The document outlines the key components of establishing an ethics program for a business, including developing a code of ethics, policies and procedures, education and training programs, monitoring and accountability measures. It discusses implementing ethics through a company-wide survey, ethics committee, and clear principles. The presentation also covers enforcing new policies through positive reinforcement of ethical behavior and discipline for unethical actions. The goal is to create a comprehensive ethics program with a code of ethics, training, and ongoing evaluation.
It covers the following topics
- Developing CSR policy
- Program formulation / project design
- Operational structure
- Implementation strategy
- Performance Management
- Communicating the impact to internal and external stakeholders
10/8/2018 Print
https://content.ashford.edu/print/AUOMM640.15.1?sections=ch09,ch09introduction,ch09sec9.1,ch09sec9.2,ch09sec9.3,ch09sec9.4,ch09sec9.5,ch0… 1/39
Learning Outcomes
After reading this chapter, you should be able to do the following:
Explain how an organization can structure and manage an ethics program.
Develop a code of conduct that articulates standards to company stakeholders.
Create an ethics training and communications plan.
Evaluate mechanisms for obtaining advice on ethical issues and reporting ethical misconduct.
Design an effective monitoring and auditing system.
9 Implementing an Ethics Program
Bloomberg/Getty Images
10/8/2018 Print
https://content.ashford.edu/print/AUOMM640.15.1?sections=ch09,ch09introduction,ch09sec9.1,ch09sec9.2,ch09sec9.3,ch09sec9.4,ch09sec9.5,ch0… 2/39
Introduction
Ethics Program Pays Off for Morgan Stanley
On April 25, 2012, Garth Peterson, former managing director for Morgan Stanley’s real estate business in China,
pleaded guilty to violating the Foreign Corrupt Practices Act (FCPA) and for conspiring to evade Morgan
Stanley’s internal controls for meeting securities laws for investment advisers (United States Department of
Justice, 2012). From 2004 to 2007, Peterson cultivated a relationship with a Chinese of�icial to obtain business
approvals. In 2008, executives at Morgan Stanley discovered the violations, reported them to the U.S. Securities
and Exchange Commission (SEC), and �ired Peterson (Lucchetti & Kendall, 2012). Department of Justice of�icials
declined to bring any enforcement action against Morgan Stanley because of its documented ethics and
compliance program, stating:
According to court documents, Morgan Stanley maintained a system of internal controls meant to
ensure accountability for its assets and to prevent employees from offering, promising or paying
anything of value to foreign government of�icials. Morgan Stanley’s internal policies, which were
updated regularly to re�lect regulatory developments and speci�ic risks, prohibited bribery and
addressed corruption risks associated with the giving of gifts, business entertainment, travel, lodging,
meals, charitable contributions and employment. Morgan Stanley frequently trained its employees on
its internal policies, the FCPA and other anti-corruption laws. Between 2002 and 2008, Morgan Stanley
trained various groups of Asia-based personnel on anti-corruption policies 54 times. During the same
period, Morgan Stanley trained Peterson on the FCPA seven times and reminded him to comply with
the FCPA at least 35 times. Morgan Stanley’s compliance personnel regularly monitored transactions,
randomly audited particular employees, transactions and business units, and tested to identify illicit
payments. Moreover, Morgan Stanley conducted extensive due diligence on all new business partners
and imposed stringent controls on payments m.
Preparation business achievement on 2016 and people managementManagement_Team
10 (ten) core components become part of people management system, which must be done, so that the company can do things as follows:
1. Translating business requirements into human resource management practices are effective and efficient
2. Providing solutions for human resource capabilities align with business objectives.
3. Able to work at the operational level in cross function
4. The management and settlement of the complexity of the issues that are sensitive to human resource management
5. Responding to the issues that can affect the system's leadership on the issue of human resources
6. Responsible for recruitment, performance management, and other work related to human resources
Sustainability Capability Model - Comprehensive and Customizable.pdfCIOPagesCapabilityMo
CIO Pages Supply Chain Capabilities Model is a comprehensive decomposition of the supply chain, which enterprises can customize to their unique needs. Visit: https://www.ciopages.com/store/supply-chain-capabilities-model/
Instructions and RubricBased upon class discussions, assigned LaticiaGrissomzz
Instructions and Rubric
Based upon class discussions, assigned readings and reputable resources, agency information you will be developing a program evaluation plan based upon your work in your field placement setting.
Your research question should consider some aspect of client satisfaction..
