The article discusses findings from a 2000 survey on workplace ethics. It summarizes that the survey found that organizations with written ethics standards, ethics training, and resources for ethics advice saw benefits like less pressure to compromise ethics, less misconduct, and greater employee satisfaction. Key sections discuss encouraging findings, like employees expecting their organizations to do what is right rather than just profitable, and findings of concern, like lower-level employees viewing ethics more negatively than managers. The article provides tips for establishing an ethics program.
Why are corporates moving their way towards “ethically instilled workplace”.Ethics, what we already know is the moral philosophy which determines what is right and what is wrong. A prescribed code of conduct establishes the kind of and to what extent the ethics would be practiced in the organization. The need for ethics was felt when the organization faced the moral dilemmas in the workplace. Such dilemmas were complex and everyone bought their school of idea about ethics to the table. Also, the issue of business ethics has increased attention. Corporate research and watchdog groups such as the Ethics Resource Center and the Council on Economic Priorities brings out the number of organization that engage in ethics training.
The question arises why the corporates are now more diverted towards “being ethical”. This is what we founded in our research paper that why companies are moving towards ethical, to exist in long run why it is important to adopt ethical practises with the help of certain examples of companies and what happen to them when adopt ethical and unethical behaviour in their workplace.
8 Organizational Culture
Damien Dovarganes/Associated Press
Learning Outcomes
After reading this chapter, you should be able to do the following:
• Examine how organizational culture drives ethical behavior.
• Analyze best practices for developing an ethical culture.
• Evaluate the eight criteria required for an effective ethics and compliance program.
ped82162_08_c08_227-254.indd 227 4/23/15 8:45 AM
Introduction
Introduction
Target’s Struggle with Ethical Culture
After being one of three U.S. retailers recognized for exemplary ethical standards and prac-
tices for seven consecutive years, Target was not included on Ethisphere Institute’s 2014
World’s Most Ethical Companies list (Adams, 2014). Ethisphere Institute conducts a survey
of large public and private international companies and publishes the annual list in its maga-
zine. Ethical culture is a component in ranking the most ethical companies, looking for the
adoption of a values-based culture in the organization, workforce acceptance of the culture,
and employee behavior according to the ethical culture.
Target’s fall from the list comes after a 2013 data breach of customer credit card data during
the Christmas shopping season. Even with extensive data security measures in place, a Rus-
sian hacker accessed customer credit card and personal information from purchases made
from November 27 to December 15. Reports indicate that Target received initial warning of
malware as early as November 30, but did not take action until enforcement agencies con-
tacted the company two weeks later. Most customers learned of the leaking of their sensitive
data from media news outlets on December 18, one day before Target released a press state-
ment asserting that “Target alerted authorities and financial institutions immediately after
it was made aware of the unauthorized access, and it is putting all appropriate resources
behind these efforts” (Target, 2013, para. 3). As more information emerged, the company
reported the unauthorized access to credit card or personal data of over 110,000 customers.
The manner in which the large retailer handled the data breach crisis demonstrates an orga-
nizational culture that ignored warnings, failed to tell customers all available information,
and lacked empathy for customer concern of financial harm (Levin, 2014). The investors,
employees, managers, and media considered that the organizational culture of Target had
become too controlling and unresponsive to new information. The chief information officer
(CIO) accepted responsibility for the failure of data security and resigned from the company.
In response to shareholder demands for greater accountability, a new chief executive officer
(CEO) and some board members were appointed in 2014.
Why is the focus on Target’s organizational culture after this crisis? Culture matters in busi-
ness. A healthy culture allows employees to live their values and perform without fear of reta.
8 Organizational Culture
Damien Dovarganes/Associated Press
Learning Outcomes
After reading this chapter, you should be able to do the following:
• Examine how organizational culture drives ethical behavior.
• Analyze best practices for developing an ethical culture.
• Evaluate the eight criteria required for an effective ethics and compliance program.
ped82162_08_c08_227-254.indd 227 4/23/15 8:45 AM
Introduction
Introduction
Target’s Struggle with Ethical Culture
After being one of three U.S. retailers recognized for exemplary ethical standards and prac-
tices for seven consecutive years, Target was not included on Ethisphere Institute’s 2014
World’s Most Ethical Companies list (Adams, 2014). Ethisphere Institute conducts a survey
of large public and private international companies and publishes the annual list in its maga-
zine. Ethical culture is a component in ranking the most ethical companies, looking for the
adoption of a values-based culture in the organization, workforce acceptance of the culture,
and employee behavior according to the ethical culture.
Target’s fall from the list comes after a 2013 data breach of customer credit card data during
the Christmas shopping season. Even with extensive data security measures in place, a Rus-
sian hacker accessed customer credit card and personal information from purchases made
from November 27 to December 15. Reports indicate that Target received initial warning of
malware as early as November 30, but did not take action until enforcement agencies con-
tacted the company two weeks later. Most customers learned of the leaking of their sensitive
data from media news outlets on December 18, one day before Target released a press state-
ment asserting that “Target alerted authorities and financial institutions immediately after
it was made aware of the unauthorized access, and it is putting all appropriate resources
behind these efforts” (Target, 2013, para. 3). As more information emerged, the company
reported the unauthorized access to credit card or personal data of over 110,000 customers.
The manner in which the large retailer handled the data breach crisis demonstrates an orga-
nizational culture that ignored warnings, failed to tell customers all available information,
and lacked empathy for customer concern of financial harm (Levin, 2014). The investors,
employees, managers, and media considered that the organizational culture of Target had
become too controlling and unresponsive to new information. The chief information officer
(CIO) accepted responsibility for the failure of data security and resigned from the company.
In response to shareholder demands for greater accountability, a new chief executive officer
(CEO) and some board members were appointed in 2014.
Why is the focus on Target’s organizational culture after this crisis? Culture matters in busi-
ness. A healthy culture allows employees to live their values and perform without fear of reta.
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.
Why are corporates moving their way towards “ethically instilled workplace”.Ethics, what we already know is the moral philosophy which determines what is right and what is wrong. A prescribed code of conduct establishes the kind of and to what extent the ethics would be practiced in the organization. The need for ethics was felt when the organization faced the moral dilemmas in the workplace. Such dilemmas were complex and everyone bought their school of idea about ethics to the table. Also, the issue of business ethics has increased attention. Corporate research and watchdog groups such as the Ethics Resource Center and the Council on Economic Priorities brings out the number of organization that engage in ethics training.
The question arises why the corporates are now more diverted towards “being ethical”. This is what we founded in our research paper that why companies are moving towards ethical, to exist in long run why it is important to adopt ethical practises with the help of certain examples of companies and what happen to them when adopt ethical and unethical behaviour in their workplace.
8 Organizational Culture
Damien Dovarganes/Associated Press
Learning Outcomes
After reading this chapter, you should be able to do the following:
• Examine how organizational culture drives ethical behavior.
