Example Assignment for Examining business Ethics - Free Essay Example

Sample details Pages: 13 Words: 3888 Downloads: 9 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? Chapter 1: Executive Summary Business ethics in an organization is to establish codes of conduct with the respected and positive attitude for employees. The Caux Round Table Principles, Organization of Economic Co-operation and Development Guidelines for Multinational Enterprises and United Nations Global Impact can be entirely used to explain and analysis the importance of business ethics in the workplace. The ethical problems including gender diversity, sexual harassment, age discrimination and racial discrimination, lack of communication and lack of corporate social responsibility would be discussed and analyzed in the academic essay. Don’t waste time! Our writers will create an original "Example Assignment for Examining business Ethics" essay for you Create order Management Ethics Chapter One: Executive Summary 3 Chapter Two: Table of Contents 4 Chapter Three: Introduction.5-6 Chapter Four: Literature Review ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦.ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦..7 4.1 The Three major global codes of ethics.7 9 4.2 The discussion of business ethics..9 10 4.3 The background analysis of business ethicsÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦..10 11 Chapter Five: Discussion and Analysis Why Businesses fail to management Ethics in the workplaceÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ'  ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦12 5.1 Gender DiversityÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦.12 13 5.2 Sexual HarassmentÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦.14 15 5.3 Lack of CommunicationÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦15 5.4 Discrimination (Age and Racial Discrimination)ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦..15 18 5.5 Lack of Corporate Social ResponsibilityÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦Ã ƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦18 22 Chapter Six: Conclusion and Recommendations23 26 Reference .27 29 Chapter 3: Introduction The profession of business ethics has established a practical resource that is designed for leaders and managers. Business ethics in the workplace is about moral values for the workplace and ensuring behaviors are aligned with those values. Moreover, business ethics mainly concentrates on the moral standards as people apply to business policies, institutions and behavior. Business ethics identifies the three different kinds of issues which are systemic, corporate and individual. Firstly, systemic issue in business ethics are ethical questions raised about the economic, political and other social systems within the businesses operate. Secondly, corporate issues in business ethics are ethical questions raised about a particular company. Eventually, individual issues in business ethics are ethical questions raised about a particular individual or particular individuals within a company. Therefore, business ethics, in other words, is a form of applied ethics. It includes not only the a nalysis of moral norms and moral values, but also attempts to apply the conclusions of the analysis to that assortment of institutions, technologies, transactions, activities and pursuits. Business ethics is becoming more important in the workplace. In reality, the concept of business ethics has come to mean various things to various people, but it is generally coming to know what it is right or wrong in the workplace. This is in regard to effects of products or services and in relationships with stakeholders. In many businesses, having ethics is frowned upon or thought of as a negative subject. That is the main reason why many businesses fail to management. Chapter 4: Literature Review 4.1: The three major global codes of ethics Many of organizations have shown the foresight to develop a global code of ethics that both of profit and non-profit organizations can use as a starting point to develop or revise the codes of ethics. Three of the major global codes of ethics are the Caux Round Table Principles, the Organization of Economic Co-operation and Development guidelines for multinational enterprises and the United Nations Global Compact (Peter Sarah, 2009). Caux Round Table Principles: The Caux Round Table is an international network of business leaders who are committed to promoting the concept of moral capitalism. It is through the Caux Round Talbe principles that businesses will be able to be socially responsible and promote sustainability of these ideals. The Caux Round Talbe should have equipped the following principle: Businesses need to respect the environment. Businesses need to respect the global rules. Businesses need to support multilateral trade. Organization of Economic Co-operation and Development Guidelines for Multinational Enterprises: OECD guidelines are recommendations made by governments for multinational enterprises to adopt into their own codes of ethics. The goal of the OECD is to encourage multinational enterprises to make a positive contribution to the economic, environmental and social progress of countries around the world. The OECD should have equipped the following principle: Organizations need to develop and apply effective self-regulatory practices