The document discusses managerial ethics and social responsibility, outlining arguments for and against businesses being socially responsible. It also examines how organizations can improve ethical behavior through actions like establishing codes of ethics, providing ethics training for employees, and ensuring top management supports ethical standards. Maintaining social responsibility is important for businesses to meet public expectations and enhance their reputation.
Ethical and socially responsible management of the internal environmentcoburgpsych
This document discusses ethical and socially responsible management within organizations. It addresses common ethical issues like fairness, respect for people, and conflicts of interest. It also discusses using a corporate code of conduct to encourage ethical decisions and define standards for managers and employees. Finally, it discusses social responsibility and how large organizations publish social reports to outline what they are doing regarding social issues.
The document discusses different views of management, constraints managers face, and the decision-making process. It contrasts the omnipotent view that managers control success/failure with the symbolic view that external forces are more influential. Managers must navigate complex external environments and stakeholder relationships. The eight-step decision-making process involves identifying problems, criteria, alternatives, and selecting the optimal choice, then implementing and evaluating outcomes. Intuition and evidence-based practices also influence managerial decisions.
This document appears to be a chapter from a human resources textbook about ethics, justice, and fair treatment in HR management. It discusses defining ethical behavior at work, factors that shape ethics, and ways HR can promote ethics, including through fair disciplinary practices, managing dismissals, building communications, and employee training. The chapter contains learning objectives, definitions of key terms, examples, and guidance for HR professionals on fostering ethics in areas like staffing, performance reviews, and discipline.
The document discusses the ethical decision making process in business. It outlines that ethical decisions are influenced by individual factors like values and gender, and organizational factors like culture and authority figures. The framework presented shows that ethical decision making involves considering the intensity of the ethical issue, individual characteristics, and organizational opportunities and culture. The goal is to understand how these various factors influence ethical decisions in order to improve decision making.
The document discusses several theories of motivation including Maslow's hierarchy of needs, expectancy theory, equity theory, and procedural justice. It provides an overview of each theory and its key components. For example, it describes Maslow's hierarchy as having five categories of needs - physiological, safety, belongingness, esteem, and self-actualization - and proposes that lower level needs must be satisfied before higher needs motivate. It also evaluates these theories, noting limitations such as the lack of support for a universal needs hierarchy.
This document contains information about personal and organizational ethics from a textbook chapter. It discusses three levels at which ethical issues can be addressed - personal, organizational, and societal/international. It also outlines factors that can influence unethical behavior and strategies organizations can use to improve ethical climate, such as ethics training and codes of conduct. The document provides an overview of approaches to ethical decision-making at the personal and managerial levels.
Facebook prioritizes maintaining its strong organizational culture as it expands globally. Sarah Smith, head of Facebook's Austin operations, states that maintaining culture is one of the company's top priorities. Organizational culture consists of the shared values and assumptions within a company. It defines what is important and shapes employee behavior. Companies have dominant cultures as well as subcultures that can enhance or oppose the dominant culture. Changing a culture involves actions from leaders to align artifacts, introduce culturally consistent rewards, and properly socialize new employees.
This document discusses values, attitudes, and their effects in the workplace. It defines values and attitudes, examines how they differ across cultures, and influence behavior. Values reflect deep convictions about what is important, contain judgments of right and wrong, and generally guide attitudes and behavior. Attitudes are feelings toward objects, people, or events and are less stable than values. The document also explores cognitive dissonance and how individuals seek to reduce inconsistencies between attitudes and behaviors.
Ethical and socially responsible management of the internal environmentcoburgpsych
This document discusses ethical and socially responsible management within organizations. It addresses common ethical issues like fairness, respect for people, and conflicts of interest. It also discusses using a corporate code of conduct to encourage ethical decisions and define standards for managers and employees. Finally, it discusses social responsibility and how large organizations publish social reports to outline what they are doing regarding social issues.
The document discusses different views of management, constraints managers face, and the decision-making process. It contrasts the omnipotent view that managers control success/failure with the symbolic view that external forces are more influential. Managers must navigate complex external environments and stakeholder relationships. The eight-step decision-making process involves identifying problems, criteria, alternatives, and selecting the optimal choice, then implementing and evaluating outcomes. Intuition and evidence-based practices also influence managerial decisions.
This document appears to be a chapter from a human resources textbook about ethics, justice, and fair treatment in HR management. It discusses defining ethical behavior at work, factors that shape ethics, and ways HR can promote ethics, including through fair disciplinary practices, managing dismissals, building communications, and employee training. The chapter contains learning objectives, definitions of key terms, examples, and guidance for HR professionals on fostering ethics in areas like staffing, performance reviews, and discipline.
The document discusses the ethical decision making process in business. It outlines that ethical decisions are influenced by individual factors like values and gender, and organizational factors like culture and authority figures. The framework presented shows that ethical decision making involves considering the intensity of the ethical issue, individual characteristics, and organizational opportunities and culture. The goal is to understand how these various factors influence ethical decisions in order to improve decision making.