• Analyze best practices for developing an ethical culture.
• Evaluate the eight criteria required for an effective ethics and compliance program.
ped82162_08_c08_227-254.indd 227 4/23/15 8:45 AM
Introduction
Introduction
Target’s Struggle with Ethical Culture
After being one of three U.S. retailers recognized for exemplary ethical standards and prac-
tices for seven consecutive years, Target was not included on Ethisphere Institute’s 2014
World’s Most Ethical Companies list (Adams, 2014). Ethisphere Institute conducts a survey
of large public and private international companies and publishes the annual list in its maga-
zine. Ethical culture is a component in ranking the most ethical companies, looking for the
adoption of a values-based culture in the organization, workforce acceptance of the culture,
and employee behavior according to the ethical culture.
Target’s fall from the list comes after a 2013 data breach of customer credit card data during
the Christmas shopping season. Even with extensive data security measures in place, a Rus-
sian hacker accessed customer credit card and personal information from purchases made
from November 27 to December 15. Reports indicate that Target received initial warning of
malware as early as November 30, but did not take action until enforcement agencies con-
tacted the company two weeks later. Most customers learned of the leaking of their sensitive
data from media news outlets on December 18, one day before Target released a press state-
ment asserting that “Target alerted authorities and financial institutions immediately after
it was made aware of the unauthorized access, and it is putting all appropriate resources
behind these efforts” (Target, 2013, para. 3). As more information emerged, the company
reported the unauthorized access to credit card or personal data of over 110,000 customers.
The manner in which the large retailer handled the data breach crisis demonstrates an orga-
nizational culture that ignored warnings, failed to tell customers all available information,
and lacked empathy for customer concern of financial harm (Levin, 2014). The investors,
employees, managers, and media considered that the organizational culture of Target had
become too controlling and unresponsive to new information. The chief information officer
(CIO) accepted responsibility for the failure of data security and resigned from the company.
In response to shareholder demands for greater accountability, a new chief executive officer
(CEO) and some board members were appointed in 2014.
Why is the focus on Target’s organizational culture after this crisis? Culture matters in busi-
ness. A healthy culture allows employees to live their values and perform without fear of reta.
8 Organizational Culture
Damien Dovarganes/Associated Press
Learning Outcomes
After reading this chapter, you should be able to do the following:
• Examine how organizational culture drives ethical behavior.
• Analyze best practices for developing an ethical culture.
• Evaluate the eight criteria required for an effective ethics and compliance program.
ped82162_08_c08_227-254.indd 227 4/23/15 8:45 AM
Introduction
Introduction
Target’s Struggle with Ethical Culture
After being one of three U.S. retailers recognized for exemplary ethical standards and prac-
tices for seven consecutive years, Target was not included on Ethisphere Institute’s 2014
World’s Most Ethical Companies list (Adams, 2014). Ethisphere Institute conducts a survey
of large public and private international companies and publishes the annual list in its maga-
zine. Ethical culture is a component in ranking the most ethical companies, looking for the
adoption of a values-based culture in the organization, workforce acceptance of the culture,
and employee behavior according to the ethical culture.
Target’s fall from the list comes after a 2013 data breach of customer credit card data during
the Christmas shopping season. Even with extensive data security measures in place, a Rus-
sian hacker accessed customer credit card and personal information from purchases made
from November 27 to December 15. Reports indicate that Target received initial warning of
malware as early as November 30, but did not take action until enforcement agencies con-
tacted the company two weeks later. Most customers learned of the leaking of their sensitive
data from media news outlets on December 18, one day before Target released a press state-
ment asserting that “Target alerted authorities and financial institutions immediately after
it was made aware of the unauthorized access, and it is putting all appropriate resources
behind these efforts” (Target, 2013, para. 3). As more information emerged, the company
reported the unauthorized access to credit card or personal data of over 110,000 customers.
The manner in which the large retailer handled the data breach crisis demonstrates an orga-
nizational culture that ignored warnings, failed to tell customers all available information,
and lacked empathy for customer concern of financial harm (Levin, 2014). The investors,
employees, managers, and media considered that the organizational culture of Target had
become too controlling and unresponsive to new information. The chief information officer
(CIO) accepted responsibility for the failure of data security and resigned from the company.
In response to shareholder demands for greater accountability, a new chief executive officer
(CEO) and some board members were appointed in 2014.
Why is the focus on Target’s organizational culture after this crisis? Culture matters in busi-
ness. A healthy culture allows employees to live their values and perform without fear of reta.
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.
The State of The Chief Compliance Officer 2018 - SAI GlobalSAI Global
We review industry research and some of our own to identify:
- Who are Chief Compliance Officers and their ethics & compliance peers?
- What do they do and what are their core responsibilities?
- What challenges do they face today? What rewards does the role bring?
- Where do they think ethics & compliance is heading in the future?
Social responsibility - adding value to organization's reputationPECB
Until a few years ago, the objectives of businesses were solely focused on profit maximization. However, over the past few years, Social Responsibility has increased in importance as a business goal. The concept of social responsibility has been controversially discussed since the early 70s. Many academics and business practitioners introduced their definitions of social responsibility. Among the existing interpretations, the definition developed by the International Organization for Standardization has been most widely used. ISO 26000 defines social responsibility as the responsibility of an organization for the impacts of its decisions and activities on society and the environment through transparent and ethical behavior.
the importance of corporate social responsibility and business ethicsijtsrd
Corporate social responsibility CSR and ethical behavior have come in front these years in both developed and developing countries to bring the effective results for the overall growth of any organizations. These two concepts bring important benefits to a business. This paper will highlight the basic concepts and how these two concepts works along with its importance and need in today’s time for the organizational overall growth and success. As organizations know and accepted business ethics lead to positivity among the employees, customer and for public relations. As not everyone accepted them but also it will help to create overall image, loyalty, strong and healthier community relations which ensure of benefits and present themselves as corporate as well as socially responsible. Jamshed "The Importance of Corporate Social Responsibility and Business Ethics" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd32967.pdf Paper Url :https://www.ijtsrd.com/management/marketing/32967/the-importance-of-corporate-social-responsibility-and-business-ethics/jamshed
Running head ETHICAL ISSUES 1ETHICAL ISSUES 7.docxtodd271
Running head: ETHICAL ISSUES 1
ETHICAL ISSUES 7
Ethical Issues
OL-7005B Ethical Leadership
Dr. Banerjee
17 May 2020
Ethical Issues
The ethical stand of an organization determines its conduct and policies. Ethical issues are either known as the business ethics or corporate ethics. Ethical values apply to all aspects that determine the conduct of the organization and the way the management and employees in the organization relate to each other. The field of organizational ethics can either be descriptive or normative. The quantity and range of ethical issues in an organization reflect the degree to which the working of the firm is perceived to be at odds with non-economic social values. Organizational ethics emphasize on the commitment of the organization in promoting non-economic social values. They are interlinked to the ethics of the individuals who work in the organization, the customers who buy goods or services from the company, as well as the general society.