and management systems. Organizations need to respect human rights of all those individuals impacted by the organization. Organizations need to make all of the employees aware of all compliance and company policies that impact the behavior of the employees. United Nations Global Impact: The united nation global impact is categorized into three major areas including human rights, labor standards and the natural environment. Human rights should have equipped the following principle: Business need to support and respect global human rights. Business need to make sure they are not associated with any human rights abuses. Labor Standards should have equipped the following principle: Businesses need to eliminate all forms of discrimination in the workplace. Businesses need to eliminate all forms of forced and compulsory labor. Environment should have equipped the following principle: Businesses need to support a precautionary approach to global environmental challenges. Businesses need to undertake all initiatives that promote a higher level of environmental responsibility. 4.2: The discussion of business ethics This work highlights an affinity within academic business ethics to conceive of the process of moral judgment as closely tired to the prior validity and applicability of general moral principles. This is also true in business practice (Berenbeim and Kaplan, 2007). Different types of businesses and industry organizations have instituted codes and standards of conduct that appeal to the authority of moral principles as decision making guides for internal stakeholders. The business ethics has been the domain of academics, philosophers and social critics. Consequently, the literature of business ethics is not connected with the practical needs of leaders and managers the people primarily responsible for managing ethics in the workplace. The major forms of business ethics literature include: (A) Philosophical which essentially requires extensive orientation and analysis. (B) Anthologies which require much time, review and integration. (C) Case studies which require many of cases and much time to analyses. 4.3: The background analysis of business ethics The majority of the company including international and local organizations starts to alert and concentrate on the importance of business ethics between managements and employees. One of the major challenges in business ethics is creating a safe environment where all employees or workers can raise their concerns about possible misconduct and wrongdoing. According to the authorized and official web-site of South China Morning Post, Business ethics has been an essential but difficult subject to handle (Online Reference: South China Morning Post) Many business organizations recognize the importance of business ethics but do not give it due attention. One the contrary, some organizations have simply provided the fundamental business ethic course which involves learning what is right or wrong and doing the right thing. In the reality, some of the organizations have failed to manage the business ethics in the workplace. The major elements which affect the business failure mainly ident ified and divided into six different types of categories including gender diversity, sexual harassment, lack of communication, age discrimination, racial discrimination and lack of corporate social responsibility. Firstly, the gender diversity obviously describes the prejudice on sex between male and female in the workplace. It would be happened a phenomenon that male should be able to work in aircraft maintenance industry than female. Secondly, sexual harassment of female employees at work would be the second priority elements to fail business ethics. Verbal or visual communication with sexual ideology is essentially prohibited in the workplace. Moreover, communication including formal or informal method would be generally established and identified. Thirdly, age and racial discrimination would have an unfair employment opportunity and condition for employees who are from different countries. Eventually, lack of corporate social responsibility involves businesses acting in accor dance with social principles. Chapter 5: Discussions and Analysis why businesses fail to management ethics in the workplace 5.1 Gender Diversity: The gender diversity obviously refers to lack of a good balance of both men and women in the work place. The majority of companies tend to be more partial towards one gender for specific positions. For instance, companies may prefer hiring either only men or more men than women in departments and division including aircraft maintenance. Thus, the lack of diversity of having women would be generally happened in the work place. By doing the male principle in a work place, the company may not only miss out on qualified female candidates, it is not possible to fully grow into a vibrant and diverse entity with different views and perspectives which could normally do wonders to the marketing of services and products. Therefore, diversity can enhance the environment. According to Antonys identification, a style of apparently plain statement of truth without obvious personal bias is a masculine style because it goes along with the masculine ego and its desire for mastery (Antony, 1986, P.81). Therefore, the masculine deeply involves the traditional workplace in Hong Kong including aircraft maintenance. The workplace such