You are not expected to collect the information you are discussing. Your work should reflect a basic understanding of (1) selecting questions for research purposes, (2) making sure your measurements are clearly linked to your research question (3) approaches used to collect data (4) the challenges in data collection and (5) the importance of disseminating the results of assessments. This assignment is worth 100 points.
Your answers must be addressed in FULL
The paper should include the following sections:
Section I-IV shouldbe at least 4-5 pages (Worth 30 points)
I: Provide the Name and Mission of your agency
II: Identify and discuss the specific program(s) you are working with at your agency. Provide the goals of the program you are working with. Describe your program in full.
III: What type of activities are you engaged in at your field placement? Who are the people that
you serve? (ex. Adolescent mothers, older adults). What are some of the challenges that you face providing services for your clients/organization? What are some of the challenges your clients face? (
This section should be at least 2 pages)
IV: Identify a specific research question pertaining to the program you are working with at the
agency. Note: The question should reflect an assessment of the program overall and not an
individual
VI: Background Information on your Program Evaluation Plan:
See below A-C
(15 points)
Background Information on your Program Evaluation Plan
20
What are the goals of the
program evaluation? What are the performance issues driving the evaluation?
Who are the critical partners, sponsors, and other stakeholders of the evaluation?
What are the desired results of the evaluation plan? What outputs or products are expected from the evaluation?
VI. Data Collection Form and Rationale
(See form below)
(10 points)
WORKSHEET: DEFINING DATA COLLECTION QUESTIONS
In the column on the left, write down the questions you desire to answer through data
collection. You should have at least
3 questions. The questions should focus on your overall
research question. On the right, please explain how each of the questions will generate data
that will help you with your need assessment.
Evaluation Questions to be answered through Data Collection
Rationale for the Question (How will the question generate data relevant to
the goal of your evaluation plan?)
21
VII: WORKSHEET: NEEDS ASSESSMENT DATA COLLECTION PLAN
...
Instructions and RubricBased upon class discussions, assigned TatianaMajor22
Instructions and Rubric
Based upon class discussions, assigned readings and reputable resources, agency information you will be developing a program evaluation plan based upon your work in your field placement setting.
Your research question should consider some aspect of client satisfaction..
You are not expected to collect the information you are discussing. Your work should reflect a basic understanding of (1) selecting questions for research purposes, (2) making sure your measurements are clearly linked to your research question (3) approaches used to collect data (4) the challenges in data collection and (5) the importance of disseminating the results of assessments. This assignment is worth 100 points.
Your answers must be addressed in FULL
The paper should include the following sections:
Section I-IV shouldbe at least 4-5 pages (Worth 30 points)
I: Provide the Name and Mission of your agency
II: Identify and discuss the specific program(s) you are working with at your agency. Provide the goals of the program you are working with. Describe your program in full.
III: What type of activities are you engaged in at your field placement? Who are the people that
you serve? (ex. Adolescent mothers, older adults). What are some of the challenges that you face providing services for your clients/organization? What are some of the challenges your clients face? (
This section should be at least 2 pages)
IV: Identify a specific research question pertaining to the program you are working with at the
agency. Note: The question should reflect an assessment of the program overall and not an
individual
VI: Background Information on your Program Evaluation Plan:
See below A-C
(15 points)
Background Information on your Program Evaluation Plan
20
What are the goals of the
program evaluation? What are the performance issues driving the evaluation?
Who are the critical partners, sponsors, and other stakeholders of the evaluation?
What are the desired results of the evaluation plan? What outputs or products are expected from the evaluation?
VI. Data Collection Form and Rationale
(See form below)
(10 points)
WORKSHEET: DEFINING DATA COLLECTION QUESTIONS
In the column on the left, write down the questions you desire to answer through data
collection. You should have at least
3 questions. The questions should focus on your overall
research question. On the right, please explain how each of the questions will generate data
that will help you with your need assessment.
Evaluation Questions to be answered through Data Collection
Rationale for the Question (How will the question generate data relevant to
the goal of your evaluation plan?)
21
VII: WORKSHEET: NEEDS ASSESSMENT DATA COLLECTION PLAN
...
ESSAYLINK.NET/ORDER
TASK
A) Read the case study below:
SAR Health Services (SARHS) are part of a multi-national enterprise based in Switzerland. They supply sophisticated diagnostic equipment to hospitals across Europe and have recently entered new marks in Asia. SARHS’s relationship with its customers is based on high trust, high quality products and in Europe on 24/7 servicing. The company employs around 3000 staff, consisting of technicians, production, office staff (sales, marketing, distribution) managers and drivers.
