This document discusses ethics, work ethic, professionalism, and accountability. It defines ethics as moral principles that govern behavior and a branch of philosophy involving concepts of right and wrong. It describes work ethic as a value based on hard work and diligence that is vital to organizational goals. Professionalism refers to the conduct and qualities that characterize a professional, implying quality workmanship. The document emphasizes the importance of accountability, competence, and respecting rules to maintain professionalism.
Process or Rules - Language of LeadershipIttela Umama
1. Processes are developed through participation from multiple teams and are meant to improve over time, whereas rules are enforced without opportunity for change and can discourage creativity.
2. Processes have reasonable goals that cater to needs from various sources, while rules can be based on personal preferences and overlook broader mandates.
3. The terminology used, such as processes versus rules, speaks to the culture of the organization - processes build a culture of trust and transparency through participation, while rules risk creating a culture of individualism and force based on personal preference.
It is a field of study that investigates the impact of individuals, groups, and structures on human behavior within organizations; the aim is to apply such knowledge towards improving organizational effectiveness.
Transformative Workplace Solutions provides relationship transformation and employee retention services to help organizations improve workplace relationships and culture. They take a systemic approach, beginning with assessments of the workplace environment and then implementing relationship transformation and employee empowerment programs based on psychological principles. Their goal is to advance employee retention through clarifying relationships, developing emotional intelligence, and teaching skills to achieve business goals for individuals and teams. They provide services focused on business partnerships, employee relations, and business mergers and acquisitions.
The MARS model identifies four key factors that influence an employee's voluntary behavior and performance: motivation, ability, role perception, and situational factors. Motivation refers to the internal psychological forces driving an employee's behavior and effectiveness. Ability is an employee's competence and talents. Role perception is an employee's understanding of their responsibilities. Situational factors are environmental constraints and facilitators beyond an employee's control that influence their behavior and performance. The MARS model shows that these four factors interact to determine an individual's overall performance.
This document discusses the need for values in companies during times of global change. It defines values as prescriptive beliefs about what is good and bad that shape behavior. Companies benefit from clearly defined values that guide decision making, hiring, and team leadership. During global changes, companies need values like empathy, respect, honesty and loyalty to address issues like unreasonable expectations, unhappiness, and anger among employees. The document uses Apple as a case study, noting it values empathy for customers, innovation, quality and teamwork, which contributed to its success.
Workplace ethics are the set of values, moral principles, and standards that guide both employer and employee behavior and interactions to govern organizational processes and culture. Ethical behaviors at work include obeying company rules, effective communication, responsibility, professionalism, respect, and trust. Employers can drive ethics by leading by example, providing constant feedback, acknowledging employee needs, motivating employees, and having employees write a personal code of conduct.
This document discusses ethics, work ethic, professionalism, and accountability. It defines ethics as moral principles that govern behavior and a branch of philosophy involving concepts of right and wrong. It describes work ethic as a value based on hard work and diligence that is vital to organizational goals. Professionalism refers to the conduct and qualities that characterize a professional, implying quality workmanship. The document emphasizes the importance of accountability, competence, and respecting rules to maintain professionalism.
Process or Rules - Language of LeadershipIttela Umama
1. Processes are developed through participation from multiple teams and are meant to improve over time, whereas rules are enforced without opportunity for change and can discourage creativity.
2. Processes have reasonable goals that cater to needs from various sources, while rules can be based on personal preferences and overlook broader mandates.
3. The terminology used, such as processes versus rules, speaks to the culture of the organization - processes build a culture of trust and transparency through participation, while rules risk creating a culture of individualism and force based on personal preference.
It is a field of study that investigates the impact of individuals, groups, and structures on human behavior within organizations; the aim is to apply such knowledge towards improving organizational effectiveness.
Transformative Workplace Solutions provides relationship transformation and employee retention services to help organizations improve workplace relationships and culture. They take a systemic approach, beginning with assessments of the workplace environment and then implementing relationship transformation and employee empowerment programs based on psychological principles. Their goal is to advance employee retention through clarifying relationships, developing emotional intelligence, and teaching skills to achieve business goals for individuals and teams. They provide services focused on business partnerships, employee relations, and business mergers and acquisitions.