The document discusses several theories of motivation including Maslow's hierarchy of needs, expectancy theory, equity theory, and procedural justice. It provides an overview of each theory and its key components. For example, it describes Maslow's hierarchy as having five categories of needs - physiological, safety, belongingness, esteem, and self-actualization - and proposes that lower level needs must be satisfied before higher needs motivate. It also evaluates these theories, noting limitations such as the lack of support for a universal needs hierarchy.
This document contains information about personal and organizational ethics from a textbook chapter. It discusses three levels at which ethical issues can be addressed - personal, organizational, and societal/international. It also outlines factors that can influence unethical behavior and strategies organizations can use to improve ethical climate, such as ethics training and codes of conduct. The document provides an overview of approaches to ethical decision-making at the personal and managerial levels.
Facebook prioritizes maintaining its strong organizational culture as it expands globally. Sarah Smith, head of Facebook's Austin operations, states that maintaining culture is one of the company's top priorities. Organizational culture consists of the shared values and assumptions within a company. It defines what is important and shapes employee behavior. Companies have dominant cultures as well as subcultures that can enhance or oppose the dominant culture. Changing a culture involves actions from leaders to align artifacts, introduce culturally consistent rewards, and properly socialize new employees.
This document discusses values, attitudes, and their effects in the workplace. It defines values and attitudes, examines how they differ across cultures, and influence behavior. Values reflect deep convictions about what is important, contain judgments of right and wrong, and generally guide attitudes and behavior. Attitudes are feelings toward objects, people, or events and are less stable than values. The document also explores cognitive dissonance and how individuals seek to reduce inconsistencies between attitudes and behaviors.
The document outlines the key objectives and concepts around corporate social responsibility and business ethics. It discusses the Davis Model of Corporate Social Responsibility, which includes ideas like social responsibility arising from social power and calculating social costs and benefits. It also covers varying opinions on social responsibility, approaches to meeting social obligations, and how society can help businesses meet their social obligations. Finally, it defines business ethics and discusses creating an ethical workplace through principles like the golden rule and Kant's categorical imperative.
OhioHealth has been successful during economic downturns by being an attractive employer, minimizing absenteeism and turnover, encouraging extra efforts from employees, and promoting high performance. Individual behavior is influenced by both personality and situational factors according to the MARS model, which outlines how motivation, ability, role perceptions, and situational constraints impact behavior. Values can influence behavior when the situation allows for enactment of important values and the individual is mindful of their values.
The document discusses organizational structure and design. It covers topics like centralization vs decentralization, types of departmentalization, functional vs multidivisional structure, and formal and informal integrating mechanisms. The key aspects of organizational structure discussed are dividing work into jobs and departments, establishing relationships and lines of authority, and coordinating activities across subunits.
Strategic human resource practice implementation the critical role of line manager. it was a design to write a new research paper on which this presentation was given. it is also a model for new researcher paper writer to how to write and develop a bases for your paper.
step by step details given in PPT
at the end of last PPT further steps are also mentioned.
This chapter introduces organizational behavior and provides an overview of key concepts. It defines OB as a field that examines how individuals, groups, and structure influence behavior in organizations to improve effectiveness. The chapter also outlines the manager's roles and functions, discusses Mintzberg's framework of managerial roles, and identifies the behavioral science disciplines that contribute to OB like psychology, sociology, and social psychology. Finally, it presents OB's three-level model of analysis at the individual, group, and organizational levels.
The document discusses various aspects of group behavior, including:
- Defining groups as two or more individuals interacting interdependently to achieve objectives. Formal groups are organizationally defined, while informal groups form based on social needs.
- People join groups for reasons like security, status, self-esteem, affiliation, and power.
- Groups go through five stages of development: forming, storming, norming, performing, and adjourning. Alternative models also exist, like one for temporary groups with deadlines.
- Key group properties include roles, norms, status, size, and cohesiveness. Groups are influenced by factors like roles, norms, conformity, and decision-making techniques.
The document discusses various theories of employee motivation. It begins by describing how the general manager of Sarova Panafric Hotel motivates employees through praise and recognition. It then covers Abraham Maslow's hierarchy of needs theory and its evaluation. Next, it discusses David McClelland's learned needs theory and Clayton Alderfer's ERG theory. The document also summarizes expectancy theory, goal setting theory, equity theory, job characteristics model, and the importance of job design and empowerment for motivation.
The document discusses business ethics, including:
- Classifying ethical frameworks like utilitarianism, rights-based ethics, and justice theory.
- Factors influencing ethical behavior such as moral development stages, individual characteristics, organizational culture and issue intensity.
- Guidelines for improving ethics in organizations through codes of conduct, leadership, training, and protecting whistleblowers.
- Different levels of ethical questions regarding societal impacts, stakeholder relations, internal policies, and interpersonal treatment.
This document provides an overview of key topics from a chapter on social responsibility and managerial ethics. It includes:
- Definitions of social responsibility from classical and socioeconomic views, as well as levels of social obligation, responsiveness, and responsibility.
- Research showing a positive relationship between social involvement and economic performance, though definitions and measurements are challenging.
