This calls for both physical and mental strength (Army egulation 600-100, 2007).
Comparing my organization's code of ethics with my own, I conclude that on literal grounds it is similar in many ways. The ethical code of the U.S. Army calls for being dutiful, honest, fulfillment of obligations and tolerance towards others. However, I feel that in many ways these ethics are not practically put into practice the way they should have been. One example is that within an army, there is little democracy that prevails. A junior member of the regiment has a little chance of expressing his/her opinion to the senior. Also in some cases promotional chances are not allowed on equality basis. This is not only demotivating but also frustrating for many soldiers. It has two serious impacts on the employees. One, it effect the efficiency of the soldiers which can be a serious issue in an…...

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References

Army Regulation 600-100. (2007). Army Leadership. Washington: Department of Army.

Sims, R. (2003). Ethics and corporate social responsibility. USA: Praeger Publishers.

Johnson, K. (1997). Ethics and counterrevolution: American involvement in internal wars. USA: University Press of America.

Robinson, P. Lee, N. & Carrick, D. (2008). Ethics education in the military. USA: Ashgate Publishing Company.

Organization Ethics Development System
While seeking to succeed in their respective industries, firms have shifted focus towards implementing ethical practices related to their human resource management policies. The goal of ethical practices is to capture timeless ethical guidelines, principles, related information and examples containing fundamentals of the changing business environment. In this study, I have reviewed my current workplace to determine the degree of implementation of OEDS components. I have also proposed a plan for the implementation and ways of anticipating and overcoming resistance to the implementation process.

The initial step of strategy implementation in the institution includes intensive planning. The department should focus on success goals and meaning. The stakeholders in such forums are involved in deciding on the objectives and meaning of success of the ethics program. Ethical programs should not be stand-alone documents (Petrick & Quinn, 1997). Benefits of an ethics program result from the strategic application within the…...

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References

Petrick, J.A., & Quinn, J.F., (1997). Management Ethics: Integrity at Work. New York: SAGE Publications.

Arthur Anderson has collapsed after a guilty verdict resulting from the destruction of incriminating documents. The accounting industry was also directly affected in terms of its standards and procedures. There are hundreds of firms with methods to keep debts away from headline figures.
The president passed a bill that aimed at discouraging corporate fraud, while also ordering a review of the pension regulations at the country. This is the result of the losses suffered by pension holding employees at Enron. Other political reforms include how business funds are invested in political campaigning, the influence of energy companies on the energy policy in the United tates, the conflict of interest between consultancy and auditing, and regulations on financial derivative trading.

Despite his personal friendship with Lay, President Bush was quick to distance himself from Enron as soon as the scandal came to light.

The government could however be implicated in the scandal as…...

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Sources

BBC News. (2002, Aug 22). Enron scandal at-a-glance.  http://news.bbc.co.uk/1/hi/business/1780075.stm 

Thomas, Cathy Booth. (2002, Jun 18). Called to Account. Time.

Organizational Ethics
Paroby and White published "The ole of Shared Vision and Ethics in Building an Effective Learning Organization" in 2010. The article, published in the Southern Journal of Business and Ethics, stresses the importance of ethical leadership within a hierarchal organization as well as the necessity for clearly defined organizational culture with the presence of ethical leadership. Paroby and White put particular stress on these issues in light of numerous prominent ethical scandals within some of the most well-known brands in business. The authors, after providing a context within which to consider their ideas, use the United States military as an example organization to illustrate how some of their ideas play out in reality.

The authors may have more than one intended audience. Certainly, an intended audience is other researchers interested in organizational culture, ethics, and business leadership. Furthermore, an intended audience could be individuals who operate, own, or otherwise…...

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References:

Paroby, P., & White, D. (2010) The Role of Shared Vision and Ethics in Building an Effective Learning Organization. Southern Journal of Business & Ethics, 2, 133 -- 143.

Organizational Ethics and Corporate Social Responsibility A. Create three corporate policies that reflect the organization’s culture and ethical viewpoints
· Encourage the empowerment and engagement of all employees in corporate decision making
· Collaboration within the workplace at all times and leadership development
· Active involvement and participation in the communities in which our business operations are present
1. Explain the rationale behind the policies, including how they align with the organization’s culture
· The rationale behind the corporate policy on employee empowerment and engagement is linked to the fact that when employees are engaged at the workplace setting, they end up feeling and having a connection with the connection. It brings a sense of what they are doing in the corporation is important and therefore opt to work harder. This is in alignment with the culture in terms of reducing employee turnover, increasing employee commitment and also increasing employee productivity (Albrech, 2011).
· The rationale behind…...

