Ethics Management in My Organization

Topics: Ethics, Business ethics, Human resource management Pages: 5 (1644 words) Published: January 1, 2013
State of Ethics at Relief International
Dilruba Hussain

Table of Content

1. Importance of ethical behavior page 3 2. Organization & its function page 3 3. HR Department’s role on dealing with COC page 4 4. Key points on RI’s Code of Conduct page 4 5. Dealing with violation of ethics page 5 6. Implementation of COC page 5 7. Enforcement of COC by HRD page 6 8. Conclusion page 6

Ethical behavior is the lubricant that keeps the business running. Without that lubricant, the business would operate much less efficiently, less would be available to employees, consumers, quality would be lower, and prices would be higher. Without ensuring that an organization’s compensation and reward systems support and reinforce the corporate values, organizations may unknowingly spawn a breeding ground for unethical behavior. For any business to prosper, it is not only a perfect business plan that is needed but also right employees who can best serve the purpose of running the business with trust & commitment .In return the organization should assume fair compensation policy for these employees keeping in mind the business ethics. Relief International is a multinational nonprofit organization with its Headquarter office in Los Angeles & running operations in 30 other different regions of the world including Bangladesh .RI’s main goal is to run different projects on vulnerable issues such as violations against women, poverty alleviation, preservations of economic resource of Sundarbans, preserving the freedom of speech and many other agendas that needs to be dealt with and resolve to improve the present conditions of BD. RI maintains a standardized Code of Conduct for all staffs confirming uniformity. This code of ethics is disseminated in the very beginning stage of induction to the employee. Human resource personnel also provides a small training on this code of conduct & ethics in a power point slide where they talk about different codes that employee must maintain and will be accountable for. Training is given to all level of employees from top to the lower level to ensure that every single one of them is aware of organizational culture & conduct expected and not violate them at any level of work performed. Human Resource department arranges this training quarterly & this training is mostly provided to the entry & mid level management. Top level management discusses about the importance of ethics in the Board meetings or on any agenda that requires them to consider ethics to be a part of the issue. Once the training is over, then the code of conduct is handed over to the employees to see & sign. Hence it is kept in their personal files as a statement which formally authenticates that they accept all the rules & regulations mentioned in the Code of conduct & will abide by them all through their course of work.

Working in the Human Resource Department, I believe it is very important to take a certification note from the employees just to make both parties feel the importance and significance of the role of ethics in the organization. RI Human Resource team does take the certification from employees & is also responsible to update the employees on the code of ethics quarterly to maintain the awareness. Here goes some key points that RI employees need to value to be part of the RI team: * The Humanitarian imperative comes first

* Aid is given regardless of the race, creed or nationality of the recipients and without adverse distinction of any kind. Aid priorities are...
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