- Approaches organizations can take to become more environmentally friendly, from legal compliance to activism.
- The role of shared values and ethics training in encouraging ethical behavior within an organization.
- Factors like individual characteristics and corporate culture/policies that influence ethical decision making.
This chapter discusses attitudes and job satisfaction. It defines attitudes as evaluative statements that can be favorable or unfavorable about objects, people or events. Attitudes have three main components - cognitive, affective, and behavioral. The chapter explores how attitudes relate to behavior and the relationship between cognitive dissonance and reducing inconsistencies. It also examines how job satisfaction, involvement, empowerment, and other job attitudes are measured and what causes job satisfaction. Managers are advised to focus on making work interesting in order to improve attitudes.
This document provides an overview of organizational behavior (OB) concepts from a textbook. It defines OB as the study of how individuals, groups, and structure impact behavior in organizations. It describes the major contributors to OB as psychology, social psychology, sociology, and anthropology. It also outlines various challenges and opportunities for applying OB concepts, such as managing diversity, stimulating innovation, and creating ethical work environments.
This chapter discusses theories and models of leadership. Early theories focused on identifying traits of leaders but had limited success. Behavioral theories examined styles of leadership and their effectiveness. Contingency theories proposed that leadership effectiveness depends on matching the leader's style to situational factors. Contemporary views include transformational leadership and team leadership. Current issues addressed include gender differences, power dynamics, and substitutes for leadership.
Deciding how to meet obligations and act responsibly ethical analysis and pro...FerdinandLabaniego
James Rest (1994) – well-known cognitive-developmental researcher, developed a model of ethical behavior. Rest, et. al., claimed there are four (4) psychological processes that affect ethical decision making and behavior.
This document summarizes a chapter about group behavior from an organizational behavior textbook. It defines groups and discusses different types of groups. It also covers key topics about groups such as stages of group development, roles, norms, status, size, cohesiveness, decision making, and cultural differences in groups. The chapter provides frameworks for understanding group properties and dynamics, and implications for managers in evaluating and influencing group effectiveness.
This document provides an introduction to organizational behavior. It defines OB as the study of how individuals, groups, and structures impact behavior within organizations. OB draws from various behavioral sciences like psychology, social psychology, sociology, and anthropology. The document outlines an OB model that analyzes behavior at the individual, group, and organizational levels. It also discusses key dependent variables studied in OB like productivity, absenteeism, and turnover. Managers are advised to develop interpersonal skills and apply evidence-based management approaches to address challenges in areas like the economy, globalization, and diversity.
The document discusses attitudes and job satisfaction. It defines attitudes as having three components - cognition, affect, and behavior. Job satisfaction is evaluated as a positive feeling about one's job. The major causes of job satisfaction discussed are personality and pay (up to a comfortable living wage). When employees are dissatisfied, they may respond actively like quitting or passively like decreased performance. High job satisfaction is linked to improved performance, lower turnover, and increased organizational citizenship behaviors. However, levels of satisfaction can vary across cultures.
The hadith Gabriel is an authentic hadith and is of great importance because it presents the dimensions of Islam that are Islam, Ihsan and Iman.
ISLAM:
Islam is regarded as one of the dimensions of religion that it literally means “peace through submission”. This dimension refers to the teachings that Allah has bestowed us. It also refers to the submission of one’s wills to their lord. It is based on the following:
• Tauheed and Rislilat
• To deliver the obligatory prayers
• Observe the fast and pay the zakat
• To perform the Hajj pilgrimage
This level is considered to be the foundation of Islamic faith. Quran explicitly presents the emphasis on these foundations. Apart from the Quran there is almost an equal emphasis in the hadith literature. There are many hadiths that clearly depicts the importance and necessity of these practices in Islam.
Prayers are the obligatory practices that Islam has enforced on the Muslims. Prayers hold a prestige status in Islam and Muslims are encouraged to offer prayers. Islam designates a dignified status to the ones who offer regular prayers. "If a person prays sincerely for martyrdom,
It is granted even though he is not hurt.” (Sahih Muslim). This hadith clearly depicts that highest status an individual can achieve is through prayers only.
Fast is one of the unique moral and spiritual characteristic of Islam, literally it means to abstain or to stop oneself. The importance of the month of Ramadan can be depicted by this hadith:
“When there comes the month of Ramadan, the gates of mercy are opened, and the gates of Hell are locked and the devils are chained” (Sahih Muslim)
Zakat is one of the five pillars of the Islam and is expected to be paid by all financially stable Muslims. This act is highly encouraged by Allah Himself and there is also a great emphasis on it throughout the hadith literature.
This hadith narrated by Asma “Do not withhold your money, (for if you did so) Allah would with-hold His blessings from you” (Sahih Bukhari) depicts the importance of giving in Islam.
Hajj is an act of worship and is considered a fundamental practice in Islam. This is regarded as the fifth pillar of Islam. Hajj is mandatory for all Muslim.