PESONAL & OGANIZATIONAL ETHICS
Personal and Organizational Ethics Values for, for-Profit and Non-Profit Organizations

Ethics is a requirement of the society to both individuals and organizations. Ethics are applied to business and personal behaviors, and are used to determine how companies and individuals abide to policies. To indicate the application of ethical principles in organizations, an analysis is carried out of For-Profit and Non-For-Profit organizations, in this case Bank of America and Boys Club of America. This is by analyzing an ethical dilemma they are experiencing, their approach to the problem, and the legal, political, and social outcomes emerging from this cause of action.

Part One

The Boys Clubs of America is a non-for-profit organization founded in 1860s in Harford, Connecticut Formed with the aim of giving boys who roamed the streets a positive alternative. The club has undergone major changes beginning in 191 when several boys' clubs affiliated to form the federated boys…...

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References

Anonymous. (2009, Dec 16). Boys & Girls Clubs of America, Lowe's Announces $1 Million

Bach, R. (2010, March). A Letter from our Chairman Emeritus: March 2010. Retrieved from Boys and Girls Club of America:  http://www.bgca.org/chairman/Pages/MarchLetterfromOurChairman.aspx 

Bank of America. (2013). Retrieved March 21, 2013, from Bank of America:  http://message.bankofamerica.com/heritage/#/ourheritage 

BCOA. (2011). Boys of America. Retrieved from Boys of America:  http://www.bgca.org/Pages/index.aspx .

Personal and Organizational Ethics and Values between for-Profit and Not-For-Profit Organizations
For-profit and not-for-profit companies often operate very differently from one another. Here this will be shown with a comparison between the American ed Cross (a not-for-profit company) and the Coca-Cola Company (a for-profit company). The background of each one of them will be addressed, and they proposed solutions and recommendations will be discussed. Each company has its problems, whether it is for-profit or not, but there are unique problems faced by each kind of company. The differences in whether they are for-profit or not-for-profit can have a significant effect on the companies themselves and whether they are able to continue being successful or whether they must make changes in order to see growth and development in the future.

Case Study Analysis of Personal and Organizational Ethics and Values between For-Profit and Not-for-Profit Organizations:

The ed Cross and Coca-Cola

Introduction

Understanding the differences between…...

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References

Bennett, A. (2005). The Geneva Convention: The Hidden Origins of the Red Cross. Sutton Publishing, Gloucestershire, England.

Boissier, P. (1985). History of the International Committee of the Red Cross. Volume I: From Solferino to Tsushima. Henry Dunant Institute, Geneva.

Forsythe, D.P. (2005). The Humanitarians: The International Committee of the Red Cross. Cambridge University Press, Cambridge.

Giebelhaus, A.W. (2008). Coca-Cola Company. The New Georgia Encyclopedia. Georgia Humanities Council.

Organizational Theory #1
Create a code of ethics for an organization of your choice. For each point in the code of ethics, describe an ethical dilemma that would be resolved using the code of ethics.

All employees will conduct business honestly and ethically. We will constantly improve the quality of our services, products and operations and create a reputation for honesty, fairness, respect, responsibility, integrity, trust and sound business judgment. (Provides a clearly stated, over-arching business philosophy for honesty and fair dealings that every employee can follow).

No illegal or unethical conduct on the part of company employees or affiliates is in the company's best interest. All are expected to adhere to high standards of personal integrity -- not allowing their personal interests to conflict with the interests of the company, its clients or affiliates. We will not compromise our principles for short-term advantage. (Encourages all employees to seek the company's interest first).

All…...

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References

Beauchamp, L., & O'Connor, A. (2012). America's most admired companies: A descriptive analysis of CEO corporate social responsibility statements. Public Relations Review, 38(3), 494-497. doi:10.1016/j.pubrev.2012.03.006

Jones, G. (2010). Organizational theory, design, and change (6th ed.). Upper Saddle River, NJ: Prentice Hall.

Therefore, the best way to help employees act ethically is to view the workplace and daily operations as a training ground.
In your estimation why is there a growing need for organizational ethics programs? What are the factors contributing to ethical problems in the global corporate world? What are possible solutions?