as aircraft maintenance has generally had clear boundaries when it comes to gender. On the managerial grade, the majority of men are typically positioned in the leadership and higher paying job. On the contrary, many of women are hired for the subordinate positions. Thus, the gender diversity in the workplace is minimal. While the glass ceiling is still happened in the reality, there are some circumstances which are obviously a huge barrier for womens career path. Even while hiring, many companies prefer men to women employees though most often they dont divulge this attitude when they advertise for the job opening. This is mainly done of the pretext that the health care requirements and social responsibilities of a woman are different than a man. Therefore, this is often viewed as a hurdle against women performance at workplace. Therefore, businesses need to be proactive and educated themselves to prevent age bias claims. There is no time like the present to evaluate current employment policies. Simple solution and action taken could include keeping abreast of all record, keeping requirements and reviewing business policies to ensure that they are neutral. Other solutions such as retaining payroll and keeping benefit plan records for terminated employees would be the way for the gender diversity. 5.2 Sexual Harassment: While the sexual harassment on female employees is prevalent in the workplace, it is either not report or ignored for female employees. The majority of female victims would keep quite due to fear of social ridicule and fear of losing the jobs. Sexual harassment is an expression of sexism that reflects and reinforces the unequal power that exists between men and women in our society. (Larkin, 1994) It is unwanted and unwelcome sexual behavior that interferes in workplace. While the negative comments on ones gender is among the more common forms of sexual harassment, it is essentially a problem that has many manifestations. Moreover, verbal sexual harassment should include the term of insults, racist comments and invasive questions. According to the official web-site of equal opportunity commission, there are many of causes about sex discrimination, sexual harassment, pregnancy discrimination and disability discrimination in the workplace. One of the sexual harassment causes shoul d be discussed and analyzed during the workplace between female and male. A female complainant who has worked in a security services company from April 2000 to March 2002. The female complainant has claimed that her male supervisor has sexually harassed her by touching her hands and staring at her breasts on several occasions during her employment period. Moreover, the male supervisor has harassed her body shape by verbal communication. The female complainant feels embarrassed and stressful during her employment period. Therefore, the sexual harassment definitely makes the workplace environment not harmonious. 5.3 Lack of Communication: Misunderstanding between management and employees is one of the common causes to fail the management ethics in the workplace. The term of lack of communication mainly adds to the confusion inside the organizations and is responsible for increased workplace pressure. Most of the employees in the workplace have had a poor internal communication as a source of pressure (EOA, 1997). Arguing with Sennett (1998), a flexible organization has only become possible because of new communication technology. An effective organization should reply on informal and formal bridging mechanisms which establish direct communication channel platform between managements and employees including electronic based communication and review meetings. (Bahrami, 1998) 5.4 Discrimination: Discrimination in a workplace is obviously seen and refers to any instance of treating someone in a less favorable manner on the basis of that persons characteristics all over the world. Although everyone has the equal opportunities and human rights, various forms of discriminatory behavior have persisted in a workplace including age discrimination and racial discrimination. Age discrimination in a workplace: Discrimination on the basis of age in the workplace becomes illegal with the passage of the age discrimination in employment act. Although this act regulates age discrimination in a number of employment decision including personnel selection, promotions and terminations, much of the attention and concern has been directed at performance evaluation decisions, perhaps due to the central role of this system in organizations. According to Gerald and Thomass identification, age discrimination will represent the most prominent area of equal employment opportunity litigation. (Gerald and Thomas, 1992, P.341) Therefore, it is quite clear from the trends and projections that an organization or a company needs to develop a guideline of the role plays in organizational behavior. Age discrimination in the workplace refers to discriminatory and harassment acts against workers or employees who are 40 years old and above. Age has investigated in the context of performance evaluation in a numbe r of workplace, demonstrating a negative age performance rating relationship. While considerable research has been conducted on age and performance in organizations as noted, little progress has been made in explaining the processes and dynamics underlying the observed negative correlations. The