The hadith narrated from Ibn Umar (RA) that “the Prophet (PBUH) said, “Islam is built on five (pillars): Worshipping Allah and denying all others (worshipped) besides Him, establishing the Salat, paying the Zakat, going on pilgrimage (Hajj) to the House (Ka’bah), and fasting in Ramadan.” (Sahih Muslim) presents that hajj is one of the fundamental pillars of the Islam.
In addition to this there is another hadith that clearly represents the importance of hajj in Islam. This hadith is narrated by Narrated by Abu Huraira “the Prophet was asked, "Which is the best deed?" He said, "To believe in Allah and His Apostle." He was then asked, "Which is the next (in goodness)?" He said, "To participate in Jihad in Allah's Cause." H
Ch 5 social responsibility and managerial ethicsNardin A
The document is a chapter from a management textbook. It discusses social responsibility and managerial ethics. The chapter covers topics such as defining social responsibility, green management practices, factors that influence ethical behavior, and ways for managers to encourage ethics. It also addresses issues like managing ethical lapses, the role of social entrepreneurs, and how businesses can promote positive social change.
This document discusses business ethics and social responsibility. It defines key terms like ethics, business ethics, and social responsibility. It describes the importance of ethical behavior and establishing a moral culture in a business. It addresses a business's responsibilities to various stakeholders like employees, customers, investors, and the community. It provides guidance on maintaining high ethical standards, managing diversity, and being socially responsible. The overall message is that businesses must consider their ethical obligations and social impacts to protect their reputation, attract talent, and earn the trust of customers.
The document outlines the key objectives and concepts around corporate social responsibility and business ethics. It discusses the Davis Model of Corporate Social Responsibility, which includes ideas like social responsibility arising from social power and calculating social costs and benefits. It also covers varying opinions on social responsibility, approaches to meeting social obligations, and how society can help businesses meet their social obligations. Finally, it defines business ethics and discusses creating an ethical workplace through principles like the golden rule and Kant's categorical imperative.
OhioHealth has been successful during economic downturns by being an attractive employer, minimizing absenteeism and turnover, encouraging extra efforts from employees, and promoting high performance. Individual behavior is influenced by both personality and situational factors according to the MARS model, which outlines how motivation, ability, role perceptions, and situational constraints impact behavior. Values can influence behavior when the situation allows for enactment of important values and the individual is mindful of their values.
The document discusses organizational structure and design. It covers topics like centralization vs decentralization, types of departmentalization, functional vs multidivisional structure, and formal and informal integrating mechanisms. The key aspects of organizational structure discussed are dividing work into jobs and departments, establishing relationships and lines of authority, and coordinating activities across subunits.
Strategic human resource practice implementation the critical role of line manager. it was a design to write a new research paper on which this presentation was given. it is also a model for new researcher paper writer to how to write and develop a bases for your paper.
step by step details given in PPT
at the end of last PPT further steps are also mentioned.
This chapter introduces organizational behavior and provides an overview of key concepts. It defines OB as a field that examines how individuals, groups, and structure influence behavior in organizations to improve effectiveness. The chapter also outlines the manager's roles and functions, discusses Mintzberg's framework of managerial roles, and identifies the behavioral science disciplines that contribute to OB like psychology, sociology, and social psychology. Finally, it presents OB's three-level model of analysis at the individual, group, and organizational levels.
The document discusses various aspects of group behavior, including:
- Defining groups as two or more individuals interacting interdependently to achieve objectives. Formal groups are organizationally defined, while informal groups form based on social needs.
- People join groups for reasons like security, status, self-esteem, affiliation, and power.
- Groups go through five stages of development: forming, storming, norming, performing, and adjourning. Alternative models also exist, like one for temporary groups with deadlines.
- Key group properties include roles, norms, status, size, and cohesiveness. Groups are influenced by factors like roles, norms, conformity, and decision-making techniques.
The document discusses various theories of employee motivation. It begins by describing how the general manager of Sarova Panafric Hotel motivates employees through praise and recognition. It then covers Abraham Maslow's hierarchy of needs theory and its evaluation. Next, it discusses David McClelland's learned needs theory and Clayton Alderfer's ERG theory. The document also summarizes expectancy theory, goal setting theory, equity theory, job characteristics model, and the importance of job design and empowerment for motivation.
The document discusses business ethics, including:
- Classifying ethical frameworks like utilitarianism, rights-based ethics, and justice theory.
- Factors influencing ethical behavior such as moral development stages, individual characteristics, organizational culture and issue intensity.
- Guidelines for improving ethics in organizations through codes of conduct, leadership, training, and protecting whistleblowers.
- Different levels of ethical questions regarding societal impacts, stakeholder relations, internal policies, and interpersonal treatment.
This document provides an overview of key topics from a chapter on social responsibility and managerial ethics. It includes:
- Definitions of social responsibility from classical and socioeconomic views, as well as levels of social obligation, responsiveness, and responsibility.
- Research showing a positive relationship between social involvement and economic performance, though definitions and measurements are challenging.
- Approaches organizations can take to become more environmentally friendly, from legal compliance to activism.