The MARS model identifies four key factors that influence an employee's voluntary behavior and performance: motivation, ability, role perception, and situational factors. Motivation refers to the internal psychological forces driving an employee's behavior and effectiveness. Ability is an employee's competence and talents. Role perception is an employee's understanding of their responsibilities. Situational factors are environmental constraints and facilitators beyond an employee's control that influence their behavior and performance. The MARS model shows that these four factors interact to determine an individual's overall performance.
This document discusses the need for values in companies during times of global change. It defines values as prescriptive beliefs about what is good and bad that shape behavior. Companies benefit from clearly defined values that guide decision making, hiring, and team leadership. During global changes, companies need values like empathy, respect, honesty and loyalty to address issues like unreasonable expectations, unhappiness, and anger among employees. The document uses Apple as a case study, noting it values empathy for customers, innovation, quality and teamwork, which contributed to its success.
Workplace ethics are the set of values, moral principles, and standards that guide both employer and employee behavior and interactions to govern organizational processes and culture. Ethical behaviors at work include obeying company rules, effective communication, responsibility, professionalism, respect, and trust. Employers can drive ethics by leading by example, providing constant feedback, acknowledging employee needs, motivating employees, and having employees write a personal code of conduct.
Effective employee motivation has long been one of the elusive “Holy Grails” of management. Motivation refers to the internal and external factors that stimulate excitement and energy in a person to be continuously interested and committed to a particular goal.
Leaders are often faced with the challenge to motivate their employees: How do I consistently motivate my employees to “go the extra mile” for the organization? How do I get employees to give their 110%? Although motivation is highly individualized, having a sound framework to understand the psychological processes involved in motivation will greatly help leaders. One such framework that can be applied to the workplace is Maslow’s Hierarchy of needs.
We at ChangeDynamics ( http://www.changedynamics.biz ) have been helping clients to drive performance in their organization. If your organisation is interested in improving overall performance, please contact us to learn how you can drive performance through multiple dimensions. We are happy to have a no commitment discussion to exchange ideas that may help your organisation.
Employee engagement has been studied since the 1920s and can be defined in various ways such as employee ownership, motivation, involvement, commitment and loyalty. An engaged employee is fully involved in and enthusiastic about their work, cares about the company's future, and is willing to go above and beyond to help the company succeed. Engaged employees are more productive and believe they can make a difference. Employee engagement can be measured by tenure, emotional involvement, extra effort, and pride in the workplace. Drivers of engagement include meeting needs, management support, teamwork, growth opportunities, and feeling one's work contributes to company success.
This document discusses unethical practices of employers, including creating splits among union leaders, bias in the workplace, child labor, physical, psychological, and sexual abuse of employees, requiring longer and inflexible working hours, nepotism in hiring practices, and overreliance on referrals in hiring. It states employers should avoid these practices, resolve conflicts fairly, give equal opportunities, avoid child labor, maintain professionalism and prevent abuse, follow regulations on work hours and breaks, and adopt unbiased hiring policies. The document also mentions unethical employee practices such as false claims about age and qualifications or certificates.
Companies which follow certain business ethics have better chances of survival, as compared with the ones whose only goal is to make profits, even if they have to make several compromises to achieve their goals.
This document is a resume for Deborah A. Moore. She has over 15 years of experience in office administration, HR, and legal recruiting. Her most recent role was as the Office Administrator and HR & Legal Recruiting Manager for Buchanan Ingersoll & Rooney PC, where she provided complete HR recruitment solutions and administered personnel functions. She also has experience in facilities management, event planning, and budgeting & reporting.
Approach and models of Organization BehaviorNaj Umpa
This document discusses key concepts in organizational behavior including:
1. The key forces affecting organizational behavior are people, structure, technology, and environment.
2. Fundamental concepts around the nature of people include individual differences, perception, motivation, and values.
3. There are four approaches to studying organizational behavior: human resources, contingency, results-oriented, and systems.
5. Models of organizational behavior include the autocratic, custodial, supportive, collegial, and system models which differ in their basis, orientations, and results.
The document discusses the roles and responsibilities of a principal as the top manager of an educational institution. It outlines that a principal is responsible for planning, directing work, monitoring performance, and taking corrective action to accomplish organizational goals. The roles are divided into interpersonal, informational, and decisional categories. The interpersonal role involves figurehead, leader, and liaison duties. The informational role covers monitoring, disseminating, and serving as a spokesperson. The decisional role includes entrepreneurship, handling disturbances, allocating resources, and negotiation.