biggest key factor influencing the age performance correlation is the type of performance measure used. For instance, when objective productivity indices are use, there is a pattern of increases in performance as age increased. Therefore, when the managerial supervisor ratings of performance are used, there is a tendency for ratings to be lower for older employees. Racial discrimination in a workplace: Racial discrimination in a workplace is an everyday experience of the ethnic minorities living all over the world. The minority of people who are low educated and skilled workers report lower wages and poorer working conditions on their ethnic background. A word of discrimination means unequal treatment. One of the most common elements discriminated against is the person ethnicity or the race. This is called racial discrimination. In order to fully understand the different kinds of work related discrimination problem that is prevalent in work place. It is definitely helpful to identify the definition of racial discrimination. According to the United Nations International Convention on the Elimination of all form of Racial Discrimination, discrimination means any distinction, exclusion, restriction, or preference based on race, colour, descent, or national or ethnic origin, which has the purpose or effect of nullifying or impairing the recognition, enjoyment, or exercise, on an e qual footing, of human rights and fundamental freedoms in the political, economic, social, cultural or any other field of public life. Thus when the ethnic minorities do not enjoy human rights and freedom on an equal basis with the rest of society, they are discriminated against. It is important to note that discrimination which need not be intended. 5.5 Lack of Corporate Social Responsibility: Corporate social responsibility (CSR) is social responsibility as applied to business. It involves businesses acting in accordance with social principles. The CSR could mainly come in the form of philanthropy and involves the appliance of business ethics in determining business policy. According to Peter Sarahs identification, Corporate social responsibility can be defined as the obligation companies have to develop and implement courses of action that aid in social issues that impact society. (Peter Sarah, 2009, P.51) The term of corporate social responsibility is used by corporations to signify several topics including legal responsibility, fiduciary duty, legitimacy and charitable contributions. Base on the shareholder approach as the classical view on CSR, the corporate social responsibility of business is to increase its profits. The shareholder is the focal profit of the company and socially responsible activities which dont belong to the domain of organization. This app roach can be interpreted as business enterprises being concerned with corporate social responsibility. A company should have equipped a positive social awareness, environmental and economic impacts in the community where they do or open business trading in all over the world. Therefore, the corporate social responsibility is a way of doing business. Moreover, the corporate social responsibility is a useful instrument to help achieve its performance objectives defined in terms of profitability, return on investment or sales volume. For a business, different kinds of measurements are taken in consideration to classify a business as corporate social responsibility. Each kind of business tries to attempts and reaches the different goals. The positive duty suggests that businesses in corporate social responsibility may be self-motivated to have a positive impact regardless of social pressures calling for social initiatives. When this positive duty is happened, the corporate social responsibility principles are a component of the firms true identity, expressing values considered by organizational al central and enduring. On the contrary, the negative duty suggests that businesses in corporate social responsibility are compelled to adopt social responsibility initiatives in order to conform to stakeholder norms defining appropriate behavior. When this negative duty is happened, the self-motivation is replaced by corporate social responsibility initiatives that are a reaction to what is expected from stakeholders. Therefore, the corporate social responsibility in a company should have to commit and do the following business instructions responsibly: To provide a great work environment To commit to health and wellness To be respectful of community concerns To treat each other with respect and dignity To contribute positively to your communities and your environment By doing the corporate social responsibility, McDonalds has slightly violated, adopted and operated the opposite conditions of corporate social responsibility in public. Being a socially responsible leader begins a process that involves more awareness on the issues that will make a difference. McDonalds is one of the fastest growing junk food industries and has known that the food including French fries, hamburgers and hash browns harms people. Moreover, the junk food has high potential for having heart disease and has detrimental effects on land and water. Overweight and obesity have obviously tremendous consequences on everyones health. Both are linked to a number of chronic diseases including heart disease, diabetes and other cancers. The centers for Disease