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This is because it encourages equal opportunities of all employees working for an organization. Potential employees to be hired feels comfortable applying for a job in such an organization because promotion is based on an individual qualification and not creed, race and gender.
A small business diversity initiative supports non-discrimination standards hence enforces penalties for individuals who do not comply with the regulations (Webley 2010). Beyond the legal compliance challenges stated the in workplace, diversity companies can gain from encouraging tolerance but and embracing differences in all employees. This can result in new horizons that lead to new customer demographics, business partners as well as internal performance techniques. Even a small business is often exposed to various different cultures, education levels and demographics. This can enhance future business prospects by taking into consideration diversity in the workplace.
Training structures exist for this subject and there is need for the administration…
Webley, L. (September 06, 2010). Diversity in the Legal Profession: A Business or an Ethical
Rationale?: 'Correspondent's Report From' the United Kingdom. Legal Ethics, 13, 2, 223-
Garavan, T., & McGuire, D. (January 01, 2010). Human Resource Development and Society:
Human Resource Development's Role in Embedding Corporate Social Responsibility,
Ethics and Diversity Proposal
Twenty-first century institutions face pressures of globalization, often requiring them to adapt to new paradigms so as to "harness all opportunities to cultivate sustainable means for development and human existence" (Darroux, 2013, p. 4). Social networking and workplace diversity are two of the most significant effects of globalization. To be successful in the highly competitive 21st century marketplace, human resource personnel have to appreciate the power of the aforementioned resources and integrate the same into their strategic plans to generate innovation and cohesiveness (Darroux, 2013).
Organizational policy currently bars employees from using social networking sites in the workplace on grounds that quality time would be wasted if such authority was granted. This, in my view, poses both an ethical and social concern. I do not think it is fine to maintain guidelines focusing on controlling employees' social networking behavior when we have the capability…
Darroux, C. (2013). Human Resource Management in Modern Enterprise in the Advent of Social Networking. Journal of Innovation and Sustainability, 4(2), 3-14.
Dreher, G.F. & Dougherty, T.W. (2001). Human Resource Strategy: A Behavioral Perspective for the General Manager. Boston: McGraw Hill.
Kreitz, P.A. (2007). Best Practices for Managing Organizational Diversity. Stanford University. Retrieved 9 August 2014 from http://www.slac.stanford.edu/cgi-wrap/getdoc/slac-pub-12499.pdf
Police Department Ethics
Ethics are a sticky situation that most people, no matter what their occupation, have to deal with. When it comes to a job like that of a police officer, it is an even more important consideration. Police have the power and backing to take life away from the individuals they pursue. Officers daily make decisions that can seriously affect their lives and those of the public. Thus it is important to understand the overall ethics of the force.
In general, police are as ethical as anyone else. They have the same concerns and needs as any citizen, but their job entitles them to more power than the average person. If an officer does not have a secure moral compass, they can easily make decisions that will endanger the public. Case in point is Officer Matt Paul. His actions were many times seen as overly…
Byron, L. (2011). Concerns about deputy's use of force raised years ago. King 5 News. Retrieved from http://www.king5.com/home/use-of-force-academy - 122598629.html
Kamb, L. (2006, May 11). Conduct unbecoming: Taxpayers foot the bill for keeping bad cops on the job. Seattle Post Intelligencer. Retrieved from http://o.seattlepi.com/local/269669_pension11.asp
Pitt, B., Grey, B., & King, G. (Producers), & Scorsese, M. (Director). (2006). The Departed. United States: Warner Bros.
Founded the first of April in 1976 and headquartered in Cupertino, California, Apple Inc. is one of the most recognized American transnational technology company. The firm is well-known for its designs and has developed and sold computer software, consumer electronics, and online services for decades. Initially beginning with the Mac personal computer, it has branches out to include various product lines including the internationally recognized iPhone smartphone and iPad tablet computer (O'Grady, 2009). With a 2015 worldwide annual revenue over $233 billion, the firm enjoys a high level of recognition as well as brand loyalty (Wahlen, 2016). Most of this has to do with the company's consistent innovation, marketing, and organizational culture.
Apple Inc. is a well-known company that has risen in the last few decades as being one of the top firms in the world. Its organizational culture remains the key factor to its success. By implementing new strategies…
Ardichvili, A., Mitchell, J., & Jondle, D. (2008). Characteristics of Ethical Business Cultures. J Bus Ethics, 85(4), 445-451. http://dx.doi.org/10.1007/s10551-008-9782-4
Kidder, R. (2009). How good people make tough choices. Pymble, NSW: HarperCollins e-books.
Klein, P. (2011). Where Is Apple's Social Purpose?. Forbes.com. Retrieved 18 June 2016, from http://www.forbes.com/sites/csr/2011/08/12/where-is-apples-social-purpose/#6c21e7f84a77
Mihalcik, C. (2016). Apple pushes diversity, but progress is slow. CNET. Retrieved 19 June 2016, from http://www.cnet.com/news/apple-pushes-workforce-diversity-but-progress-is-slow/
Consideration Ethics Diversity Proposal Choose ethical considerations diversity considerations affecting division. Write a proposal HR director. Provide details considerations. Justify important strategic HRM planning process.
Two ethics proposals: Diversity consideration
This organization is an EEOC-compliant employer and strives to incorporate diversity into its hiring practices and general worldview. Diversity is an important, stated goal for the organization and is a factor that is taken under consideration when making hiring decisions. The organization takes an active role in recruiting from colleges with substantial minority populations and its promotional literature paints an inclusive portrait of the organization, visually and verbally.
However, one problem with our organization is that while it has a strong record in recruiting minority candidates, it is lacking in terms of its capacity to retain them. This means at the upper levels of management, minority candidates are not represented in the corporate hierarchy. This creates, to some…
Ethics Awareness Inventory
According to the Ethics Inventory, I fell into two categories: those who are obligation-oriented, and those who are results-oriented. In some ways, the ethical beliefs of these two categories are in conflict; for instance, usually people who base ethical decisions on obligation or duty are not as concerned with results as with principles. However, I scored high in the results-oriented category as well. I believe that my ability to span both categories of ethical decision making have proved beneficial for me in the past and will continue to in the future. For example, the ethics awareness inventory analysis indicated that I do not operate in terms of absolutes; I do not feel that there can be any absolute standards of right and wrong because the world is too complex. Therefore, I am more prone to being open-minded and flexible than people who do feel that there should…
Ethics and the Internet
As the computer has evolved in the modern world, so the potential for communication has also increased. The computer, and the development of the Internet, has meant that human society has become more connected than ever before and the barriers between nations and people around the globe have been broken down. While this is a positive development in many ways, the growth of the Internet has also meant that there has been an increase in a wide range of new problems. One of these is the issue of ethics. "Just as ethics evolve as human societies grow and change, so similar ethical questions are raised during the evolution of this global electronic community." (Ethics on the Web)
The more that technology for communication and open publication of information advances, the more questions are raised about issues relating to moral codes of behavior and problems about what…
Ethics. The Internet Encyclopedia of Philosophy. March 11, 2005. http://www.utm.edu/research/iep/e/ethics.htm
Ethics on the Web. 1995, Accessed March 11, 2005, http://www.echonyc.com/~ysue/ethics.html
INTERNET ETHICS: OXYMORON OR ORTHODOXY? March 12, 2005.
According to the dictionary definition, ethics refer to the "set of principles of right conduct, or more specifically, "the rules or standards governing the conduct of a person or the members of a profession." Ethics and morals are closely related, but ethics is the term more commonly used in the professional realm, whereas morals generally refer to guidelines for personal behavior. Both ethics and morals are reflections of beliefs and values, which are held by individuals and collectively, by whole societies. The development of ethics therefore stems from social and cultural factors as well as from personal ones. However, a few ethical codes are nearly universal. Ethics are complex; in the business realm they may vary widely from sector to sector. No organization is completely immune to ethics, even if the organization has no formal ethical code. Professional decisions are made with regard to personal ethics or to the…
Cline, Austin. "Ethics, Morals, and Values: How do They Relate?" About.com. Online at < http://atheism.about.com/library/FAQs/phil/blfaq_phileth_values.htm >.
'Ethics." Dictionary.com. online at .
Ethics Awareness Inventory (EAI) is a way of measuring different people's ethical approaches. It measures ethics in four different dimensions: character, obligation, results, and equity. The combined score for character was 8, the combined score for obligation was 4, the combined score for results was -4, and the combined score for equity was -8. My ethical profile was most closely aligned with character, and least closely aligned with equity. My obligation and results scores were opposites, which was interesting because those two traits are thought be diametrically opposed.
The character perspective is aligned with virtue theory, and looks at what is good to be, rather than what is good to do. In other words, actions are not as critical as character. This means that the character perspective is not overly focused on actions. In fact, character looks more broadly at ethics than a simple determination of right and wrong and…
Ethics are at the core of human behavior and decision-making. This paper evaluates the results of the Ethics Awareness Inventory, a proprietary software designed to measure a person's ethical stance. The results of the Ethics Awareness Inventory can be applied to that person's psychology, and can help supervisors make human resources decisions related to the individual. Moreover, organizational psychologists especially benefit from ethical inventories. It is important to apply ethical awareness and psychological principles to personal, social, and organizational issues.