The concept of organizational ethics is not a phenomenon that emerged recently. Ethical codes have been in use for centuries and have been evolving with the development of human civilization. Ethics normally deals with the right actions of organizations and individuals. Beginning in the 1980s, organizations started declaring their ethical stands with an aim of distancing themselves from the corporate scandals that used to happen at the time (Koehn, 2017). With time, the concept of organizational ethics has been interpreted differently by different people. However, the concept generally involves knowing what is right and what is wrong in the workplace and ensuring that individuals do what is right regarding the products or services that the company deals with and regarding their relationships with stakeholders. Paying attention to organizational ethics is crucial, especially during periods of fundamental change (Nuseir & Ghandour, 2019). During times of fundamental change, values that may have been previously taken for granted may now be strongly questioned. Many of these values get abandoned.
The company that I would love to work for is Chipotle Mexican Grill, simply known as Chipotle. This is a company that deals with the development and operation of fast-food restaurants that make fresh Mexican foods throughout the US. Examples of foods that the restaurant chain makes are tacos, burritos, salads, and burrito bowls (Abutalibov, Mammadov & Guliyev, 2017). These foods are prepared using classic methods of cooking. Steve Ells founded this restaurant chain in 1993, with its headquarters in Newport Beach, CA.
Chipotle is a company based on ethical values and integrity. Specifically, the company places a greater emphasis on the values of being real and honest. This implies that employees are expected to always do what is right, even in times when no one is watching them. These values determine the way everyone in the organization does or does not d.
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.
Elizabeth Homes offered the world a miracle technology which would have changed medicine forever in the same beautiful package as many other Silicon Valley giants.
1.T or F The dividend payout ratio includes both stock dividends an.pdfthorsendrouillardu93
1.T or F: The dividend payout ratio includes both stock dividends and cash dividends.
2.T or F: Firms with extra money should always repurchase their own stock, thus increasing the
value of the firm.
3.Stability of dividends is not important to stockholders, especially to those that rely on fixed
income.
4.T or F: The major drawback to an investor is that dividends are viewed as a passive variable,
so a fixed income is never guaranteed.
5.T or F: A reverse stock split is normally used by those firms whose stock price has been stable
for several years.
Solution
1. False only cash dividens
2 False can invest too
3 False
4 True
5 False reverse split is used to increase the price.
Describe the Sev signaling pathway.SolutionR7 cell plays an im.pdfthorsendrouillardu93
Describe the Sev signaling pathway.
Solution
R7 cell plays an important role in study of RTK signaling processes in cell fate determination.
Firstly, only two cells are involved, differentiated R8 cell as the signal sender and the
presumptive R7 cell as the recipient. Secondly, depending on the presence or absence of the
signal, the R7 precursor cell can only choose between the neuronal R7 and the non-neuronal
cone cell fate, respectively. Thirdly, the presence of the R7 cell can be easily noticed in living
animals. This allows extensive genetic screens for mutations that specifically interfere with the
formation of the R7 cell and, therefore, might disrupt reception, transduction, or interpretation of
the inductive signal in the R7 precursor cell. Two classes of mutations are anticipated. The first
class is homozygous viable mutations like SEV which specifically affect R7 cell development.
Few isolated mutations have met the criteria of specificity. The second class of mutations are
more difficult to isolate. If the SEV cascade shares components with other RTKs like DER with
multiple functions during development, animals homozygous for loss-of-function mutations in
the corresponding genes would presumably die prior to R7 cell commitment. Simon used a
temperature sensitive allele of sev (sevts) which provides barely sufficient activity to allow R7
cell development. The second approach involved expression of constitutively activated versions
of SEV in all sev-expressing cells [20] and [21]. This resulted in transformation of cone cells
into additional R7 cells resulting in a rough eye phenotype. The conclusion drawn from these
experiments is that cone cell precursors are competent to respond to the inductive signal.R7 cell
specification became sensitive to the gene dosage of rate-limiting components acting
downstream of SEV. Hence, for a recessive lethal mutation, reducing the gene dose by half is
sufficient to modify the sevts or the sevS11 phenotype, which can be scored in living animals.
Large-scale screens conducted with both systems unravelled the first steps in the SEV signaling
cascade..
More Related Content
Similar to Ethics in the WorkplaceHome Publications & Resources Knowledge.pdf
The State of The Chief Compliance Officer 2018 - SAI GlobalSAI Global
We review industry research and some of our own to identify:
- Who are Chief Compliance Officers and their ethics & compliance peers?
- What do they do and what are their core responsibilities?
- What challenges do they face today? What rewards does the role bring?
- Where do they think ethics & compliance is heading in the future?
Social responsibility - adding value to organization's reputationPECB
Until a few years ago, the objectives of businesses were solely focused on profit maximization. However, over the past few years, Social Responsibility has increased in importance as a business goal. The concept of social responsibility has been controversially discussed since the early 70s. Many academics and business practitioners introduced their definitions of social responsibility. Among the existing interpretations, the definition developed by the International Organization for Standardization has been most widely used. ISO 26000 defines social responsibility as the responsibility of an organization for the impacts of its decisions and activities on society and the environment through transparent and ethical behavior.
the importance of corporate social responsibility and business ethicsijtsrd
Corporate social responsibility CSR and ethical behavior have come in front these years in both developed and developing countries to bring the effective results for the overall growth of any organizations. These two concepts bring important benefits to a business. This paper will highlight the basic concepts and how these two concepts works along with its importance and need in today’s time for the organizational overall growth and success. As organizations know and accepted business ethics lead to positivity among the employees, customer and for public relations. As not everyone accepted them but also it will help to create overall image, loyalty, strong and healthier community relations which ensure of benefits and present themselves as corporate as well as socially responsible. Jamshed "The Importance of Corporate Social Responsibility and Business Ethics" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd32967.pdf Paper Url :https://www.ijtsrd.com/management/marketing/32967/the-importance-of-corporate-social-responsibility-and-business-ethics/jamshed
Running head ETHICAL ISSUES 1ETHICAL ISSUES 7.docxtodd271
Running head: ETHICAL ISSUES 1
ETHICAL ISSUES 7
Ethical Issues
OL-7005B Ethical Leadership
Dr. Banerjee
17 May 2020
Ethical Issues
The ethical stand of an organization determines its conduct and policies. Ethical issues are either known as the business ethics or corporate ethics. Ethical values apply to all aspects that determine the conduct of the organization and the way the management and employees in the organization relate to each other. The field of organizational ethics can either be descriptive or normative. The quantity and range of ethical issues in an organization reflect the degree to which the working of the firm is perceived to be at odds with non-economic social values. Organizational ethics emphasize on the commitment of the organization in promoting non-economic social values. They are interlinked to the ethics of the individuals who work in the organization, the customers who buy goods or services from the company, as well as the general society.