SARHS puts particular emphasis on environmental education through staff training and induction. New staff receive a half-day session on sustainability. In addition, monthly departmental meetings in head office include a ‘green slot’ where updates and activities regarding environmental sustainability are discussed. The organisation also runs an internship, which has proved to be a useful source of ideas regarding green initiatives.
1Running head PROGRAM EVALUATION APPROACH FOR EDUCATION 6PR.docxaulasnilda
1
Running head: PROGRAM EVALUATION APPROACH FOR EDUCATION
6
PROGRAM EVALUATION APPROACH FOR EDUCATION
The program evaluation is a viable mechanism that is used in schools that seek to strengthen the quality of education that they offer as well as improving the outcomes of the students. Today, many approaches that are used in the evaluation focus on education and especially about the key features of the program that will be evaluated. This paper will seek to describe the planned approach as it applied in education as well as the rationale for the strategy, description of the question areas and their rationale and finally the stockholders and the reasons they should be involved as well as the ways that can be used in obtaining their involvement.
Description and Rationale the Program Evaluation Approach
The Tylerian evaluation approach usually has a significant influence on both evaluation and education. His theory foresaw the concepts that will be used in today`s world in the improvement and multiple as the means of assessment. He defined the objectives as a way for the teachers to explain what they wanted to teach in the classes (Posavac, 2015). Through stating the goals in terms of what the students should do, Tyler believed that the teachers should plan more on their curricula so that they can be able to achieve more. Tyler eventually defined the program evaluation approach as a process of determining how best one is achieving its objectives (Jacobs, 2017). In the evaluation process, one should consider the following steps; establishment of the broad goals as well as the objectives, classifying the goals, define the objectives in terms of behavior, finding situation in which the achievement of the targets can be shown, development of the required measurement techniques, collecting the performance data and eventually compare the performance of the data with the behaviors that have been stated in the objectives.
Description of the Question and their Rationale
Some of the description questions that can be asked on the process are why is there a discrepancy? The discrepancy in education is the model that is usually used in the determination of whether a child is eligible for education. It usually refers to the mismatch between the child`s intellectual ability and their progress in schools (McKenney, 2018). This is a way that can be used in determining the different scores of the children in schools. When such conditions are evident, then it means that the child is having some challenges in their learning. The major sub-sets of the question include; Is the child eligible for special education? Is your child being evaluated for special education? Is your child having challenges in their learning? What is the ability of your child?
Another description question that can be asked on the process in what corrective actions are possible? The aspect of correction usually helps in building the quality of the education that is being offered. This ...
Corporate Social Responsibility, or CSR, has received growing attention in the past decade. We’ll take a look at the roots of the concept, what it involves and some of the benefits which include lowered costs, improved employee satisfaction and a more positive impact on our world. We’ll also briefly discuss how many external vendors, from local energy auditors to FrontStream with our portfolio of tools, can help you accomplish CSR goals.
Talent Management is a set of integrated organizational HR processes & practices designed to attract, develop, motivate, and retain productive, engaged employees, in support of the Company becoming the “Provider of Choice” & the “Employer of Choice” in the markets we serve.
Companies with effective Talent Management Systems (TMS), the results speak for themselves:
- 66% had higher return on sales,
- 20% had a higher return on assets,
- 20% had a higher return on investment,
- 13% had a higher return on equity,
- Many reported improvement’s in key human capital metrics
- There was a correlated relationship between better talent & better business performance, talent was acknowledged as a rapidly increasing source of value creation
- Enhanced capacity in talent is necessary to support more complex & dynamic business requirements, Boards, customers, employees, and financial markets are expecting more.
Key Trends for 2020:
Trend 1: Organizational Design (e.g., “The Organization of the Future”) Will be Challenged Everywhere
Trend 2: Culture, Employee Engagement, and Employee Experience Remain Top Priorities
Trend 3: Real-Time Feedback and Analytics Will Explode in Maturity
Trend 4: A New Generation of Performance Management Tools Will Emerge, and a Focus on “Human Performance” and Wellbeing Will Become a Critical Part of HR, Talent, and Leadership Solutions
Trend 5: Talent Acquisition Will Focus on Culture Fit, Leadership Skills, Technical Skills Instead of Just “Credentials”
Trend 6: Digital HR and Learning Will Help Us to Reinvent L&D and HR Systems
Trend 7: The Leadership Market Will Start a Steady Process of Reinvention
Trend 8: Diversity, Inclusion, and Unconscious Bias Will Become a Top Priority
Trend 9: The L&D Function Will Continue to Struggle, But Careers & Learning Must Be Real Time, All the Time
Trend 10: The Future of Work is Here and HR Is in the Hot Seat
Execution Framework has six pillars:
(1) Plan,
(2) Attract,
(3) Develop,
(4) Perform,
(5) Retain, and
(6) Optimize.
