The Moral Code Ethics in the Workplace - 2027 Words

The Moral Code: Ethics in the Workplace Self expression is one of the countries founding principles as set forth in the Constitution of the United States. Amendment One of the Constitution states that Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government for a redress of grievances. (The Constitution, December 1791) Our forefathers understood that this was a broad statement and open for interpretation. As such, they incorporated into the Constitution that each and every person has a right to Â…Life, Liberty, and the pursuit of Happiness.†¦show more content†¦Each client is treated with respect, acceptance and dignity. STATEMENT 17 Human service professionals provide services without discrimination or preference-based on age, ethnicity, culture, race, disability, gender, religion, sexual orientation or socioeconomic status. STATEMENT 24 Human service professionals respond appropriately to unethical behavior of colleagues. Usually this means initially talking directly with the colleague and, if no resolution is forthcoming, reporting the colleagues behavior to supervisory or administrative staff and/or to the Professional organization(s) to which the colleague belongs. STATEMENT 28 Human service professionals act with integrity, honesty, genuineness, and objectivity. STATEMENT 35 Human service professionals strive to personify those characteristics typically associated with the profession (e.g., accountability, respect for others, genuineness, empathy, pragmatism). (National Organization, 2006) Good ethics were not present in the beginning of this situation; however, in the end the Chief of Staff showed exactly how the above steps found in The Ethical Standards of Human Service Professionals should be applied. Is the Customer Right? Recently, I worked as a Customer Service Representative for a company located in Hong Kong that replicated CD ROMS for American companies. I was the onlyShow MoreRelatedEthical Ethics Of An Ethical Corporation Is Not An Oxymoron1645 Words   |  7 Pagestowards ethics in today’s workplace is an important issue; recent headlines show consequences of unethical behavior on both companies and employees. Contained within the basic code of ethics in the workplace are words like, trustworthiness, respect, responsibility, fairness, (Chatov, 1980). Consider questions like, is it ethical to take office supplies from work for home use, or is it ethical to use company time for personal business? What is ethical behavior? The meaning of a code ethics in theRead MorePros And Cons Of Having A Professional Code Of Ethics1683 Words   |  7 PagesPros and Cons of Having a Professional Code of Ethics Introduction A professional code of ethics acts as a guide concerning ethical conduct in a given profession. However, over time, it has been termed as an impediment to intellectual and moral developments. This way or another, there are advantages as well as disadvantages that emanate from applying the professional code of ethics depending on the context of practices. For this reason, this paper discusses both sides: positive and negative effectsRead MoreSocial Responsibility And Ethics Of An Organization Essay1265 Words   |  6 PagesSocial Responsibility and Ethics Social responsibility and ethics are a part of the rules and regulations that an organization must comply with in order to meet the moral standards. It is best to observe the standards of ethic and social responsibility in any type of management. An organization normally has policies already put in place that both the employee and proprietor has to follow. There is a procedure that is laid out from step one to the final step that will keep all involve safeRead MoreUnethical Behavior And Ethical Behavior1519 Words   |  7 Pagesbehavior, defined as behaviour that violates generally accepted moral norms (Jones, 1991) can usually come from an individual that does not abide by the rules of morality. The professional world is where ethical and unethical behaviour is a constant topic. The professional world and the behaviours that are permitted within it has is own code that can be translated through many professions. Unethical behaviours can destroy a workplace, from executives of companies embezzling money from the companyRead MoreANA Code of Ethics Provision Five Review Essay869 Words   |  4 Pages The main points of provision five of the ANA code of ethics are as follows: section 5.1, which is moral self-respect, suggests that nurses must care for themselves as much as they care for their patients. Nurses must do their best to maintain professional respect to themselves in regards of their competence and moral character. Section 5.2, which is professional growth and maintenance of competence, suggests that nurses must continue to self and peer evaluate themselves throughoutRead MoreCode Of Ethics : Code Ethics1334 Words   |  6 PagesRunning head: CODE OF ETHICS 1 CODE OF ETHICS 5 Code of Ethics Hieu Le Columbia Southern University Code of ethics is the most essential aspect of the society that organizations and individuals need to fulfill and apply this aspect in their workplaces and families in order to achieveRead MoreCode Of Ethics And Ethics1457 Words   |  6 PagesCode of Ethics A business code of ethics is a series of established principles an organization uses when operating in business or society. Organizations often develop these codes to ensure that all individuals working in the company operate according to the same standards. Most individuals have an internal code of ethics or moral principles they follow in life. A situation one individual finds ethically reprehensible may not seem so to another individual. Using a code of ethics in business attemptsRead MoreA Brief Note On Ethics And Conduct And Behavior1089 Words   |  5 PagesEthics Research Report Student Name: Longfei Wang Student ID: 11529471 Executive Summary This report describe the two professional areas, they are Early Childhood and Public Relation (PR). In this two areas, this article illustrates the importance of three professional codes which are ethics, conduct and behavior. The report also reveal some ethical or unethical behaviors in the light of the two professional areas. Then the two professions will be compared in the codes ofRead MoreHow Does Critical Thinking And Ethics Affect Your Decisions Essay1242 Words   |  5 PagesHow Does Critical Thinking and Ethics Affect Your Decisions Introduction Critical thinking and ethics go hand and hand with the responsibly of one’s professional and social interactions. Critical thinking is a six step process one takes when making a decision and/or is given a new idea or concept. Ethics, while it is different for each individual it is the morals of right and wrong. Unconsciously when an individual makes a decision, their ethics and critical thinking processes are what guide themRead MoreWritten Analysis : Law And Ethics1659 Words   |  7 PagesWritten Analysis – Law and Ethics Since we were kids and became conscious of our surrounding, our parents and grandparents instilled in us an awareness of what is right and wrong. In other words, it is a trait of all human beings and fosters from our desire to get along with each other to live a harmonious life. Laws are a set of rules and behaviors set by governments that society illustrate on what people can or cannot do. The purpose of this paper is three-fold: it will identify and define what