- The role of shared values and ethics training in encouraging ethical behavior within an organization.
- Factors like individual characteristics and corporate culture/policies that influence ethical decision making.
This chapter discusses attitudes and job satisfaction. It defines attitudes as evaluative statements that can be favorable or unfavorable about objects, people or events. Attitudes have three main components - cognitive, affective, and behavioral. The chapter explores how attitudes relate to behavior and the relationship between cognitive dissonance and reducing inconsistencies. It also examines how job satisfaction, involvement, empowerment, and other job attitudes are measured and what causes job satisfaction. Managers are advised to focus on making work interesting in order to improve attitudes.
This document provides an overview of organizational behavior (OB) concepts from a textbook. It defines OB as the study of how individuals, groups, and structure impact behavior in organizations. It describes the major contributors to OB as psychology, social psychology, sociology, and anthropology. It also outlines various challenges and opportunities for applying OB concepts, such as managing diversity, stimulating innovation, and creating ethical work environments.
This chapter discusses theories and models of leadership. Early theories focused on identifying traits of leaders but had limited success. Behavioral theories examined styles of leadership and their effectiveness. Contingency theories proposed that leadership effectiveness depends on matching the leader's style to situational factors. Contemporary views include transformational leadership and team leadership. Current issues addressed include gender differences, power dynamics, and substitutes for leadership.
Deciding how to meet obligations and act responsibly ethical analysis and pro...FerdinandLabaniego
James Rest (1994) – well-known cognitive-developmental researcher, developed a model of ethical behavior. Rest, et. al., claimed there are four (4) psychological processes that affect ethical decision making and behavior.
This document summarizes a chapter about group behavior from an organizational behavior textbook. It defines groups and discusses different types of groups. It also covers key topics about groups such as stages of group development, roles, norms, status, size, cohesiveness, decision making, and cultural differences in groups. The chapter provides frameworks for understanding group properties and dynamics, and implications for managers in evaluating and influencing group effectiveness.
This document provides an introduction to organizational behavior. It defines OB as the study of how individuals, groups, and structures impact behavior within organizations. OB draws from various behavioral sciences like psychology, social psychology, sociology, and anthropology. The document outlines an OB model that analyzes behavior at the individual, group, and organizational levels. It also discusses key dependent variables studied in OB like productivity, absenteeism, and turnover. Managers are advised to develop interpersonal skills and apply evidence-based management approaches to address challenges in areas like the economy, globalization, and diversity.
The document discusses attitudes and job satisfaction. It defines attitudes as having three components - cognition, affect, and behavior. Job satisfaction is evaluated as a positive feeling about one's job. The major causes of job satisfaction discussed are personality and pay (up to a comfortable living wage). When employees are dissatisfied, they may respond actively like quitting or passively like decreased performance. High job satisfaction is linked to improved performance, lower turnover, and increased organizational citizenship behaviors. However, levels of satisfaction can vary across cultures.
The hadith Gabriel is an authentic hadith and is of great importance because it presents the dimensions of Islam that are Islam, Ihsan and Iman.
ISLAM:
Islam is regarded as one of the dimensions of religion that it literally means “peace through submission”. This dimension refers to the teachings that Allah has bestowed us. It also refers to the submission of one’s wills to their lord. It is based on the following:
• Tauheed and Rislilat
• To deliver the obligatory prayers
• Observe the fast and pay the zakat
• To perform the Hajj pilgrimage
This level is considered to be the foundation of Islamic faith. Quran explicitly presents the emphasis on these foundations. Apart from the Quran there is almost an equal emphasis in the hadith literature. There are many hadiths that clearly depicts the importance and necessity of these practices in Islam.
Prayers are the obligatory practices that Islam has enforced on the Muslims. Prayers hold a prestige status in Islam and Muslims are encouraged to offer prayers. Islam designates a dignified status to the ones who offer regular prayers. "If a person prays sincerely for martyrdom,
It is granted even though he is not hurt.” (Sahih Muslim). This hadith clearly depicts that highest status an individual can achieve is through prayers only.
Fast is one of the unique moral and spiritual characteristic of Islam, literally it means to abstain or to stop oneself. The importance of the month of Ramadan can be depicted by this hadith:
“When there comes the month of Ramadan, the gates of mercy are opened, and the gates of Hell are locked and the devils are chained” (Sahih Muslim)
Zakat is one of the five pillars of the Islam and is expected to be paid by all financially stable Muslims. This act is highly encouraged by Allah Himself and there is also a great emphasis on it throughout the hadith literature.
This hadith narrated by Asma “Do not withhold your money, (for if you did so) Allah would with-hold His blessings from you” (Sahih Bukhari) depicts the importance of giving in Islam.
Hajj is an act of worship and is considered a fundamental practice in Islam. This is regarded as the fifth pillar of Islam. Hajj is mandatory for all Muslim.
The hadith narrated from Ibn Umar (RA) that “the Prophet (PBUH) said, “Islam is built on five (pillars): Worshipping Allah and denying all others (worshipped) besides Him, establishing the Salat, paying the Zakat, going on pilgrimage (Hajj) to the House (Ka’bah), and fasting in Ramadan.” (Sahih Muslim) presents that hajj is one of the fundamental pillars of the Islam.
