Introduction
The goal of nonprofit organizations vary as it depends on its specific objective, mission and focus. The objective of an NGO can cover from improving human rights to providing education on environmental issues in a geographical area. It can also cover issues related to improving a given state, country or region. All NGOs worldwide share the desire to further their mission and vision. Most individuals that form NGOs usually tend to have passion for what they believe in. Most of them usually come from places that care for the future and human race as well. The main goal of NGOs is, therefore, to improve human experience by lending their efforts to a specialized and specific cause.

What Ethical Values are Important for Nonprofit Organizations and Their Leaders? Why?

Ethical values refers to the set of principles established to govern conduct of behavior. To assist in assuring a Nonprofit Organization maintains the best reputation, nonprofit organization leaders must create and promote a set of ethical values suitable for members of staff within the organization. Some of the examples of what ethical values that are important for nonprofit organizations and their leaders are discussed below (Groves & LaRocca, 2011).

Public Mindedness, Responsibility, and Service

Justice, progress and peace that is sustainable need organizations to contribute to the common good. Therefore, a nonprofit organization must ensure balancing of public and individual concerns, integration of service and self-development to other people and focusing on broader, more and higher public levels of service. This ethical value ensures that a nonprofit organization exhibits a caring and responsible attitude toward its environment. It also ensures recognition of activities and conduct that might have an impact on the perception of the public. It also encourages NGOs to conduct their activities for the sake of the public. It also ensures public money is not misused for purposes that are selfish and all assets belonging to the public must be treated with seriousness to enhance public trust (Groves & LaRocca, 2011).

Cooperation

Fostering of important activities towards the well-being of the globe and peace can be done through intercultural, interracial, and inter-religious works. It can also be done across artificial barriers such as ethnicity and politics that usually tend to separate individuals and their organizations. Nonprofit organizations should maintain cooperative and ethical relationships with other organizations (Groves & LaRocca, 2011). They should as well form partnership for the good of the public. Nonprofit organizations should always be willing to work beyond barriers such as ethnicity, politics, race, culture and religion. However, it should be done with individuals and organizations that share common objectives and values; within the limits of the organizing documents

Dignity and Human Rights

Each and every human being is born equal and free in rights and dignity which are endowed with conscience and reason. Humans should, however, acts towards each other in brotherhood spirit. An NGO is expected not to violate any individual’s fundamental rights. It should also have recognition that every person is born equal in dignity and free (Groves & LaRocca, 2011). Nonprofit organizations should, however, be sensitive to the culture, moral values, traditions, customs and religion of those they serve. An NGO should also respect family integrity and give support to family-based life.

Accountability and Transparency

Nonprofit organizations should strive for honesty and openness both toward donors and internally. Periodic accountings must be made. An NGO must be transparent in all its dealings with the beneficiaries, government, donors, public, partners and other parties that might be interested. This is applicable to all scenarios expect for information on proprietary and personal matters (Mihelic, Lipicnik & Tekavcic, 2010). The listing of officers and partnerships, basic financial information, activities and governance structure of NGOs must be accessible and open to the public. It should also provide information to the public about its work and use of its resources. An NGO must always be accountable for its decisions and actions. However, this should not only be to the government and its funding agencies, but also to its staff members, the general public, partner organizations and the individuals they serve.

What Actions Reinforce Important Ethical Values in The Organizations? How do these Examples Help Lead the Organization?

The below discussed actions that reinforce the important ethical values in organizations helps create a culture that is more ethical. These actions give an easy and straightforward suggestions on how to maximize ethical behaviors within organizations. Unethical behavior in an organization has been there from the first time man built an office (Jones, 1991). However, an organization’s policies, goals, and ethical climate can all have an impact on the behavior of employees.

Rewards

This employs that if you catch an employee doing something right, their ethical behavior should be rewarded. For instance, implementation of a system where people submit anonymous tips by telling about their colleagues’ behaviors in an honest manner. Gratitude should always be shown whenever someone acts against practices that can harm stakeholders and customers. Ethical standards must be incorporated into employee performance reviews. Encouraging an ethical behavior is usually easier than confronting a behavior that is unethical (Jones, 1991).

Expectations

NGOs must state its values in every employee’s handbook and that all those values should always be talked about and implemented in day-to-day business matters in a supervisory capacity. There are recommendations that an organizations should adopt a number of values that might lead to ethical business climate (Jones, 1991). These ethical values include; integrity, wisdom, self-control, kindness, transcendence and justice. For example, self-control value can lead to behavior of always doing what is right regardless of personal motivations.

Training

Training can enable the teaching of employees on how to behave in ethical manners. Ethically questionable situations and how to respond to them should be discussed. Ramifications of failing to behave ethically in both professional and personal ways should also be discussed. Emphasis should be put on benefits of ethical behavior and a point out be done on how employees expect to be treated in honest and fair...…further the organization’s goals. It also ensures effective planning by the board actively participating in the planning process and assisting in the monitoring and implementation of the goals.

Strengthening and monitoring of services and programs is the board’s responsibility through determination where programs are consistent with the mission of the organization. Monitoring of their effectiveness is also done. It also ensures financial resources that are adequate by securing the resources for the fulfillment of the organization’s mission. Provision of proper financial oversight and protection of assets is also done by the non-profit board through ensuring proper financial controls and development of budget annually. The board also ensures it is built competently by comprehensively evaluating each and every individual’s performance. It also ensures ethical and legal integrity through adherence of norms and legal standards. The board also ensures enhancement of the public standing of an organization (Doherty, Patterson & Van Bussel, 2004). This is done when the board clearly articulates the goals, accomplishments, and mission of the organization to the public. It also provides support through advocacy from the community.

What Expectations & Standards do Other Constituents Hold?

Some of the characteristics to consider in determining standards and considerations for other constituents include; the ability to creatively and clearly think, listen and analyze and work well with individuals and groups. Another characteristic is the willingness to prepare and attend committee and board meeting, take responsibility on given assignments, contribute financial and personal resources generously, open doors in the society, advocating for the organization and evaluating oneself (Musteen, Datta & Kemmerer, 2010). Interest in developing unpossessed skills such as recruiting board members and volunteers, soliciting and cultivating funds, and learning about the organization’s program area. Another feature is possessing tolerance, honesty and sensitivity to community-building skills, differing views, sense of values, concern for the organization’s development and personal integrity.

The other constituents have got work to do with setting up and incorporating bylaws. The bylaws usually involve work-in-progress where one of the topics involves creating confidentiality policy (Musteen, Datta & Kemmerer, 2010). There is usually no given attention to writing confidentiality policy which puts scrambling situation manageable without following of the roadmap. Such events also trigger reactions on part of the board for formation of new confidentiality policy quickly. Maintenance of confidentiality is one of the most important responsibilities that each and every board member must have. It would be easier for members of an organization to fulfill this responsibility when they possess written and formal policy they can rely on.

Confidentiality is an important responsibility during development of standards and expectations. Board members must always act in honest ways and put their best when it comes to interests of the organization (Musteen, Datta & Kemmerer, 2010). It also indicates that avoidance or acknowledgement of conflicts of interest and abstaining from voting when there is existence of conflicts should be done. Board members have limits when it comes to how they share information and with those they might share it with.

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