Techfite’s Organizational Ethics and Social Responsibilities
A. Create three (3) corporate policies that reflect the organization’s culture and ethical viewpoints.
• (Flexible Work Schedule Policy) (Flextime) Techfite will permit supervisors within reason to adjust current start and leave times of the workplace and is line with our culture of workplace collaboration.
• (Community Involvement Policy) Techfite will give managers an option to permit employees to take time out of the workday to be involved in community activities in the certainty of all business needs to be fulfilled.
• (Diversity in the Workplace Policy) and the institution of this policy will aid with issues such as addressing cultural differences, adapting to change, …show more content…
In addition to schools, other non-profit charitable organizations will benefit from Techfite’s corporate and employee’s community involvement and address prior commitments we made to Dellburg’s city council.
The Diversity in the Workplace Policy will immediately address concerns between the United States and United Kingdom about hours and benefits as well as legal and cultural differences between the two. Consequently, by taking prompt action to diversify the workplace, Techfite will show their culture to gain acceptance between respective parties. Moreover, Techfite’s culture known for developing leadership and introduction of said policy could show the corporation 's commitment to promoting diversity in not only current leadership but by displaying diversity in the development of future leadership which is in tune with Techfite’s culture of leadership development. Moreover, by diversifying the workplace, it shows employees that there is an openness within our organization that encourages our culture of workplace collaboration by encouraging them to express ideas and opinions with equal value to all.
A. (2.) Analyze the ethical issues at stake in the scenario and distinguish from legal matters.
The difference between ethical and legal issues conceive from the difference or separation between internal areas of ethics and law. Ethical issues are standards driven by the morality of what should or should not be done;
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Making sure equality and diversity procedures are followed in a business environment will impacts on overall success of organisation. By recognising the strengths of differences between individuals company can get a great advantage in terms of employee motivation and clients satisfaction.
Recently there has been a growing request for options to telework/telecommute in various departments within the company. I recommend the Human Resource department adopt a policy that will include procedures for selection criteria, approval of planned schedule, work, or project, and managerial oversight. To meet the needs of our employees we recognize having more flexibility in work schedules will alleviate work and family conflict by adopting a policy around telecommuting (Pynes, 2014, pg 265). Having a formal policy in place will minimize any misuse of this perceived benefit and will ensure all requests are considered fairly.
In order to make ethical decisions, it is helpful to think about several questions, including: 1) who will be impacted by the decision, 2) who will benefit from the decision, and 3) who will suffer from the decision.
This paper is the first part of a training manual that will help employees to have a better understanding of diversity in the work place and how to act towards different diversity issues that may arise in the workplace. It will also give current statistics and recent trends of the demographics in the United States as well as the forecasted trends. Also included will be a rough outline of the entire contents of the manual and the table of contents for the manual.
Cultural diversity in the workplace: Employees are similar or different based on race, gender, age, personality, style, education, background etc.
Diversity in any organisation includes hiring and promoting a workforce of people with differences. These differences include race, gender, ethnicity, sexual orientation, physical abilities and economic backgrounds. The premise of a diverse workplace is that employees are
What are the different opinions about the actual issue or how to solve the issue?
How would you describe the ethical dilemma confronted by the managers at the law firm?
Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil
The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)
Workplace diversity refers to the variety of differences between people in an organization. Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which diverse skills, perspectives and backgrounds are valued. It is about understanding the individual differences in the people we work with that arise from a broad range of backgrounds and lifestyles, and recognizing the value of using those different perspectives, ideas and ways of working to enhance the quality and outcomes of work. Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language,
As companies become more diverse in the work field employees are getting harder to manage and understand. One issue in the global market today is workplace diversity. Workplace diversity is defined as all characteristics and experiences that defined each employee as individuals, but it can also be misunderstood as discrimination against employees. Diversity can include race, ethnicity, sex, religion, disability and sexual orientation discrimination. One reason why workplace diversity is important is because when you respect your employees productivity rate rises and many companies do not know that. A diverse workplace targets to create an inclusive culture that values and uses the talents of all employees.
Managing diversity and equality effectively in the workplace is the core responsibility of any organization in the contemporary business world. Shen, Chanda, D’Netto and Monga (2009) conducted a survey whose results revealed the massive diversity within the British society in terms of ethnicity, nationality and religion. As a result, the Equality Act of 2010 was formulated and became law whose provisions focus on legal protection against discrimination based on gender re-assignment, marriage, civil partnership, age, disability, sexual orientation, religion, pregnancy and maternity, sex and beliefs (Monks, 2007). Therefore, managing diversity in the workplace is critical towards the achievement of equality and discrimination free working environment. Bhatia (2008) observed that the ability to understand, accept, value, acknowledge and celebrate differences among people with respect to race, sexual orientation, religion, age, ethnicity and mental ability within an organization is crucial in eliminating discrimination. Discrimination refers to the tendency of denying equal treatment to people believed to be members of the same social group (Ozbilgin, 2009). In other words, discrimination in the work place is related to denial of equal treatment in terms of promotion, compensation, career development, training and empowerment. Therefore, managing diversity in the work place is crucial towards the achievement of a discrimination free working environment and the