Essay Est Task 2

The organizational ethics polices of this organization is based on developing an ethical climate. This climate is one where everyone---leadership, staff, contractors, vendors, customers, and the public---is treated with the utmost respect. This organization has a zero tolerance for rude and/or discourteous actions, or any signs of disrespect. No type of aggressive behavior, whether in person, writing, by phone, computer, or any device, or failing to assist when danger is present, is

Company Q is a corporation whose stakeholders have not placed a major emphasis on social responsibility, instead it appears that the primary focus is placed on profit. With their profits on the decline, they are shying away from opportunities to help their community. By placing a higher priority on social responsibility Company Q will have the opportunity to help the community through charitable donations, employee volunteer initiatives, and creating quality jobs for the persons who live in the community. At the same time, Company Q will can also improve their public image and potentially increase profit.

Take your time and if for any reason you are not happy with the activity, get advice and report your concerns to your manager.

Company Q does not currently have a positive attitude toward social responsibility. They recently closed several stores in higher crime areas. This has eliminated job positions that were held by residents of the area and taken away revenue from the community itself. This is not being socially responsible. The company just started offering a limited selection of health and organic foods despite that the demand from customers has been there for years. They have also made the decision to not donate day old food to the local shelters, opting instead to waste the food by throwing it away. Company Q needs to make several changes in their company behavior in order to become more socially responsible.

The Age Discrimination in Employment Act (ADEA) passed in 1967. It was intended to protect the older half of the workforce from age discrimination in the workplace. Several of the major provisions of the ADEA include: protecting what a worker has earned in his/her tenure, allowing workers to oppose practices that are considered unlawful by the ADEA without consequence, and prevent employers and employment agencies from discriminating

Froedtert Hospital is Milwaukee, WI is a nationally ranked hospital that handles both common and complex health problems. Froedtert Health is nationally ranked in four different specialties as well as eight high performing specialties. Froedtert Hospital is also recognized as one of Wisconsin’s best places to work.

At Company X, it is our upmost desire to comply with rules and laws pertaining to our business, and to hold our values at a spectacular level. Our company values include responsibility, equality, honesty, confidentiality, respect, and integrity. These values are the building block of our company, and should be followed by all employees, management, and any persons associated with our business. By adhering to the code of conduct, our work environment will be comfortable and reliable, and will help avoid unethical behavior.

Based off of the information provided, Company X is in clear violation of the ADEA. Employee B is over 40 and therefore in a protected job class. Unless they have reason to justify their decision, employee B

| In order for employee to be eligible, company must have a minimum of 50 employees working within a 75 mile radius of the plant.

I and two other individuals have agreed to start a business that will provide management consulting services to nonprofit organizations. Because of the increased scrutiny on actions of corporations and those who act on behalf of organizations, we have determined that it would be essential to have our ethics program developed before we start offering our services. A business as a moral agent must prove that it has an effective ethics program to protect employees, the corporation, and businesses that the company will serve. It is also important to have an ethics program to support the ethical values of our corporation and to make it clear to employees what is acceptable behavior, and to make clear what policies and standards are to be

Communication is the most important aspects to running a successful business. Inefficient communication can negatively impact the company in various ways. If there is harassment or our equal opportunity obligations are not being maintained, it can lead to hostility, distrust and loss of respect between staff members and it could potentially lead to emotionally distraught staff members, poor customer service and even a lawsuit. Also, The Cheesecake Factory requires all staff members to cooperate with investigations of possible violations. The Cheesecake Factory has developed an employee staff relations hotline to help prevent these potential outcomes and resolve any situations that do not coincide with The Cheesecake Factory’s code of ethics. The last key element to The Cheesecake Factory’s code of ethics is the supervisor’s roles and responsibilities. Supervisors are the personnel for ensuring the cooperation and enforcement of the Cheesecake Factories code of ethics. Supervisors are responsible for knowing the company’s policies and conducting themselves in a professional matter. Managers and supervisors are responsible for disciplining staff members in a private setting upon the breach of the policies and the code of ethics.

In Oct 2012, the board appointed Robert Card as the new president and CEO of the company. Since then, he has renewed the management team and launched a global ethics and compliance framework across the company (SNC-Lavalin Company Website, 2014). In March 2013, SNC-Lavalin made a very important but quick decision to hire Andreas Pohlmann as its Chief Compliance Officer (CCO) with almost 25 years of international compliance experience and successful experience in dealing with Siemens’ ethical crisis (SNC-Lavalin website). Right after Pohlmann joined, a number of changes have been implemented to rebuild SNC-Lavalin’s ethical culture to execute SNC-Lavalin’s strategy of “one global compliance policy” (Marowits, 2013). These changes

In my previous year’s school report, I did an exceptional job in Maths, English, Science, PLP (Personal Learning Program), Humanities and P.E by achieving A’s and B’s. I believe I did an excellent job in these subjects because my attitude towards learning was brilliant, for example I concentrated on my learning, avoided distractions, put effort into my work and always tried to make my work better. Also after reading the teachers' comments on previous work, for example tips on improving and etc. I tried to follow those steps and used them as an advantage to make my work better in the future. In addition, I did not expect to achieve exceptional grades because there were numerous chapters in a number of subjects which I found difficult to accomplish. Nevertheless, I did expect to achieve acceptable grades like C’s and B’s due the effort I put

With such important information, it would be foolish for Verizon not to have a clear set of ethical rules that are constantly reinforced. Being ethical is always doing what is right, but that doesn’t mean that everyone follows it. Not all people are bad or have an incline toward unethical behaviors, but with a standard set of ethical rules it holds people morally responsible for their actions, “quite simply, they define 'good' versus 'bad' behavior,” (Bart, 2011). The importance of ethical rules should not be overlooked in any organization; it helps express the principles that define that organization’s ideal moral essence. Ethical rules should always help, rather than hinder, an organizations employee to make responsible decisions when dealing with certain situations. With such positive and inspirational ideals, an organization will have less ethical problems; positive code of ethics will attract people with good ethical behavior. These ideals begin and end with managers and their behaviors, “in modern management, increasing emphasis is on raising the moral values and standards in the conduct of employees and managers,” (Rakichevikj,

Martin Marietta took a hands-on approach in creating their Ethics Program, but monitoring 60,000 employees “ethical decisions” took a large workforce. In 1986, a committee including Martin Marietta and several other defense contractors created “A Defense Industry Initiative on Business Ethics and Conduct (DII).” Martin Marietta placed their entire company under a voluntary disclosure program, which required all employee misconduct to be reported, monitored, and resolved. To achieve this task, an audit committee was formed which tripled in manpower between 1986 and 1991. George Sammet was placed in charge of the Ethics program by insuring the employee’s complaints, questions, and concerns were heard and dealt with. “Ethic Officers” were placed at all of Martin Marietta’s branches to handle employee related issues. Ethical complaints could be made anonymously or vocally to field “Ethic Officers.” Once complaints were made the ethic officers would report them for investigation through audit, personnel, security, or legal staff. Almost half of the complaints which were reported were personnel related cases including salaries, promotions, and poor supervisory skills. But, with such an elaborate program, employees quickly became aware of possible retaliation for reporting issues. Once the issues were reported, they then needed to be dealt with. This could include verbal or written reprimand, transfer, or possible