This guide is a snapshot of ideas for encouraging ethical conduct for everyone in your organization.

Workplace Ethics

Workplace ethics are an important matter. Frequent incidents of misconduct in the workplace have eroded public trust and raised questions regarding the ability of organizations to deal effectively with ethical issues. Today, organizations compete globally for customers, and having a competitive edge depends on the honesty and integrity of the company and its employees. The public wants to do business with organizations that can be trusted, and employees want to work for organizations that have a reputation for treating individuals with respect and fairness. With the public's increased focus on ethics, organizations are developing and implementing training programs to address ethical behavior in the workplace. One's choice to act ethically may very well depend on the skills, knowledge, and training obtained in the workplace. Workplace ethics matter!

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Workplace Ethics Assessment

Take a

moment to

complete

this self-assessment.

2

Many organizations are taking steps to help raise the consciousness of

all employees regarding ethical behavior in the workplace. Other organizations simply have not focused on ethics. Do ethics matter in your workplace? What examples indicate that this is the case? Take a few moments to find out. Read each statement carefully. Keeping your organization in mind, place the number that best fits your level of agreement next to each statement.

Disagree Agree

1 2 3 4 5 6 7 8 9 10 _____ 1. Individuals in my organization promote ethical conduct in the

workplace. _____ 2. My organization has a written ethics statement, and individuals

in my organization recognize that it conveys expectations for employees in the workplace.

_____ 3. Individuals in my organization know how to identify ethical

issues that arise in workplace settings and have been provided with training concerning steps to follow for ethical decision-making.

_____ 4. My organization has a clear and well-publicized procedure for

employees to report concerns of unethical behavior. _____ 5. Individuals in my organization are familiar with their

professional codes of conduct and know that they can be used to determine appropriate ethical behavior in the workplace.

_____ 6. My organization understands that ethics training adds value to

the workplace environment. _____ 7. Ethics training in my workplace is conducted by an appropriate

professional. _____ 8. All employees in my organization receive workplace ethics

training. _____ 9. As a manager or supervisor, I know what to do if an employee

reports concerns of unethical behavior to me. _____ 10. Individuals in my organization are aware that encouraging

ethical behavior starts with them. _____ Total

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Add up your responses to get your total score.

Review the scores of each of the ten individual statements in the assessment. In what areas do you need to improve?

____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

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91 – 100 Congratulations! Your organization seems to place a high value on workplace ethics.

81 – 90 You organization is above average when it comes to educating employees about workplace ethics, but there is room for improvement.

71 – 80 You organization is off to a good start, but more emphasis should be placed on the importance of workplace ethics. Read on!

0 - 70 Your organization needs to develop its employees’ awareness of workplace ethics. This guide should help.

How

did

you

score?

3

1

What can you do to

promote ethical

conduct in your

organization?

4

The adage, "imitation is the sincerest form of flattery," is true when it comes

to setting examples of ethical conduct in your organization. It doesn't matter whether you are a manager, a supervisor, or a staff employee; if you are committed to doing what is right, others in the organization will follow. People value organizations where honesty is the best policy. Good ethical conduct starts with you and spreads to others. The steps below can help you promote ethical conduct in your organization.

What to do:

Establish a written ethics statement for your organization, and make sure every employee knows that ethical conduct is expected of all employees in the workplace.

Create an ethics management team.

Have your ethics management team develop strategies that effectively communicate your organization's values, mission, and philosophy.

Develop an ethics environment where top leadership "walk the talk" and exemplify personal and professional commitments to ethical conduct in the organization.

Provide dynamic, ongoing ethics training that addresses the everyday needs of your organization and personnel.

Become a role model by openly demonstrating ethical conduct in your organization. Include ethics discussions in all mentoring relationships.

What to avoid:

Feeling as though your conduct - or the conduct of another employee - is unimportant. Everyone's conduct matters.

Thinking ethics are not a part of, or are in conflict with, good business practice. Ethics have an impact on every "bottom line."

Remember:

People will conduct themselves ethically when they have clear guidelines and good role models to emulate.