The Ethics Awareness Inventory is proprietary software designed to profit off of the need to evaluate and analyze every single human decision. Available for a select group of people, the Ethics Awareness Inventory "is a program that can evaluate one's ethical style," in the same way a quiz can evaluate what food, country, or sexual position is most appropriate (Collack, 2007). As with most quizzes, the Ethics Awareness…
Collak, V. (2007). Ethics awareness inventory. Retrieved online: http://collak.net/index.php?view=article&id=50&tmpl=component&print=1&page&Itemid=60&option=com_content
"Ethical Leadership," (n.d.). Retrieved online: http://www.mindtools.com/pages/article/newLDR_58.htm
.." And "The probability that my peers would undertake the same action is...." It is the difference in the responses given to these two questions, as captured on a seven point Likert scale, that is the measure of the social desirability response bias. (Tyson: 1992; Cohen et al.: 1995, 1996, 2001).
Many studies have been done on the role and correlation between moral development and ethical decision making as it applies to various professionals. A majority of these research studies have found that such things as gender, education, age and taking ethics courses in school have some affect on one's moral reasoning developments (Armstrong: 1993; Elm, Kennedy & Lawton: 2001; Jones & Hiltebeitel: 1995; Ponemon & Glazer: 1990; Shaub: 1994). However, many studies have also found exactly the opposite, in that no significant relationship exists. (Ma & Chan: 1987; Rogers & Smith: 2001; Thorne, Massey & Magnan: 2003).
Weber, J., & Glyptis, S.M. (2000). Measuring the impact of a business ethics course and community service experience on students' values and opinions. Teaching Business Ethics, 4, 341-358.
Weber, J., & Green, S. (1991). Principled Moral Reasoning: Is it a Viable Approach to Promote Ethical Integrity? Journal of Business Ethics, 10(5), 325-333.
Wynd, W.R., & Mager, J. (1989). The business and society course: Does it change student attitudes? Journal of Business Ethics, 8(6), 486-491.
107) could also apply here. The confidentiality clause in such a case then only applies insofar as it is estimated that there is no need to disclose confidential information to others. In the case of Mrs. Z, her family deserves to know about her situation, because it affects their lives pertinently.
Because of the increasing cultural diversity throughout the world, cultural values also play an important part in making ethical decisions in the nursing profession. In the case of Mrs. Z, for example, she appears to have no powers of decision making either in her home or in society in general. Inside the home, her mother-in-law runs the household, while her husband is in charge of important decisions. This could have a significant influence upon her decision not to disclose her condition to her family.
According to Karahanne, Evaristo and Srite (2006, p. 34), for example, also note that cultures…
Alligood, M.R., Marriner-Tomey, a. (2006). Nursing Theory: Utilization and Application. Elsevier Health Sciences.
DeWolf Bosek, M.S. And Savage, T.A. (2007) the Ethical Component of Nursing Education: Integrating Ethics into Clinical Practice. Lippincott Williams & Wilkins.
Goodman, K.W. (2008, Jan) Privacy, Confidentiality, Law and Ethics. Norhteast Florida Medicine Supplement. Retrieved from: http://www.dcmsonline.org/jax-medicine/2008journals/ethics/privacy.pdf
Karahanna, E., Evaristo, J.R., and Srite, M. (2006). Levels of Culture and Individual Behavior: An Integtrative Perspective. Advanced Topics in Global Information Management, Vol. 5. Idea Group, Inc.
c. I believe people should be able to eat sand because it is the right thing to do. Duty-based ethics
d. I believe people should be able to eat sand because it is good for one's health. Virtue ethics
e. I believe people should be able to eat sand if they decide they want to, regardless of whether it is someone else's sand. Entitlement-based ethics
f. I believe people should be able to eat sand if they want to because they are free to make the decision themselves. ights-based ethics
g. I believe I will eat sand because it is the standard meal for my community. elativistic ethics
Q4. Duty-based ethics: It is my duty to follow through with instructions my boss gives me, even if I do not agree with the concept. It is my moral obligation to respect authority figures.
Consequence-based ethics: Even though some employees…
Trevino, L.K., & Nelson, K.A. (2007). Managing business ethics: Straight talk about how to do it right (4th Ed.). Hoboken, NJ: Wiley.
Ethics of Accommodating Religion
As the diversity within businesses increases at an alarming pace with the entire world transforming into a global village, employers, employees and legislators are all concerned about accommodating religious beliefs and observances. ith the signing of Title VII that permits employees to observe the tenets of their religion at workplace, employers are planning how to obey the laws and utilize the religious accommodation as a growing strength for their profitable businesses. This research paper addresses the most debatable issue of accommodating religious beliefs in commercial, professional and industrial dealings. Furthermore, the paper will outline the ways in which religious accommodation can be made possible and positive for both employees and the employers. The paper will also highlight the implication of religious accommodation in the workplace and will present the future direction.
Ethics of accommodating religion
The reason for being at work is to perform a job.…
Murphy H., Hildebrandt W. & Thomas J., Effective Business Communications, Seventh Edition, McGraw Hill Publishers, ISBN: 0-07-114507-9
Mallory M. Balancing faith with work Employees, firms must weigh beliefs vs. offending others., The Atlanta Journal and Constitution, 04-08-2001,-Page: R1.
Religion in the workplace: liabilities and opportunities. Available at: http://www.orcinc.com/readroom/WI-12.pdf (November 15, 2002)
Lynn J., Your Business: Management. Vol. 27, Entrepreneur Magazine, 08-01-1999, Pages: 69-71
If the right employee is chosen then the knowledge that they gain while abroad can be a valuable asset when they return home. They develop an intimate relationship with a different market than the parent company. This knowledge can help the parent company expand to meet the needs of a more diverse group of clients. There have not been many studies in this area at all. This study has a strong theoretical background based on a synthesis of existing knowledge in the field. It focuses on recent peer reviewed articles as the basis for its constructs. The study found that in order for repatriate knowledge to be useful, the company had to first have a sound knowledge management system in place. In addition, it had to have a strong multicultural knowledge management. This study used a study group of 16 expatriate employees to draw its conclusions.
The study focused on…
Selden, S. (2005). Human Resource Management in American Counties, 2002. Public Personnel Management.34 (1), 59-90.
Many studies in human resource management have focused on the federal and state level. This study was unique in that it focused on the county level. It focused on county government issues rather than those dealing with the private sector. The study focused on structural and political changes. The purposes of the study were to provide data that could be extrapolated to the general population in America. However, it focused on Los Angeles and surrounding counties. This area has a unique political, social and economic landscape. However, the uniqueness of this area was not addressed by the study. This data is only applicable to areas that are identical, or substantially similar to the counties in the study. It does examine some of the topics and concerns that could effect county governments in the rest of the country, but further examination of these areas would have to be conducted to determine their similarities and differences to the counties examined in this study. It is useful to this research because it does bring to light several issues that might be of concern in other areas of the country as well. However, extrapolating the data from this study alone would lead to skewed conclusions about the other county.
This study found that there are several barriers to county governments that place a damper on their ability to function as efficiently as possible. One of the key constraints is a tight labor market. Other factors that effect the ability to operate effectively are uncompetitive county salaries, budget constraints, procedural constraints, residency requirements, slow hiring processes, background checks and collective bargaining agreements. Many of these factors would apply to any county government and would result in similar difficulties. However, the key complaint about this study is that it failed to recognize differences in counties. For instance, Los Angeles County has a high population center. This type of county could not be compared to a rural county with a significantly lower population and different industry profile. This was an excellent study on counties in Southern California counties, but is cannot be applied to all counties in America, as the title implies. Diversity in County government was higher than in other counties around the country. This was another factor that cannot be extrapolated to other parts of the country.
Diversity Issues for Lesbian, Homosexual and isexual People
The 21st Century has brought us new and greater understanding of issues surrounding diversity as it pertains to lesbian and bisexual issues. In the past it was assumed that homosexuality represented a deviant manifestation of some form of mental illness. It was not until the late 1950s (Hooker, 1957) that this idea began to be questioned as an absolute and the lifestyle brought into closer study. It is to be the purpose of this paper to review issues surrounding the homosexual, lesbian and bisexual lifestyle, to identify the general nature of the lifestyle as it exists today and to examine the state of diversity issues as they pertain to this group.
As previously mentioned, for many years homosexuality and lesbianism, as well as bisexuality were classified as mental illness. Evelyn Hooker (1957) was one of the first to do in depth…
Chan, C. (1992). Asian-American lesbians and gay men. In S. Dworkin and F. Gutierrez (Eds.), Counseling gay men and lesbians: Journey to the end of the rainbow (pp. 115-124). Alexandria, VA: American Association for Counseling and Development.