Control has issued a report that childhood obesity and related diseases have doubled in the past 10 years, specifically citing high-fat fast food as a cause. (Online Reference: Centers for Disease Control) According to many health organizations and medical surveys from merinews, junk food causes dis eases like caner. Its very important not to compromise health for taste. Junk food should not be a part of ones daily life. Otherwise, one would be compelled to compromise on normal tasty food and would be advised to follow the doctors menu (Online Reference: Marinews McDonalds causes cancer) On the other hand, the McDonalds in Hong Kong division pay approximately HK$15 or US$2 an hour to a new crew member. The McDonald of Hong Kong does not respect or treat employees as a fair pay condition. Under the minimum wage law, paying HK$15 is not the reasonable wages for a new crew member. (Online Reference: McDonaldss Salary) McDonalds had a right to adjust or enhance the minimum wages for the employees. Base on the above evidences, McDonalds has obviously violated the corporate social responsibility in public. All of the foods from McDonalds are not committed to the health and wellness. Moreover, McDonald in Hong Kong does not qualify to contribute the community and the environmen t. Chapter 6: Conclusion and Recommendations Base on the above discussion, the majority of people are used to hearing or reading of the moral benefits of attention to business ethics. Therefore, there are four types of business benefits as recommendations for business ethics in workplace. The following recommendations describe the various types of benefits from managing ethics in the workplace. Ethics programs help manage values associated with quality management, strategic planning and diversity management: Ethics programs identify values and ensure organizational behaviors which balance with those values. The ethics programs include redeveloping policies and procedures and recording the values to balance the personal behaviors with positive attitude. The overall effort of ethics programs is useful for other programs in the workplace that require behaviors to have positive attitude with values including quality management. Ethics management techniques are essentially useful for managing strategic values which are expanding market share and reducing costs. Ethics management programs are useful in managing diversity. Moreover, diversity is more than the color of peoples skin. It is acknowledging different values and perspectives. Diversity programs require recognizing and applying diverse values and perspectives which are the basis of a sound ethics management program. Ethics programs cultivate strong teamwork and productivity: Ethics programs balance employee behaviors with the major priority of ethical values preferred by leaders of the organization. The organization finds disparity and inconsistency which its preferred values and the values which have reflected by behavior in the workplace that can built community, integrity and openness which critical ingredients of strong teams in the workplace. Employees become aware of strong alignment between their values and their organization. Therefore, they simply react with strong motivation and high performance. Ethics programs are insurance policy which the ethics programs help ensure that policies are legal: There are an increasing number of lawsuits in regard to personnel matters and to effects of an organizations services or products on stakeholders. The ethical principles are state of the art legal matters. These principles are often applied to current, major ethical issues too become legislation. Attention to ethics ensures highly ethical policies and procedures in the workplace. It is better to respond to the cost of mechanisms to ensure ethical practices more than to respond to cost of litigation in future. The major intention of designed personnel policies is to ensure ethical treatment to employees including hiring, evaluating, disciplining and firing. Establishing a Global Ethics Training Program: As multinational corporations approach the issue of ethics training programs, the level of complexity increases greatly die to the intricacies of doing business in a global environment. The more countries which a firm des businesses, the more potentially different cultural beliefs need to be addressed in their global ethics training programs. The increased level of business complexity is based on the variation of ethical, cultural and legal diversity the firm must address in its ethical vision. This can be especially challenging when these are different interpretations of how doing the thing which is related to ethical behavior. There are many of critical benefits that effective ethics training programs can bring more benefits for a firm. The fist benefit is that it ensures the employees are aware of the ethical standards of the firm. In addition, the employees are given guidance as to the procedure set up within the company to report unethical behavior. Furthermore, it aids in integrating the value systems of the top managers with the other employees within the firm. During the ethics training program, the firm must give as many examples as possible to reinforce the notion of ethical conduct. Employees will be best motivated to follow the code of ethical training program.

Why Philosophy, Sociology, and Psychology of Education...

