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Example research essay topic: Business Ethics An Office Wide System - 1,137 words

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... il ethics training programs to try to increase ethical behavior. Recent estimates indicate 33 % of companies provide some ethics training (Chappell 147). The primary debate is whether or not you can actually teach ethics. Critics stress that the effort is pointless since people establish their individual value system when they are very young. However, supporters note that several studies have found that values can be learned even after early childhood.

Evidence shows that teaching ethical problem solving can make an actual difference in ethical behaviors; that training has increased individuals' level of moral development; and if it does nothing else, ethics training increases awareness of ethical issues in business (Braybrooke 132). How can HR teach ethics? Human Resource departments across the U. S. are coming up with innovative ways to teach ethics to employees. Texas Instruments gives their employees a "quick test." This test teaches employees steps to determine if a decision is ethical.

They believe the test allows employees to see a decision more objectively and ethically. Texas Instruments has worked hard to create an environment in which the ethics office and HR personnel work closely with one another to resolve problems. If a question arises about sexual harassment or discrimination, it's up to HR to resolve it -- and the ethics office will pass along any phone call or inquiry that pertains to those issues. On the other hand, if an employee asks a HR manager whether a gift from a client is appropriate, the manager will refer the matter over to the ethics department (Chappell 169).

Human Resources also play a role in briefing new hires about the ethics program and works with the ethics department and other company officials to refine policies and procedures. Many believe that HR plays a tangential role in the ethics debate, but that simply isn't true. Human Resources can help design programs, advise on strategy and consult on investigations, as well as play an ongoing role in educating and training workers about ethics. The basic values of the company must be visible. Human Resources insures they are visible and communicated during the selection process, employee interview, orientation sessions and performance reviews to create a culture that emphasizes ethics. Therefore, whether an organization relies solely on HR for an ethics program or has a separate ethics office, the HR department is depended heavily upon to provide support for the underlying structure.

Approximately 37 % of all ethics inquiries involve HR issues, and that means ethics officers must consult with HR and use their expertise to interpret regulations, resolve disputes and consult on ways to reduce future problems. In some cases, HR is able to resolve specific ethics problems on the spot and avoid the time and expense of a full-scale inquiry. Hoffman, of the Center for Business Ethics, says that the most important aspect of an educational program is to teach employees to think independently about ethically sensitive issues (Braybrooke 67). In this day and age, employees need desperately to have the opportunity to think through ethical situations. The training programs provided by HR must provide them with tools to think through those issues successfully. Ethical training sessions can provide a number of benefits: they reinforce the organization's standards of conduct, they are a reminder that top management wants employees to consider ethical issues in decision making, and they clarify what practices are and are not allowed.

Across the board, when managers and employees discuss common concerns among themselves, they are reassured they aren't alone in facing ethical decisions. This can strengthen their confidence when they have to take ethically correct stances, which may not be popular. As discussed throughout this paper, an exhaustive communicative effort is key to getting the word out. The message must permeate the entire company from the top to the bottom.

We know that communication must also be supported by education and training. A strong ethical reputation can give a competitive edge to an organization, improve recruitment, and help retain current employees. It encourages morale because a good ethics program supports such morale builders as openness and honesty. It can improve employee interaction and build a workplace atmosphere based on candor, fairness, integrity and trust, lowering barriers in communications. Business ethics are becoming more and more prevalent in today's business world. Over the course of my summer internship with Coca-Cola Enterprises (CCE), I have seen two different levels of business ethics; managerial ethics and the ethics of the drivers.

A major part of the hiring process for management consists of an ethics training course. This course is run by the HR department and is comprised of an initial questionnaire, followed by an introduction to the values and level of professionalism that managers are expected to embrace. My duties, along with the Distribution Service Supervisors, entail consumer relations, and driver management. Our level of consumer relations extends only to calling accounts and letting them know that their deliver will be delayed, or routed for another day.

As one could imagine, a majority of these customers are unhappy and need to be reassured. Drivers play a major role in the re-routing of accounts. They can be late for deliveries, mix up orders, or call in stops that they will be unable to make due to the amount of hours they have to work. By law, Coca-Cola drivers are not obligated to work a minute over ten hours per day. With the amount of volume that we are selling and distributing this summer, we run into the problem where drivers are using up their hours an are unable to make certain deliveries. This is an understandable excuse for a non-service to an account, but when drivers lie and make up phony excuses for not servicing an account, that's where managerial ethics must come in and try to solve problems.

The Distribution Supervisors must pass on the ethics, which were taught to them, to the drivers. An explanation of courtesy towards our customers and a sense of "doing the right thing" must be relayed towards these drivers because, "Honesty and trust are the foundations for any solid business relationship. You can't form a close and candid relationship with suppliers, customers, and the public if you don't have a track record of integrity or ethics" (Chappell 227). An effective ethics program builds the morale of its employees because, most employees like to work for corporations they think are ethically intended. Ethics are free -- the HR department has to put forth the effort to communicate, educate, and train its employees on the importance of their decisions. An effective program costs very little, but the absence of ethics can be extremely costly.

A company that finds a way to change the system so people can be influenced to act ethically and responsibly is far more likely to succeed.


Free research essays on topics related to: human resources, hr department, ethical issues, ethics program, coca cola

Research essay sample on Business Ethics An Office Wide System

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