Chan, C. (1995). Issues of sexual identity in an ethnic minority: The case of Chinese-American lesbians, gay men, and bisexual people. In A. DiAugelli & C. Patterson (Eds.), Lesbian, gay, and bisexual identities over the life span (pp. 87-101). New York: Oxford University Press.
Fox, R. (1996). Bisexuality in perspective: A review of theory and research. In B. Firestein (Ed.), Bisexuality: The psychology and politics of an invisible minority (pp. 3-50). Newbury Park, CA: Sage Publications.
Frost, J. (1997). Group psychotherapy with the gay male: Treatment of choice. Group, 21(3), 267-285.
Black, J.S., & Porter, L.W. (1991). Managerial Behaviors and Job Performance: A Successful Manager in Los Angeles May Not Succeed in Hong Kong. Journal of International Business Studies, 22(1), 99+. etrieved March 27, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5000126798
Business Case for Diversity. etrieved March 27, 2009, from http://www.chubb.com/diversity/chubb4450.html
Clarke, .D. (2005, September). Workplace Bias Abounds: New Study Confirms the American Workplace Has Much Farther to Go to Achieve True Diversity. Black Enterprise, 36, 38. etrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5011221717
Hicks, D.A. (2003). eligion and the Workplace: Pluralism, Spirituality, Leadership. Cambridge, England: Cambridge University Press. etrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=110647891
Madden, ussell SHATTEING THE GLASS CEILING. etrieved March 29,
2009, from http://home.earthlink.net/~rdmadden/webdocs/Shattering_the_Glass_Ceili.html
Mor Barak, M.E. (2000). The Inclusive Workplace: An Ecosystems Approach to Diversity Management. Social Work, 45(4), 339. etrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5001074518
Stretch, J.J. (2006). Managing Diversity: Toward a…
Black, J.S., & Porter, L.W. (1991). Managerial Behaviors and Job Performance: A Successful Manager in Los Angeles May Not Succeed in Hong Kong. Journal of International Business Studies, 22(1), 99+. Retrieved March 27, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5000126798
Business Case for Diversity. Retrieved March 27, 2009, from http://www.chubb.com/diversity/chubb4450.html
Clarke, R.D. (2005, September). Workplace Bias Abounds: New Study Confirms the American Workplace Has Much Farther to Go to Achieve True Diversity. Black Enterprise, 36, 38. Retrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5011221717
Hicks, D.A. (2003). Religion and the Workplace: Pluralism, Spirituality, Leadership. Cambridge, England: Cambridge University Press. Retrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=110647891
The requirement of signing the code is one of the best ways to implement it because there is then proof that all employees have received it. It is important, however, to hold an employee meeting and go over the code of ethics so that employees can ask questions, clear up any concerns, and make sure that they understand the code. If the business has individuals working there that do not have English as their first language, printing copies of the code in other languages to accommodate employees will help these employees understand the code and will also show that the employer made the best and most thorough effort to ensure that everything was understood by everyone. Implementing a code of ethics is not easy, and people sometimes forget to follow the rules, so there also needs to be some leniency in the beginning, depending on the infraction that was committed.…
Bethel, SM. (1999 December) Decisions, Decisions, Decisions. Food Management. (December, 1999). Retrieved at http://www.findarticles.com/cf_0/m0BGE/12_34/58544732/p1/article.jhtml?term=%22organizational+behavior%22+and+%22decision+making%22 .
Eisenhardt, KM. (1999 Spring) Strategy as strategic decision making. Sloan Management Review. Retrieved at http://www.findarticles.com/cf_0/m4385/3_40/54636302/p1/article.jhtml?term=%22organizational+behavior%22+and+%22decision+making%22 .
Pelled, LH., Eisenhardt, KM., & Xin, KR. (1999 March) Exploring the black box: an analysis of work group diversity, conflict, and performance. Administrative Science Quarterly Retrieved at http://www.findarticles.com/cf_0/m4035/1_44/54482491/p1/article.jhtml?term=%22organizational+behavior%22+and+%22conflict%22+and+%22decision+making%22 .
In this way, management should make an effort not only to understand the market within which they operate, but also the representation of this market in their employee base. Through making a conscious attempt to look beyond immediate personality preference, the manager can benefit the small or medium business by cultivating not only his own, but the rest of the employees' intercultural undersatnding and empathy.
To do this, it is suggested by HR Magazine (2005) to focus on the skills needed to do the job rather than a specific personality type to "fit in" with the company culture. If the company is to diversify and grow - issues that are important to the small or medium business - it is important to change paradigms and widen perceptions in terms of race, religion and culture.
The Quest for Equality (within organizations)
Equality is perhaps the greatest and most long-standing quest of…
Diverse Strategies, Inc. (2004). "Corporate Culture and Diversity." EthnicMajority.com
Hartenian, Linda S. (2000, Dec.). "Cultural Diversity in small business: implications for firm performance." Journal of Developmental Entrepreneurship. Online Database: FindArticles.com
HR Magazine (2005, Feb.). "Making Diversity Work: 7 steps for defeating bias in the workplace." Online Database: FindArticles.com
Lockwood, Nancy R. (2005, Jun). "Workplace Diversity: Leveraging the power of difference for competitive advantage." HR Magazine. Online Database: FindArticles.com.
Intent to perform a greater good would not affect the possibility of being exposed to a prison sentence of up to 20 years and a fine of up to $250,000, plus possible penalties under state law.
Montana compares this legislation with that of the regulation of firearms. It is not the mere possession of malicious code that is criminalized, but the use and the damage to computer systems and association economic losses that are the focal point of the law. Computer code, even MMC, is considered intellectual property and carries legal protections similar to books or sound recordings. It is also considered a form of speech and therefore is also offered protection under the Constitution's First Amendment. However, this protection is limited, just as 'free speech' is limited, especially in instances when this speech interferes with the protection of the public welfare -- as is the case with the release…
Ford, R., Bush, M., & Boulatov, a."Internet Instability and Disturbance: Goal or Menace?" Proceedings of the 2005 Workshop on New Security Paradigms. 2005: p. 3-8.
Frohmann, B. "Subjectivity and Information Ethics." Journal of the American Society for Information Science & Technology. 59(2) Jan 2008: p. 267-277.
Johnson, M. & Rogers, K. "The Fraud Act 2006: The E-Crime Prosecutor's Champion or the Creator of a New Inchoate Offence?" International Review of Law, Computers & Technology. 21(3) Nov 2007: p.. 295-304.
Ledin, G. "Not Teaching Viruses and Worms is Harmful." Communications of the ACM. 48(1) Jan 2005: p. 144.
In sum, the company has taken following steps in its planning functions:
The company is making is mandatory that the company does its business only with those firms that offer priority to ethical relationships with employees, distributors, customers, regulators, and shareholders.
The company is ensuring that each employee in the firm can understand and interpret the meaning and implementation of the ethical, legal and social issues in the business dealings.
Open communications regarding ethical, social, and legal issue and business practices with and to employees, distributors, customers, regulators, shareholders, and the public.
Beyond that, the company's planning is making it mandatory that its Human esources Departments should invest considerable amount of time and efforts in enhancing the diversity in the company. The company planning motto describes on the strength of diversity. The company is making sure that it creates diversity by hiring minority people, since its social responsibility lies in…
Hochschild, a. (1997). The Time Bind: When Work Becomes Home and Home Becomes Work. New York: Henry Holt & Company.
Solomon, R. (1993). Ethics and Excellence: Cooperation and Integrity in Business. Oxford: Oxford University Press.
Diversity and Ethics Reporting Systems
Diversity Management and Discrimination Issues at Work
Enhanced globalization and immigration, which occurs for economic and socio-political reasons, has led to the development of multicultural societies across the globe. Today, many nations and workplaces have employees from diverse backgrounds. More often than not, cultural differences as well as other inherent differences such as gender often lead to stereotyping, categorization, and labeling; which set precedence for discrimination at the workplace (Appleby, 2007). In basic terms, workplace discrimination denotes unfair differential or unequal treatment of employees based on their differences in gender, nationality, religion, age, sexual orientation, ethnicity, or disability (Collins, 2012).
Gender discrimination issues are part of the discriminatory issues that arise out of gender differences or special gender-related issues such as pregnancy. It denotes the unequal treatment of employees based on their gender. Examples of issues that often arise in relation to this form of…
The American workplace has become increasingly diverse, a reflection of the American urban environment. Diversity training serves a few different purposes in organizations. The first is that it promotes an atmosphere of tolerance in the company, but many scholars have also made a business case for diversity. Some earlier writings on the subject outlined that diversity training helps to resolve internal conflict, improve communication flows within the company, align the company better with its market, and can also help improve organizational creativity by introducing new ideas to organizations (Cox & Blake, 1991). Later writers noted that the effects of diversity were complex, something that should be reflected in the way that the organization trains for diversity (Milliken & Martins, 1996).