On April 17, 2017, I Attended Public Hearings In The Virginia

On April 17, 2017, I attended public hearings in the Virginia Beach Circuit Court. I arrived in the circuit court room #2, at 0915 to observe cases that were scheduled to begin at 0930 A.M. I attended the hearings until 1123 A.M. Throughout the time while I was present in court, I observed a number of three cases. However, only the first two will be mentioned and discussed. The first case was a felony hearing of an illegal possession of cocaine. The second case was a violation of probation. Both of these cases were briefly discussed after the Judge entered the courtroom. The Judge, along with the attorneys, discussed which cases would be heard that day and which cases would be continued on a later scheduled date. The Judge then issued a†¦show more content†¦The defendant’s attorney argued that this was his first drug charge and stated that the defendant was indeed eligible under Virginia law to receive first offender status. The first offender program included a decis ion that the judge would withhold for one year. It also included that the defendant, was to serve 100 hours of community service, be subject to random drug tests, and was to wave his 4th Amendment rights of unreasonable searches and seizures for one year. The judge then asked to hear his prior criminal record. The attorney then representing the Commonwealth of Virginia began to list a long list of incidents, which included; Breaking and entering, and grand larceny in 2003, assault and battery in 2004, and a D.U.I. with a failure to appear in court in 2012. After hearing a longer list than stated above, the judge stated â€Å"I think I have heard enough. It seems to me that you are trying to obtain first offender status to avoid another conviction.† The defense began to argue that the defendant at the time he was stopped on his moped was heading to one of his three jobs. The judge stated, â€Å"I assume he was using the moped due to his D.U.I.† in which the answer was à ¢â‚¬Å"yes†. The judge then asked the attorney for the Commonwealth of Virginia to present his argument, in which he surprisingly stated that overall in the defendants circumstances he was â€Å"trying to do the right thing† by having three jobs and working hard. The judge interjected andShow MoreRelatedFundamentals of Hrm263904 Words   |  1056 Pagesbetter study smarter save money From multiple study paths, to self-assessment, to a wealth of interactive visual and audio resources, WileyPLUS gives you everything you need to personalize the teaching and learning experience.  » F i n d o u t h ow t o M A K E I T YO U R S  » www.wileyplus.com ALL THE HELP, RESOURCES, AND PERSONAL SUPPORT YOU AND YOUR STUDENTS NEED! 2-Minute Tutorials and all of the resources you your students need to get started www.wileyplus.com/firstday Student