More Related Content
Similar to Ethics Program Presentation - Thomas Brantley
It covers the following topics
- Developing CSR policy
- Program formulation / project design
- Operational structure
- Implementation strategy
- Performance Management
- Communicating the impact to internal and external stakeholders
10/8/2018 Print
https://content.ashford.edu/print/AUOMM640.15.1?sections=ch09,ch09introduction,ch09sec9.1,ch09sec9.2,ch09sec9.3,ch09sec9.4,ch09sec9.5,ch0… 1/39
Learning Outcomes
After reading this chapter, you should be able to do the following:
Explain how an organization can structure and manage an ethics program.
Develop a code of conduct that articulates standards to company stakeholders.
Create an ethics training and communications plan.
Evaluate mechanisms for obtaining advice on ethical issues and reporting ethical misconduct.
Design an effective monitoring and auditing system.
9 Implementing an Ethics Program
Bloomberg/Getty Images
10/8/2018 Print
https://content.ashford.edu/print/AUOMM640.15.1?sections=ch09,ch09introduction,ch09sec9.1,ch09sec9.2,ch09sec9.3,ch09sec9.4,ch09sec9.5,ch0… 2/39
Introduction
Ethics Program Pays Off for Morgan Stanley
On April 25, 2012, Garth Peterson, former managing director for Morgan Stanley’s real estate business in China,
pleaded guilty to violating the Foreign Corrupt Practices Act (FCPA) and for conspiring to evade Morgan
Stanley’s internal controls for meeting securities laws for investment advisers (United States Department of
Justice, 2012). From 2004 to 2007, Peterson cultivated a relationship with a Chinese of�icial to obtain business
approvals. In 2008, executives at Morgan Stanley discovered the violations, reported them to the U.S. Securities
and Exchange Commission (SEC), and �ired Peterson (Lucchetti & Kendall, 2012). Department of Justice of�icials
declined to bring any enforcement action against Morgan Stanley because of its documented ethics and
compliance program, stating:
According to court documents, Morgan Stanley maintained a system of internal controls meant to
ensure accountability for its assets and to prevent employees from offering, promising or paying
anything of value to foreign government of�icials. Morgan Stanley’s internal policies, which were
updated regularly to re�lect regulatory developments and speci�ic risks, prohibited bribery and
addressed corruption risks associated with the giving of gifts, business entertainment, travel, lodging,
meals, charitable contributions and employment. Morgan Stanley frequently trained its employees on
its internal policies, the FCPA and other anti-corruption laws. Between 2002 and 2008, Morgan Stanley
trained various groups of Asia-based personnel on anti-corruption policies 54 times. During the same
period, Morgan Stanley trained Peterson on the FCPA seven times and reminded him to comply with
the FCPA at least 35 times. Morgan Stanley’s compliance personnel regularly monitored transactions,
randomly audited particular employees, transactions and business units, and tested to identify illicit
payments. Moreover, Morgan Stanley conducted extensive due diligence on all new business partners
and imposed stringent controls on payments m.
Preparation business achievement on 2016 and people managementManagement_Team
10 (ten) core components become part of people management system, which must be done, so that the company can do things as follows:
1. Translating business requirements into human resource management practices are effective and efficient
2. Providing solutions for human resource capabilities align with business objectives.
3. Able to work at the operational level in cross function
4. The management and settlement of the complexity of the issues that are sensitive to human resource management
5. Responding to the issues that can affect the system's leadership on the issue of human resources
6. Responsible for recruitment, performance management, and other work related to human resources
Sustainability Capability Model - Comprehensive and Customizable.pdfCIOPagesCapabilityMo
CIO Pages Supply Chain Capabilities Model is a comprehensive decomposition of the supply chain, which enterprises can customize to their unique needs. Visit: https://www.ciopages.com/store/supply-chain-capabilities-model/
Instructions and RubricBased upon class discussions, assigned LaticiaGrissomzz
Instructions and Rubric
Based upon class discussions, assigned readings and reputable resources, agency information you will be developing a program evaluation plan based upon your work in your field placement setting.
