Ethical Values And Ethics Within The Organization

Ethics has been around for a long time. Merriam-Webster defines ethics as rules of behavior based on ideas about what is morally good and bad. It is an area of study that deals with ideas about what is good and bad behavior. Ethics has much to do with feelings and beliefs. If you feel deep down in your heart that something is not right, then it you should not do it. The Bible says, “So whoever knows the right thing to do and fails to do it, for him it is sin” (James 4:17 English Standard Version). Ethical business procedures include guaranteeing that the main legality is in place. Also, the company observes moral standards in its relationships with the people in its business community, which includes the most important people in their business, who are the customers. This report will discuss ethics in business, ethically transformed organizations; organizations preparation to make ethical decisions, ethical danger signs, and organizations that does business globally.

With these values in place makes sure that each person working within our organization models these characteristics. It helps establish priorities in daily work life and personal life and can help our organization grow. Effective organizations identify and develop a clear, concise and shared meaning of values/beliefs, priorities, and direction so that every employee understands and can

Our mission statement and value statement is the core belief of our agency and they go hand in hand when facing challenges in life. It will help the clients and the employees build belief and strength in them and help everyone become one so that we can all stand together with pride and dignity. I know that this will be a long continuing process and we as an agency will do all that we can to grow so that we can continue to help

At New Visions our mission and values statement, together with a general consensus within our agency on desirable and acceptable moral behavior, obligate our board, our staff, and our volunteers to observe the following code of ethics in the performance of our work (Manning, 2003).

The Sarbanes-Oxley Act created new standards for the accountability of businesses and corporations and it includes penalties for acts of misconduct. The Act stipulates new financial reporting obligations, including the adherence to internal controls and procedures which are to certify the validity of their financial records. These accounting controls put into place were meant to reduce unethical/ illegal actions within an organization (Mathis & Jackson, 2011, p. 16).

Royalty House respects and fosters loving, family centered values. Royalty House believes that every individual deserves a chance at new beginnings and the opportunity to obtain the necessary tools to become self-reliant and self-sufficient in adulthood. The NASW Code of Ethics principal states: that social workers’ primary goal is to help people in need and to address social problems. Social workers elevate service to others above self-interest. Social workers draw on personal knowledge, values and skills to address social problems and help people in need. Social workers are encouraged to volunteer some portion of professional skills with no expectation of significant financial return (pro bono service), (Manning, 2003, p. 283).

As the newest business owner in my town I feel that it is my duty to write a mission statement and a value statement for our organization as well as an explanation of each and how they tie together. The basis of the organization is to provide strength and support to our local community. We want to be there for the families in the hardest trials of their lives. We want to give them hope for tomorrow. By eagerly accepting this challenge, we need to create a strong code of ethics, define the role of leadership, and create a

This memo is to address the changes and consequences brought forth by the implementation of the Sarbanes – Oxley Act. The Sarbanes – Oxley Act was signed into law in efforts to eradicate company misconduct and protect public confidence by regulating management, accountants and legal counsel that represent the company (Noorishad, 2005). When passing the Sarbanes – Oxley Act, Congress also planned to protect whistleblowers because it is those who work in the organizations every day that see first-hand the indiscretions that frequently end in substantial corporate fraud (Watnick, 2007).

Yielding too much power results in greater temptation to cheat the system. In light of the shocking truth regarding the Enron scandal and dissemination of one of the “Big Five” accounting firms, Arthur Andersen, more policies and procedures are in place to separate duties and ensure that no single individual can destroy or steal from an entire company. One of the most well-known accounting litigation that was formulated after the Enron scandal is the Sarbanes-Oxley Act of 2002 which force companies to pay close attention to internal controls (Nobles, Mattison, & Matsumura, 2014). Internal controls allows a company to encourage accuracy and reliability of data sent through various individuals responsible for the financial well-being of the

The Sarbanes-Oxley Act (SOX), implemented in 2002, was created to enhance U.S. public company’s auditing (Coates and Srinivasan 628). SOX had two core goals in its implementation, one was to “create a quasi-public institution to oversee and regulate auditing (PCAOB),” and the other was “to enlist auditors more extensively in the enforcement of existing laws against theft and fraud by corporate officers, pursuant to regulations from and enforced by PCAOB” (Coates and Srinivasan 628-629). To accomplish these core goals, “new rules concerning the relationship between public companies and their auditors” were created (Coates and Srinivasan 629). However, to fully understand the changes SOX has made, we must first look at the world before SOX.

This presentation is on the organization integrity and social responsibilities. As the leaders of the company, if we “act unethically and/or without integrity” (Ross, 2009, para 1), our employees will lose confidence and trust in our organization, however, if our employees do the same than our customers will “lose confidence and trust in our products and services” (Ross, 2009, para 1). For example, Intel had issues with its Pentium chip. They used unethical practices, which consisted of a five-point plan. This presentation will discuss the following:

Some ways businesses and organizations can develop an ethical culture in their home region and globally are the different Federal Sentencing Guidelines for Organizations. This was approved by Congress in 1991 to set the tone for organizational ethic compliance programs in the 1990s. These include high levels of oversight, care in delegation of authority, effective communication and employee training, systems to monitor, audit and report misconduct, and consistent enforcement and continuous improvement. The standards are designed to help prevent misconduct that may occur in the organization. If an employee violates the standards, it can incur severe penalties.

As shown in table 1, employees being dishonest can ruin relationships with coworkers and customers, ruin their personal reputation, and can leave important problems not resolved. Some of the more severe outcomes of acting dishonest can include termination and possibly even potential legal issues. In the article written by Ken Silverstein titled Enron, Ethics, And Today’s Corporate Values, he states that “sixteen executives involved in the Enron scandal were sentenced to prison” (Silverstein 2013). No matter the severity of the dishonest act, there will always be some form of punishment as the outcome. So how can employers reduce these acts of dishonesty in the workplace and prevent any of these punishable outcomes from occurring?

Every organization also has a profession responsibility to conduct business honestly and ethically. Our readings reported, “Experts estimated that U.S. companies lose about $600 billion a year from unethical and criminal behavior” Kinicki and Kreitner (2009). The organization could avoid having ethical issues by meeting the

How do ethical values shape behavior in organizations? According to Saleem (2014), ethical values and behaviors of an organization are made up of organizations institutionalized philosophies along with the moral ideologies of its members. In addition, the codes of ethics help to enhance the moral reasoning of employees while shaping their behaviors towards morally questioning unethical situations. Organizational leaders are encouraged to build cultures of trust with leadership who establish concerning goals employees pursue y setting examples for others to follow (Crosbie, 2008). The leaders whom are able to build training and development throughout their organization helps design and build relationships characterized by collaborative behaviors those results in mutually beneficial outcomes (Crosbie, 2008).