The concept of organizational ethics is not a phenomenon that emerged recently. Ethical codes have been in use for centuries and have been evolving with the development of human civilization. Ethics normally deals with the right actions of organizations and individuals. Beginning in the 1980s, organizations started declaring their ethical stands with an aim of distancing themselves from the corporate scandals that used to happen at the time (Koehn, 2017). With time, the concept of organizational ethics has been interpreted differently by different people. However, the concept generally involves knowing what is right and what is wrong in the workplace and ensuring that individuals do what is right regarding the products or services that the company deals with and regarding their relationships with stakeholders. Paying attention to organizational ethics is crucial, especially during periods of fundamental change (Nuseir & Ghandour, 2019). During times of fundamental change, values that may have been previously taken for granted may now be strongly questioned. Many of these values get abandoned.
The company that I would love to work for is Chipotle Mexican Grill, simply known as Chipotle. This is a company that deals with the development and operation of fast-food restaurants that make fresh Mexican foods throughout the US. Examples of foods that the restaurant chain makes are tacos, burritos, salads, and burrito bowls (Abutalibov, Mammadov & Guliyev, 2017). These foods are prepared using classic methods of cooking. Steve Ells founded this restaurant chain in 1993, with its headquarters in Newport Beach, CA.
Chipotle is a company based on ethical values and integrity. Specifically, the company places a greater emphasis on the values of being real and honest. This implies that employees are expected to always do what is right, even in times when no one is watching them. These values determine the way everyone in the organization does or does not d.
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.
Elizabeth Homes offered the world a miracle technology which would have changed medicine forever in the same beautiful package as many other Silicon Valley giants.
Similar to Ethics in the WorkplaceHome Publications & Resources Knowledge.pdf (20)
1.T or F The dividend payout ratio includes both stock dividends an.pdfthorsendrouillardu93
1.T or F: The dividend payout ratio includes both stock dividends and cash dividends.
2.T or F: Firms with extra money should always repurchase their own stock, thus increasing the
value of the firm.
3.Stability of dividends is not important to stockholders, especially to those that rely on fixed
income.
4.T or F: The major drawback to an investor is that dividends are viewed as a passive variable,
so a fixed income is never guaranteed.
5.T or F: A reverse stock split is normally used by those firms whose stock price has been stable
for several years.
Solution
1. False only cash dividens
2 False can invest too
3 False
4 True
5 False reverse split is used to increase the price.
Describe the Sev signaling pathway.SolutionR7 cell plays an im.pdfthorsendrouillardu93
Describe the Sev signaling pathway.
Solution
R7 cell plays an important role in study of RTK signaling processes in cell fate determination.
Firstly, only two cells are involved, differentiated R8 cell as the signal sender and the
presumptive R7 cell as the recipient. Secondly, depending on the presence or absence of the
signal, the R7 precursor cell can only choose between the neuronal R7 and the non-neuronal
cone cell fate, respectively. Thirdly, the presence of the R7 cell can be easily noticed in living
animals. This allows extensive genetic screens for mutations that specifically interfere with the
formation of the R7 cell and, therefore, might disrupt reception, transduction, or interpretation of
the inductive signal in the R7 precursor cell. Two classes of mutations are anticipated. The first
class is homozygous viable mutations like SEV which specifically affect R7 cell development.
Few isolated mutations have met the criteria of specificity. The second class of mutations are
more difficult to isolate. If the SEV cascade shares components with other RTKs like DER with
multiple functions during development, animals homozygous for loss-of-function mutations in
the corresponding genes would presumably die prior to R7 cell commitment. Simon used a
temperature sensitive allele of sev (sevts) which provides barely sufficient activity to allow R7
cell development. The second approach involved expression of constitutively activated versions
of SEV in all sev-expressing cells [20] and [21]. This resulted in transformation of cone cells
into additional R7 cells resulting in a rough eye phenotype. The conclusion drawn from these
experiments is that cone cell precursors are competent to respond to the inductive signal.R7 cell
specification became sensitive to the gene dosage of rate-limiting components acting
downstream of SEV. Hence, for a recessive lethal mutation, reducing the gene dose by half is
sufficient to modify the sevts or the sevS11 phenotype, which can be scored in living animals.
Large-scale screens conducted with both systems unravelled the first steps in the SEV signaling
cascade..
2. What is gender identity How is gender identity constructed Expl.pdfthorsendrouillardu93
2. What is gender identity? How is gender identity constructed? Explain this question using
gender socialization process.
Solution
2. Gender Identity:
A Humans perception of possess a specific gender, which may or may not comparable with their
birth sex.
Gender Identity Constructed:
The design that gender dissimilarity is socially constructed is a vision available in sociological
and philosophical hypothesis about gender. According to this vision, association and culture
produce gender character, and these character are authorize as design or appropriate etiquette for
a human of that particular gender.
Gender socialization process:.
Abiotic Factor
Too Little
Too Much
Just Right
The Consequences
Salinity
Temperature
Sunlight
Nutrients
symbiotic algae within coral can\'t grow
coral reef gets overgrown with algae
symbiotic microalgae grow and feed coral, but macroalgae does not take over the reef
Coral reefs grow best in areas with low nutrient concentrations in the water, but not too low.
Tides
Wind
Abiotic Factor
Too Little
Too Much
Just Right
The Consequences
Salinity
Temperature
Sunlight
Nutrients
symbiotic algae within coral can\'t grow
coral reef gets overgrown with algae
symbiotic microalgae grow and feed coral, but macroalgae does not take over the reef
Coral reefs grow best in areas with low nutrient concentrations in the water, but not too low.
Tides
Wind
Solution
iotic Factor
Too Little
Too Much
Just Right
The Consequences
Salinity
Corals cannot survive in low salinity.Leads to coral bleaching.
They cannot thrive.
25 to 42% salinity is the best for corals to exist.32-40 PSU(Practical saline units) is the best
salinity range for corals to occur.
Corals cannot grow in very low salinity.Best range of salinity i.e 32-40 PSU that is found near
the equator where corals are founf the most.
Temperature
Corals reefs do not grow well in lowered temperatures.
Prolonged higher temperatures can cause coral bleaching( as the zooxanthellae leave the tissues
of the coral) and occurence of infectious diseases.
Zooxanthellae can survive inside corals and so corals can grow.
High temperatures favour coral growth but too high temperatures for long time leads to coral
bleaching.
Sunlight
Too little sunlight does not favour photosynthesis by zooxanthellae and hence growth of coral is
lowered.
Too much of sunlight results in excess photosynthesis by zooxanthellae that in turn results in
high amounts of oxygen that can be toxic leading to mass bleaching.
Neither too high nor too less light is favourable for coral growth.
Corals require the right amount of light for growth,For this they grow in shallow water.