In addition to this there is another hadith that clearly represents the importance of hajj in Islam. This hadith is narrated by Narrated by Abu Huraira “the Prophet was asked, "Which is the best deed?" He said, "To believe in Allah and His Apostle." He was then asked, "Which is the next (in goodness)?" He said, "To participate in Jihad in Allah's Cause." H
Ch 5 social responsibility and managerial ethicsNardin A
The document is a chapter from a management textbook. It discusses social responsibility and managerial ethics. The chapter covers topics such as defining social responsibility, green management practices, factors that influence ethical behavior, and ways for managers to encourage ethics. It also addresses issues like managing ethical lapses, the role of social entrepreneurs, and how businesses can promote positive social change.
This document discusses business ethics and social responsibility. It defines key terms like ethics, business ethics, and social responsibility. It describes the importance of ethical behavior and establishing a moral culture in a business. It addresses a business's responsibilities to various stakeholders like employees, customers, investors, and the community. It provides guidance on maintaining high ethical standards, managing diversity, and being socially responsible. The overall message is that businesses must consider their ethical obligations and social impacts to protect their reputation, attract talent, and earn the trust of customers.
This chapter discusses the importance of managerial ethics and social responsibility. It argues that managers must make ethical decisions that consider social impacts, as organizations cannot be seen as socially irresponsible. It also presents research showing that social responsibility can positively impact economic performance. The chapter explores how managers and organizations can improve ethical behavior through codes of ethics, training, and leading by example.
Business ethics refers to written and unwritten codes that govern decisions and actions within a company. An organization's culture determines what is considered right and wrong conduct. If businesses focus on long-term stability and growth over short-term goals, their decisions are more likely to be ethical. Managers play a key role in establishing an organization's ethical standards and culture. Upholding strong business ethics is important for public trust, preventing harm, and protecting employees and the company.
This document outlines the key topics and learning outcomes covered in Chapter 5 of the textbook "Management" by Stephen P. Robbins and Mary Coulter. The chapter discusses social responsibility and managerial ethics. It covers concepts such as social responsibility, green management, factors that influence ethical behavior, and how managers can encourage ethical conduct within their organizations. Specific strategies are provided, such as developing codes of ethics and providing ethics training. The role of social entrepreneurs is also mentioned.
This document outlines key concepts around managerial ethics and social responsibility from Chapter 2 of the textbook. It defines ethics and social responsibility, lists arguments for and against businesses being socially responsible, and describes ways that organizations and managers can improve ethical behavior, such as establishing codes of ethics. The document emphasizes that managers regularly make socially-dimensional decisions and that demonstrating social responsibility is important in today's business world.
This document discusses factors that influence the moral development of corporations and proposes a 5-stage model of corporate moral development. The stages progress from immoral organizations that prioritize profits over ethics to ethical organizations that balance profits and principles, making ethical decisions even at the expense of profitability. The moral maturity of an organization's leaders and culture determines its stage of development. Leaders set the moral tone and have great impact on shaping corporate culture and ethics.
This document discusses topics related to social responsibility and ethics, including:
- Definitions of social responsibility and how views have evolved from prioritizing profits to also considering societal impacts
- Arguments for and against organizations being socially involved
- Factors that influence ethical behavior, such as moral development stages, personal values, and organizational culture
- Ways organizations can encourage ethical behavior, like using codes of ethics, leadership, and protective mechanisms
- Current social responsibility and ethics issues organizations face, including managing lapses and promoting positive change.
This document discusses how to create an ethical organizational climate. It covers topics such as leaders acting as ethics officers and setting a good example, the five types of ethical climates, signs of a healthy ethical climate like humility and trust, and tools for building climate like rewarding ethical behavior and shared decision making. It also provides examples of how structures like performance reviews and incentives can impact ethics, the importance of social responsibility and discovering an organization's core values and purpose. Finally, it discusses key aspects of developing an effective code of ethics.
This document discusses managing social responsibility and ethics in business. It covers topics such as social responsibility, green management, ethical decision making, and factors that influence ethical behavior. Some key points:
- There are different views on a company's social responsibilities, ranging from just profit maximization to also considering society's welfare.
- Companies can take different approaches to social responsibility and environmental sustainability, from just obeying laws to proactively seeking ways to benefit society and the environment.
- Individual, organizational, and cultural factors can influence ethical behavior in business. Tools like codes of ethics and training aim to promote ethical decision making.
- Ethical dilemmas are evaluated using frameworks like Kohlberg's stages of
Unethical Practices and ethical dilemmas - IndiaNAITIK KASAVALA
Business ethics and corporate governance is an important part of any country. Despite having a strong foundation of law to protect this, a firm get window to run out from ethics.