Your research question should consider some aspect of client satisfaction..
You are not expected to collect the information you are discussing. Your work should reflect a basic understanding of (1) selecting questions for research purposes, (2) making sure your measurements are clearly linked to your research question (3) approaches used to collect data (4) the challenges in data collection and (5) the importance of disseminating the results of assessments. This assignment is worth 100 points.
Your answers must be addressed in FULL
The paper should include the following sections:
Section I-IV shouldbe at least 4-5 pages (Worth 30 points)
I: Provide the Name and Mission of your agency
II: Identify and discuss the specific program(s) you are working with at your agency. Provide the goals of the program you are working with. Describe your program in full.
III: What type of activities are you engaged in at your field placement? Who are the people that
you serve? (ex. Adolescent mothers, older adults). What are some of the challenges that you face providing services for your clients/organization? What are some of the challenges your clients face? (
This section should be at least 2 pages)
IV: Identify a specific research question pertaining to the program you are working with at the
agency. Note: The question should reflect an assessment of the program overall and not an
individual
VI: Background Information on your Program Evaluation Plan:
See below A-C
(15 points)
Background Information on your Program Evaluation Plan
20
What are the goals of the
program evaluation? What are the performance issues driving the evaluation?
Who are the critical partners, sponsors, and other stakeholders of the evaluation?
What are the desired results of the evaluation plan? What outputs or products are expected from the evaluation?
VI. Data Collection Form and Rationale
(See form below)
(10 points)
WORKSHEET: DEFINING DATA COLLECTION QUESTIONS
In the column on the left, write down the questions you desire to answer through data
collection. You should have at least
3 questions. The questions should focus on your overall
research question. On the right, please explain how each of the questions will generate data
that will help you with your need assessment.
Evaluation Questions to be answered through Data Collection
Rationale for the Question (How will the question generate data relevant to
the goal of your evaluation plan?)
21
VII: WORKSHEET: NEEDS ASSESSMENT DATA COLLECTION PLAN
...
Instructions and RubricBased upon class discussions, assigned TatianaMajor22
Instructions and Rubric
Based upon class discussions, assigned readings and reputable resources, agency information you will be developing a program evaluation plan based upon your work in your field placement setting.
Your research question should consider some aspect of client satisfaction..
You are not expected to collect the information you are discussing. Your work should reflect a basic understanding of (1) selecting questions for research purposes, (2) making sure your measurements are clearly linked to your research question (3) approaches used to collect data (4) the challenges in data collection and (5) the importance of disseminating the results of assessments. This assignment is worth 100 points.
Your answers must be addressed in FULL
The paper should include the following sections:
Section I-IV shouldbe at least 4-5 pages (Worth 30 points)
I: Provide the Name and Mission of your agency
II: Identify and discuss the specific program(s) you are working with at your agency. Provide the goals of the program you are working with. Describe your program in full.
III: What type of activities are you engaged in at your field placement? Who are the people that
you serve? (ex. Adolescent mothers, older adults). What are some of the challenges that you face providing services for your clients/organization? What are some of the challenges your clients face? (
This section should be at least 2 pages)
IV: Identify a specific research question pertaining to the program you are working with at the
agency. Note: The question should reflect an assessment of the program overall and not an
individual
VI: Background Information on your Program Evaluation Plan:
See below A-C
(15 points)
Background Information on your Program Evaluation Plan
20
What are the goals of the
program evaluation? What are the performance issues driving the evaluation?
Who are the critical partners, sponsors, and other stakeholders of the evaluation?
What are the desired results of the evaluation plan? What outputs or products are expected from the evaluation?
VI. Data Collection Form and Rationale
(See form below)
(10 points)
WORKSHEET: DEFINING DATA COLLECTION QUESTIONS
In the column on the left, write down the questions you desire to answer through data
collection. You should have at least
3 questions. The questions should focus on your overall
research question. On the right, please explain how each of the questions will generate data
that will help you with your need assessment.
Evaluation Questions to be answered through Data Collection
Rationale for the Question (How will the question generate data relevant to
the goal of your evaluation plan?)
21
VII: WORKSHEET: NEEDS ASSESSMENT DATA COLLECTION PLAN
...