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Application Exercise:

As a manager, you want to make sure that your employees are behaving in an ethical manner. Which of the following actions would NOT help you with this goal?

_____ A. Making sure that new hires receive a copy of the organization’s ethics statement.

_____ B. Telling your employees to “Do as I say, not as I do.” _____ C. Arranging for your employees to receive ethics training. _____ D. Paying close attention to the conduct of all your employees. _____ E. All of the above actions would help you promote ethical behavior.

Action Plan: How can you apply what you’ve learned?

___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________

The answer is B. As a manager, you should be a role model for your employees. Telling them to “do as you say, not as you do” gives the impression that you are asking them to follow rules of conduct that you yourself are not willing to abide. Your words will have much more meaning if they are backed up by actions as you lead by example. All of the other actions listed would be helpful in promoting ethical behavior in your workplace.

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1

Application Exercise

5

2

What should a written

ethics statement for

your organization

convey?

6

A written ethics statement should convey the spirit and soul of the

organization to the public, customers, and employees. An ethics statement communicates the core values, beliefs, and principles that your organization represents. Organizations with written ethics statements send a strong message that says, "We take ethical matters seriously in this company." Use the principles below to begin developing an effective written ethics statement. Think of the letters in the word "conduct" as you develop your statement.

What to do:

C - Communicate, Communicate, Communicate. The importance of good communication cannot be overstated. Make sure that everyone - customers, members of the public, internal and external stakeholders, and employees - are aware of your ethics statement. Use print and electronic media to publicize the statement in newsletters, brochures, memos, business cards, etc. Make your ethics statement an active document that is frequently used and not easily forgotten.

O - Own it. Personalize the statement so that it uniquely reflects your organization's mission, functions, and values.

N - Name it. Give your ethics statement a name. This will make the statement more meaningful and will help employees to recall and refer to it later.

D - Do it. With support from top management, establish a committee to draft your ethics statement. Review example ethics statements from other organizations to help you get started. Write clear, concise sentences that convey your organization's unique commitment to ethics.

U - Use it. If you don't use it, you will lose it. Once your ethics statement has been completed, make it a priority to use it for the purpose it was intended to serve.

C - Change it. Review your ethics statement once a year to determine if it continues to reflect the values of your organization. Make changes as necessary.

T - Training. Include your ethics statement in all pertinent training materials used by your organization.

What to avoid:

Shelving a written ethics statement because it's not perfect or because people can't agree on exact wording. You can always make changes later.

Remember:

A written ethics statement sends the message that ethics matter in your organization and ensures that everyone is on the same page.

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Application Exercise:

April’s organization recently decided to strengthen the focus on ethics at the company by creating a written ethics statement that embodies the values of the organization, and April was part of the committee that wrote the statement. Now that the ethics statement is written, what can April do to increase the chances that it will be effective?

_____ A. Make sure that a copy of the statement gets put into all employee handbooks.

_____ B. Let the company’s external stakeholders know about the ethics statement in the next newsletter to them.

_____ C. Make sure that no one tries to change the ethics statement. _____ D. All of the above. _____ E. A and B only.

Action Plan: How can you apply what you have learned?

___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ The answer is E. Communicating an ethics statement, both to a company’s employees and to its stakeholders, can go a long way towards making it effective. However, it is not a good idea to make the ethics statement “set in stone.” It is important to review the ethics statement periodically to make sure it still accurately reflects the values of the organization. In the scenario above, rather than trying to keep the ethics statement unchanged, April should set up a date to review and potentially revise the statement sometime in the future. Allowing the ethics statement to evolve and be improved upon as needed will make it much more effective.

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2

Application Exercise

7

3

What steps can you

follow to facilitate

ethical dilemma

decision-making in

your organization?

8

Everyone experiences problems in the workplace that require resolution.

Sometimes you will be able to resolve problems quickly, but some problems will create ethical dilemmas that challenge your core beliefs, values, and professional ethics. Ethical dilemmas are tough, and the distinction between appropriate and inappropriate behaviors may be unclear. For example, suppose you apply for a position in your unit. Your supervisor tells you in confidence that you have been selected for the job; however, other applicants will be interviewed as a formality because of company policy. Your co-worker receives an interview and says to you, "What do you think my chances are of getting the job?" What should you say? Review the steps below to help guide your decision-making.