The document outlines five models of organizational behavior: autocratic, custodial, supportive, collegial, and system. The autocratic model is based on power and obedience, while the custodial model focuses on material rewards and security. The supportive model emphasizes leadership support and participation. The collegial model uses a team approach. The system model is based on trust, community, meaning, care, and compassion. It argues the system model best stimulates passion and commitment in employees.
Effective employee relations management through fair treatment, commitment, harmonization of employment terms and conditions, mutual emphasis between management and employees, and clear communication policies helps companies gain employee loyalty and contribution to success. Key aspects include driving employee commitment through good work conditions, mutual inclusion of managers and employees, and open communication to resolve conflicts.
Ellen Schiffeleers' resume provides information about her background, work experience, and areas of focus. She has studied environmental health sciences, biological medicine, Dutch law, and business administration. Her work experience from 1993-2011 involved consultancy, management, coaching, training, and business improvement. She helps organizations and individuals set their sails to align with high winds by coaching improvement processes, with a focus on communication, collaboration, and using social media.
Fundamental of team work team synergy
Basic principles as were identified in our class room scenario.
Do and don'ts for maintaining high profile successful teams.
Developing appropriate work values, ethics and corporateAdetoun Omole
This document outlines a session on work values, ethics, and corporate culture. It begins with learning objectives which are to define the key concepts, explain their importance, discuss negative influencing factors, and ways to develop appropriate cultures. Work values guide standards and determine culture. Corporate culture is defined as shared beliefs and behaviors over time. Developing appropriate culture involves training, leadership, and aligning personal and organizational values. Negative impacts include ignorance and a lack of communication or orientation. The conclusion states culture defines organizations and leadership determines culture, which can help or harm performance when aligned with personal values.
Ellen Schiffeleers has studied environmental health sciences, biological medicine, Dutch law, and business administration from 1987-1993. Her work experience from 1993-2011 includes consultancy, management, and coaching/training in business improvement. With her background in business administration, she coaches improvement processes to align policies, procedures, and behavior, with a special focus on communication, collaboration, and using social media. Her goal is to help organizations and individuals set their sails to take advantage of opportunities.
Nicole Turner has over 20 years of experience in human services, education, and business administration. She currently serves as an Executive I for the Illinois Department of Human Services, where she coordinates quality control for payroll and benefits. Previously she held supervisory roles in residential services and early childhood education. Turner has a Master's in Business Administration and Bachelor's degrees in Business Administration and Early Childhood Education.
This document summarizes a seminar presentation about the need and relevance of values in management. It discusses how values provide important guidelines for behavior and influence attitudes. There are different types of values, such as instrumental values and terminal values. Values are different than facts in that values represent personal beliefs about what is good, while facts are objective statements. The document also outlines the importance of values for organizations in contributing to shared meaning and culture, and how values are relevant for managers in decision-making and social responsibility.
Workplace ethics refers to how employees conduct themselves on the job. Some key aspects of workplace ethics include following company policies and the law, being able to "sleep at night" with your decisions, and doing your fair share of work. Surveys show that many workers engage in unethical behaviors like cutting corners, lying, or taking credit for others' work. To maintain strong ethics, workers should set standards around principles like trust, honesty, and avoiding conflicts of interest. Employers value characteristics like credibility, responsibility, flexibility, and being a team player. The overall focus should be on constantly improving one's work and ethical conduct.
Work ethics refers to how an employee behaves and carries out responsibilities on the job. It involves attitudes like integrity, responsibility, commitment to quality work, discipline, and teamwork. Some benefits of strong work ethics include career enhancement, ensuring work is completed well, job satisfaction, and greater rewards. Key aspects of good work ethics are integrity, taking responsibility, emphasis on quality over just the minimum, discipline to complete tasks, and having a sense of teamwork.
This document lists common courtesy expressions and provides examples of their use. It includes expressions like "please", "thank you", "you're welcome", and "excuse me". An activity asks the reader to choose the correct courtesy expression to complete sample statements, such as using "thank you" to complete "Here is your money" and "excuse me" to complete "Pardon me, what's your name?". In under 3 sentences, this summary outlines the key content of the document which is identifying common courtesy expressions and providing examples of their proper use.
