MGMT 374 Week 11 Lecture Presentation

MGMT 374 Week 11 Lecture Presentation

• 1.
  Developing an EffectiveEthics Program C H A P T E R 8
• 2.
  Corporations as MoralAgents Corporations are increasingly viewed as moral agents that are accountable for their conduct to stakeholders Society holds companies accountable for employee conduct, their decisions and the consequences Laws and regulations are necessary to provide formal structural restraints and guidance on ethical issues Source: Digital Vision
• 3.
  Causes of Misconduct
• 4.
  The Need forCorporate Ethics Programs Scandals in corporate America have reduced trust in businesses Understanding the factors that influence ethical decision-making can help companies encourage ethical behavior Employees are not legal experts and need guidance
• 5.
  The Need forCorporate Ethics Programs Organizations should develop an organizational ethics program by establishing , communicating , and monitoring uniform ethical values and legal requirements A strong ethics program includes: Written code of conduct Ethics officer to oversee the program Care in the delegation of authority Formal ethics training Auditing, monitoring, enforcement, and revision of program standards
• 6.
  An Effective EthicsProgram Helps ensure that all employees understand the organization’s values and comply with the policies and codes of conduct that create its ethical climate Cannot assume that employees will know how to behave when entering an organization Source: Digital Vision
• 7.
  An Ethics ProgramCan Help Avoid Legal Problems The FSGO encourage companies to assess key risks and create a program to address them An ethics program can help a firm avoid civil liability The company bears the burden of proving that it has an effective program A program developed in the absence of misconduct will be more effective than one imposed as a reaction to scandal The Sarbanes-Oxley Act of 2002 established new requirements for corporate governance to prevent fraudulent behavior in business
• 8.
  Minimum Requirements forEthics and Compliance Programs
• 9.
  Values Versus ComplianceOrientation Compliance orientation Requires that employees identify with and commit to specified conduct Uses legal terms, statutes and contracts that teach employees the rules and penalties for noncompliance Values orientation Focuses more on an abstract core of ideals such as respect and responsibility Research shows is most effective at creating ethical reasoning
• 10.
  Codes of ConductCodes of conduct Formal statements that describe what an organization expects of its employees Codes of ethics Most comprehensive document Consists of general statements that serve as principles and the basis for the rules of conduct Statement of values Serves the general public and addresses stakeholder interests
• 11.
  Percentage of EmployeesWho Identify Comprehensive Codes of Ethics and Compliance in their Companies
• 12.
  Corporate Codes ofEthics Often contain six core values Trustworthiness Respect Responsibility Fairness Caring Citizenship Source: Triangle Images
• 13.
  The Top TenCorporate Codes of Ethics
• 14.
  Ethics Officers Ethicsofficers or committees are responsible for oversight of the ethics/compliance program Assess the needs and risks that an ethics program must address Develop, revise, and disseminate the code Conduct training programs for employees Develop effective communication Establish audits and control systems Review and modify the program to improve effectiveness
• 15.
  Ethics Training andCommunication Must start with a foundation , a code of ethics , a procedure for airing ethical concerns , and executive priorities on ethics Can educate employees about firm’s policies and expectations, laws and regulations, and general social standards Can make employees aware of resources, support systems, and personnel who can assist them with ethical advice Can empower employees
• 16.
  Systems to Monitorand Enforce Ethical Standards An effective ethics program employs many resources to monitor ethical conduct and measure the program’s effectiveness Observing employees Internal audits Surveys Reporting systems Investigations Independent audits Source: Digital Vision
• 17.
  Forms of ReportedRetaliation Experienced as a Result of Reported Misconduct Source: 2009 National Business Ethics Survey, Ethics Resource Center, p. 36
• 18.
  Continuous Improvement Implementation requires designing activities to achieve organizational objectives using available resources and existing constraints Depends in part on how an organization structures resources and activities to achieve its ethical objectives Source: Stockbyte
• 19.
  Common Mistakes inDesigning/Implementing an Ethics Program Not having a clear understanding of the goals of the program from the beginning Not setting realistic and measurable program objectives Senior management’s failure to take ownership of the ethics program Developing program materials that do not address the needs of the average employee Transferring a domestic program internationally Designing a program as a series of lectures