Nutrients
symbiotic algae within coral can\'t grow
coral reef gets overgrown with algae
symbiotic microalgae grow and feed coral, but macroalgae does not take over the reef
Coral reefs grow best in areas with low nutrient concentrations in the water, but not too low.
Tides
Corals cannot get their food (zooxanthellae) and disperse their larvae.
Corals become prone to tidal emersions that causes bleaching and death of corals.
The right tidal current brings food to the corals ,helps in spawing and larva dispersal.
Right tidal currents help in survival of the corals by getting them their food,Spring tides favour
spawing in corals.
Wind
Does not affect much.
Results in coral degradation.
The right wind velocity gives proper shape and position to the corals.
The right wind velocity orients the coral reefs inna proper direction giving it proper dhape and
position but higher wind velocities destruct the corals.
iotic Factor
Too Little
Too Much
Just Right
The Consequences
Salinity
Corals can.
amongst B. cereus, S. aureus, S. sp, and L. monocytogenes, which two.pdfthorsendrouillardu93
amongst B. cereus, S. aureus, S. sp, and L. monocytogenes, which two cannot be separated on
the basis of morphology or gram reaction? Why?
Solution
Among B. cereus, S. aureus and L. monocytogenes, B. cereus and L. monocytogenes are rod
shaped, while S. aureus is a round shaped bacterium. all the three are Gram positive.
therefore, B. cereus and L. monocytogenes can not be separated..
4 o o o o o o o o 4 Passage III recorded. The figure shows, for each .pdfthorsendrouillardu93
4 o o o o o o o o 4 Passage III recorded. The figure shows, for each group, the average number
of offspring (as eggs, as and as Scientists studied how perceived predation (hearing per clutch.
the calls and sounds of predators). in the absence of direct NPT group produce 2 clutches
(groups) of eggs in a breeding season. Study At the beginning of a breeding season, nests without
eggs were located in ow-growing shrubs. 3.6 Direct predation was eliminated by surrounding
each shrub with an electric fence to protect the nest from ground predators and by covering each
shrub with a net to protect the nest from aerial predators. The nests were evenly divided into 2
groups: a preda 2.4 tor treatment (PT) group and a nonpredator treatment 2.2 (NPT group. A
speaker that broadcast the calls and sounds of predators of M. melodia was set up near each nest
in the 2.0 first clutch PT group. A speaker that broadcast the calls and sounds of 1.8 nonpredators
of M. melodia was set up near each nest in second clutch 1.6 the NPT group 1.2 Throughout the
breeding season, each speaker broad- cast the appropriate calls and sounds every few minutes on
a 4-day-on, 4-day-off cycle. The parents and offspring associated with each nest did not hear
sounds emitted by from Liana Y. zanette et al., \"Perceived Predation speakers other than their
own speaker.) The number of eggs Figure adapted offspring Songbirds Produce and the number
of hatchlings produced in each nest were Risk Reduces the Number Advancement of recorded.
The number of hatchlings that successfully left Year.\" 02011 by American Association for the
each nest (such ings are called fledglings) was also Science
Solution
14.G. tagging the hatchlings in both groups with identifying markers before they fledged.
15.A
16.H
17.D
18.G
19.A
20.H.
blood agar plate importance scientific explanationSolutionImpo.pdfthorsendrouillardu93
blood agar plate importance scientific explanation
Solution
Importance of Blood Agar Plates:
· Blood agar(BA) is a solid growth medium that contains red blood cells. It is the enriched
medium used to culture those bacteria or microbes that do not grow easily. These types of
bacteria are called “fastidious” as they demand a special, enriched nutritional environment as
compared to the routine bacteria. They require a source of blood as a culture medium
supplement.
It is also required to detect and differentiate haemolytic bacteria, especially Streptococcus
species.
It is also a differential media in allowing the detection ofhemolysis(destroying the RBC) by
cytolytic toxins secreted by some bacteria, such as certain strains of Bacillus, Streptococcus,
Enterococcus, Staphylococcus, and Aerococcus.
· Blood agar can be made selective for certain pathogens by the addition of antibiotics,
chemicals or dyes. Examples include crystal violet blood agar to select Streptococcus pyogens
from throat swabs, and kanamycin or neomycin blood agar to select anaerobes from pus.
The main aim is :
ii) To differentiate bacteria based on their hemolytic properties (-hemolysis,.
You recovered an animal virus particle from drain water. When tested.pdfthorsendrouillardu93
You recovered an animal virus particle from drain water. When tested in tissue culture, the virus
infected cells. The virus particle most likely has a _________ capsid. A. naked helical
B. naked icosahedral
C. enveloped icosahedral
D. enveloped helical
E. naked icosahedral or naked helical
Solution
Answer: E. naked icosahedral or naked helical
Reason:
Several families of animal viruses often contain either naked icosahedral or naked helical
symmetry because these are non-enveloped & have ability to infect cells in the tissue culture.
These can be examined by collecting water sample from drainage or sewage using tissue culture
procedure. Rotaviruses and picarnoviruses have ability to contaminate through feces and water
they do possess either non-enveloped icosahedral or naked helical that have ability to infect
animal cells
Norovirus, rotavirus is one of RNA dependant (molecular background) viruses with Non-
Enveloped capsid & Icosahedral structurae along with monopartite segmentation. These viruses
are going to cause gastroentiritis (disease) and these are transmitted via, fecal–oral route from
person to person by either food or water..
Why is it scientifically inaccurate to portray the process of evoluti.pdfthorsendrouillardu93
Why is it scientifically inaccurate to portray the process of evolution like this picture below?
Solution
The depiction of evolution of Man from monkey is wrong. Humans did not evolve from
monkeys; humans and monkeys both evolved from an extinct common ancestor. We are all
modern species that have followed different evolutionary paths, though humans share a common
ancestor with some primates, such as the African ape..
What term is used to describe overwriting media to allow for its reu.pdfthorsendrouillardu93
What term is used to describe overwriting media to allow for its reuse in an environment
operating at the same sensitivity level?
Solution
clearing is answer
clearing
its preparing media for reuse.
when media is cleared, unclassified data is written over all addressable location on the media.
once that\'s completed the media can be reused.
Erasing
its used to delete files or media.
purging is more intensive form of clearing for reuse in lower security areas.
sanitization is a series of processes that removes data from a system or media while ensuring that
the data is unrecoverable by any means..
Unnithan, Houser, and Fernhall (2006) were interested in whether pla.pdfthorsendrouillardu93
Unnithan, Houser, and Fernhall (2006) were interested in whether playing the game Dance
Dance Revolution (DDR) affected the heart rate of overweight and nonoverweight adolescents
differently. A group of 22 adolescents, 10 classified as overweight and 12 as not overweight,
played DDR for 12 minutes, during which time the researchers measured each participant\'s heart
rate. Which statistical test should the researchers use to analyze their data?independent-samples t
test
Solution
The dependent-samples t test should be used by the researchers use to analyze their data..