The document discusses how people address others across different cultures and contexts. It explores the use of titles, names, and nicknames when addressing family members, friends, professionals, and people in positions of authority. The level of familiarity and respect indicated by forms of address can vary depending on factors like culture, relationship, and situation. Pupil responses suggest that nicknames given by children may be friendly or derogatory depending on whether the person likes the nickname.
Good manners are behaviors that mark someone as civilized and vary between societies. They encompass everything from introductions to eating etiquette. Manners make social interactions easier and give life meaning. Etiquette refers to the customary rules of polite behavior, especially in a particular group. Following etiquette, such as being on time, avoiding offensive topics, and respecting others, improves manners. Culture also influences what are considered proper manners. Overall, good manners increase self-respect and success in life and work.
Effective employee motivation has long been one of the elusive “Holy Grails” of management. Motivation refers to the internal and external factors that stimulate excitement and energy in a person to be continuously interested and committed to a particular goal.
Leaders are often faced with the challenge to motivate their employees: How do I consistently motivate my employees to “go the extra mile” for the organization? How do I get employees to give their 110%? Although motivation is highly individualized, having a sound framework to understand the psychological processes involved in motivation will greatly help leaders. One such framework that can be applied to the workplace is Maslow’s Hierarchy of needs.
We at ChangeDynamics ( http://www.changedynamics.biz ) have been helping clients to drive performance in their organization. If your organisation is interested in improving overall performance, please contact us to learn how you can drive performance through multiple dimensions. We are happy to have a no commitment discussion to exchange ideas that may help your organisation.
Employee engagement has been studied since the 1920s and can be defined in various ways such as employee ownership, motivation, involvement, commitment and loyalty. An engaged employee is fully involved in and enthusiastic about their work, cares about the company's future, and is willing to go above and beyond to help the company succeed. Engaged employees are more productive and believe they can make a difference. Employee engagement can be measured by tenure, emotional involvement, extra effort, and pride in the workplace. Drivers of engagement include meeting needs, management support, teamwork, growth opportunities, and feeling one's work contributes to company success.
This document discusses unethical practices of employers, including creating splits among union leaders, bias in the workplace, child labor, physical, psychological, and sexual abuse of employees, requiring longer and inflexible working hours, nepotism in hiring practices, and overreliance on referrals in hiring. It states employers should avoid these practices, resolve conflicts fairly, give equal opportunities, avoid child labor, maintain professionalism and prevent abuse, follow regulations on work hours and breaks, and adopt unbiased hiring policies. The document also mentions unethical employee practices such as false claims about age and qualifications or certificates.
Companies which follow certain business ethics have better chances of survival, as compared with the ones whose only goal is to make profits, even if they have to make several compromises to achieve their goals.
This document is a resume for Deborah A. Moore. She has over 15 years of experience in office administration, HR, and legal recruiting. Her most recent role was as the Office Administrator and HR & Legal Recruiting Manager for Buchanan Ingersoll & Rooney PC, where she provided complete HR recruitment solutions and administered personnel functions. She also has experience in facilities management, event planning, and budgeting & reporting.
Approach and models of Organization BehaviorNaj Umpa
This document discusses key concepts in organizational behavior including:
1. The key forces affecting organizational behavior are people, structure, technology, and environment.
2. Fundamental concepts around the nature of people include individual differences, perception, motivation, and values.
3. There are four approaches to studying organizational behavior: human resources, contingency, results-oriented, and systems.
5. Models of organizational behavior include the autocratic, custodial, supportive, collegial, and system models which differ in their basis, orientations, and results.
The document discusses the roles and responsibilities of a principal as the top manager of an educational institution. It outlines that a principal is responsible for planning, directing work, monitoring performance, and taking corrective action to accomplish organizational goals. The roles are divided into interpersonal, informational, and decisional categories. The interpersonal role involves figurehead, leader, and liaison duties. The informational role covers monitoring, disseminating, and serving as a spokesperson. The decisional role includes entrepreneurship, handling disturbances, allocating resources, and negotiation.