This chapter discusses the importance of ethical and socially responsible behavior for businesses. It covers why obeying the law is only the first step, how to identify and address ethical dilemmas, and management's role in setting an organization's ethical standards. The chapter also defines corporate social responsibility and explains businesses' responsibilities to stakeholders like customers, investors, employees, society, and the environment. It discusses establishing ethics codes and programs, and the demands for ethical and responsible behavior in international markets.
Ethics and Corporate Social Responsibility - BAFJay Mehta
This document discusses social responsibility and ethics for business. It covers stakeholder theory, corporate social responsibility, ethical decision-making, and how companies can encourage ethical behavior. Specifically, it defines key concepts like stakeholders, CSR perspectives, ethical dilemmas managers may face, and strategies companies use like codes of ethics and training to foster ethical culture. The implications for leaders are to make ethics and social responsibility a priority through various policies and communications with employees.
The document provides an overview of key concepts in business ethics. It discusses ethics and morality, defining ethics as the study of morality and morality as standards of right and wrong. It then covers the definition of business ethics, types of ethical issues, views on attributing ethics to corporations, arguments for and against business ethics, and frameworks for resolving cross-cultural differences in ethics. It concludes by outlining Kohlberg's stages of moral development and factors that influence ethical behavior and responsibility.
This document discusses business ethics and ethical decision making. It defines ethics and ethical principles, and lists sources of ethics like religion, family, and education. It discusses ethical relativism and key reasons for businesses to act ethically, like meeting stakeholder demands, enhancing performance, complying with laws, preventing harm, and promoting personal morality. Common causes of unethical behavior are also outlined. The document then discusses core elements of ethical character in business like managers' values and stages of moral development. It concludes by analyzing ethical dilemmas using four methods: virtues, utilitarian, rights, and justice.
Leaders play a key role in establishing an ethical organizational climate. They should lead by example and serve as role models for ethical behavior. An ethical climate is marked by integrity, justice, trust, and concern for both means and ends. Leaders implement tools like core values, codes of ethics, training, and socialization to reinforce ethical norms.
This document provides an overview of business ethics concepts, including:
- The definition of ethics as the study of morality and moral standards.
- Business ethics examines moral standards as they apply to business.
- Ethical issues can be systemic, corporate, or individual in nature.
- There are debates around attributing ethical qualities to corporations.
- Four steps can lead to ethical behavior: recognizing ethical situations, judging actions, deciding to act ethically, and following through.
This document summarizes key points from Chapter 1 of an organizational behavior textbook. It discusses the definition of organizations as social groups that work toward common goals. It also defines organizational behavior as the study of individual and group attitudes and behaviors in organizations. Additionally, it outlines different approaches to management, including classical, human relations, and contingency perspectives. The goals of studying organizational behavior are explained as prediction, explanation, and management of behavior in organizations.
This document discusses business ethics fundamentals and provides an overview of key concepts. It defines business ethics as practices and behaviors that are good or bad within a moral duty context. Three models of management ethics are discussed: immoral management which lacks ethical principles, moral management which conforms to high ethical standards, and amoral management which does not adequately consider ethics. Developing moral judgment requires considering external influences on values as well as cultivating internal qualities like moral imagination and a sense of obligation.
The document outlines key concepts in ethics including: what ethics is as a branch of philosophy concerned with determining right and wrong; different approaches such as normative and descriptive ethics; sources of morality like objective and subjective theories; and major ethical theories like consequentialism and deontology. It also discusses the relationship between ethics and religion and the use of reasoning in ethical arguments.
This document outlines the course details for LAW 483 Moral and Ethical Issues in Law. The course examines ethical theories and how morals are applied in different contexts such as professional codes of conduct. Topics covered include critical thinking, sectoral ethics, professional ethics, and medico-legal issues. Students will develop skills in understanding ethical contributions, applying principles, and examining laws incorporating ethics. The course is taught through lectures, tutorials, and independent learning, and is assessed through continuous assignments and a final exam.
The document outlines several arguments against legalizing euthanasia. It argues that euthanasia would not only be offered to terminally ill patients, but could extend to those with chronic illnesses or disabilities. It could also become a means of reducing healthcare costs. Once legalized, euthanasia may become non-voluntary as people feel pressure to choose death. Legal euthanasia could reject the value and importance placed on human life.
The document outlines several arguments against legalizing euthanasia. It argues that euthanasia would not be limited to terminally ill patients and the definition of terminal illness is unclear. It could also become a means of health care cost containment. Additionally, euthanasia could become non-voluntary as people feel pressure from medical costs and being a burden. The document rejects euthanasia as it undermines the value of human life.
This document discusses four main ethical issues related to cyberethics: privacy, property, accuracy, and access. It provides examples of how each can present challenges on the internet. Privacy is threatened as technology increases our data collection. Accuracy is difficult to determine online as information quality varies. Property issues arise around intellectual property rights for online content. Widespread access enables controversial issues to become more prominent online. The document also outlines elements of Malaysian cyber law and provides guidance on computer ethics for professionals and users.