As awareness of diversity grows, and the case for diversity training increases, it is evident that more companies are including a diversity component in their training programs. Initially,…
Anand, R. & Winters, M. (2008). A retrospective view of corporate diversity training from 1964 to present. Academy of Management Learning & Education. Vol. 7 (3) 356-372.
Cox, T. & Blake, M. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive. Vol. 5 (3) 45-56.
Milliken, F. & Martens, L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review. Vol. 21 (2) 402-433.
Swoyer, C. (2003). Relativism. Stanford Encyclopedia of Philosophy. Retrieved November 23, 2014 from
Diversity in the United States
Diversity has contributed to America's culture ever since the country was founded. In the beginning, the country consisted of various immigrant groups who brought their individual beliefs, religious practices, unique craftsmanship and inventiveness from all over the world. The United States was considered a melting pot because of its inherent diversity due to the vast immigrations from all over the world. However, even despite the vast amount of immigration and the concept of the melting pot, the country has always had to struggle to appreciate the advantages that diversity has provided for the country. Inequality and racism has been a persistent issues with the American society.
Today the country is still struggling with similar problems despite the fact that major struggles for equality have manifested. Diversity in the United States today includes many more different types of groups who are still struggling for their acceptance…
Keita, G. (2007, April). U.S. diversity breakthroughs and challenges. Retrieved from American Psychological Assoication: http://www.apa.org/monitor/apr07/itpi.aspx
Leweling, V. (1997, May). Official English and English Plus: An Update. Retrieved from Center for Applied Linguistics: http://www.cal.org/resources/digest/lewell01.html
United States Census Bureau. (2008, August 14). An Older and More Diverse Nation by Midcentury. Retrieved from United States Census Bureau: https://www.census.gov/newsroom/releases/archives/population/cb08-123.html
Walker and Clark propose active use of clinical supervision through facilitation, rather than directive approaches and discuss ten cues of seemingly insignificant acts that may lead to problems, such as gift-giving, sale of goods, self-disclosure on the part of the counselor, touching and sex. Interventions are made by risk managers when these cues are detected (1999, p. 1435-1439). Perhaps this is the solution, but problems will still occur, as long as counselors behave in an unprofessional manner.
American Mental Health Counseling Association. Code of Ethics. (2000). etrieved February 12, 2007 at http://www.amhca.org/code/.
Sampson, J.P., Jr. And Jill a. Lumsden, J.A. (2000). Ethical Issues in the Design and Use of Internet-Based Career Assessment, Tallahassee: Florida State University.
Barak, a. (2003) Ethical and Professional Issues in Career Assessment on the Internet. Journal of Career Assessment, Vol. 11, No. 1, Haifa Israel: SAGE Publications.
Cottone, .. And Claus, .E. (2000). Ethical decision-making models:…
Roberts, L.W., Battaglia, J. And Epstein, R.S. (Apr 1999). Frontier ethics: mental health care needs and ethical dilemmas in rural communities. Psychiatric Services 50. American Psychiatric Association.
Stadler, H.A. (1986). Making hard choices: Clarifying controversial ethical issues. Counseling & Human Development, 19, 1-10.
Walker, R. And Clark, J.J. (Nov 1999). Heading off boundary problems: clinical supervision as risk management. Psychiatric Services 50. American Psychiatric Association.
Ethics in Cyberspace
Summary of the Book- the Ethics of Cyberspace by Cees Hamelink
Cees Hamelink is not new in the field of study of the principles relating to the communicating world and their association with civil liberties of mankind. Hamelink has accumulated his skills and views on all fields of communication and authored a book on the ways that most of the democratic society need to be resorted to in order to systematize the cyberspace. Hamelink, in his previous publications, attempted to evaluate the products, system and institutions of traditional industries vis-a-vis the morality of the people and liberty of mankind with a view to identifying these industries firmly and intentionally amidst as well as accountable to the civil society worldwide. He proved both of them to be essential. The book asserts of the facts that the control of the cyberspace worldwide should be guided by the public necessity…
Cerf, Vint; et; al (2003). "Who Rules the Net: Internet Governance and Jurisdiction" Cato
Edgar, Stacey L. (1997) "Morality and Machines: Perspectives on Computer Ethics, Jones and Bartlett Publications"
Featherstone, M; Burrows, R (1995) "Cyberspace, Cyberbodies, Cyberpunk: Cultures of Technological Embodiment" London. Sage.
The problem is that there is no protection against this issue. This is due to the newsfeed in the profile of each user. The argument of the company is that the news feed will ensure the users get to see more content from others. however, this means that there is no certainty of the next item that the user will see on the news feed. This is a serious privacy issue to the user because they cannot view their news feed at free will because of fear on the content of the feed (Milenkovski, 2011, p1). This limits the convenience of this site to the users because of the indecency that arises out of the website.
In this instance, the company should introduce appropriate measures to curb against this issue on indecency. There should be software that detects some indecent language. This will then inhibit the viewing of such information…
Butler, E, McCann, E, & Thomas, J 2011, 'Privacy Setting Awareness on Facebook and Its
Effect on User-Posted Content', Human Communication, 14, 1, pp. 39-55,
Communication & Mass Media Complete, EBSCOhost, viewed 29 April 2012.
Claypoole, T., & Payton, T. (2012). Protecting your Internet identity: are you naked online?
The Preliminary Complaint process consists of consultation by the grievant with the Director of Affirmative Action (DAA); completion of a complaint form within 6 months of the incident; forwarding of the complaint to the accused by the DAA and a preliminary enquiry by him; discussion of the complaint by the DAA with the accused after which the DAA may dismiss the complaint, resolve it, or refer it to the Ray Allen Ethics Board for a formal hearing. The complaints are held in camera and the hearing body consists of the Board with a minimum of 5 members. Formal hearing begins with mailing of a notice to the accused; the person charged has a right to request for delay in hearing; both parties can request for exclusion of any Board member if they apprehend bias and have the right of an adviser during the hearing. The hearing may be held in…
Ethics Code and Hiring Strategy
Working within a field with such ever-evolving technologies can cause daunting problems for new start-up companies. As such, it is extremely important for new business owners to develop strong and efficient strategies to deal with the hiring and maintenance of employees to best ensure that operations run smoothly. With Ken Burton needing to focus on fulfilling orders for two companies, he must put together a proper plan to hire the right people and get the ball moving on operations and productions.
As a new business owner, it is crucial for Burton to ensure that all his new employees are handled responsibly in order to promote the best business practices and thus the most efficient production force. In order to care for employees, a strong code of ethics needs to be developed before the hiring process can actually take place. Such a code must "encourage high…
American Staffing Association. (2012). ASA code of ethics and good practices. Members. Retrieved August 6, 2012 from http://www.americanstaffing.net/members/code_of_ethics.cfm
Park, Josh. (2011). Best hiring strategies for small businesses. Course Park. Retrieved August 5, 2012 from http://www.coursepark.com/blog/2012/01/best-hiring-strategies-for-small-businesses
By attempting to suppress debate about the subject, Monsanto created and subsequently reinforced the notion that BGH is a harmful substance. Eventually, the company was forced to exit the business, because of the damage they did to the product's reputation.
There are times when good ethics demands that a new product innovation be dropped, and this was likely one of those times. By pursuing profit instead, Monsanto has put the health of many Americans at risk and called even more attention to their unethical practices.