What to do:

Step 1: State the problem. Clearly identify the problem, and think about why it makes you uncomfortable.

Step 2: Gather all the facts pertaining to the situation. Sometimes, ethical dilemmas are resolved, or solutions are made clearer, when all relevant facts are at hand.

Step 3: Identify relevant factors. Who is involved? What are their motivations? What values are at play? What laws apply? Consult your professional code of ethics guidelines and your company’s ethics statement.

Step 4: Identify potential actions and their consequences. Who could be hurt as a result of each action? Identify relevant duties. Whose rights must be taken into consideration?

Step 5: Test your options using these tests: o Harm - Does this option do less harm than any other alternative? o Duty - Does this option uphold my duties and the rights of those

involved? o Character - Is this action worthy of a person of virtuous character?

Would I want my family to learn that I chose this course of action? Would I want my choice of action published in a newspaper?

o Professional - What might my professional code of ethics committee say about this option?

o Organization - What does my company's ethics officer or legal counsel say about this option?

Step 6: Reflect and make a decision based on Steps 1 - 5.

Step 7: Take action. (See Concept 4: How to report concerns.)

Step 8: Reflect on the outcomes of your action.

Remember:

Once you realize that you are facing an ethical dilemma, use the steps outlined above to guide your decision-making process.

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Application Exercise: Ted works in a manufacturing plant, and he sees that Jim, a recently hired employee, is operating a piece of equipment that a person must be certified to use. Ted is fairly certain that Jim does not have the required certification, so he is uncomfortable with the idea of him using the equipment. If Jim makes a mistake, people could get hurt. What should Ted do first to help resolve this situation?

_____ A. Report the incident to his supervisor immediately. _____ B. Tell Jim to stop using the piece of equipment. _____ C. Try to gather more facts about the situation. _____ D. Ignore the situation since he is not a manager. _____ E. Any of the above actions would be acceptable.

Action Plan: How can you apply what you have learned?

___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ The answer is C. When trying to resolve an ethical dilemma, it is better to think slowly and go through the ethical decision-making process rather than jumping to conclusions and making knee-jerk decisions. In this situation, Ted has already identified the problem and why it makes him uncomfortable, but he hasn’t done anything to gather more information about what is going on. It could very well be that Jim received the required certification without Ted knowing. If that is the case, no further action would be needed. Until Ted has more facts, he really isn’t in a position to report Jim or tell him to stop using the equipment. But since there is the potential for people to get hurt, Ted definitely shouldn’t ignore the situation either. The best thing for him to do would be to ask Jim if he has the needed certification, and if he doesn’t, find out why he is using the equipment. Once he has that information, he will be better prepared to make a decision about what to do.

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3

Application Exercise

9

4

How should you report

concerns of unethical

behavior in your

organization?

10

No one wants to be labeled a troublemaker, but sometimes you will need to

seek advice about issues that you are unsure how to handle. Such issues could include unfair treatment by a supervisor, employee impropriety, policy violation, or poor management. For example, what if you know it is commonplace for coworkers to falsify timecard records for friends who do not show up for work but get paid anyway? Lately, this behavior has been bothering you, but you're not sure whether you should report your concerns. Reporting your concerns requires good judgment, moral imagination, critical analysis, and soul-searching to create a win-win situation.

What to do:

Find out whether or not your organization has an ethics hotline you can call in order to report and discuss your concerns with trained staff. Many organizations provide 24-hour, 7-days-a-week hotlines for employees that provide anonymity while you seek confidential advice from experts.

Find out whether or not your organization has a formal ethics department. Formal ethics departments guide and assist employees on matters regarding ethics and are obligated to maintain confidentiality. Most departments give employees the option of calling or meeting with a staff representative.

If your organization has an ethics investigation report box, you can follow the guidelines and submit your concerns in writing. Feedback is generally received via company newsletters, web sites, open forums, or other methods that maintain anonymity.