The document outlines five models of organizational behavior: autocratic, custodial, supportive, collegial, and system. The autocratic model is based on power and obedience, while the custodial model focuses on material rewards and security. The supportive model emphasizes leadership support and participation. The collegial model uses a team approach. The system model is based on trust, community, meaning, care, and compassion. It argues the system model best stimulates passion and commitment in employees.
Effective employee relations management through fair treatment, commitment, harmonization of employment terms and conditions, mutual emphasis between management and employees, and clear communication policies helps companies gain employee loyalty and contribution to success. Key aspects include driving employee commitment through good work conditions, mutual inclusion of managers and employees, and open communication to resolve conflicts.
Ellen Schiffeleers' resume provides information about her background, work experience, and areas of focus. She has studied environmental health sciences, biological medicine, Dutch law, and business administration. Her work experience from 1993-2011 involved consultancy, management, coaching, training, and business improvement. She helps organizations and individuals set their sails to align with high winds by coaching improvement processes, with a focus on communication, collaboration, and using social media.
Fundamental of team work team synergy
Basic principles as were identified in our class room scenario.
Do and don'ts for maintaining high profile successful teams.
Developing appropriate work values, ethics and corporateAdetoun Omole
This document outlines a session on work values, ethics, and corporate culture. It begins with learning objectives which are to define the key concepts, explain their importance, discuss negative influencing factors, and ways to develop appropriate cultures. Work values guide standards and determine culture. Corporate culture is defined as shared beliefs and behaviors over time. Developing appropriate culture involves training, leadership, and aligning personal and organizational values. Negative impacts include ignorance and a lack of communication or orientation. The conclusion states culture defines organizations and leadership determines culture, which can help or harm performance when aligned with personal values.
Ellen Schiffeleers has studied environmental health sciences, biological medicine, Dutch law, and business administration from 1987-1993. Her work experience from 1993-2011 includes consultancy, management, and coaching/training in business improvement. With her background in business administration, she coaches improvement processes to align policies, procedures, and behavior, with a special focus on communication, collaboration, and using social media. Her goal is to help organizations and individuals set their sails to take advantage of opportunities.
Nicole Turner has over 20 years of experience in human services, education, and business administration. She currently serves as an Executive I for the Illinois Department of Human Services, where she coordinates quality control for payroll and benefits. Previously she held supervisory roles in residential services and early childhood education. Turner has a Master's in Business Administration and Bachelor's degrees in Business Administration and Early Childhood Education.
This document summarizes a seminar presentation about the need and relevance of values in management. It discusses how values provide important guidelines for behavior and influence attitudes. There are different types of values, such as instrumental values and terminal values. Values are different than facts in that values represent personal beliefs about what is good, while facts are objective statements. The document also outlines the importance of values for organizations in contributing to shared meaning and culture, and how values are relevant for managers in decision-making and social responsibility.
Workplace ethics refers to how employees conduct themselves on the job. Some key aspects of workplace ethics include following company policies and the law, being able to "sleep at night" with your decisions, and doing your fair share of work. Surveys show that many workers engage in unethical behaviors like cutting corners, lying, or taking credit for others' work. To maintain strong ethics, workers should set standards around principles like trust, honesty, and avoiding conflicts of interest. Employers value characteristics like credibility, responsibility, flexibility, and being a team player. The overall focus should be on constantly improving one's work and ethical conduct.
Work ethics refers to how an employee behaves and carries out responsibilities on the job. It involves attitudes like integrity, responsibility, commitment to quality work, discipline, and teamwork. Some benefits of strong work ethics include career enhancement, ensuring work is completed well, job satisfaction, and greater rewards. Key aspects of good work ethics are integrity, taking responsibility, emphasis on quality over just the minimum, discipline to complete tasks, and having a sense of teamwork.
This document lists common courtesy expressions and provides examples of their use. It includes expressions like "please", "thank you", "you're welcome", and "excuse me". An activity asks the reader to choose the correct courtesy expression to complete sample statements, such as using "thank you" to complete "Here is your money" and "excuse me" to complete "Pardon me, what's your name?". In under 3 sentences, this summary outlines the key content of the document which is identifying common courtesy expressions and providing examples of their proper use.