The following statements are on the DAC pins and output. Only one is .pdfthorsendrouillardu93
The following statements are on the DAC pins and output. Only one is correct. Which one? The
reason that the DAC pins are first be configured to analogue inputs (AIN) is to avoid parasitic
consumption. The maximum output of a DAC is 2 times Vref The two DAC pins are PA14 and
PA15. To carry a DAC conversion, you have to load the digital data to output holding register
DORx in your program.
Solution
OPTION C IS CORRECT.
System AdminThere has been a new surge of mergers and acquisitions.pdfthorsendrouillardu93
System Admin
There has been a new surge of mergers and acquisitions (M and A) in the last several years. Why
is this? In the past, why have so many not been successful? In your opinion, what are the most
important factors to be taken into account for a successful M and A? Provide an example to
support your position.
Solution.
Let A and B be two finite sets. Let f A --B be any map. Assume tha.pdfthorsendrouillardu93
Let A and B be two finite sets. Let f: A -->B be any map. Assume that |A|=|B|.
(i) Show that if f is surjective, then f is injective.
(ii) Show that if f is injective, then f is surjective.
Solution
i)
Let f be surjective.
Let f not be injective
Let, a and b be two distinct elemetns in A so that
f(a)=f(b)
IN a map one element can map to only one element
Hence, remaining |A|-2 elements other than a and b map to at most |A|-2=|B|-2 elements in B
a and b map to f(a)
Hence , f maps to at most |B|-2+1 =|B|-1 elements in B
But f is sujrective to |f(A)|=|B|
HEnce contradiction
So, f is injective
ii)
Let, f be injective
Let, |A|=|B|=n
Let, elemetns of A as
a1,..,an such ai is not equal to aj with i is not equal to j
and elements of B as
b1,b2,...bn so tha
f(ai)=bi
f is injective so
f(ai) is not equal to f(aj) for i not equal to j
Hence, b1,...bn are are mutually distinct
Hence, f(A) has n=|B| elements
Hence, f is surjective.
Q2 New radioactive particles are generated at rate Mu from a radioact.pdfthorsendrouillardu93
Q2 New radioactive particles are generated at rate Mu from a radioactive source. They have a
lifetime with distribution Exp(1) after which they decay. At time 0 there are no particles present,
calculate the distribution of the number present at time 1. For a particle present at time 1,
calculate the distribution of the time that it arrived.
Solution
P = p0e-t.
Presented below is selected information pertaining to Pineapple Ente.pdfthorsendrouillardu93
Presented below is selected information pertaining to Pineapple Enterprises Ltd. for last year:
Assets January 1
$240,000
Assets December 31
$320,000
Liabilities January 1
$120, 000
Common shares December 31
60,000
Retained earnings December 31
$20,000
Common shares issued during the year
2,000
Dividends declared during the year
32,000
Required
Calculate the net income for last year.
Assets January 1
$240,000
Assets December 31
$320,000
Liabilities January 1
$120, 000
Common shares December 31
60,000
Retained earnings December 31
$20,000
Common shares issued during the year
2,000
Dividends declared during the year
32,000
Solution
Assets January 1 240000 Less Liabilities January 1 120000 Common stockholders
equity January 1 120000 less Common stock January 1 ( 60000-2000) 58000 Retained
earnings January 1 62000 Retained earnings December 31 20000 Add Dividend declared
32000 52000 less Retained earnings January 1 62000 Net income -10000.
Please determine all the sixth squareroots of -64. Give your answer i.pdfthorsendrouillardu93
Please determine all the sixth squareroots of -64. Give your answer in rectangular form Please
express - 12i in polar form. Please express 4cis (5 pi/4) in rectangular form. Please determine
the principal value of (1 + i)^3 - 2i. You may leave your answer in polar form. Please evaluate
(10 + i) (8 - 2i) Please evaluate (3 + 2i) -(4 - 7i) Please evaluate i^217.
Solution.
Location aound Mo Function Reticular connective (Tissue Location Fu.pdfthorsendrouillardu93
Location: aound Mo Function Reticular connective (Tissue Location: Function: ou
Solution
Reticular Connective Tissue composed of Fibers like cells called Fibroblasts. It act as scafold for
several organs such as Lymphnodes and Monemarrow.
Reticular Connective Tissue is found in around the Kidney, spleen, lymph nodes and
Bonemarrow.
Soft skeleton formed by these RCT supports the Lymphoid organs and and Adipose tissue.
1 What can you conclude about the blood type of this individual (ABO.pdfthorsendrouillardu93
1 What can you conclude about the blood type of this individual (ABO and Rho)?
2. A woman who has A(+) blood type has a daughter who is A negative and a son who is B
positive. What is the mother\'s genotype for AB antigens?
3. A woman, who has Rh-positive blood type has two children, Rh-positive son and Rh-negative
daughter. is the genotype of the mother. Is she homozygous or heterozygous? Antiserum Anti-A
Anti-B Anti-Rh Reaction No clumping Clumping Clumping
Solution
Ans. 1. B positive ; or B(+)
No clumping in “Anti-A” indicates that antigen A is absent.
Clumping in “Anti-B” indicates that antigen B is present. So, blood group is B
Clumping in “Anti-Rh” indicates that Rh antigen is present. Presence of Rh antigen is indicated
by “positive” suffix.
So, the blood group is “B positive” meaning that the RBC has B antigen as well as Rh antigen.
For more clarification: If there was clumping only in Anti-B but NOT in Anti-Rh- the blood
group would be “B negative” meaning RBC has antigen B but lacks Rh antigen.
Ans. 2. Given,
Mother’s blood type = A(+); possible genotypes = IAIA or IAI0
Daughter’s blood type = A (-) ; possible genotypes = IAIA or IAI0
Son’s blood type = B (+) ; possible genotypes = IBIB or IBI0
(Note: Rh factor has not been shown because it’s not required here).
Coming to son’s genotype, it can be IBIB or IBI0. Each progeny receives one allele from mother
and another from father.
The son’s genotype IBIB is NOT possible in this case because it need to inherit one IB allele
from both parents whereas mother does not have an IB allele.
The true genotype of son is IBI0. Since mother can’t contribute IB allele, the son must have
inherited it from his father. Therefore, the allele contributed by mother is I0. The mother can
contribute I0 only when her genotype is IAI0 – so that she can produce gametes with allele I0 as
well as IA.
Thus, mother genotype = IAI0
Ans. 3. Given,
The son is Rh positive
Daughter is Rh negative.
Rh negative genotype is Rh- Rh- i.e. the individual must Rh- allele at both the loci. That is, the
daughter must have inherited one Rh- allele from mother and another Rh- allele from father.
To produce a gamete with Rh- allele, the must also has a Rh- allele. Moreover, the must also has
an Rh+ allele, so that a Rh+ son would be produced.