Write your concerns on paper and use the ethical dilemma decision-making process to help you reach a decision. Discuss the issue with a trusted friend or family member.

Approach your supervisor after you have carefully researched your concern. Be willing to trust that your supervisor will handle the issue. Know when to let go and pass the concern on to the next level of management.

If your organization does not have an ethics department, hotline, or report box, look for other available resources, e.g. your human resources department.

Remember:

Reporting cases of misconduct in the workplace requires good judgment, moral imagination, critical analysis, and careful reflection. If you are unsure about how to proceed, use the 8-step process discussed earlier to help you think through your motives.

Investigate the best way within your organization to report your concerns of unethical behavior.

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Application Exercise:

Melissa works as a waitress in a restaurant, and she has noticed that her coworker Paul has been regularly giving free meals to his friends. She is uncomfortable with this behavior and feels it should be stopped. She casually mentions to Paul that he really shouldn’t be giving his friends free meals, and he tells her to shut up and mind her own business. What should she do to resolve this situation?

_____ A. Loudly say, “I’m sorry, but you’re going to have to pay before you can go,” the next time Paul’s friends try to leave without paying.

_____ B. Threaten to report Paul if he doesn’t stop what he’s doing. _____ C. Leave her manager an anonymous note saying that Paul is not an

honest employee. _____ D. Speak with her manager in private about her concerns. _____ E. Any of the above actions would be appropriate.

Action Plan: How can you apply what you have learned?

___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ The answer is D. In the scenario above, trying to get Paul to stop his behavior on her own isn’t likely to have much effect, especially given how harshly he treated Melissa the first time she mentioned her concerns to him. And confronting his friends is only likely to make her work situation with Paul even more strained. Leaving a vague, anonymous note for her manager won’t be effective either. For a manager to address the situation, he or she would need to know more than “Paul is not an honest employee.” It would be best for Melissa to talk to her manager in person to discuss her concerns, and then leave it up to management to handle the situation.

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4

Application Exercise

11

5

How can you use

professional codes of

ethics to determine

appropriate ethical

behavior in your

workplace?

12

Behaving as a professional extends well beyond one's physical appearance.

Organizations are beginning to recognize the value of teaching individuals what it means to be a professional. Professional codes of ethics are standards developed by all members of a particular occupational group - e.g. lawyers, doctors, engineers, accountants, etc. - that everyone agrees to follow. Professionals have ethical obligations to their disciplines that, if violated, may have legal ramifications. Ethical dilemmas are inevitable. However, as a professional, you must strive to make decisions that uphold your professional code of ethics, the ethics statement of your workplace, and your own personal ethical values. Professional codes of ethics identify ethical obligations and rules of conduct specific to a profession. Although a helpful guide, it is important to realize that there will be times when these codes do not clearly address a situation or when two or more of these principles conflict. In such cases, you should turn to the ethics statement of your workplace and carefully follow the steps for ethical decision-making.

What to do:

Learn the professional codes of your profession. Professional codes serve as guiding principles that individuals can use as a basis for ethical conduct. Keep current with changes to your codes.

Use professional codes to effectively demonstrate ethical behavior dictated by your profession. Represent your profession in the workplace by performing work ethically and maintaining high standards of conduct.

When you are faced with an ethical dilemma, consult your professional codes to help guide your decision-making. (See, also, the 8-step decision-making process.)

Attend and participate in professional meetings and conferences. Discuss ethical issues that members of your profession may encounter.

Remember:

Professionals have ethical obligations to their disciplines that, if violated, may have legal consequences.

Consult your professional codes when faced with an ethical dilemma.

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Application Exercise:

Harry is an accountant who has been hired by an organization to write up their yearly financial statements. While going over the financial records, he discovers that some of them were prepared improperly, but the mistakes are minor. Because the mistakes are so small, the organization does not require them to be reported in the financial statements, but failing to note them would go against Harry’s professional code of ethics. What should Harry do in this situation?