Education is a form of learning in which the knowledge, skills, and habits of a group of people are transferred from one generation to the next through teaching, training, or research. Moreover, education can develop human being to gain the ability, knowledge, and personality. Thus, the study in foundation of education context provides three significant roles such as philosophy, sociology, and psychology of education. The philosophy of education studies the aims, forms, methods, and results of acquiring knowledge. Beside these, philosophy of education applies to the process and a field of study. The sociology of education is the study of educational structures, processes, and practices from a sociological perspective. It has illustrated the conception of enter-relation between education and society. Hence, Educational psychology in turn notifies of specialty within educational studies, including instructional design, educational technology, curriculum development, organizational lear ning, special education and classroom management. All of the three elements of education contribute each benefit for young’s abilities, knowledge, and personality. At First, people need to take knowledge of educational philosophy especially young people. And philosophy of education is important for young people for it provides the basis of education such as values, aims, and objectives. As human being, before we are going to do something, we have to set up a plan or make a clear goal in order toShow MoreRelatedStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesPearson Education, Inc., publishing as Prentice Hall. All rights reserved. Manufactured in the United States of America. This publication is protected by Copyright, and permission should be obtained from the publisher prior to any prohibited reproduction, storage in a retrieval system, or transmission in any form or by any means, electronic, mechanical, photocopying, recording, or likewise. To obtain permission(s) to use material from this work, please submit a written request to Pearson Education, Inc

Relationship between Organizational Culture and Leadership Behavior

Question: Discuss about the Relationship between Organizational Culture and Leadership Behavior. Answer: Introduction This Reflexive research report presents the discussion of mine leadership journey and key events that contributes in development of mine leadership skills. Along with this, it also represents the MyersBriggs Type Indicator test to assess mine personality or leadership style. It also presents the feedback of my colleague on my leadership journey and feedback on colleagues journey. In addition to this, it also discusses about the influences of organisational and national culture on mine perception for effective leadership. It also presents a communication skills plan to build relationship and mentoring the functions and cultures. Apart from this, this reflexive research report also discusses the leadership theories and models to understand collected feedback. I think that leadership is process of leading to others for achieving the common or individual objectives. In other words, it is ability of leader to inspire the others beside the organisational or leaders goals. In this way, my leadership journey started when I was working in an organisation, within a group. During, working with team I have learned lot of things through participating in workplace and business events. In organisation, our group organises different events and I have got the responsibility of these events and to lead all my group members. At the time of organising the events I have faced that some time I was not able to make quick decisions and managing all event activities. In this way, my team member supported to me that how we can effectively manage these issues, which helped to me in development of my leadership skills. During the team work I have learned that through reviewing the performance of event and getting the knowledge about how to manage workplace activit ies, effectiveness of event can be measured. Along with this, team members helped to me in development of mine decision making and leading skills. MBTI test for personality or leadership styles assessment MyersBriggs Type Indicator test is a tool of assessing the personality and leadership styles. This tool includes the introspective self-report questionnaire that help an individual to measure his/her personality and leadership style. MBTI test was developed by the Katharine Cook Briggs and Isabel Briggs Myers. This test method helps in identifying the different key areas of doing things such as taking information, making decisions, directing and receiving energy, and approaching outside world (Schultz and Schultz, 2016). Therefore, this assessment tool helps to me in assessing mine leadership style that which type of leadership style I have. The assessment of mine personality and leadership skills is as follow: On basis of personality style assessment test, it is analysed that my personality type is ESFJ that means Extraversion, Sensing, Feeling, and Judging. This type personality is also known as Consul Personality. This personality type represents that I takes mine responsibilities vary dependable and seriously to do thing in right way. At the same time, this assessment test represents that I am cheerleader and can forward my team effectively to fulfil the goals and objectives. It also represents that I can influence mine Diplomat relatives through establishing the relations with them and by the help of laws. Further, it means I respect the hierarchy and do best for the self positioning with authority that allows to me in keeping the things organised and stable for the benefit of everyone. As per this type personality, I am always ready to talk with people and when someone of me in tension then I try to resolve theres problems and difficulties. Feedback from a fellow student or colleagues on my leadership journey I got feedback from my colleagues on leadership journey of mine that what they think about my leadership skills. The collection of feedback helps to me in getting information that what is my strengths and which skills of mine people like and what are my