ESSAYLINK.NET/ORDER
TASK
A) Read the case study below:
SAR Health Services (SARHS) are part of a multi-national enterprise based in Switzerland. They supply sophisticated diagnostic equipment to hospitals across Europe and have recently entered new marks in Asia. SARHS’s relationship with its customers is based on high trust, high quality products and in Europe on 24/7 servicing. The company employs around 3000 staff, consisting of technicians, production, office staff (sales, marketing, distribution) managers and drivers.
SARHS puts particular emphasis on environmental education through staff training and induction. New staff receive a half-day session on sustainability. In addition, monthly departmental meetings in head office include a ‘green slot’ where updates and activities regarding environmental sustainability are discussed. The organisation also runs an internship, which has proved to be a useful source of ideas regarding green initiatives.
1Running head PROGRAM EVALUATION APPROACH FOR EDUCATION 6PR.docxaulasnilda
1
Running head: PROGRAM EVALUATION APPROACH FOR EDUCATION
6
PROGRAM EVALUATION APPROACH FOR EDUCATION
The program evaluation is a viable mechanism that is used in schools that seek to strengthen the quality of education that they offer as well as improving the outcomes of the students. Today, many approaches that are used in the evaluation focus on education and especially about the key features of the program that will be evaluated. This paper will seek to describe the planned approach as it applied in education as well as the rationale for the strategy, description of the question areas and their rationale and finally the stockholders and the reasons they should be involved as well as the ways that can be used in obtaining their involvement.
Description and Rationale the Program Evaluation Approach
The Tylerian evaluation approach usually has a significant influence on both evaluation and education. His theory foresaw the concepts that will be used in today`s world in the improvement and multiple as the means of assessment. He defined the objectives as a way for the teachers to explain what they wanted to teach in the classes (Posavac, 2015). Through stating the goals in terms of what the students should do, Tyler believed that the teachers should plan more on their curricula so that they can be able to achieve more. Tyler eventually defined the program evaluation approach as a process of determining how best one is achieving its objectives (Jacobs, 2017). In the evaluation process, one should consider the following steps; establishment of the broad goals as well as the objectives, classifying the goals, define the objectives in terms of behavior, finding situation in which the achievement of the targets can be shown, development of the required measurement techniques, collecting the performance data and eventually compare the performance of the data with the behaviors that have been stated in the objectives.
Description of the Question and their Rationale
Some of the description questions that can be asked on the process are why is there a discrepancy? The discrepancy in education is the model that is usually used in the determination of whether a child is eligible for education. It usually refers to the mismatch between the child`s intellectual ability and their progress in schools (McKenney, 2018). This is a way that can be used in determining the different scores of the children in schools. When such conditions are evident, then it means that the child is having some challenges in their learning. The major sub-sets of the question include; Is the child eligible for special education? Is your child being evaluated for special education? Is your child having challenges in their learning? What is the ability of your child?
Another description question that can be asked on the process in what corrective actions are possible? The aspect of correction usually helps in building the quality of the education that is being offered. This ...
Corporate Social Responsibility, or CSR, has received growing attention in the past decade. We’ll take a look at the roots of the concept, what it involves and some of the benefits which include lowered costs, improved employee satisfaction and a more positive impact on our world. We’ll also briefly discuss how many external vendors, from local energy auditors to FrontStream with our portfolio of tools, can help you accomplish CSR goals.
Talent Management is a set of integrated organizational HR processes & practices designed to attract, develop, motivate, and retain productive, engaged employees, in support of the Company becoming the “Provider of Choice” & the “Employer of Choice” in the markets we serve.
Companies with effective Talent Management Systems (TMS), the results speak for themselves:
- 66% had higher return on sales,
- 20% had a higher return on assets,
- 20% had a higher return on investment,
- 13% had a higher return on equity,
- Many reported improvement’s in key human capital metrics
- There was a correlated relationship between better talent & better business performance, talent was acknowledged as a rapidly increasing source of value creation
- Enhanced capacity in talent is necessary to support more complex & dynamic business requirements, Boards, customers, employees, and financial markets are expecting more.