The need for organizational ethics program is growing for several reasons. First, organizational ethics have become crucial for companies to avoid legal and financial distress. Second, ethics help businesses run smoothly and well, attracting the best caliber of employee. Ethics programs are important especially in large organizations with a diverse staff. Global and multinational companies will be working with people from around the world, who operate in unique ethical environments. Ethics programs help multinational companies create standards for employees that will help avoid conundrums and miscommunication. Ethics programs bring all employees together on the same page and therefore become integral…...

She has two strong motivating reasons to not report the bribery. She could lose her work status in the United States and she would jeopardize her ability to receive her education. She owes herself and her partner a duty of care as well, to place value on her education and her ability to live in Chicago and therefore maintain the relationship. For Valerie, these considerations are powerful, since Waters' actions do not have the same strong impact on her life as reporting him could.
Valerie must determine which duties are most important -- to herself, to her partner, to the company and to her teammates. The teammates would appear to be the least relevant, the company the most relevant. Valerie is acting as in this capacity as a representative of Wisson and should conduct herself on the basis of that position. She is acting in the best interests of the…...

Organizational Issues from the Responsibility Project (Liberty Mutual)
The video chosen from the Responsibility Project was "omen in the orld: Erin Ganju." Her story is meaningful for a number of reasons that will be reviewed in this paper. Ganju is the CEO of "Room to Read," an organization that seeks to help educate children (through reading and other skills) in order that today's children can grow up with the power to change the world for the better.

omen in the orld: Erin Ganju -- hat are the Important Issues? Ganju begins her video by explaining how "passionate" her parents were -- when she was just a child -- about sharing information with her regarding different cultures. A sense of "wanderlust" was "instilled" in her, Ganju explains. Importantly, Ganju's parents not only took their daughter to many interesting places, but the family read about each place they visited, encouraging both reading skills and…...

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Works Cited

Deen, Thalif. (2011). UNESCO reveals huge secondary education gap worldwide. One World

South Asia. Retrieved November 12, 2012, from http://southasia.oneworld.net.

Foster, Wayne A., and Miller, Merideth. Development of the Literacy Achievement Gap: A

Longitudinal Study of Kindergarten Through Third Grade. Language, Speech, and Hearing

Ethics in esearch
For organizations of all types, the last three decades have been crucial in changing the manner in which organizations interact with each other, stakeholders, the government, and themselves. Most of these changes occurred because of the evolution of globalization, which after the Cold War, increased cooperation between nations and regions while, at the same time, increased stakeholder expectations, opened hundreds of new markets, and now requires that organizations operate on a new level. Particularly after the Enron scandal, stakeholders expect more transparency and honesty from organizations. In fact, a recent survey found that 74% want to know more about the ethical stance and nature of a company prior to purchasing from them. At the same time, 92% of FTSE 100 companies provide no metrics, benchmarks, or quantitative measurements within their annual report (Suter, 2012).

Because of advances in technology and communication, this has also bled over into how businesses…...

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REFERENCES

Gutman and Thompson. (2004). Why Deliberative Democracy. Princeton NJ: Princeton University Press.

Leedy, P., & Ormrod, J. (2009). Practical Research: PLanning and Design. New York: Prentice Hall.

Robson, C. (2011). Real World Research: A Resource for Users of Social Research Methods in Applied Settings. New York: Wiley.

SA Health Info. (2010, April). Ethics issues in qualitative research. Retrieved from sahealthinfo.org: http://www.sahealthinfo.org/ethics/ethicsqualitative.htm

Ethics in Decision-Making
Clegg, Stewart Martin Kornberger & Carl Rhodes. (2007). Organizational ethics, decision making, undecidability, ethical decision-making. he Sociological Review, 55:2.

According to Stewart Clegg, Martin Kornberger and Carl Rhodes' article, "Organizational ethics, decision making, undecidability, ethical decision-making" from the Sociological Review, ethical decision-making is not optimized with either an outcome-driven consequentialist approach nor a rule-bound deontological approach. "We suggest that rules for ethical decision making, rather than ensuring ethical outcomes, can work to insulate organizations from moral responsibility" (Clegg, Kornberger, Rhodes 2007: 393). Because of recent ethical scandals, there has been a drive to seek a heavily prescriptive and rule-bound approach to ethics, but the authors believe that "ethics is best considered in terms of the way that organizations are sites for ethical difficulties, dilemmas and deliberations (Clegg, Kornberger, Rhodes 2007: 394). heorizing ambivalence in ethical decision-making is the ambitious goal of the article. he article uses the French literary…...