The document discusses how people address others across different cultures and contexts. It explores the use of titles, names, and nicknames when addressing family members, friends, professionals, and people in positions of authority. The level of familiarity and respect indicated by forms of address can vary depending on factors like culture, relationship, and situation. Pupil responses suggest that nicknames given by children may be friendly or derogatory depending on whether the person likes the nickname.
Good manners are behaviors that mark someone as civilized and vary between societies. They encompass everything from introductions to eating etiquette. Manners make social interactions easier and give life meaning. Etiquette refers to the customary rules of polite behavior, especially in a particular group. Following etiquette, such as being on time, avoiding offensive topics, and respecting others, improves manners. Culture also influences what are considered proper manners. Overall, good manners increase self-respect and success in life and work.
The document discusses various social and professional etiquettes including proper conduct in social situations, the office, meetings, dining, cubicles, using the telephone and voicemail. Some key points covered include being punctual, dressing appropriately for the office or situation, respecting others' workspaces, speaking clearly on the phone, updating voicemail greetings and returning messages promptly. Maintaining good etiquette and courtesy is important for positive interactions and impressions in social and work environments.
The document discusses different types of handshakes and their meanings. A standard handshake conveys trust, balance and equality, while other handshakes like "wet fish" or "dead fish" indicate weakness. Handshakes can provide clues about a person's personality, background or intentions through variations like pressure applied, eye contact and whether a full grip is given. Politicians may use handshakes like "hand hugs" to appear warm.
This document discusses various aspects of corporate etiquette. It begins by distinguishing between social and business etiquette, noting that business etiquette is marked by hierarchy and power rather than courtesy and does not consider gender. Important business etiquettes discussed include introductions, handshakes, email etiquette, telephone etiquette, dining etiquette, and office etiquette. Proper introductions, handshakes, and following etiquette guidelines are emphasized as important for professionalism.
Workplace ethics are moral guidelines that shape a company's culture. Having strong ethics benefits a business through increased productivity, reputation, and attracting top talent. To introduce ethics, a company should define its ethical standards, develop a code of conduct, lead by example, train staff on ethical dilemmas, take action for violations, and regularly review the ethics program. Formalizing and enforcing ethics helps ensure employees internalize values and reflect them in their work.
Organisation Health A Brief Guide (Mas)derekmowbray
This document outlines the key features that create and sustain organisation health, including having a clear purpose and cultural foundations, a flat structure that encourages involvement in decision making, transparent policies and processes, and recruitment, training, and performance review processes that promote wellbeing and performance. It also describes the important behaviors of leaders, such as attentiveness, politeness, and the ability to resolve conflicts, encourage contribution, and motivate staff. Organisation health is defined as having a workplace culture where employees thrive and perform beyond expectations in the long term.
The document discusses how to create a positive workplace culture. It identifies several key characteristics of a positive workplace culture, including good communication, opportunities for growth, collaboration, reward systems, and strong purpose and values. It emphasizes that leadership and management styles that encourage open communication, teamwork, and an inclusive environment are vital for improving employee satisfaction, productivity and retention. Clear goals and transparent reward policies can also motivate employees and create healthy competition.
Human resources professionals have an ethical responsibility to protect employee and company information, treat all employees with dignity and respect, and make fair and equitable decisions. An employee at Green Branch Coffee leaked customer information on social media, violating ethics. As a result, the director of HR requested a report on the role of ethics in HR. The report outlines guidelines for HR professionals to act ethically, question decisions, seek guidance, develop others as leaders, respect all employees, ensure fairness and inclusion, support legal decisions, and acquire and share information responsibly. It proposes annual ethics training for HR employees at Green Branch Coffee to acknowledge their ethical responsibilities.
This document provides information about an organization called "Save and secure life" that produces surgical masks. It discusses the organization's vision, mission, location in Gujranwala, and objectives to maintain practices within a larger structure and generate efficiencies. It also describes the business hierarchy, nature of producing disposable surgical masks, and ethical conduct expectations for employees including communicating effectively, taking responsibility, and respecting colleagues. Finally, it outlines the role of ethics in areas like advertising, leadership, finance, marketing, human resources, and management responsibilities.