Therefore, mother’s genotype = Rh+ Rh- , she is heterozygous..
Identify the class for each of the following. acetylcholine (ACh) at.pdfthorsendrouillardu93
Identify the class for each of the following. acetylcholine (ACh) atrial nature tic peptide (ANP)
calcitonin chorion gonadotropin dopamine endorphins erythropoietin (EPO) gamma-amino
butyric acid (GABA) glutamate growth factors (GF) interferon (IF) interleukins (IL) leptin
leukotrienes melatonin nicotine nitric oxide (NO) oxytocin (OXY) pheromones progesterone
prostaglandins pyrogens serotonin tumor necrosis factor (TNF) vasopressin CYTOKINE
ECTOHORMONE EICOSANOID HORMONE NEUROHORMONE NEUROMODULATOR
NEUROTRANSMITTER
Solution
1) actylcholine is a neurotransmitter for cell signalling
7) erthrypoetein is a hormone responsible for RBC growth.
25) vasopressin is a hormone responsible for water reabsorption from kidney..
3) calcitonin is a hormone responsible for the maintaince of calcium level in the body..
14) leukotrines are cytokines..
23) serotonin are neuro hormone which acts on the brain for signalling..
19) pheromones are ectohormone in nature...
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Ethics in the WorkplaceHome Publications & Resources Knowledge.pdf
1. Ethics in the Workplace
Home > Publications & Resources > Knowledge Center > Article Index
By: Joshua Joseph , Ethics Resource Center, Inc joshua@ethics.org
Source: Executive Update
Feature
Published: October 2000
Results of a recent national study provide solid data that leaders who want to establish a practice
of positive workplace ethics within their organizations should develop written ethics standards,
provide ethics training, and ensure resources are available for employees in need of ethics
advice.
Association executives typically want the answers to two key questions about ethics in their
association offices: “How do workplace ethics apply to the practical goals of my organization
and the work of my employees?” and “Can you show me reliable data that support your
assertions?” In this article, we address those questions as we present findings from the Ethics
Resource Center’s 2000 National Business Ethics Survey (2000 NBES) - a rigorous telephone
survey of 1,500 U.S. employees - and discuss what these findings mean for association
executives.
One caveat first - we focus on issues relevant to an association’s internal staff and to ethics
programs designed for them, not for association members whose relationships with their
organization are often very different from those of staff. In the 2000 NBES, we gathered
information on three key elements of an ethics program: written ethics standards, ethics training,
and means for employees to get ethics advice (e.g., a telephone help line or ethics office).
Ethics Trends
Studies show that formal ethics programs are becoming increasingly common in U.S.
organizations across the nonprofit, for-profit, and government sectors. Compared to the 1994
survey, the 2000 NBES finds dramatic increases in the percentage of employees who report that
their organizations have ethics programs. In the nonprofit sector specifically, the 2000
NBESfinds that nearly 90 percent of employees say their organizations have written standards of
ethical conduct. In addition, 65 percent say their organizations provide some form of training
about these standards, and more than 40 percent say a dedicated telephone line or office is
available for ethics advice. Not surprisingly, the percentages are consistently higher among
larger nonprofits - those with more than 500 employees - as compared to smaller ones.
These percentages suggest that many nonprofit executives are seeing value in actively promoting
ethics within their organizations. The list of potential benefits linked to an effective ethics
program includes the following:
2. Recruiting and retaining top-quality people;
Fostering a more satisfying and productive working environment;
Building and sustaining your association’s reputation within the communities in which you
operate;
Maintaining the trust of members to ensure continued self-regulation;
Legitimizing open discussion of ethical issues;
Providing ethical guidance and resources for employees prior to making difficult decisions; and
Aligning the work efforts of staff with the association’s broader mission and vision.
Like most leaders, association executives would likely agree that high ethical standards are
important in their organizations. But what does this mean in practice? What are the basic
functions of an ethics program, and how can these programs lead to the kinds of benefits
described above?
The Function of an Ethics Program
Essentially, ethics programs are meant to affect how people think about and address ethical
issues that arise on the job. Gretchen Winter, vice president of business practices at Baxter
International, puts it this way: By providing employees with ethics standards, training, and
resources to get advice, organizations seek to create a work environment where (1) it’s okay for
employees to acknowledge that they have an ethical dilemma, and (2) resources are readily
available to guide employees in working through such dilemmas before making decisions.
“It’s fine to have a structure that tells people they need to report it when someone does
something wrong,” says Winter. “But that’s not the main reason to have an ethics program.”
Winter believes that ethical guidelines, in the form of policies and practices, “give employees the
basic tools they need to take informed risks on behalf of their organizations.” Her language is
intentional. At a time when many organizations are embracing “risk-taking,” she points out that
all executives should view ethics as more than a way to simply reduce risks. Rather, ethical
guidelines benefit organizations by steering employees away from ethical risk-taking and into
more productive and appropriate kinds of risk-taking.
Winter notes that busy association executives have a choice: “They can either have employees
come to them with every ethical decision, or they can give employees a framework to make
many of these decisions themselves.” Executives who can trust their employees to do the latter
will have more time and energy for other work.
“Ethics programs cannot prevent all misconduct from occurring,” says Ken Johnson, an ethics
consultant and colleague at the Ethics Resource Center. “Even in the best-run and most ethical
organizations, there are always a few employees who willfully break the rules.”
In such cases, there is no substitute for clear procedures and sanctions. But the real function of an
ethics program “is to allow basically good people to do the right thing and succeed.” According
3. to Johnson, this is the essence of a healthy work environment. People need to be sensitive to
ethical issues on the job, but they also must trust their organizations enough to raise them.
Encouraging Findings
The 2000 NBES finds much that is encouraging for organizations that are putting their efforts
into workplace ethics. For example, employees have high expectations for ethics within their
organizations. More than nine in 10 respondents say that they “expect their organizations to do
what is right, not just what is profitable.” This finding suggests that most employees are not so
cynical about ethics at work. This should be encouraging news for all executives pursuing ethics
initiatives. Most recognize that the long-term success of any program requires the active support
of employees.
Findings from the NBES also show that both formal ethics programs and informal ethics
practices are related to key outcomes. Employees who work in organizations with ethics
programs, who see their leaders and supervisors modeling ethical behavior, and who see values
such as honesty, respect, and trust applied “frequently” at work generally report more positive
experiences regarding a range of ethics outcomes that include the following:
Less pressure on employees to compromise ethics standards;
Less observed misconduct at work;
Greater willingness to report misconduct;
Greater satisfaction with their organization’s response to misconduct they report;
Greater overall satisfaction with their organizations; and
Greater likelihood of “feeling valued” by their organizations.
These findings tell executives that a more positive ethical environment is strongly linked to a
focus on ethics programs, to ethical modeling by leaders and supervisors, and to the “frequent”
practice of key values such as honesty, respect, and trust.