Financial information from MSN Moneycentral. Retrieved February 3, 2009 at http://moneycentral.msn.com/investor/invsub/results/statemnt.aspx?Symbol=MON
Monsanto 2008 Annual Report. (2008). Retrieved February 3, 2009 at http://www.monsanto.com/investors/financial_reports/annual_report/2008/default.asp
No author. (2008). Monsanto Receives Top Award from Leading Legal Publication. Monsanto Corporation. Retrieved February 3, 2009 at http://monsanto.mediaroom.com/index.php?s=43&item=660
No author. (2008). Monsanto Human Rights Policy. Monsanto Corporation. Retrieved February 3, 2009 at http://www.monsanto.com/pdf/responsibility/human_rights_policy.pdf
Klotter, Jule. (2002). Monsanto PCB Legacy. Townsend…
Financial information from MSN Moneycentral. Retrieved February 3, 2009 at http://moneycentral.msn.com/investor/invsub/results/statemnt.aspx?Symbol=MON
Monsanto 2008 Annual Report. (2008). Retrieved February 3, 2009 at http://www.monsanto.com/investors/financial_reports/annual_report/2008/default.asp
No author. (2008). Monsanto Receives Top Award from Leading Legal Publication. Monsanto Corporation. Retrieved February 3, 2009 at http://monsanto.mediaroom.com/index.php?s=43&item=660
No author. (2008). Monsanto Human Rights Policy. Monsanto Corporation. Retrieved February 3, 2009 at http://www.monsanto.com/pdf/responsibility/human_rights_policy.pdf
Diversity and Inclusion: Learning Journal
Activity One: Bias and Judgment
The workplace is becoming increasingly diverse. Numerous laws have been enacted to curb discrimination and make the workplace more inclusive of minorities; however, prejudice and bias still remain a major problem in work settings. In fact, as O'Brien (2013) points out, most people do not even know that they are biased, and so, they do not do anything to correct the same. I took the IAT test for race and gender to determine my degree of bias towards people of different genders and races. The scores and their corresponding interpretations were as follows:
ace: Preference score 2 - I moderately prefer whites to blacks
Warmth Score 6 -- harbor more warmth for whites than blacks
Gender Preference score 1 -- I strongly prefer males to females
Warmth Score 9 -- harbor more warmth for males than females
I partly agree…
Alonso, M. (2012). Best Inclusion Practices: LGBT Diversity. London, UK: Palgrave Macmillan
Community Tool Box. (2014). Strategies and Activities for Reducing Racial Prejudice and Racism. Kaplan University. Retrieved 22 March 2015 from http://ctb.dept.ku.edu/en/table-of-contents/culture/cultural-competence/reduce-prejudice-racism/main
O'Brien, R. (2013). Bodies in Revolt: Gender Disability and a Workplace Ethic of Care. New York, NY: Routledge
Stanford Encyclopedia of Philosophy. (2001). Affirmative Action. Stanford Encyclopedia of Philosophy. Retrieved 24 March 2015 from http://www.civilrights.org/resources/civilrights101/affirmaction.html
Though respondents would be marked as anonymous, each respondent would be distinguished by the notation of several demographic basics beyond identification of the respondent's campus. In addition, notation would be made of the racial or ethnic traits of the subject according to the respondent's own report. Age of the respondent would also be considered here. Additionally, respondents would be asked to note the years of professional experience garnered at the campus in question and would be marked according to the discipline in which each provides instruction. No specific requirements will be used to select these demographics beyond their connection to the respective campuses, but notation of the above-noted demographic traits will help to refine the value of qualitative findings and make these findings subject to greater analytical flexibility.
The sampling frame would be constituted of first responding personnel in place at each school. Perhaps the most distinct advantage to conducting…
My solution has the potential benefits including the following. First, our hospital would be hailed as a progressive institution that serves all members of its community. Second, our hospital would benefit from improved quality of care. As a family nurse practitioner, I value the holistic approach to nursing. All aspects of the patient's life are taken into consideration. Other benefits more directly impact the patient's outcomes, and also workplace morale. As Oberle & Hughes (2008) point out, "administrators should provide opportunities for discourse to help staff reduce moral distress and generate creative strategies for dealing with this," (p. 707). Finally, benefits include ascription to the most fundamental of tenets of nursing. The American Nurses Association (2010) states that humanist, feminist, and social ethics should at all times be adhered to in the advanced nursing practice. The only costs associated with my solution would be the time and energy spent convincing…
American Nurses Association (2010). Code of Ethics for Nurses. Silver Spring: ANA.
Kaplan, C. (n.d.). Ethical dilemmas. Advance Healthcare Network. Retrieved online: http://nurse-practitioners-and-physician-assistants.advanceweb.com/article/ethical-dilemmas-2.aspx
Oberle, K. & Hughes, D. (2008). Doctors' and nurses' perceptions of ethical problems in end-of-life decisions. JAN 33(6): 707-715.
e. By quitting or staging a work slow down. Employers must treat their employees properly or they will gain a reputation for mistreatment, a notoriety that will likely cause severe damage to their businesses as they will be unable to hire and retain qualified workers. Lastly, by perennially facing the threat of termination if they do not prove themselves worthy of employment, workers actually hone their employment skills. The "arbitrariness" of the relationship raises the emphasis on skill and devotion to duty. In Epstein's example, workers do not commonly hold two or more jobs because most individuals are incapable of properly performing so much work at the same time.
Their devotion to one, or at most two, jobs must be recognized and rewarded by their employers who must pay them more, give them greater benefits, and so forth..
In many ways, the argument of public vs. private good is a…
Epstein, Richard a. "In Defense of the Contract at Will." University of Chicago Law Review 34. 1984.
Werhane, Patricia J. And Radin, Tara J. "Employment at Will and Due Process." Ethical Treatment of Employees, 266. 1995.
Richard a. Epstein, "In Defense of the Contract at Will," University of Chicago Law Review 34, 275, 1984.
Patricia J. Werhane and Tara J. Radin, "Employment at Will and Due Process," Ethical Treatment of Employees, 266, 1995.
Everything surrounding is all about diversity and the differences in people that are so embraced. Being able to say that a business embraces diversity and can show that diversity is a priority by having more people of all types of backgrounds, ethnicities, and gender as a part of a team, can literally say that they can work with anyone who is willing to work with them. People want to see themselves when looking for someone to represent themselves.
In can be difficult to promote a job to a specific type of person. egardless of how many minorities are needed in a job to fulfill some sort of hidden ethnic and racial quota, the need to find someone who is actually qualified to fulfill the job requirements still exists. This can be a tough issue given the inequalities that are in existence even before an individual enters the job market. A…
Zimmerman, E. (2011). To foster diversity, paint the big picture. New York Times. http://www.nytimes.com/roomfordebate/2011/07/05/how-can-we-get-men-to-do-more-at-home/gender-diversity-in-the-workplace-is-in-the-hands-of-women?scp=5&sq=diversity&st=cse
Barak, M.E. (2010). Managing diversity: Toward a globally inclusive workplace. Sage Publications: Thousand Oaks, CA.
All these charters that have clearly defined the boundaries of what both the positive i.e. natural rights and negative i.e. The unjust exploitative rights of the people are and how no institution or research domains have the right or power to violate them (Dierkes, Hoffmann and Marz, 1996).
Based on the above fact, we have to consider all the concerns related towards security of an individual as well as his rights, societal principles and considerations, national strategies, the financial system and market of the country as well as the social-educational-traditional structure that might be put in jeopardy due to a scientific research of nanomedicine. Hence we have to carefully consider that the researchers who are investing their time and effort in to the nano-medical research are treated with value while still securing the human rights of the society i.e. awareness of and protection against the hazardous effects of nanoparticles on…
Beauchamp TL, Childress JF. (2001). Principles of Biomedical Ethics. Oxford, NY: Oxford University Press.
Brennan, M. et al. (2002). Communication, Cultural and Media Studies. Routledge. London.
Chambers, T. (1996). From the ethicist's point-of-view: The literary nature of ethical inquiry. Hastings Center Report 26(1): 25-32.
Chang K. (2005). Tiny is beautiful: translating 'nano' into practical. New York Times; p. A1.
Ethical violations for Wal-Mart include using factories in
Bangladesh that can't be run without abusing child labor, strategizing how
to discriminate against older workers who may cost more in healthcare costs
if they are full-time, discriminating against women workers by paying them
less, hiring illegal immigrants to clean their stores, and completing
behind-the-scenes deals with the U.S. Department of Labor over using
Medicaid as a replacement for providing their own healthcare, per the
(Department of Labor, 2005).
Wal-Mart has become a symbol of what happens when manufacturing costs
in developing nations drop faster than manufacturing efficiency in
developed nations can compensate for. Wal-Marts' ethical lapses stem from
their willingness to take overt advantage of this market dynamic, at the
expense of child-staffed 3rd world factories, illegal immigrants cleaning
stores in the US and Canada where the common retort is "no one wanted the
jobs who were citizens" is no excuse…
Department of Labor, (2005). Agreement With Wal-Mart Indicates Need For
Stronger Guidance and Procedures Regarding Settlement Agreements. Retrieved
July 25, 2007 from the Web:
Fishman, C. (2003). Fast Company Magazine and Website (2003, December) The
Wal-Mart You Don't Know. (article) New York, NY
Men and women who work directly with each other often get hung up on communication issues, particularly over concerns that entail authority, support, and the supervision of others. This happens due to the fact that the sexes have different methods of communicating. They call for achievement and guidance in a different ways. Their spoken answers and moments are often dissimilar. And they have diverse approaches for articulating workplace burdens. The consequence of this can be mistakes. In the end this leads to a lot of cross talk. Presently, almost half of all privately held companies are 50% or more owned by women. This translates to there being 11 million private ventures at which women owners must converse their objectives and operational needs to both male and female clients, merchants, associates and employees. Women have to appreciate how men talk during business, and the other way around as well (Krotz, 2010).…
Business Conversation Etiquette. (2010). Retrieved September 15, 2010, from Work Etiquette
Web site: http://www.worketiquette.co.uk/business-conversation-etiquette.html
How to Have a Business Conversation. (2010). Retrieved September 15, 2010, from eHow Web
D., What is Altitude Training section). The Website promoting products that Hypoxico Altitude Training Systems offers, reports that when a person is exposed to hypoxia, oxygen reduced environments, his/her body "struggles to produce required amounts of energy with less available oxygen. This struggle triggers the onset of a range of physiological adaptations geared towards enhancing the efficiency of the body's respiratory, cardiovascular and oxygen utilization systems" (Hypoxico Altitude Training, N.D., Why it Works section). In consideration of controversial perceptions regarding ethical conclusions relating to hypoxico, Lippi, Guides and Franchini stress that the "spirit of sport" needs to be developed to include the notion of ethics and authenticity. Lippi, Guides and Franchini, nevertheless, report that they do not entirely agree with the assumption that teleologically, no evidence suggests that more harm than good comes from these particular devices. They note that a universal ban on passive training regimens, such as hypoxic,…
Avans, D.E. (2007). Youth and ethical dilemmas in sport. Research Quarterly for Exercise
and Sport. American Alliance for Health, Physical Education, Recreation and Dance.