This document discusses motivation in the workplace and its importance. It defines motivation as the force that drives people to complete tasks based on satisfying individual needs. Business managers must understand motivation and its effects on business performance. Motivation depends on leadership, clear expectations and goals, organizational structure, feedback, career opportunities, relationships, and rewards. The business owner is responsible for establishing motivation strategies to achieve corporate goals. Proper motivation leads to high employee performance.
lead ana manage team effectivness relationships reportGhand Hamadeh
This document discusses the importance of effective workplace relationships and leadership. It addresses the significance of interpersonal skills, communication, consultation, cultural sensitivity, networking, conflict resolution, organizational policies and procedures, trust, and legislative requirements. Developing strong interpersonal relationships through communication, respect, and trust helps create a productive work environment where employees feel valued and are motivated to achieve organizational goals. Managers must also ensure compliance with relevant legislation through fair policies and procedures.
This document discusses corporate work culture, including what corporate culture is, how it forms both consciously and unconsciously, and how to strengthen an organization's culture. Key points include:
- Corporate culture refers to the underlying beliefs, values, and assumptions within a company that guide employee behaviors and priorities.
- Culture can form consciously through defined steps to shape the intended culture, or unconsciously based on leader actions and values.
- Strong cultures clearly communicate their mission, vision, values, and ensure employee alignment through consistent messaging and actions.
- Codifying a culture includes outlining the mission, vision, and core values in writing. Communicating and reinforcing the culture helps bring the written words to life.
- Companies with
This document provides an overview of the corporate culture and values at SPI Innovations. It emphasizes that corporate culture is critical to the company's success. The core values discussed include honesty, integrity, professionalism, respect, trust, continuous learning, customer satisfaction, employee satisfaction, and operating as a high-quality solutions-based consulting company. The culture also focuses on teamwork, effective communication, innovation, positive attitudes, and achieving results.
How to Improve Ethics in the Workplace? - By PrepAIKavika Roy
Ethics training improves workplace quality by teaching employees business ethics. Here’s how to develop an effective program.
To Read the Full Article: https://www.prepai.in/blog/effective-ethics-training-for-employees/
When seen through the employee's eyes, employee engagement is at the top of the list of what's important. A crucial aspect of employee engagement is the connection with a company's culture and values. Explore how to communicate internally and externally your culture to enhance talent management and drvie employee performance - giving 'Voice to Your Culture'.
This document summarizes a professionalism workshop presented by Margot McGowen. The workshop defined professionalism and discussed its importance for college students transitioning to the workplace. It addressed communication, personal interaction, work ethic, appearance, and adherence to professional standards and ethics. Interactive activities were used to explore these aspects of professionalism and how students can develop their professional identity and plan for professional success.
Socialization is the process by which new employees learn the values, norms, and behaviors needed to be successful members of an organization. There are three stages of socialization: pre-arrival where employees learn about the organization before joining, encounter where expectations are confronted with reality, and metamorphosis where employees transition to insiders. Richard Pascale outlines steps for maintaining organizational culture through socialization, including careful selection of new employees, placement in jobs to test cultural fit, job mastery through training, rewarding cultural adherence, reinforcing stories and folklore, and promoting role models. Employees learn culture through stories, rituals, symbols, language, and by assimilating acronyms and jargon.
This document discusses human resource management and ethics. It notes some negative impacts of globalization on workers like long hours and job insecurity. It also discusses the importance of treating employees ethically to avoid legal issues, maintain reputation, and foster loyalty. The document recommends companies implement comprehensive ethics programs, policies, and training to develop an ethical culture and integrate accountability for ethics into HR systems like performance management. Upholding ethics in human resources is important for business success.
This document discusses human resource management and ethics. It notes some negative impacts of globalization on workers like long hours and job insecurity. It then discusses how companies can implement ethical HR practices like ensuring fairness, a safe work environment, and handling redundancies justly. Treating employees ethically gains trust, loyalty and attracts top talent while unethical practices damage reputation and attract lawsuits. The document concludes that companies should implement comprehensive ethics programs, train managers, and integrate accountability for ethics into performance management and reward systems.
Memphis Business Journal.Fostering A Positive Workplace Environment Improves ...Barbara Richman, SPHR
The document discusses how fostering a positive workplace environment through effective leadership improves employee retention and morale. It provides 18 tips for managers to develop a positive climate, including walking the talk, having a positive outlook, treating employees with respect, providing feedback, recognizing contributions, listening, and continual self-improvement. The overall message is that management communications and actions are crucial for employee satisfaction and retention.