weaknesses. In this way, I collect the information from one of my colleague that what area of my leadership are effective and what areas are weak for leadership. He told to me that my leadership skills are effective but there is some areas of my leadership style are weak. He said that I am efficient in inspiring and motivating to others to achieve leaders or organizational goals. Along with this, my relationship building and communication skills are effective, which influence to other people beside me. At the same time, I am also powerful in building the quick decisions and analysing the issues that helps to me in development of my leadership skills more and being an effective leader. But at the same time, some skills of me are weak w here I have requirement of development such as team managing, Risk management, and Emotional control. During the leadership journey of my colleague I have analysed that there are different strengths of my colleague and weaknesses that make difference between us. The quick decision making power of mine colleague is very powerful as during the organisation event when I face the problem then he support to me in building decision for the success of event. Along with this, my colleague is also efficient in risk management and time management that support our team or me in managing possible event risks effectively. Further, my colleague is also powerful in building the relationship with others that influence others beside him. But at the same time, motivating and inspiring to others skills of my colleague is weak he cannot inspire or motivate to others. Apart from this, Communication skills of my colleague is weak that affects the growth of my colleague as it is the requirement of current scenario that communication skills of a leader should be effective that can influence others or team m embers effectively. Impact of culture on effective leadership Organization culture refers to the beliefs and values which exist in the perspective culture. The cultural dilemma affects the leadership style significantly in an organization or a group in which the people belongs to different culture (Tsai, 2011). As I have also worked in different organization where I got familiar with every type of people and the culture was major aspect to split into group. Culture is a social phenomenon which delivers the rules to behave in an organization pleasantly. Further, the core values derive from the leadership style of leaders to evolve. I experienced that national and international culture has divers range of styles behaviour and rules are followed to embrace the leadership practice in effective manner. On the other hand, a dynamic leader can influence and transform the organization culture as lenient organization through which staff of an organization got affected and work better than previous performance. Along with this, a supportive and open cult ure organizational environment motivates and persuades the human resource to give his or her best. In our group, I was with 6 different national wide people and their culture and behaviour was also different to learn the new styles of leading the people. I got that the goal focused leaders are successful in different culture and nature of environment. Evaluation of communication skills for relationship building Communication skill is the heart of a leaders cognitive style and behaviour to lead the human resource in best manner. Lacking in communication skill is the most challenge for leaders to adopt the best leadership styles in organization and get the desired outcomes (Barker, 2013). Todays leaders have lots of opportunities to build the strategy and gain the communication skills because it is most qualitative aspect for the leaders to develop for active participant in organization success. Communication has significant impact on the relationship, organizational functions, culture and disciplines. Further these skills has perceived within a culture. I am lacking in some communication skill so that I feel to develop and apply on my behaviour to embrace. This is the communication development plan to build the communication skill strong. I also followed this plan to improve the communication skill n best way. Further, the habit of listening habit enabled me to understand the issue at that time which is required to build the relationship in organization with cross cultures people. Leader should have the skill to maintain relationship with colleagues. Along with this, face to face communication skills also improve the conversation and association with people in organization or group (wfm, 2011). At the same time, mentoring is the key function of leaders in an organization so it needs to be done effectively. In addition, co-ordination with team supports the leaders to control the subordinate and enhance the efficiency of team work. Reflection of theories and model for effective leadership Theories and models are the thumb to building the leadership more demonstrative but the nature has shifted towards the personality based leadership trait. Apart from this, theories and models are the best practices to develop the leader. At the same time, the theories come under the three aspects such as leadership as relationship, leadership as personality trait and as behaviour. The great man theory states that the leadership styles and behaviour is inherent or the leaders are born not made by the external experience (Sharma and Jain, 2013). I am not fully agreed with this theorist because somehow it happens where the leaders are born but most of the research describes that leaders are developed through enhancing the skills and abilities of person. From the contingency theory it has been experienced that the situation in an organization builds and creates the effective leaders which I consider as the best approach to quantify. Along with this, the situation theory focused on the ci rcumstance based style to adopt for decision making. I think it suits best to the successful leaders when they take productive decision for organization. From the application of situational it is assessed that a situation creates the relationship with subordinates and it assists the leaders to influence the followers