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The solution of 'going by the rules' is often offered because of the difficulties and complexities of managerial decision-making in large organizations. Managers cannot perfectly calculate the 'correct' decision. In contrast to the ideal of perfect rationality, contemporary organizational theorists tend to see organizations as 'garbage cans' or mixes of personal and organizational ethical orientations. It is often uncertain what will 'tumble out' decision-wise, even when there are efforts to have policies in words. In the face of such randomness, a personal ethical orientation and sense of justice is required. "In Derrida sees decision-making as irretrievably implicated with issues of personal responsibility and ethics" (Clegg, Kornberger, Rhodes 2007: 398).

For Derrida, rules are not useful and future-oriented utilitarian calculus is impossible. To simply follow the rules enters into the 'madness' of rationality, and echoes the protests of Nazi war criminals that they were just following orders and therefore their crimes were excused. A sense of personal responsibility and investment in every decision that has potential ethical consequences is required, and no human being, regardless of his or her level of the organizational hierarchy, can abdicate responsibility. Organizational acts that use authority, routine, and above all bureaucracy are usually the least ethical rather than the most (Clegg, Kornberger, Rhodes 2007: 403). This statement seems supported by recent history, in which some of the least ethical actions (the accounting fraud at Enron, 'robo-signing' for foreclosures after the housing crisis) were done as a matter of routine, according to the set procedures of the organization.

What is called for in the article is more humane but also more difficult -- the sharpening of the ethical faculty of all corporate decision-makers. Responsibility cannot merely be technical, and ethics strives to affirm the humanity of the person whose fate is being decided, rather than to distance the decision-maker from that person through the affirmation of 'rules.' Instead of forcing workers to learn a corporate manual by rote, managers should strive to create virtuous beings: "management's task in relation to ethics should be one of enhancing and maintaining structures within which moral agents face, understand and act within the conditions of undecidability (Clegg, Kornberger, Rhodes 2007: 405).

In this area the facilitators are the human resource personnel. The contribution of HM to ethics in organization is widespread. Human resource management serves with models and theories to implement an ethical environment for the development of organization. First and foremost relates to performance management. This is a sort of theory that involves performance appraisement, compensation, selection and training. The improvement through this process leads to motivation in employees. Therefore performance management leads the way to effective ethical performance that helps in the advancement of people's ethical conduct or behavior. The HM establishes the performance management with help from popular tool such as 'ethical values matrix'. This is just to show the importance of establishing ethical values and its implementation. This conveys a message that achieving productivity without ethics would put your job at risk. The most important effects of going by ethical values are it provides long-term profits,…...

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References

Deckop, John Raymond. Human Resource Management Ethics. IAP. 2006.  http://books.google.co.in/books?id=K3O-u89su_UC&pg=PA88&dq=Ethics+and+Organizational+Development&ei=Iy28R_mBBp6ktgO11riaBQ&sig=J-PZuq3azr5iIwOuU6tzIik9beQ#PPA71,M1 

Heathfield, Susan. M. Build Support for Effective Change Management. 2008.  http://humanresources.about.com/od/changemanagement/a/change_lessons5.htm 

Johnson, Kenneth W. Integrating Applied Ethics and Social Responsibility.

Ethics Resource Center. 2005.  http://www.ethics.org/resources/articles-organizational-ethics.asp?aid=798

Organizational Approaches to Managing Ethics
Information Systems

Managing ethics in the workplace is a moral necessity as well as a practical one. Without formal management of ethics in the work environment, an organization puts itself on the path of increased risks of sorts. As time passes, and particularly in the 21st century, a great deal of attention to the management of ethics in the workplace is paid by professionals in a wide variety of industries. Whereas ethics used to be considered in the realm of philosophers, theologians, academics, and social workers, professionals in all industries see the practicality and again, necessity of the management of ethics of the workplace.

There are many benefits to ethics in the workplace that often save an organization time, money, and other valuable resources. Ethical programs in the workplace can often promote teamwork and productivity. (McNamara, 2012) Ethical management in the workplace often falls under two broad categories:…...

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References:

McNamara, MBA, PhD, C. (2012). Complete Guide to Ethics Management: An Ethics Toolkit for Managers. Free Management Library, Web, Available from:   2012 November 04.http://managementhelp.org/freebusinesstraining/ethics.htm .

Paine, L.S. (1994). Managing for Organizational Integrity. Harvard Business Review, Web, Available from:   2012 November 04.http://hbr.org/1994/03/managing-for-organizational-integrity/ar/1 .