The Jacksonville Axemen Is A Semi Professional Rugby League Team

If not, they can be released from the program. The “power” of the organization lies in the hands of the CEO, Paul Kusserow, and the board of directors (Amedisys , 2014). The heads of each department are required to pass down policies and laws of the company. They are expected to carry out rules and hold the lower ranking workers to those rules and standards.

The Miami Dolphins, a professional football team located in Miami, Florida, has been a part of the National Football League (NFL) since 1966. The organization is most notably known for the 1972 Miami Dolphins football team, led by Don Shula, who went undefeated a won the Super Bowl. This team was the first and, so far, only team to have a perfect season capped off with winning the championship game. From 1966 to 1970 the Miami Dolphins were perceived like they are today as a losing franchise that could not win. That was until Don Shula, helped make the Dolphins one of the best franchises in the national football league during his reign as head coach. The time period from 1970 to 1993 were the golden years of the organization 's history; during this time the Miami Dolphins won 13 AFC East Titles, 5 AFC Championships, 2 Super Bowls and in 1973 set the league record 74,961 season ticket sales. During this time period the team had star players Larry Csonka, Dan Marino, Bob Griese, and several others that helped to build and sustain the Dolphins legacy. Since 1993 the Miami Dolphins have been known for holding three fantastic super bowls in 1994, 2006, and 2009, all of which were great games that the Dolphins were not involved in. While in recent years the Miami Dolphins have gone back to the original roots of field losing teams, the organization has developed a marketing strategy to improve the financial situation of the organization and maintain fan support. The Miami Dolphins

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

(Dubinsky, 2015) As a coach I am in the role of a leadership position. I do have a code of conduct contract in place that I have put together and that all my student athletes must sign and comply to. If for any reason they do not comply then yes they can and are held responsible. If we do not have these guidelines in place our employees will not feel safe, they will not feel as if there is any organizational structure. Basically it would be a free for all and nothing would ever get done effectively as there would be no accountability for actions uncompliant to the code of

Violations of Company X rules of acceptable behavior will be viewed as misconduct, which upon review can constitute immediate suspension. Pending further review and investigation some

The Company is pledged to providing a work environment that is free from any acts of violence. In upholding this pledge, the Company has established a rule that provides “zero tolerance” for any acts of violence against customers, visitors, employees, or any other person who has contact with employees while performing their duties.

Again though, policies are only as good as long as they are followed and staff is aware of them. More than just having a policy exist, there needs to be double checks, check lists and ongoing education. In instances

As a manager, you have a legal responsibility to your staff/team members and violating these regulations could result in legal action against you as an individual, potentially resulting in heavy fines. You are obligated to show that you have taken “all practicable steps” to provide and maintain a safe working environment by using the following procedures:

Traditionally, rules are set out for the members to follow. Generally, explicit rules are made in order for everyone to obviously and without question understand what is expected of them. Ideally, a clear list of what you can and cannot do and what is acceptable and unacceptable in their organization should exist. Unfortunately these requirements are not all written down - implicit standards are always hiding in a group, whether they are talked of or not is up to the group. We usually call these implicit rules actual "norms" which are there to ensure that only the "proper" people are involved in the group. Implicit details often provide secret exclusion for members that don't "belong". "Some details are implicitly implied only because by exploiting these undercover rules, the image of the group is disturbed and the hypocrisy of the rule makers might be uncovered.(Johnson 37)" Without rules people might be able to act as they please which is not the purpose of a group.

We found that although a code of conduct, ethics hotline, and newsletter exist, none were consistently used, enforced, or reinforced by company employees or management. For example, upon joining the company, employees must sign a code of conduct; however, management has not made a sustained effort to implement or reinforce the code.

What policies might an organization develop as part of its commitments to health and safety?

For the most part the topics discussed in their code of conduct are fairly standard of the codes of conduct I have seen in the past and the section titles do a fairly good job of summarizing their content on their own. In short, their code of conduct instructs there employees to follow the laws/rules, avoid conflict of interest, do not commit insider trading, do not use company assets or information for you own personal benefit, don’t compete with the company, do not except bribes or inappropriate gifts, perform your work in a fair and honest fashion, don’t discriminate or harass, work safe and report accidents/hazards, don’t use or be under the influence of drugs at work, keep accurate records, don’t violate confidentiality, don’t steal company property, be careful to no damage company property, report violations, a guideline for making ethical decisions, and technical details concerning waivers and guidelines specifically for the CEO and senior financial officers.

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.

Kellie Stephens provides exemplary training and development programs. She and the company’s goals are to provide in-house training seminars with up-to-date sexual harassment and safety procedures. She also understands the need for management training including people skills which include “communities of practices”, “snack and chat”, and consistent implementation of PAC policies. Communities of practice continue growing in its efforts with different departments coming on board with the program. Snack and chat gives employees the opportunity to discuss and be heard about their ideas with which to continue PAC’s performance. The managers including Dick Remington and Gary Stephens are not accepting of the proper procedures with which PAC’s Code of Ethics consist of. These are a few to the many who are accepting of the proper training procedures. Training can always use improvements with learning how to learn in mind. Each individual person learns differently. Developing action plans for managers and employees who have completed training which provides continued efforts for encouragement and feedback. Individuals who display success with learning techniques and reach desired goals within the action plan will become the coaches and role models for new trainees. With simple in-house developments on training, we as a company can continue to succeed with the goals of

Such activities may include but are not limited to the following: use of alcohol; paddling in any form; creation of excessive fatigue; physical and psychological shocks; quests, treasure hunts scavenger hunts, road trips or any other such activities carried on outside or inside of the confines of the chapter house; wearing of public apparel which is conspicuous and not normally in good taste; engaging in public stunts and buffoonery; morally degrading or humiliating games and activities; and any other activities which are not consistent with fraternal law, ritual or policy or the regulations and policies of the educational institution."