In simple terms, ethical thinking means sticking to or showing compliance with the rules governing an organization. So, to initiate ethical behavior or thinking in an organization, one has to examine the current process and programs governing the organization.
the importance of corporate social responsibility and business ethicsijtsrd
Corporate social responsibility CSR and ethical behavior have come in front these years in both developed and developing countries to bring the effective results for the overall growth of any organizations. These two concepts bring important benefits to a business. This paper will highlight the basic concepts and how these two concepts works along with its importance and need in today’s time for the organizational overall growth and success. As organizations know and accepted business ethics lead to positivity among the employees, customer and for public relations. As not everyone accepted them but also it will help to create overall image, loyalty, strong and healthier community relations which ensure of benefits and present themselves as corporate as well as socially responsible. Jamshed "The Importance of Corporate Social Responsibility and Business Ethics" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd32967.pdf Paper Url :https://www.ijtsrd.com/management/marketing/32967/the-importance-of-corporate-social-responsibility-and-business-ethics/jamshed
The document discusses elements that define a great workplace, including trust between employees and management, employee pride in their work, and camaraderie among colleagues. It explores key relationships and dimensions such as credibility, respect, fairness, pride and camaraderie. Examples of great workplaces like Publix Super Markets and Marion Labs are provided that emphasize constant communication, a sense of ownership, job security, and fair treatment.
Performance appraisal is a method to evaluate an employee's job performance through judgments made by their manager. Over the past 20 years, companies have focused more on employee motivation and engagement, leading to a more holistic approach to performance management. Recently, performance management has evolved further with many companies moving away from hierarchies towards more equal work environments. This has resulted in performance management methods that gather feedback from multiple sources, known as 360-degree feedback. Management by Objectives focuses on using charts and data to determine performance, productivity, and other factors. While prioritizing profits over employee satisfaction, companies still aim to improve employee communication and relations by adapting leadership styles to changing situations.
2. Road rage. School violence. Workplace
bullying. All of these acts are evidence of an
ever-increasing trend toward letting our
emotions get the better of us and the loss of
respect we have for one another. And
nowhere is this more evident than in the
workplace.
While the ultimate responsibility for
producing respectful adults is in the hands
of the parents that raised them, employers
have the ability to control workplace
behavior and employees have a
responsibility to act accordingly. But to do this an organization must build workplace courtesy and
respect into their organizational culture.
So to help employers and employees embrace workplace courtesy and build a healthier work
environment, here are seven concepts with related action items based on the acronym RESPECT:
Rights and responsibilitiesEstablish rights and responsibilities for managers and employees to
educate them on their role within the organization as it relates to appropriate behaviorDrive a
corporate culture that is built on mutual respect for internal and external customers
alikeEqualityEliminate barriers between work groups in the organization - management vs.
employees, corporate vs. field, department vs. departmentEmbrace the uniqueness of everyone by
encouraging discussions of differences and alternative points of view Standards of successEstablish
a culture that formally defines appropriate conduct and incorporates company values such as
respect, open communication and customer service into the work environment Start the gold
standard of behavior at the top of the organization and let it trickle downPerceptionWalk the walk by
personally emulating appropriate and acceptable behaviorEliminate office politics by not prejudging
individuals or assuming unsubstantiated factsBe aware of unspoken messages, mixed signals and
body languageEvaluate people on the quality of their work and personal character EffortHold all
employees -- from top to bottom - accountable for their own actions and behavior and for meeting
the standards of success established by the organization then recognize and reward employees for
their achievementConfront issues when they happen by politely addressing any grievances or
concerns directly with the person involved CommunicationDevelop formal communication processes
(i.e. employee handbook, newsletters, regular meetings) and squelch informal communication
systems (i.e. rumors, gossip, the grapevine) by keeping everyone in the loopDevelop a solid
performance management system that encourages regular coaching and 360°
feedbackCommunicate Rights and Responsibilities and the Standards of Success through written
materials Training Train managers to be managers before they become managersCreate a buddy
system to acclimate new employees to the environmentImprove group dynamics by practicing team
building Teach tolerance