Retrieved June 04, 2009 from HighBeam Research: http://www.highbeam.com/doc/1G1160166064.html
Bach, G. (2006). The Parents association for youth sports: A proactive method of spectator behavior management. JOPERD -- the Journal of Physical Education, Recreation & Dance, 77(6), 16+. Retrieved June 4, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5017424445
.....personal ethics derive from a combination of established codifications of moral conduct, such as those embedded in political documents or in religious scripture, but also from my personality, my upbringing, and my worldview. I tend towards a utilitarian point-of-view, in that I do believe that the consequences of actions are more important than worrying about whether an action is inherently right or wrong. I also believe that there are situational variables that make true deontological ethics almost impossible to apply universally and without hypocrisy. Although I make some decisions based on the principle of doing the maximum amount to good for the maximum number of people, I also recognize the importance of a strong ethical character when making decisions "Six Ethical Theories Rough Overview," n.d.). This is why I believe that there can be no one ethical theory that encompasses all situations. A person who has a strong ethical character,…
Ethic Identity: Social Justice Affirmation Difference Social Transformation Critical eview Essay approximately
Follow the Leader: Liberalism and Individuality
One of the central tenets to be found in Kwame Anthony Appiah's non-fictional manuscript entitled The Ethics Of Identity is a preoccupation with individuality, as it relates to the forming of one's identity. This concern for individualism is one of the primary themes of liberalism, which was initially championed by John Stuart Mill and may be evidenced by the author's work entitled On Liberty. Subsequently, Appiah's aforementioned book deals with several questions regarding individuality -- such as how this concept fits into the overall scheme of multiculturalism, as well as how it relates to the idea of being inherently Western. However, it would greatly appear that these questions regarding the importance of individualism are relatively small in comparison to the larger issue at hand which liberalism deals with -- which is an…
Appiah, K.A. (2005). The Ethics of Identity. Princeton: Princeton University Press.
Benhabib, S. (2002). The Claims of Culture: Equality and Diversity in the Global
Era. Princeton: PrincetonUniversity Press.
Michaels, W.B. (2006). The Trouble with Diversity: How We Learned to Love Identity and Ignore Inequality. New York: Metropolitan Books.
Diversity in Organizations
Globalization and the continual compression of cultures is leading to more emphasis than ever before on how to make diversity work as a competitive strength in organizations today. This is especially the case for global businesses that are making decisions on how to keep complex projects moving forward right now. This paper concentrates defining how important it is for global businesses to understand the nature of diversity, providing guidance on how the best global companies make thought leadership a core strength today. Creating and sustaining a diversified productive environment is challenging even the best-run enterprises today. Insights into managing diversity-related conflicts based on the lessons gained from the videos and cited peer-reviewed articles also provide a glimpse into how companies today are making the most of diversity programs.
The Nature of Diversity as a Global Competitive Advantage
Diversity is happening in organizations that make it a priority…
How to manage a diverse workforce. (1991). American Bankers Association. ABA Banking Journal, 83(10), 122-122.
Harisis, D.S., & Kleiner, B.H. (1993). Managing and valuing diversity in the workplace. Equal Opportunities International, 12(4), 6-6.
McGraw-Hill Media (2010). Video: Diversity in Hiring [Web]. Retrieved from http://hotseat.mhhe.com/mm.html
Morgan, J., & Vardy, F. (2009). Diversity in the workplace. The American Economic Review, 99(1), 472-485.
Diversity in the U..: Americans getting along, but divisions remain," was written by Katy teinmetz. The article provides an overview of opinions of cultural diversity in the United tates in the wake of the eptember 11, 2001 terrorist attacks on the World Trade Center. The author spends a good deal of the article citing and analyzing evidence from a poll regarding different views of Americans pertaining to cultural diversity. One of the most salient aspects of this article is that it dedicates a significant amount of text to the opinions and feelings of senior citizens -- meaning individuals who are over the age of 65. As the title of the article suggests, Americans are still distinctly divided over cultural ties which include, but are not limited to, age, race, ethnicity and religion.
The key points in the article include the fact that senior citizens are more suspicious of, and less…
Still, it is important to realize that these divisive views in the article are couched in a framework which both implies and belies tolerance for cultural diversity. Such a paradox is readily explained by the fact that over 90% of individuals surveyed in the aforementioned poll conducted by the Brookings Institution and the Public Religion Research Institute favor religious tolerance, whereas more than 80% favor ethnic tolerance for groups including "African-Americans, Hispanics, Catholics and Jews" (Steinmetz, 2011). Still, approximately 50% or more of major ethnic groups (including Caucasian, African-Americans, and Hispanics) believe that they are targets of racial discrimination.
Personally, I believe that this article is extremely revealing about the state of racial relations in the United States today. Due its reputation as the land of opportunity, there are numerous people who still view the U.S. As the proverbial melting pot for which it was traditionally known. This image is probably still relevant to a number of young people as this article suggests. Still, it is noteworthy that many of the older individuals (seniors) still seem to embrace he ideology that dominated the majority of the 20th century, when segregation and race played a principle role in the determining of a person's status. I actually wish that America were better integrated and that there were fewer people who would not determine their attitudes and behaviors towards others based on ethnicity or race. I also think that it is encouraging that the younger generation seems willing to embrace this newfound sense of ethics.
As a dental hygienist, there is a multitude of germane information in this article that directly applies to my practice. For instance, this article indicates that senior citizens are still likely to view people from other races in a conservative fashion. Therefore, it is up to me to adjust my treatment of this client base accordingly. I believe that I should go out of my way to ensure the comfort and safety of older individuals who may not be the same ethnicity as me. Furthermore, it is also essential that continue to be extremely temperate in my treatment of others. The article
Technology / Privacy / orkplace
There is a rapidly increasing use of technological monitoring in the workplace, and while technology in general has been highly beneficial to companies, the use of some technologies has raised privacy and ethical concerns among employees. This paper reviews the available literature when it comes to workplace monitoring of employees and the ethical implications of that monitoring.
Is Privacy in the orkplace a Dying Notion?
The right to privacy is a nice idea, and in some instances and circumstances in the United States an individual can reasonably expect to have his or her privacy respected. ebsites, for example, notify users frequently that their privacy is important and it is being protected. However, when it comes to the workplace, in an age of increased reliance on electronic technology, management has been able to "…monitor virtually all workplace communications" that employees have access to.
Findlaw asserts that…
Davidson College. (2002). Descriptions of Ethical Theories and Principles. Retrieved March 8, 2015, from http://www.bio.davidson.edu .
Esikot, I.F. (2012). Globalization vs. Relativism: The Imperative of a Universal Ethics.
Journal of Politics and Law, 5(4), 129-134.
Internet Encyclopedia of Philosophy. (2010). Consequentialism. Retrieved March 8, 2015,
Peculiar Ethics of Public Leadership: Pragmatism as a Framework for Action in Public Service
The objective of this study is to examine pragmatism as a framework for action in public services. Towards this end, this work will conduct an extensive review of literature in this area of study.
According to the work of Keith F. Snider entitled "ethinking Public Administration's oots in Pragmatism: The Case of Charles A. Beard" reports that pragmatism because very prominent "around the turn of the 20th century…through the ideas of well-known writers such as William James and John Dewey." (2008) Comaeger (1950) stated that pragmatism is "almost the official philosophy of America." (Stever, 2008) The work of Shields (nd) explains that classical pragmatism "is attractive because it has both depth and complexity." Shields states that these characteristics "have made it difficult to summarize and easy to misinterpret." (nd) Classical pragmatism has been held by scholars…
Dewey, J. (1927). The public and its problems. New York: Henry Holt.
Dewey, J. (1929). The quest for certainty. New York: Minton, Balch.
Dewey, J. (1998). The essential Dewey (vol. 1, L.A. Hickman & T.M. Alexander, Eds.). Bloomington: Indiana University Press.
Garrison, J. (2000) Pragmatism, and Public Administration. Administration & Society; Sep 2000; 32,4:ABI/INFORM Global.
Indeed, even the most outspoken critics of law enforcement will likely be the first to dial "9-1-1" when their homes are being burglarized or members of their families are being attacked, but the fact remains that many police department remain primarily white and male in composition. The impetus for effecting substantive changes in the composition of the nation's police forces will therefore need to be mandated in order for things to change in any meaningful way. The desirability of developing a more diverse police force that reflects the demographic composition of the larger communities they serve has been recognized as an important element in this regard. For instance, as Hood, othstein and Baldwin (2004) emphasize, "Any geographically extended political system can set standards from the center, but diversity in law enforcement is often seen as both necessary and desirable" (p. 175). Although it may be necessary and desirable, there are…
Barlow, David E. And Melissa Hickman Barlow. 1999. "Cultural Diversity Training in Criminal Justice: A Progressive or Conservative Reform?" Social Justice 20(3-4): 69-70.