This document provides an outline of key topics in ethics. It begins by discussing why ethics is studied and what ethics encompasses as a branch of philosophy. It then examines different approaches to ethics, including those based on religion and reason. The document outlines ethical reasoning and arguments, discussing valid and fallacious types of arguments. It also explores major ethical theories that consider objective and subjective sources of morality. The document provides context around key concepts in ethics and debates perspectives on morality and ethical decision-making.
This document provides an overview of the ethical issues surrounding the abortion debate. It discusses the two main considerations of the moral status of the fetus and the rights of the pregnant woman. Key aspects of the debate include whether the fetus is a person, criteria for personhood, arguments that abortion may still be justified even if the fetus is a person, and the rights that ground a woman's choice to have an abortion such as privacy, bodily autonomy, and self-determination. The document also notes related issues such as racism, sex selection, and seeking common ground between the two sides.
Organ donation involves removing organs or tissues from deceased or living donors for transplantation into other individuals. Key organs that can be donated include the heart, lungs, liver, kidneys, and pancreas. Legislation regarding organ donation varies by country, with some requiring explicit consent from donors and others assuming consent unless the donor explicitly dissents. There are ongoing ethical debates around issues such as defining death, ensuring informed consent, preventing financial exploitation of living donors, and addressing shortages in organ supply.
2. LEARNING OUTCOME
Define social responsibility and ethics
List at least six main arguments for at least four
main arguments againts businesses being socially
responsible.
Explain the importance of demonstrating social
responsibility in today business world
2
3. Learning Objectives ( continued)
•Describes the concern people have about
business ethics
•Explain the relationship between social
responsibility and managerial ethics
•Identify the seven factors that influence ethical
behaviour
•Describe ways an organization can improve ethical
behaviour
3
4. Society’s Expectation from
Organizations and Manager
Managers regularly make decisions about issues
with a social dimension
In competitive environment, organizations
cannot afford to be seen as socially irresponsible
4
5. Arguments Supporting Businesses
Being Socially Responsible
Public expectations
Long-run profits
Ethical obligation
Public image
Better environment
Balance of responsibility and power
Shareholder interests
Possession of resources
Superiority of prevention over cures
5
6. Arguments Againts Businesses Being
Socially Responsible
Violation of profit maximization
Dilution of purpose
Costs
Too much power
Lack of skills
Lack of accountability
Lack of broad public support
6
8. Relationship Between Social
Responsibility and Economic
Performance
Research studies show positive relationship
General public perception that companies who behave in
a socially responsible way have better business
performance
8
16. Determinants Of Issue Intensity (Exhibit 2.3)
How much agreement is there
How many people will that this action is wrong?
be harmed?ed? How likely is it that this
action will cause harm?
Consensus of
Greatness Wrong Probability of
of Harm Harm
Issue Intensity
Concentration Immediacy of
of Effect Proximity
Consequences
to Victims
How concentrated is the effect
of the action on the victims? Will harm be felt
How close are the potential
immediately?
victims?
Source : Management, Seventh Canadian Edition, by Stephen P. Robbins, Mary Coulter, and Robbin
Stuart-Kotze, page 113. Copyright 2003. Reprinted by permission of Pearson Education Canada Inc.
Robbins et al., Fundamentals of Management, 4th Canadian Edition 2005 Pearson
Education Canada, Inc.
17. Businesses Improving Ethical
Behaviour
• Strong emphasis on corporate governance
• Companies refocusing efforts on business
ethics
• New legislation to hold boards of directors
more accountable
Robbins et al., Fundamentals of Management, 4th Canadian Edition 2005 Pearson
Education Canada, Inc.
17
18. Managers Improving Ethical
Behaviour
• Hire individuals with high ethical standards
• Establish codes of ethics and decision rules
• Lead by example
(continued)
Robbins et al., Fundamentals of Management, 4th Canadian Edition 2005 Pearson
Education Canada, Inc.
18
19. Managers Improving Ethical
Behaviour (continued)
• Delineate job goals and performance review
mechanisms
• Provide ethics training
• Conduct social audits
• Provide support to individuals facing ethical
dilemmas
Robbins et al., Fundamentals of Management, 4th Canadian Edition 2005 Pearson
Education Canada, Inc. 19
20. Code of Ethics
• Formal statement of an organization’s primary
values and ethical rules it expects employees to
follow
• Usually written
• Must state in detail acceptable behaviours and
actions
Robbins et al., Fundamentals of Management, 4th Canadian Edition 2005 Pearson
Education Canada, Inc. 20
21. Management Responsibility
Relating to Codes of Ethics
• If possible, develop codes with active
involvement of everyone in the organization
• All levels of management must support and
continually reaffirm the importance
• Consistently discipline those who break the code
• Set an example by behaviour and action
Robbins et al., Fundamentals of Management, 4th Canadian Edition 2005 Pearson
Education Canada, Inc. 21
22. Concluding Remarks
• More and more organizations are appearing in
newspaper headlines about ethical conduct
• Survey of employees shows workplace
pressures are leading to more people
considering acting unethically
• Concerns about social responsibility are
growing
Robbins et al., Fundamentals of Management, 4th Canadian Edition 2005 Pearson
Education Canada, Inc. 22