_____ A. Mention the errors in the financial statements. _____ B. Prepare the financial statements without mention of the errors. _____ C. Prepare two sets of financials statements, one that mentions the

errors and one that doesn’t, and leave it up to the organization to decide which to use.

_____ D. Refuse to write the financial statements. _____ E. Any of the above actions would be appropriate.

Action Plan: How can you apply what you have learned?

___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ The answer is A. It is important that Harry sticks by his professional code of ethics, even if ignoring the minor errors in the financial records would not violate the organization’s ethical policies. In this situation, he should prepare the financial statements in accordance with the accounting practices he is required to follow. Refusing to do the work at all would lose his own organization money, and preparing the statements in an improper way could cost him his job or have legal ramifications.

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5

Application Exercise

13

6

How can ethics

training programs add

value to your

workplace?

14

Teaching and training are the most common methods used to address ethical

problems in the workplace. The underlying goal of ethics training programs is to encourage ethical behavior and trustworthiness in employees.

Good benefits and money are not enough to retain or lure bright and talented employees to work for your organization. People want to do meaningful work for companies that have excellent reputations, treat employees well, and can be trusted to do the right thing. Ethics training adds value to the workplace in many ways; the most significant of which is trust. Organizations cannot function or compete in the marketplace without trust. Organizations that distinguish themselves through trustworthy actions win on all fronts. Other ways that ethics training adds value to the workplace are listed below.

You should know: Employees who attend ethics training:

Are less likely to engage in misconduct.

Perceive that the organization cares about them.

Respect and value the ethical standards of the organization.

Learn how to make better decisions.

Demonstrate increased levels of trust.

Display higher morale and pride in their work and in the organization.

Are more likely to remain loyal employees.

Remember:

Providing ethics training programs helps to develop good citizens in the organization.

Trust in the company and among employees is the largest added value provided by ethics training programs.

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Application Exercise:

Your organization is trying to recruit some bright, young employees who have just graduated college. Which of the following things will help your organization attract new talent?

_____ A. Competitive wages _____ B. A good benefits package _____ C. A reputation for excellence _____ D. A reputation for being trustworthy _____ E. All of the above

Action Plan: How can you apply what you have learned?

___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________

The answer is E. A combination of all of the above items would be most effective in attracting new employees to your organization. Having competitive wages and good benefits may not be enough if your company has a bad reputation or is viewed as being untrustworthy, and likewise, having a reputation for excellence and being viewed as highly ethical may not be enough if you can’t offer the type of wages or benefits a prospective employee is looking for. A combination of all of the items listed will make it much more likely that people will be drawn to your organization.

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6

Application Exercise

15

7

Who should develop

and conduct ethics

training in your

organization?

16

Organizations have responded to concerns of unethical behavior in the

workplace by providing ethics training programs. Some organizations depend on lawyers, consultants, compliance officers, and internal or external trainers to develop programs and train employees on workplace ethics. When identifying someone to develop and conduct ethics training for your organization, think about the points listed below.

You should know:

Ethics training should be conducted by a trained and respected professional.

Ethics training is not "one size fits all." Training should be tailored to meet the needs of your organization.

Successful ethics training requires top leadership support and approval. Trainers should meet with top leadership and an appointed management ethics team to obtain the organization's mission statement, strategic plans, and ethics statements, as well as to clarify roles prior to developing the training program.

Trainers should assess the needs of the organization by developing an instrument to collect and evaluate data. Findings should be presented to organizational leaders and then used to guide the development of the training program.

Leaders must model the actions and behaviors identified in the training. Key concepts of the training must be supported and reinforced in the work environment.

Remember:

Trained professionals should conduct the ethics training for your organization.

Ethics training should be customized to the needs of your organization and its employees.

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Application Exercise:

A steel mill has employees working 24 hours a day, 7 days a week, and so far, none of the workers or members of management have had any sort of formal ethics training. Because of this, the leadership in the organization has decided that it is time to incorporate ethics training into their employee enrichment program. Which of the following classes would be the most appropriate way to begin an ethics training program in this organization?

