The Goals Of Pac 's Training Programs Essay

When Maalick originally went to Marta Ford he spoke to her about the questions regarding his religion his co-coworkers had been asking. Rather than disregard his concerns she should have been proactive in addressing the issue rather than waiting until it got worse. She could have held a meeting with everyone in the facility and reminded them of the company policy regarding harassment. According to Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012) companies that are proactive toward issues are better prepared to deal with future problems. Had she done this the issue likely would not have escalated to the point that it became a hostile work environment for Maalick. To prevent the situation from happening in the future Marta Ford could provide additional training to all employees and require annual retraining so that all employees and management are aware of company policies.

The organizational ethics polices of this organization is based on developing an ethical climate. This climate is one where everyone---leadership, staff, contractors, vendors, customers, and the public---is treated with the utmost respect. This organization has a zero tolerance for rude and/or discourteous actions, or any signs of disrespect. No type of aggressive behavior, whether in person, writing, by phone, computer, or any device, or failing to assist when danger is present, is

A philosophy of an organization helps differentiate themselves from their competitors and set a foundation for future success. It also helps shape an organization by presenting the goals they want to accomplish with specific activities. To improve this, many organizations understand the important of sharing values and goals and realize employee recognition. This helps staff from moving forward toward success of the organizations. Chapter 4 introduces “Codes of Ethics in Health Services.” Code of ethics is a guideline for healthcare professionals to accomplish and serve as a member of a society. Similar to other professions, managers have their own code of ethics in maintaining their duties and responsibilities. They also use the codes for ethical decision-making in dealing with ethical issues. Chapter 5 deals with “Organizational Responses to Ethical Issues.” It provides assistance for managers and organizations in their decision making. It is manager’s duty to figure out the problem and resolve it (Darr, 2011,

The training must include information and practical guidance regarding federal and state laws that prohibit sexual harassment, including prevention and correction of harassment, and remedies available to victims. The statute specifically requires employers to use practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation.

Healthcare organizations have a moral and social responsibility to ensure that their communications are conducted using an outlined code of ethics. Whether the communication is an internal message to employees or mission outreach in the community, it must reflect the values and beliefs of the organization. Therefore, in order to establish and maintain the standard of ethical behavior and social responsibility, our organization requires all employees to complete new employee orientation sessions that define the policies and expectations. This orientation introduces our mission and values and it develops the foundation for our success as an organization. Our focus on encouraging and communicating ethical practices helps to reinforce our values to employees and the community. Furthermore, there should be a process in place that monitors and enforces the policies to safeguard against potential errors that would reflect poorly on the organization’s mission.

Human Resources professionals are in a unique position to help corporations build the integrity of the company and develop positive organizational cultures. They can use their influences on many levels within an organization promote ethics by developing programs and policies that encourage employees to make the right choices. This may be in form of a written code of ethics or ethical training for managers and employees that make them fully aware of the company’s expectations in areas such as discrimination, sexual harassment, and the treatment of employees. The HR department can also be a resource and kept close at hand when ethical situations arise they are not clearly addressed in the policies or as a mediator for conflict resolution. Since the HR department is involved in the hiring of new employees, they can be proactive in identifying desirable character traits that align with the company’s philosophies as well as on-boarding programs that reinforce the values of the company.

The seminar I would like you to work on should cover sexual harassment and unlawful discrimination in the workplace. We expect this to be a two-hour training seminar. In addition to this, I must inform you that the seminar is going to be attended by the hospital's 20 office supervisors. Therefore, I would like you to assign a trainer that is specialized in this type of issues. In addition to this, please let me know what resources we should make available for your trainer.

Over the next 60 days, every person is expected to receive and complete training on the code of conduct, and components of the compliance and ethics program. Additional specialized training will be available for those with special functions. An ethics hotline is also available at 1-877-ETHICAL to anonymously report illegal activities or unethical conduct inconsistent with the standards of this program. A non-retaliation policy is being strictly enforced to allow anyone to share anonymous and confidential reporting. You are the backbone of the company and I am proud that we all will carry out ethical work practices that will further strengthen our commitment to these standards and enhance our rich

Keeping all the employees of a company within the guidelines of compliancy is probably one of the crucial and difficult pieces to keep up to standard. Ethics and Compliance in Health Care Training applies to all employees, as any employee is capable of making violations and therefore jeopardizing the overall service of the company. Annual education or periodical refreshers is one way to safeguard a company from vagabond employees. Additionally, having the measures in place will help protect the company as well, as the U.S. Justice Department takes into account the efforts done by the company to educate employees regarding ethical practices and healthcare

Every employee at Company X is required to take a new hire class on the policies and procedures of the company. There will also be training that is required on a quarterly basis. If for any reason the training is not completed an employee is subject to disciplinary actions. All training classes will have tests and records will be kept in employee files. Employees will receive certificates of completion for their records as well. Weekly department meetings will be held to discuss any issues that may arise during the work week. Ethic issues may be brought up during these meetings, with anyone in a supervisory position, or by calling the anonymous tip line. If an ethical issue is brought to a supervisor, the supervisor must

Last but not least, I would like to talk about unethical sexual behaviors. If a co-worker comes to another employee with a problem or in need of some help with a project under no circumstances should one agree to help them for the exchange of sexual favors. Not only is this unethical behavior, but it is illegal and considered sexual harassment. Sexual harassment will not be tolerated here at the BSSL and is also grounds for immediate termination.

Organizations have an obligation to create a harassment free environment for its employees. Harassment doesn’t have to be of a sexual nature. An organization is liable if the harassment is so frequent or severe that it creates a hostile or offensive work environment or when it results in adverse employment actions such as the victim being fired, demoted, or transferred. Harassing a person based on their sex is illegal. Sexual harassment has a great impact on an employee’s productivity as well as poses a major impact on an organization’s finances in litigation.

It is one thing to establish a code of ethical conduct for an organization in the public sector, but it is quite another to really impress upon all employees the importance of living up to that code of conduct. What makes a code of conduct and how can management be assured that all employees understand the code and follow it's values and guidelines? How do not-for-profit professions stack up against for-profit professionals when it comes to ethics? This paper delves into codes of conduct in the public and sector and provides a review of several scholarly articles that present specific instances where codes of conduct are part of the workplace culture.

Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the

• Fight turnover with good training, targeted to specific issues and individual needs. Beware of off-the-shelf training programs that promise the world and deliver little.