lending without risk but become highly detached from the actual borrowers' economic conditions, creating an illusion of risk-free profits in the detached "derivatives world."
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This document discusses ethical failures in organizations like Enron and the Catholic Church. It analyzes the disconnect between their official values and actual cultures. Enron claimed to value respect, integrity, and excellence, but its functional culture encouraged dishonesty, manipulation, and protecting the image of leaders over members. Similarly, while the Church claimed to value trust in clergy, its socialization process led priests and bishops to prioritize the institution over common morality. The document questions whether large organizations can maintain integrity without "resocializing" members away from their own moral values.
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The document summarizes the roles and responsibilities of investment banking and commercial banking, and how deregulation and risky practices by investment banks led to the 2008 financial crisis. It describes how investment banks marketed risky mortgage-backed securities and used complex financial instruments like collateralized debt obligations. This spread risk throughout the financial system and global markets. When subprime mortgages began defaulting, it caused failures in investment banks and widespread economic impacts as trust in the credit system eroded.
Codes of ethics m intro(1)(1)
This document lists several codes of ethics and related works that express and regulate professional integrity. It includes the AICPA Code of Professional Conduct, an article on ethics education and core values in the military by Daniel J. Gillan, Shannon French's work "The Warrior's Code", a book by Sheehy and Klaidman called "The Fall of a General", and an article by James Fallows called "The Tragic Decline of the American Military?".
Church organization
This document describes the concentric circle organizational model of the Catholic Church hierarchy. It depicts nested circles representing different levels of authority and status, with priests and bishops in the inner circles and laity in the outer circles. This model influences cultural norms like deference shown to those in higher circles and identification with peers in one's own circle. It suggests this structure may have contributed to issues like clergy's failure to understand the seriousness of abuse and prioritizing loyalty to other clergy over lay people. The document also notes the laity's demand for greater accountability and governance roles in response to clergy crises.
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The document discusses the differences between the "real" economy of actual loans to individual borrowers backed by physical property, and the "virtual" economy of financial markets trading in securitized debt instruments divorced from the underlying assets. It raises concerns that in the virtual economy of markets for mortgage-backed securities, participants like bond raters, investment bankers, and commercial bankers may have acted based on conflicts of interest and a drive for profit rather than sound judgment, off-loading risk without responsibility. This lack of accountability could enable moral hazard in a system where risks are not fully shared.
505 case study #3(1)(1)(1)(1)
Dale Goodin, an overseas sales manager for Reptar Corporation, has been working to close a $7.5 million deal with the Brazilian government. Goodin senses he is close to finalizing the deal with Underminister Bruno Escobar. However, Escobar says he will require a "good faith fee" of $7,500, about 1% of the deal value, to demonstrate Reptar's continued interest. Goodin's boss instructs him to do whatever it takes to close the deal. The company lawyer says paying the bribe would be illegal but losing the deal could cost Reptar business in Brazil. Goodin must decide whether to pay the bribe or risk losing the lucrative contract.
505 syllabus fall 2016
This document outlines the syllabus for an organizational ethics course. The course will examine the unique moral culture of organizations and analyze sources of organizational ethics. It will explore key ethical issues like conflicts of interest and compliance. Case studies on organizations like Enron, Penn State, and the Catholic Church sexual abuse scandal will be analyzed. Students will complete exams, weekly case analyses, and two ethical profiles of organizations. The course aims to enhance understanding of organizational ethics and improve moral reasoning skills. Class sessions will involve discussion of readings and cases. Required readings include texts and articles on topics like organizational culture, whistleblowing, and crisis response in organizations.
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Enron pack
- 1. AnAn ethical profileethical profile of anof an organizationorganization Relevant data:Relevant data: Mission and vision statementsMission and vision statements Codes of conductCodes of conduct Public image and community staturePublic image and community stature Internal ethical “ethos”Internal ethical “ethos”
- 2. ENRONENRON Corporation:Corporation: An Ethical ProfileAn Ethical Profile Vision:Vision: To become the world’s leading energy companyTo become the world’s leading energy company – creating innovative and efficient energy– creating innovative and efficient energy solutions for growing companies and a bettersolutions for growing companies and a better environment worldwideenvironment worldwide
- 3. ENRON Core ValuesENRON Core Values [from the Enron Code of Ethics][from the Enron Code of Ethics] RespectRespect Ruthlessness, callousness and arrogance don’t belong here.Ruthlessness, callousness and arrogance don’t belong here. IntegrityIntegrity We work with customers and prospects openly, honestly andWe work with customers and prospects openly, honestly and sincerely.sincerely. CommunicationCommunication Here, we have time to talk to one another.. and to listen.Here, we have time to talk to one another.. and to listen. ExcellenceExcellence We are satisfied with nothing less than the best in everything we do.We are satisfied with nothing less than the best in everything we do.
- 4. ENRON: organizationalENRON: organizational ethicethic corporatecorporate self imageself image Service ethicService ethic Help customers adjust to volatility and risk in marketsHelp customers adjust to volatility and risk in markets ForegroundsForegrounds trusttrust andand fidelityfidelity Entrepreneurial imageEntrepreneurial image Continual innovation: newContinual innovation: new products/services/marketsproducts/services/markets INNOVATIVE! SMART! ADVENTUROUS!INNOVATIVE! SMART! ADVENTUROUS!
- 5. ENRON Integrative cultural symbolsENRON Integrative cultural symbols The Crooked EThe Crooked E
- 6. ENRON’S “unofficial” integrative symbolsENRON’S “unofficial” integrative symbols Star WarsStar Wars imageryimagery InnovativeInnovative SmartSmart adventurousadventurous
- 7. ENRON’SENRON’S internal ethosinternal ethos organizational cultureorganizational culture FEARFEAR andand GREEDGREED