_____ A. A class taught by outside professionals that is offered one night only.

_____ B. A class taught by the managers at the organization that is offered on several different occasions and time slots.

_____ C. A class taught by outside professionals that is offered on several different occasions and time slots.

_____ D. A class taught by management that is offered one night only. _____ E. Any of the above classes would be suitable.

Action Plan: How can you apply what you’ve learned?

___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ The answer is C. In this example, the management at the organization has never had any sort of formal ethics training, so it would not be appropriate for them to teach the classes to the other employees. It is important for ethics training to be taught by trained professionals; otherwise, it may not be effective. In addition, the training must be custom-fit to the needs of the organization. While offering a one-time class might work for some organizations, this company has employees working around the clock, which means that there would need to be several offerings of the training on different days and at different times to accommodate the various schedules of the employees. Only having one class would guarantee that some employees would be excluded from taking the training.

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7

Application Exercise

17

8

Who should receive

ethics training in your

organization?

18

Everyone in your organization should receive ethics training. This may seem

obvious, yet some organizations only require employees at certain job levels to attend ethics training. This is not only wrong, but also counterproductive, and it sends an undesirable message. Employees at all levels of your organization should participate in ethics training.

You should know:

The Federal Sentencing Commission Guidelines, passed into law in 1991, encourage organizations to implement formal ethics training programs.

The sentencing guidelines outline the penalties that employers might face if their organizations are found guilty of misconduct. However, organizations that have an ethics training program in place prior to an offence may have sentencing fines for a misconduct violation reduced by up to 60%.

The sentencing guidelines do not mandate the development of ethics training programs; however, it is in the best interests of organizations to develop programs and thus ensure the highest levels of ethical conduct in their organizations.

The spirit of the sentencing guidelines is to discourage unethical behavior in the workplace. The best way to ensure ethical conduct is the development of ethics training programs for all employees.

Remember:

Everyone in your organization should attend ethics training.

Organizations that provide employees with ethics training may receive lesser penalties if found to be guilty of misconduct.

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Application Exercise:

Amanda has been asked by her company to put together a team of people to help her create a formal ethics training program for the organization. At their first meeting, her teammates have a lot of questions, and some of them have erroneous views about what an ethics program entails. Which of the following viewpoints should Amanda negate or correct in some way?

_____ A. “We’re required by law to have some sort of ethics training program, aren’t we?”

_____ B. “I think it will only be necessary to offer this training to low-level employees.”

_____ C. “The only benefit we get out of this is looking better in the public’s eye.”

_____ D. All of the above. _____ E. B and C only.

Action Plan: How can you apply what you have learned?

___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ The answer is D. All of these viewpoints are erroneous in some way, and Amanda will have to correct them before they can proceed. It is not true that the law requires organizations to have formal ethics training programs—it is just encouraged. The training should be given to everyone in the organization rather than just low-level employees, and there are more benefits to an ethics program than just looking good in the public’s eye. Having an ethics program will encourage employees to be honest, which is good for any organization, and there are legal benefits to having ethics training programs in the event that an organization is found guilty of misconduct. These are just a few examples of the benefits of ethics training.

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8

Application Exercise

19

9

When and where

should employees

receive ethics

training?

20

Think of ethics training as an ongoing, dynamic process in your organization.

Ethics programs should address the needs of diverse groups of employees at different times during their tenure. New employees should receive ethics training during their first few weeks on the job, and current employees should receive refresher training based on need or other factors. Whatever the case, employees will need ongoing ethics training throughout their careers.

What to do:

Develop an ethics management team to examine how your organization communicates and provides ethics training to employees, determine how often ethics training should be provided, and ensure that training is updated as necessary and occurs in a timely manner.

Provide ethics training to new employees in your organization during their orientation.

Provide ongoing ethics training to current employees through different modes of communication, such as web sites, lectures, newsletters, films, videos, and discussions.

Provide employees with updated ethics training as changes occur with customers, laws and regulations, policies, technologies, and other related issues.

Remember:

Ethics training should not be a "one-shot deal"—it should be dynamic and ongoing.