Importantly for association executives, the relationships described above are even stronger
among employees in transitioning organizations - those that have undergone a merger,
acquisition, or restructuring within the last two years. The findings suggest that organizations
and employees may draw the greatest benefits of ethics programs when times are toughest.
However, this also means that the foundations for an ethics program need to be laid in good
economic times when, ironically, some of the most valuable benefits of these programs may be
least apparent.
Earlier, we highlighted a list of potential benefits of ethics programs. Now we focus on two
particular areas of interest to association executives: attracting and keeping good people, and
building and sustaining your association’s reputation. It may come as a surprise that some
organizations are able to use their ethics programs as a recruiting tool, but it shouldn’t. In many
cases, the top-quality people you want to hire are those who are looking for more than a job -
4. they want to feel good about their work and about the integrity of the organization they work for.
In a recent conversation, Winter relayed a story about a strong candidate that her company
successfully recruited and hired. At the start of a day of interviews, the candidate’s would-be
manager took the time to talk in detail about the company’s business practices. When Winter met
with the employee several weeks after the hiring, he told her, “I didn’t need to meet another
person at Baxter that day. I was hooked in the first 20 minutes.” In a tight, competitive job
market, association executives shouldn’t underestimate the potential impact of a good ethics
program on attracting high-quality candidates.
The good reputation that an association maintains within its key communities is an immeasurable
asset that executives naturally want to protect. Winter notes that a strong reputation is, in many
ways, a natural outcome of a strong commitment to ethics at all organizational levels. Executives
generally recognize that employees can either enhance or diminish that reputation through their
daily decisions and interactions. They may not fully appreciate how an ethics program can give
employees the tools to enhance that reputation.
Findings of Concern
Association leaders should pay particular attention to findings in the 2000 NBES that raise
serious concerns. One consistent finding is that senior and middle managers in all types of
organizations are more positive about workplace ethics than are lower-level employees. This
suggests that executives may underestimate the importance of specific ethics issues and concerns
facing employees. As a result, they also may fail to address these issues adequately within their
organizations’ ethics programs. Thus, it is important for executives to include input from
employees at lower levels in the development of ethics programs and to continue to solicit their
input and feedback on a regular basis.
Another finding from the 2000 NBES strongly links pressures to compromise an organization’s
ethics standards with employee observations of misconduct. Among employees who did not feel
pressured, about one in four observed misconduct at work within the last year. In contrast,
among employees who did feel pressure to compromise an organization’s ethics standards,
nearly three in four observed misconduct during the same period. This link suggests that ethical
pressure on employees can be an important warning sign of potential or ongoing misconduct in
your organization. As part of broader discussions or surveys relating to workplace ethics,
executives may want to ask employees about perceived pressures to compromise ethics
standards.
Finally, the 2000 NBES finds that more than two in five employees who observe misconduct at
work say they did not report it. There are many reasons why employees may decide not to raise
ethical concerns or report misconduct they observe at work. During the last decade, studies have
consistently shown that one of the main reasons is employees’ fear of retaliation for speaking up.
5. Employees often know what is right but believe they will be penalized for reporting it. This is
not news to many managers - they already see the value of reducing such fears in the workplace.
But to take proper action, managers should be aware that employees are as likely to fear
retaliation from coworkers as they are from management.
The 2000 NBES finds that one in three employees believe that coworkers will see them as
“snitches” if they report misconduct. This is roughly the same proportion of employees who
believe that management will see them as “troublemakers” for reporting ethical concerns. A key
takeaway for executives is that they need to address and eliminate retaliation systemically, at the
management and peer group levels throughout their organizations.
Returning to our initial two questions, there are a variety of practical reasons for association
executives to focus on workplace ethics and reliable data that support their efforts. The survey
findings consistently link ethics programs and practices to more positive organizational
outcomes (e.g., less pressure to compromise organizational standards and less frequently
observed misconduct) and greater employee satisfaction. These data have direct implications for
sustaining a productive work environment, attracting and keeping good employees, and
maintaining your association’s reputation among key stakeholders.
In addition, findings from the 2000 NBES identify ethics areas where organizations commonly
encounter problems and suggest preventative actions. It would be naive to suggest that an
emphasis on ethics will improve your work environment and solve your association’s problems
overnight. But in many cases, a thoughtful and organized effort to target key ethics issues sends
an important message. It tells employees that your association is heading in a positive direction,
one that is positive for them as individuals.
Defining “Ethics”
Organizational ethics: Sets of formal and informal standards of conduct that people use to guide
their behavior at work. These standards are partly based on core values such as honesty, respect,
and trust, but they also can be learned directly from the actions of others. For example, what
people see their organizational leaders, managers, and coworkers do on the job can influence
their own views of what is acceptable or unacceptable behavior.
Ethics program: The formal policies, practices, and processes that organizations develop to deal
with their own ethical issues.
Tips on Establishing an Ethics Program
Establishing an ethics program is not an exact science. As with the development of other
organizational programs, it involves the input, interaction, cooperation, decision-making, and
ongoing commitment of many people. Proper planning is important, but the effectiveness of any
association’s approach also depends on characteristics that are unique to its culture, the
6. leadership style of the executive director and executive team, the association’s relationship with
its board of directors, and so on. In addition, discussion of workplace ethics can raise sensitive
issues. Some people in your organization may have difficulty or be uncomfortable discussing
these issues.
Please, read the above article that is about workplace ethics. Read the article, then choose a
section of information from the article that you found particularly interesting and/or informative.
Write a response to the information that most stood out to you in the article. Your response
should be at least 100 words.
At the end of your response, write a good question about something in the article. By good, write
something that will provoke some thought in your reader! Open ended questions are the best for
creating a lively discussion.
Solution
The section of information from the article that I found particularly interesting is :
"The 2000 NBES finds much that is encouraging for organizations that are putting their efforts
into workplace ethics. For example, employees have high expectations for ethics within their
organizations. More than nine in 10 respondents say that they “expect their organizations to do
what is right, not just what is profitable.” This finding suggests that most employees are not so
cynical about ethics at work. This should be encouraging news for all executives pursuing ethics
initiatives. Most recognize that the long-term success of any program requires the active support
of employees".
Response:
It is indeeed true that the long term succes of any organization is dependent on the support and
ethics of its employee. Ethics at workplace needs to be put first than profit. A good ethical and
positive culture will provide the healthy environment for the individuals to work in an
organization and also improves the morale of the employees. It will lead to the increase in
productivity and also enhance the operational efficiency. This will also help in enhancing the
retention of employees in an organization which decreases the cost of new hiring’s. Ethics in
business is the most critical part for an organization and it involves the decision making by
various individuals who work for the organization. If the decision made by them is unethical then
it will impact the actions and behaviors of various stakeholders of the organization including
employees, members, customers, shareholders etc. If the ethics in business is not followed then
the business would not be able to survive in the long run.
Question:
Does business ethics are closely related to positive change?