easily. Evaluation of my strength as leader and leadership style and development areas From the reflection aspect I have many leadership skills to effectively motivate the people to get the desired objectives. With this, I possess the dominant communication skill to easily share the information to the followers for being focused on objectives. Further, I have an experience to manage and co-ordinate the group of team because my organization provide the opportunity to take forward to lead the event. With this I can take the decision on situation based which adds value in my personal development. Self awareness and emotional intelligence and takes effective measures to enhance EQ Self awareness and emotional intelligence are the common states of perception for different aspect of a leaders qualities. Emotional intelligence is a cognitive style to think better and enables the leaders to learn and understand easily (Russell, 2015). I experienced that high emotional intelligence maintain the interpersonal relationship with subordinate and vertical functional leaders. Further, I found that emotional intelligence has an impact on performance. Measuring the EQ by 3600 model: Emotional intelligence can be measured by the 3600 model. The model emphasize on the evaluation of intelligence which are a leader have. From this test the emotional intelligence can be measure easily. In this test the questionnaire is filled by the known of us. Further the people who are subordinate and colleagues they give feedback about the personality trait and leadership style. Conclusion From the above reflection research it can be concluded that reflection is a best way to conduct the self awareness using different questionnaire. It can also be concluded that MBTI test is useful for evaluating the type of leadership personality which I have as consul. It is also assessed that culture and communication impact leadership practice significantly. In addition, a communication test is helpful to enhance the communication skills for leader. With this, it can also be evaluated that the emotional intelligence can be measured by the 3600 test. References 16 Personalities, (2017) CONSUL PERSONALITY (ESFJ, -A/-T) [Online]. Available at: https://www.16personalities.com/esfj-personality (Accessed: 25 March, 2017). Barker, A. (2013) Improve Your Communication Skills. UK: Kogan Page Publishers. Russell, L. (2015) Leadership Training. UK: Association For Talent Development. Schultz, D. and Schultz, S. (2016) Theories of Personality. USA: Cengage Learning. Sharma, M. and Jain, S. (2013) Leadership Management: Principles, Models and Theories. Global Journal of Management and Business Studies. 3(3), pp. 309-318. Tsai, Y. (2011) Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction. Available at: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3123547/ (Accessed: March 25, 2017). Wfm, (2011) Communication Skills for Healthy Relationship. Available at: https://www.wfm.noaa.gov/workplace/EffectivePresentation_Handout_1.pdf (Accessed: March 25, 2017).

Our Changing World. Essays - Big The Musical,

Our Changing World. Our Changing World. Times are changing, this is an old cliche`. This phrase has never had this dramatic of an impact in our world as it does today. As I watch the children struggle through many of the same issues I had as a child I see that the mindset and the code of morality I grew up respecting, seem almost non existent today. In nineteen fifty five, my life began. I was brought up in, what was, a traditional family setting. My mother and father remained devoted to one another and raised three children. Unlike today with single parent homes being the norm . When I grew up freedoms were not a necessity that I believed were due me, but a luxury that I had to earn. When I went out at nights with my friends, my parents new where we were and if I went anywhere that my parents were not aware of, I new what the consequences would be. Today you can see the kids out at all hours of the night driving from parking lot to parking lot drinking, drugging and doing what they please. I knew my boundaries and I was given responsibilities. Today the kids don't understand what reliability is about. Kids today do what they want to do and ignore what they don't want to do. I also knew if I did not abide by the rules, there was no question of what would happen. The kids today will defy there parents anytime it is convenient for them to do so. They will say if you punish me I will call H.R.S. and tell them you are abusing me. The schools will give the kids phone numbers and tells them to call if there parents hurt them so the parent can be dealt with by childrens services. I feel this is a very serious problem because so many kids do this to get even with parents. I feel that if the schools would teach respect and not reproach kids might behave more respectfully. ( 1 ) As I was growing up if I wanted something like toys ,books or clothes, money was not freely given, it had to be earned. I would have to mow the grass or take out the trash. In today's world the kids think you owe it to them. They feel that if they want it they should get it no matter what it costs. I was in a store the other day and a child wanted a toy and her mother said no and the child threw the biggest tantrum I have ever seen . In the end just to stop the embarrassing scene the mother gave in and bought the toy .This I think reinforces the power which the child holds over the parent, that if I cry long and hard enough I will get what I want. In times past children were taught respect for their parents, President and their country, we had a strong moral belief in who we were and what our country stood for. We watched in ah as man walked on the moon for the first time, progress was exiting and fresh. Ah lass in this world where mass media and video games are the kids mentors and idles. The time has come for parents to take control again, because our children are our future. This can come through parental education, while the child is in embryo. However , we as adults must take personal responsibility. Society as a whole can regain control through consistent interaction with in our childrens lives. ( 2 ) ( 2 )