The Decision Making Process Criteria

Ethics training is to be provided to each and every employee on an annual basis. New employees are expected to take this training within the first thirty days of their start date. Failure to successfully complete training will result in disciplinary action up to and including

Alto-Shaam has selected a Chief Ethics and Compliance Officer to take control of ethics and compliance events. They can take charge of change within the company and is accountable for evolving, running, and observing the compliance program.

When there is an ethical issue that has been brought up within the medical center, a member of the leadership team works with the bioethics committee to ensure that the final ruling on the issue is indeed ethical and upholds the standards set forth by the organization (GRMC, 2016). Ensuring that the individuals that make up the leadership and managerial teams follow the code of ethics is imperative to the success and culture within the organization. Annual reviews are held of all staff members and members of the leadership team that include a section regarding ethical behavior and how well the individual is upholding the ethical standards of the hospital. By having the code of ethics addressed on these evaluations, the employees are well aware of the ethical standards that the organization has of them, therefore encouraging the ethical behaviors throughout the

Our organization should institute an ethics panel. Ethics panels are made up of people from different backgrounds that are charged with supporting healthcare organizations. We will use our panel to review clinical ethics cases, develop and or revise organizational policies to ensure they are reflective of ethical considerations, and offer ongoing education to medical staff regarding ethical issues and how to handle them if they arise. The goals of an

The Co-Chief Compliance Officers ensure all Compliance Policies and Standard Operating Procedures are reviewed no less than annually. Such review is intended to allow necessary policy revisions to reflect changes in Impac’s operating philosophy, laws or regulations, business practices, product offerings, or other factors. All changes to the policy and program must be approved by the business unit leader and the Co-Chief Compliance

Normally people do not break down how they make decisions, they just decide. But, for people who are making decisions for a larger group, knowing the process could be helpful. The first step in the process is to identify the problem by fully understanding and gathering all the information of the problem. Secondly, you want to think of alternatives or other options for handling the issue. Thirdly, you want to access or evaluate all the alternatives and consider the possible outcome. Finally, you go forward with the decision and evaluate the outcome (Kinicki and Williams, 2016). These steps are helpful and critical when making decisions for large groups or an organization.

An ethics committee in the United States serves four functions: to develop or revise current hospital policies, educate medical providers and the public about current matters in ethics and health, consult in disputes over medical care, and to collect data on what works and what needs improvement in health care cases (Moeller, et al.). As an example

The implementation of a new ethics program would involve a great deal of communication (Ruddell, 2004). Assessing the common ethical concerns within an organization helps to create a more tailored plan for the organization (Belhaven, 2015). Initially sharing the code of conduct, training employees on the steps to resolve ethical problems, and providing guidelines to report concerns could be communicated multiple ways (Belhaven 2015). Another task is to identify a group to investigate

“To support the Penn State Alumni Association’s mission to ‘connect alumni to the University and to each other, provide valued service to members, and to support the University’s mission of teaching, research, and service. Also, to

To enhance the ethical environment for health care professionals in health care institutions. (What does an ethics committee or program do, 2013)

When selecting members for an ethics committee, the health care organization needs to include individuals who have experienced in addressing ethical matters and represent from a diverse viewpoint. Members must have a knowledge and interpersonal skills. Committee members can include physicians, nurses, psychiatry, social workers, chaplains, department managers, board members, lawyers, and even patient representatives (Pearlman, 2013). The author also suggests that all ethic committee members should take the responsibility to learn how the procedure of ethical analysis work and the arguments surrounding the right change. Furthermore, members of the committee are required to maintain the confidentiality of the information discuss and sign an oath (Pearlman, 2013).

If Vinson had continued to refer to each level of leadership even to the CEO, audit committee, board of trustees, the board of directors, or even the owners, and still no action is taken from them, then the IMA would have recommended that she should have gone to the next step in the resolution of ethical conduct which is to refer to an IMA Ethics Counselor. This individual or another similar independent advisor is useful in clarifying ethical issues in a confidential and unbiased manner while providing other options for individuals to take.

These are a few of the words that describe my decision making style and there opposites. Cautious, I tend to be very cautious when I make decisions. I do not want to implement a decision that is not well of others. The opposite is heedless, a heedless decision maker usually does not put a lot of thought into it. I am a very logical decision maker. A logical decision maker seeks out validity or something that has already been proven true. The opposite is invalid, anything that does not have fact or truth to back it, and for me if I do not understand it, I normally shy away from it. Another on of my decision making styles is active, in a sense of getting involved and seeing how all the pieces work and come together. This supports my need to understand

Martin Marietta took a hands-on approach in creating their Ethics Program, but monitoring 60,000 employees “ethical decisions” took a large workforce. In 1986, a committee including Martin Marietta and several other defense contractors created “A Defense Industry Initiative on Business Ethics and Conduct (DII).” Martin Marietta placed their entire company under a voluntary disclosure program, which required all employee misconduct to be reported, monitored, and resolved. To achieve this task, an audit committee was formed which tripled in manpower between 1986 and 1991. George Sammet was placed in charge of the Ethics program by insuring the employee’s complaints, questions, and concerns were heard and dealt with. “Ethic Officers” were placed at all of Martin Marietta’s branches to handle employee related issues. Ethical complaints could be made anonymously or vocally to field “Ethic Officers.” Once complaints were made the ethic officers would report them for investigation through audit, personnel, security, or legal staff. Almost half of the complaints which were reported were personnel related cases including salaries, promotions, and poor supervisory skills. But, with such an elaborate program, employees quickly became aware of possible retaliation for reporting issues. Once the issues were reported, they then needed to be dealt with. This could include verbal or written reprimand, transfer, or possible

This report will discuss about the approach to rational decision making process. It discusses how an everyday problem faced by management can be tackled by using