Bedi, K. And R.K. Agrawal. 2001. "Transforming values for principle-centered living: Evidence from Delhi police personnel." Journal of Power and Ethics 2(2): 103.
Broadnax, Walter D. 2000. Diversity and Affirmative Action in Public Service. Boulder, CO: Westview Press.
Culver, Leigh. 2004. Adapting Police Services to New Immigration. New York: LFB Scholarly Publishing.
.....men and women behind everything from public infrastructure to consumer product design, engineers have a distinct ethical obligation to uphold standards of safety. However, there is more to engineering ethics than the assurance that safety standards are met or exceeded. Engineers also need to ascribe to a policy resonant with corporate social responsibility: working in accordance with global values like environmental conservation and sustainability. Another key component of engineering ethics is related to the globalized nature of the work that engineers do: engineers frequently find themselves working in countries and cultures that are different from their own. The occasional conflicts that arise between local and home values may present unique ethnical conundrums that engineers can overcome with critical thinking and cultural awareness.
Safety is the most apparent of all ethical obligations place upon engineers throughout their careers. The first provision of the American Society of Civil Engineers, as with…
Ethical esponsibility of Corporate America
Many organizations strive to increase their profit margins by doing everything possible (including unethical practices) to increase their revenues. Nevertheless, the past three decades have seen some organizations embracing CS (Corporate Social responsibility). This idea has become significantly important to almost every organization that seeks to increase revenues. Corporate social responsibility is also referred to as community responsibility, stewardship, corporate sustainability, corporate responsibility, accountability and corporate ethics among others. In essence, CS enable organizations to bring in people and the environment into their decisions, strategies and plans (Anyango Ooko, 2014).
In this paper, the use of the term corporate social responsibility will mean a set of actions by enterprises that are geared towards meeting the legal, ethical, economic, and discretional responsibilities that the stakeholders expect them to fulfill. They should undertake the economic obligations of producing profits, and meeting the consumption requirements of the people;…
AnyangoOoko, G. (2014). The environmental factors that influence implementation of corporate social responsibility (CSR) in an organization. Journal of Humanities and Social Science, 19(12): 95-102.
Castka, P., Bamber, C., Sharp, J. (2005). Implementing Effective Corporate Social Responsibility and Corporate Governance: A Framework. UK: British Standards Institution.
Daft, R. L., & Marcic, D. (2006). Understanding management. Mason, Ohio: Thomson/South-Western.
Pearce, J., Doh, J. (2005). The high impact of collaborative social initiatives. MIT Sloan Management Review, 46(3): 30-38.
Code of Ethics Development
Description: Begin by preparing a code of ethics for a fictional company, which should include a minimum of 10 elements. Once you have compiled the code of ethics, respond to the following questions: 1. hy did you include each of the 10 elements? 2. hy is a code of ethics an important part of every business from an employer standpoint? 3. hy is a code of ethics an important part of every business from an employee standpoint? 4. Once you have written the code of ethics, how would you implement it to ensure compliance? Your completed assignment must be a minimum of three pages (One page for the code of ethics and two pages for question responses).
Code of Ethics
Transparency -- the company will make every effort to be transparent to all stakeholders, including employees and partners
Diversity -- the company will go far beyond…
Chrobot-Mason, D. (2012). Developing Multicultural Competence to Improve Cross-Race Work Relationships. The Psychologist-Manager Journal, 199-218.
Hughen, L., Lulseged, A., & Upton, D. (2014). Improving Stakeholder Value through Sustainability and Integrated Reporting. The CPA Journal, 57-61.
Jimoh, O., & Danlami, A. (2011). Strategic Human Resource Management and Organizational. International Journal of Business and Managment, 46-59.
Kizilos and others showed that diverse organizations portrayed reduced pro-social organizational behavior compared to homogenous groups, and Pelled and others, showed proof that increased standards of ethnic diversity are linked to more emotional contradiction in organizations. iordan and Shore showed that in diverse organizations, employees are less considered to be committed or view that they are prone to grow in the organization. (Pitts; Jarry, 2005)
With this contextual understanding we could have a comprehension of the 'Social Identification and Categorization Theory'. The social identification theory shows that people involve in several social comparisons to others on the basis of ethnicity, gender, religion, and socio-economic standing, amongst others. Empirical research has indicated that people mostly accord negative features to members of the out-group due to this process, understanding the out-group to be consisting of persons who are less honest, faithful, and cooperative or being intelligent. The procedures of categorization mostly include…
Dessler, Gary. (2002). "Human Resource Management."
Ely, Robin J; Thomas, David a. (2001, Jun) "Cultural Diversity at Work: The Effects of Diversity Perspectives on Work Group Processes and Outcomes" Administrative Science Quarterly, vol. 46, no. 2, pp. 229-273.
Fine, Marlene G. (1996) "Cultural Diversity in the Workplace: The State of the Field" Journal of Business Communication, vol. 33, no. 4, pp: 485-502.
The second is the business perspective, based on the idea that diversity is beneficial to the firm. Under this perspective, demographic criteria are a proxy for concepts such as different values and belief systems. Businesses benefit from hiring more minorities not because the office looks more balanced, but because minorities offer different perspectives and ideas.
The third research question was "What role does culture play in the definition of diversity?" This is a fairly subjective question. It could be answered on the basis of the literature review, but is not addressed in the survey. The business perspective as noted in the discussion of RQ2 would imply that culture is important. To answer this question properly, however, either study of academic literature (HR journals, sociology journals or management journals) could be conducted, or businesses could be studied/HR practitioners interviewed.
The fourth research question was "Why are women, blacks, Asians, Hispanics, and…
organizational culture and diversity helps me to understand my current workplace and the issues we face. All organizational theories provide some insight into the organization, with diversity theories and organizational culture and management theories being especially relevant because we are a small company with a diverse workforce. In spite of the tremendous benefit and opportunities presented by diversity in the workplace, I do not see that our current owner/chief executive understands well enough how to capitalize on diversity. The chapter on diversity in the text points out how diversity management is fast becoming a critical management strategy not just because of ethics and social justice, but also because diversity is good for business.
A business-focused diversity management strategy would help our small private ambulance/paramedic company improve our branding, attract a broader clientele, and expand the business. Equally as important, a cohesive diversity management strategy would help our company retain top…
Arvinen-Muondo, Raisa, and Stephen Perkins. Organizational Behaviour. Kogan Page. 2013.Skillsoft. (Accessed May 16, 2017)
Gender and Culture in Criminal Justice and Capital Punishment: A egional, National and International Comparison
Comparing the rates of crime and punishment in the United States as a whole to various individual regions and states, and to other countries in the world can provide very useful information regarding criminal justice policies in the nation. Through such measurement and comparisons, programs that work -- and those that do not -- can be identified, expanded, adjusted, or eliminated as warranted by the evidence. On a deeper level, understanding such information can tell a society a lot about its attitudes towards crime and various 'types' or demographics of criminals, potentially exposing not only more fundamental societal issues but also cultural values, perspectives, and ethics. Within North American culture violence, racism and religion are often interrelated. Although the U.S. has always claimed to be a Christian nation -- or perhaps a Judeo-Christian one --…
Amnesty International. (2011). Death Sentences and Executions 2010. Accessed 30 October 2011. http://www.amnesty.org/en/library/asset/ACT50/001/2011/en/ea1b6b25-a62a-4074-927d-ba51e88df2e9/act500012011en.pdf
CPF. (2011). California Death Penalty Statistics. Accessed 30 October 2011. http://www.californiapeopleoffaith.org/statestats.html
Death Penalty Information Center. (2011). Accessed 30 October 2011. http://www.deathpenaltyinfo.org/women-and-death-penalty
Man in Terror Scare Says Woman is Lying (2002). CNN.com.
Higher Education: Ethics of International Student ecruitment
In recent years, the number of students crossing national borders in pursuit of education has increased significantly. This phenomenon is also referred to as 'global student mobility' and it can be attributed to the students' desire for migration, the inability to find study opportunities in their home countries, and the desire to improve their employability in their home countries. According to the National Association for College Admission Counseling, NACAC (2014), enrolments of international students at institutions of higher learning have more than quadrupled over the last three decades, from a total of 1.1 million in 1985 to 4.5 million in 2012. In fact, global mobile population is expected to exceed 7 million in 2025. Wilkins and Huisman (2011) state that the United States, United Kingdom and Australia are the three most popular destinations for international students and they account for almost 44% of…
Altbach, P. G & Reisberg, L. (2013). The Pursuit of International Students in a Commercialized World. International Higher Education. Vol.(73)1, 2-4.