Key Trends for 2020:
Trend 1: Organizational Design (e.g., “The Organization of the Future”) Will be Challenged Everywhere
Trend 2: Culture, Employee Engagement, and Employee Experience Remain Top Priorities
Trend 3: Real-Time Feedback and Analytics Will Explode in Maturity
Trend 4: A New Generation of Performance Management Tools Will Emerge, and a Focus on “Human Performance” and Wellbeing Will Become a Critical Part of HR, Talent, and Leadership Solutions
Trend 5: Talent Acquisition Will Focus on Culture Fit, Leadership Skills, Technical Skills Instead of Just “Credentials”
Trend 6: Digital HR and Learning Will Help Us to Reinvent L&D and HR Systems
Trend 7: The Leadership Market Will Start a Steady Process of Reinvention
Trend 8: Diversity, Inclusion, and Unconscious Bias Will Become a Top Priority
Trend 9: The L&D Function Will Continue to Struggle, But Careers & Learning Must Be Real Time, All the Time
Trend 10: The Future of Work is Here and HR Is in the Hot Seat
Execution Framework has six pillars:
(1) Plan,
(2) Attract,
(3) Develop,
(4) Perform,
(5) Retain, and
(6) Optimize.
Similar to Ethics Program Presentation - Thomas Brantley (20)
3. Ethical Issues and Behavior
1. Ethical issues in the workplace
2. Importance of ethical behavior
3. Examples
Engage with Globethics.net on Business Ethics. (n.d).
4. Ethics Program overview
1. Code of ethics
2. Policies and SOPs
3. Education and training
4. Monitoring and maintaining
5. Accountability
WordPress. (2013).
5. Implementing Ethics in the Workplace
1. Company-wide Survey to create a foundation
2. Ethics Committee
3. Principles
Mass-DAC. (2015).
6. Code of Ethics
1. Mission Statement
2. Values
3. Purpose
4. Vision
Tag Archives: Ethics in the workplace. (2013).
College Money Pros. (2013).
7. Company Policies, SOPs, and Training
1. Company policies
2. Standard Operating Procedures
3. Training programs
Policies and Proceedures. (n.d.).
8. Education and Training
1. Department specific Programs
2. Existing employees
3. New Employees
ISQEM. (2015).
9. Monitoring and Maintenance
1. Communication
2. Periodic surveys
3. Periodic Evaluations
4. Accountability
Texas Wesleyan University. (2015).
10. Enforcement of New Policies, SOPs, and
Code of Ethics
1. Positive encouragement
2. Awarding ethical behavior
3. Discipline unethical behavior
wise GEEK. (2003 - 2015).
11. Conclusion
1. Code of Ethics
2. Policies and SOPs and training
3. Education and training
4. Monitoring and maintaining
5. Accountability
Business Ethics Awards. (2013).
12. References
Anderson, C. (2005). How to Build a Business Ethics Program. Retrieved from http://www.bizmanualz.com/blog/how-to-build-a-business-
ethics-program.html
Business Ethics Awards. (2013). National Capital Business Ethics Awrd. Retrieved from http://www.businessethicsawards.org/
College Money Pros. (2013). Code of Ethics. Retrieved from http://collegemoneypros.com/planning-services/code-of-ethics/
Engage with Globethics.net on Business Ethics. (n.d). Retrieved from http://www.globethics.net/research/business-ethics
ISQEM. (2015). ISQEM Training and Continual Professional Development Courses. Retrieved from https://www.isqem.com/24.html
Josephson, M. (2010). Ten Steps to Designing a Comprehensive Ethics Program. Retrieved from
http://josephsoninstitute.org/business/blog/2010/12/ten-steps-to-designing-a-comprehensive-ethics-program/
Mass-DAC. (2015). Adjudication Committee. Retrieved from http://www.massdac.org/index.php/physician/adjudication-committee/
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Editor's Notes
Business is what takes place when a company, organization or entity trades goods or services in exchange for revenue, other goods or services. To be successful in business, one must negotiate terms and form an agreement that benefits both parties equally, provides some economic benefit, and serves the greater good for all of society. However, there are some individuals that will act in an unethical and morally wrong manner for self-benefit. There are many forms of ethical issues that may arise in doing business with people or other businesses and organizations.
Ethical issues are all around us. In our everyday interactions with friends, family, and coworkers, there are ethical issues we may deal with constantly. For this reason, we must be diligent in our efforts to uphold ethical and moral principles. Many ethical issues in the workplace could be monetary, friendships or even self-interest. It is highly important to remember that, in business trust is essential to being successful, and nothing creates trust or distrust like the ethical or unethical behavior of managers and employees. Ethical issues could also cause serious legal issues for companies that could potentially lead to closing its doors. Monetary issues such as brides, extortion, and embezzlement are considered more extreme cases, but do still happen on lower levels. In this presentation, I will discuss my ethics program, implementation, training, and monitoring for compliance. No one can completely remove or eliminate all unethical behavior. With this program, however, we can significantly reduce the likelihood of unethical behavior in our organization.