An ethics management team can ensure that appropriate training occurs on a timely basis.

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Application Exercise:

Ben has just been hired by a software development firm, and his manager Greg is responsible for making sure that Ben receives the various enrichment trainings the organization offers. When would be the best time for Greg to schedule Ben for ethics training?

_____ A. During Ben’s employee orientation. _____ B. After Ben has settled in and become accustomed to the job. _____ C. Only if Ben is found guilty of some sort of misconduct. _____ D. Only after Ben specifically requests to take the training. _____ E. Ethics training is not likely to ever be necessary.

Action Plan: How can you apply what you’ve learned?

___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________

The answer is A. When hiring a new employee, it is best to provide the person with ethics training during employee orientation. This will allow the person to go into the job with an immediate sense of what is and is not acceptable behavior for someone at the organization. Waiting until a later time, or until after misconduct has already occurred, will make the training less beneficial for the employee and the organization. After the initial training, further ethics training can be conducted periodically or when needed as laws or circumstances change.

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9

Application Exercise

21

10

Who should be

responsible for

encouraging ethical

behavior in your

organization?

22

Organization-wide ethics start with you! Organizations have a variety of tools,

including codes of conduct, mission statements, and ethics programs, to teach employees the value of ethical behavior in the workplace. But the true test of conduct comes down to personal integrity. Are you accountable for your actions? Do you respect and value the rights of others?

What to do:

Become an ethics champion in your organization.

Respect the rights of others.

Practice the Golden Rule - do unto others as you would have them do unto you.

Be accountable for your actions.

Know and follow the codes of conduct for your organization and your professional discipline.

Display good leadership with your peers.

Take pride in your work.

Acknowledge and honor those who uphold ethical behavior in the workplace.

Remember:

Personal integrity contributes greatly to workplace ethics.

You are responsible for encouraging ethical behavior in your organization.

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Application Exercise:

Consider the following scenarios. Which of these people is not acting in an ethical manner?

_____ A. Marta, a manager who tries to set a good example for her employees to follow.

_____ B. Jeremy, who points out that he was not the only one to blame for a recent mistake that was made.

_____ C. Rob, who makes a conscious effort to be respectful to his coworkers even when he disagrees with them.

_____ D. Emily, who takes great care to complete her work with the highest degree of excellence she is capable of.

_____ E. All of the above people are demonstrating ethical behavior.

Action Plan: How can you apply what you have learned?

___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ The answer is B. Part of being ethical is accepting accountability for your actions. In Answer B, even if it is true that Jeremy was not entirely to blame for a mistake that was made, he should still own up to his part in what happened rather than immediately trying to shift the blame away from himself by pointing the finger at others. An employee who is willing to accept accountability for his or her actions will appear much more trustworthy than someone who never owns up to his or her mistakes. All of the other scenarios depict people acting in an ethical manner.

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Application Exercise

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Workplace Ethics

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Action Ideas: ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________ ___________________________________________________________

References: Dalton, D.R., M.B. Metzger, and J.W. Hill. (1994). The New U.S. Sentencing Commission Guidelines: A Wake-Up Call for Corporate America. Academy of Management Executive, 8, 7-13. Ethics Resource Center. (n.d.). Retrieved 15 February 2000, from http://www.ethics.org/releases.html Guelcher, S.J., and J. Cahalane. (1999). The Challenge of Developing Ethics Programs in Institutions of Higher Learning. Business and Society Review, 104, 325-346. McNamara, C. (n.d.). "Complete Guide for Ethics Management: An Ethics Toolkit for Managers." Retrieved 15 February 2002, from http://www.mapnp.org/library/ethics/ethics.htm Murphy, P.E. Eighty Exemplary Ethics Statements. (1998). Indiana: University of Notre Dame Press. Trevino, L.K., and K.A. Nelson. (1999). Managing Business Ethics: Straight Talk about How to Do It Right. New York: John Wiley & Sons. Seidenberg, I. (1999). Ethics as a Competitive Edge. Business and Society Review, 99, 291-303. Simpson, L. (2002, January) Taking the High Road. Training, 36-38.

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