Engberg, D. (2013). International Recruitment: Oversight and Standards. International Higher Education. Vol.(73)1, 6-7.
Huang, I.Y., Raimo, V., & Humfrey, C (2014): Power and Control: Managing Agents for International Student Recruitment in Higher Education. Retrieved 6 May 2015 FOM http://dx.doi.org/10.1080/03075079.2014.968543
Kallur, R. & Reeves, M. (2006). Guidelines for Ethical practices in International Student Recruitment. Association of International Educators. Retrieved 7 May 2015 from http://www.nafsa.org/Find_Resources/Supporting_International_Students_And_Scholars/Network_Resources/International_Enrollment_Management/Guidelines_for_Ethical_Practices_in_International_Student_Recruitment/
The author of this report has been asked to consider a situation where a number of expatriates will be brought on to work with the company at a new subsidiary that has just been established. As part of that new subsidiary being brought online, there is to be a designing and implementation of a comprehensive human resources program that covers two out of four major points. Those points will be recruitment and selection, training and development, performance management and reward and compensation. For the purposes of this report, the main focuses will be performance management and training and recruiting and selection. The selection of those two items will be justified, the challenges of implementing challenges related to the same will be explained, it will be explained the benefits that will rise as part of the programs and a few other things. While there are other important facets to…
ACCSR, (2016). CSR - Australian Centre for Corporate Social Responsibility. [online] ACCSR. Available at: http://accsr.com.au / [Accessed 7 Jun. 2016].
AHRC, (2016). Good practice good business factsheets -- Australian Human Rights Commission. [online] Humanrights.gov.au. Available at: https://www.humanrights.gov.au/employers/good-practice-good-business-factsheets [Accessed 7 Jun. 2016].
AHRI, (2016). Workplace Health and Safety. [online] Ahri.com.au. Available at: https://www.ahri.com.au/assist/workplace-health-and-safety [Accessed 7 Jun. 2016].
Bilton, R. (2016). Apple 'failing to protect Chinese factory workers' - BBC News. [online] BBC News. Available at: http://www.bbc.com/news/business-30532463 [Accessed 7 Jun. 2016].
Expanding Diversity Consciousness
Diversity can be viewed in many ways and it can be experienced in both outer and inner phenomena. We find that diversity of people is present in our dreams, feelings, states, religions, thoughts, ethnicities, ages, political views, sexual orientations and physical abilities. A life can become more sustainable and richer through these differences. We all know that there is not one kind of vegetable, person or point-of-view. In simple words diversity can be defined as a welcoming attitude and an integration of diverse people and elements. This research paper is based on learning, identifying and evaluating diversity practices in any place. I want to explore how the environment and places help people to create and compare their intended purposes.
Expanding Diversity Consciousness
Every state or a country has some ethnic minorities. These minorities are basically the groups that differ in their language, religion or…
Bestelmeyer, B.T., Miller, J.R., & Wiens, J.A. (2007). Applying Species Diversity Theory to Land Management. Ecological Applications, 13, 1750-1761.
Cox, T., & Nkomo, S.M. (1990). Invisible men and women: a status report on race as a variable in organization behavior research. Journal of Organizational Behavior, 11, 419-431.
Harrison, D.A., Price, K.H., & Bell, M.P. (1998). Beyond relational demography: time and the effects of surface- and deep-level diversity on work group cohesion. Academy of Management Journal, 41, 96-107.
Janofsky, M. (2005). Gay Rights Battlefields Spread to Public Schools. Retrieved July 21, 2012, from http://www.nytimes.com/2005/06/09/education/09clash.html?pagewanted=all
Ethics in Public Administration
orking in the City Hall Supervisor Office, the code of ethics include accurately representing areas of competence, education, training, experience, and professional affiliations, including from boards and colleagues. Make employees aware of consumer rights to privacy and confidentiality. Obtain ongoing supervisory training. Make employees aware of ethical standards and legal responsibilities. Shall avoid conflict of interests. Shall not promote personal, religious, political, financial, or business interests. Personal issues shall be addressed with supervision only. Shall not supervise own relatives or 'significant relationships' (boyfriend, girlfriend, etc.). Shall be honest and uphold integrity. Supervision shall be professional and in a consistent manner without discrimination towards others. ill not delegate responsibilities outside the scope of individual capabilities. Shall not exploit employees for financial gain. And, shall not instruct employees in ways to violate the code of ethics.
Ethical standards are especially important in public administration to advance public interest…
Code of Ethics (revised March 2013). (2013, Mar). Retrieved from American Society for Public Administration: http://www.aspanet.org/public/ASPA/Resources/...1.aspx?hkey=acd40318-a945-ba7b-18e037b1a858
Lindblom, C.E. (n.d.). The Science of Muddling Through. In Classics in Public Administration (pp. 177-187).
Maslow, A.H. (n.d.). A Theory of Human Motivation. In Classics of Public Administration (pp. 123-130).
McGregor, D.M. (n.d.). The Human Side of Enterprise. In Classics in Public Administration (pp. 171-176).
Cultural diversity refers to the diverse varieties of human cultures that exist in a certain region, society or in the world as a whole. The characteristics of diversity may include ethnicity, traditions, geographic background, language spoken, religious beliefs, race or physical features. This term is also based on the idea that different cultures should respect each other's differences. With the global integration, the need for communication in accordance with other person's cultural awareness has intensified. Many times, any gesture that is considered offensive in one culture is completely accepted in the other culture. Hence, people sometimes develop misunderstandings when communicating with someone from a different culture. Therefore, it is essential that differences are appreciated for an effective communication.
I am a Christian man who is originally from Ukraine. My mother tongue is Ukrainian and I came to United States some 10 years ago. I am very moderate in my religious…
Newsom, D., Turk, J.V., and Kruckeberg, D. (2004). This is PR: The Realities of Public Relations. Belmont, CA: Thomson/Wadsworth.
Rosener, J.B. (1990) "Ways Women Lead," Harvard Business Review, Vol. 68, No. 6, pp. 119-25
usiness Law Ethics
Ethics in Action
Common Characteristics of Poor Decision Making
In order to make ethically sound decisions, it is necessary to acquire and secure all the pertinent facts; therefore, one of the most common characteristics of a poorly made decision is the lack of necessary and relevant facts. Entering the decision making process with favor and bias toward a particular outcome is an additional trait of a decision that is poorly made (Mallor et al., 2009, p. 105). Seeking and hearing only facts that support the favored option, and averting the possibility of inconveniencing others to secure relevant and unbiased factual information is the mark of a lazy and unmotivated decision maker. A decision maker that is not thorough and persistent is not a good decision maker.
ecause of the level of diversity in the workplace and the necessity to take into consideration all the stakeholders, evidence of…
Mallor J., Barnes, A., Bowers, T., & Langvardt, A. (2009). Business law: The
ethical, global, and E-commerce Environment. Irwin: McGraw-Hill.
Therefore, our company's mission is to ensure that our customers receive the highest quality products, with similar services, while ensuring that our employees are satisfied and motivated on personal and financial levels. Our company is also determined to significantly engage in the life of the community of which we are part of.
Corporate Social esponsibility
In today's competitive market environment it does not suffice to provide high quality products and services. A company that intends to develop a sustainable position on the market must ensure that CS actions are being taken.
As a consequence, our company intends to make a difference in the eating style of people. Therefore, the company organizes seminars on this subject. People are invited to attend to these seminars held by authorities in the field that explain people the importance of a healthy eating style and the benefits of organic foods.
Also, the company is interested…
1. Smith, J. (2003). The Shareholders vs. Stakeholders Debate. MIT Sloan Management Review. Business Ethics and Public Policy, Leadership and Organizational Studies. Retrieved April 26, 2010 from http://sloanreview.mit.edu/the-magazine/articles/2003/summer/44411/the-shareholders-vs.-stakeholders-debate/ .
2. Phillips, R. (2004). Some key questions about stakeholder theory. IVEY Business Journal. Retrieved April 26, 2010 from http://www.iveybusinessjournal.com/view_article.asp?intArticle_ID=471 .
3. Deal and Kennedy's Cultural Model (2010). MindTools. Retrieved April 26, 2010 from http://www.mindtools.com/pages/article/newSTR_86.htm .
4. Cooke, R.A. & Szumal, J.L. (2000). Using the Organizational Culture Inventory to Understand the Operating Cultures of organizations. Handbook of Organizational Culture and Climate. Retrieved April 26, 2010 from http://books.google.ro/books?id=AUt1i9ZEa48C&pg=PA147&lpg=PA147&dq=robert+a+cooke+organizational+culture&source=bl&ots=ZRyk-MTlUj&sig=R9niqrhTVi1q-VNdWnvL-fB9lAg&hl=ro&ei=FcXVS93VJ8-ZOIy8vJ4O&sa=X&oi=book_result&ct=result&resnum=4&ved=0CDAQ6AEwAw#v=onepage&q=robert%20a%20cooke%20organizational%20culture&f=false .