Creating an environment of morals and ethics—in business—starts with a code of ethics. The code of ethics guides the company, managers and employees in day to day transactions. The code of ethics Is a company’s mission statement, Values, purpose, and vision. Then, we tailor company policies and standard operating procedures to match the code of ethics. Next, we will tailor education and training programs to align them with the company’s code of ethics. Once these steps are complete, however, it does not mean we are finished. As with any goal, we must monitor and maintain every aspect for compliance and continual improvement. Last, we must ensure there is accountability to those who uphold the company’s code of ethics and to those that do not.
The first step in this is to create a survey to send out to all employees, managers, and stakeholders to establish a foundation of fundamentals to creating an ethical environment. The survey will serve as a window to the views of employees, managers and stakeholders. When we know what each one expects, we can better lay out a more effective plan. Next, we will create an ethics committee where members will be a diverse group of employees, managers, and stakeholders. Such a committee will give a broader view of each area of the business and create a watchful eye in each area for increased accountability. The ethics committee will meet and form a base of the core principles and develop the code of ethics.
The code of ethics is the most important aspect of the entire program, as it guides our day to day interactions and transactions. The code of ethics is the foundation that other company will stand on in everything we do. The mission statement is first and foremost—it is our primary objective and how we determine what and why we do what we do. Company values are those that we value the most. What is most important and why? The company’s purpose is the core reason that we do what we do and where we draw our energy. The company vision is a glimpse at the future of where we want to be and how we wish to be viewed by customers, shareholders, business partners, and competitors. Overall, the company code of ethics is who we are as an organization. It is the character of the company and the people that work here.
Since the code of ethics is our guide, we will review and modify current company policies and tailor them to match the company’s code of ethics. If company policy is not aligned to match the code of ethics to be morally and ethically correct, we will rewrite or change what is necessary. We will review and modify and SOPs that are not aligned with the company’s code of ethics. We cannot continue the same processes and procedures if they are not aligned to meet the standards that we have set in our code of ethics. Once we have completed these changes and integrated the code of ethics into policies and procedures, we next educate each employee, manager, and other stakeholders. We will notify each one of the changes we have made and the reason behind each change.
Education and training on ethics and the company’s code of ethics must be tailored to fit each department’s need. Ethics overall may be similar for each department, but processes, communications, and interactions are different. First and foremost we must educate and train existing employees and managers to bring them up to speed and project them forward—they are the ones who are currently making decisions and in the face of customers and shareholders. Next, any new employee must go through our ethics training program that is specific to the department he or she is hired. We must be thorough and diligent in our efforts, from top to bottom if we are to make an actual change.
Creating an ethical takes more than creating a code of ethics and training; it requires continual monitoring and development. To maintain a highly ethical environment, we must ensure that communication is accurate and timely. Sending out a simple email is not enough. We must make sure that we go above and beyond the norms of daily communication to effectively communicate. There will be weekly newsletters sent out to all departments, following a weekly ethics committee meeting. Then, once every quarter, the committee will send out a new survey that will be tailored to the weekly discussions in meetings. These surveys will act as a tool to gather information on ethics in the workplace, ethical dilemmas, employee and manager views, and create more employee involvement. As with any company and in any situation, there is always the risk of defaulting to old habits or unethical behavior. Accountability has to be a part for both those that uphold the company code of ethics and those that do not.
For those that uphold the company code of ethics, there must be accountability or recognition of the employee. Positive encouragement is the best way to empower employees to do what is needed and give their best. Each month, the committee will pick out one aspect of the code of ethics to award a price. Then, employees will take a vote; one person who they think should be elected as the ethical employee of the month. The selected employee will be recognized in front of everyone in the company. Employees that do not uphold the code of ethics should be reprimanded according to company policies and procedures just the same as breaking policies or procedures. This method will create a positive atmosphere, create employee involvement, and bolster a highly ethical environment.
With employee involvement, the company’s new code of ethics, and streamlining policies, procedures, and education and training, we are sure to create a powerful and highly ethical environment. Then, we will continue this trend through monitoring, maintenance, and accountability throughout—get better. With these new developments through my ethics program, we are sure to be the best in the industry and set the standard for others.