Google’s Human Resource Management Samples †MyAssignmenthelp.com

Question: Discuss about the Googles Human Resource Management. Answer: Introduction A recruitment process of an organisation includes various aspects such as attracting the potential candidates, selecting the best talent and appointing them to suitable jobs. The quality of effective recruitment and selection procedure is based on employees turnover, if the employee turnover is low, the strategy is effective. Selecting the right person for the right job can benefit a corporation financially and sustain their future development. There are several challenges faced by modern corporations while recruitment procedure such as balancing quality and speed, out-dated system, a high number of applications, retention challenges, and high costs. To achieve proper success, organisations are required to formulate policies according to their requirement to get the most out of recruitment process. This report will focus on challenges faced by Google while recruiting their employees. Further, the report analyses the demand, brand image and demographic problems faced by Google while r ecruiting. The report will recommend human resource management strategies to address such problems. Google Inc. Google incorporation is an American international technology corporation which operates in the internet, software, and computer hardware industry. Google is a subsidiary of Alphabet Incorporation and its CEO is Sundar Pichai. The company had revenue of US$89.5 billion in 2016 financial year; the organisation has more than 72 thousand employees worldwide. The reason for selecting Google for this report is that the corporation is known for their effective HRM policies regarding their employees, they have won the best place to work award several times. Google focus on employing the best talent from around the world, the company has worlds largest budget for recruitment and selection. The corporation receives more than 2 million applications in one year and they hired around 0.2 to 0.4 percent applicants (Bock 2015). Challenges in Recruitment and Selection The primary goal of Google while recruiting the employees is to select the most talented candidates (De Cieri Kramar 2003). Google understands that employee is the essential element for the success of an organisation, therefore, they spend a large amount on recruitment budget and also provide a large number of benefits to their employees. The human recourses department of Google faces numerous challenges in their recruitment process (Kaur, Smyth Williamson 2012). Overwhelming response Google is an international corporation and it selects its employees from worldwide locations; the company has more than 70 offices in around 40 countries. The organisational image of Google is positive due to actions were taken by them for the preservation of the environment and performing activities for the development of the society. Ryfe Stalsbury (2012) provided that the company hires employees from online applications, universities or counseling firms. The company uses online advertisement, billboard and university newspapers to advertise their placement requirement. The corporation also receives applications from all over the world through their online website. Due to these reasons the company receive an overvaluing number of application form the potential candidates. Google received more than two million job application in a year, from people all over the world. Other than online applications, Google uses various outreach programs to hire new talents. The human resources management faces difficulty in analysing all the applications and selecting the potential candidates. The time spent over analysing of candidates applications increases the time of recruitment as well, and interviews the employees from other countries is difficult as well (Hegghammer 2013). Time Spent in Recruitment Process The recruitment process of Google is significantly long; it can take about 6 to 8 weeks for a person to get selected for a post. According to Johnston Marshall (2016), the demand for talented and hardworking programmers or coders who are innovative and curious is significantly high in Google. To select the best candidate for the job, Google analyses talent, coding ability, experience, education and knowledge of its candidates. A large number of applications received by the organisation is another problem since it takes time to analyse each application and selecting the potential ones. As per Armstrong Taylor (2014), the HRM conducted various rounds of tests and interviews to anise the capabilities of candidates, which takes a long time. Many experienced or talented employees did not apply to Google due to long recruitment process, which is detrimental for the organisation. Recruitment Expenditure In 2009, Google has more than 400 internal and external recruiters to ensure that potential candidates are selected in the company. The recruiters selected by Google are well-paid professionals who are experts in the recruitment process. Google has worlds largest recruitment budget, the corporation provides one recruitment staff member over 14 employees (Feloni 2016). The benefits provided by Google are significantly high as well which include unlimited sick leaves, free meals, free massage, on-site doctors, valet parking, day care centers, car wash and much more. These benefits attract a large number of candidates, but at the same time, it enhances the budget of Googles recruitment process (Costen 2012). Retention of Talented Employees The success of recruitment process is based upon the retention of employees, without employees retention, the process of recruitment failed. The overall turnover rate is high in software or computer hardware industry. Google faces demographic issues in retention procedure because their maximum employees are young millenniums, who do not prefer to work for an organisation for long. As per Searle (2009), the corporation required to provide their employees various incentives and a positive environment for them to stay at the organisation. Google provides a large number of benefits to their employees which are enough for small or medium level staff, but for top-level executive or talented management monetary benefits are not enough. In the software industry, the demand for talented programmers is high, corporations pay considerably high salaries and benefits to talented employees, which makes it difficult for HRM to retain employees (Rees French 2016). Competition The competition of Google includes Multinational Corporation such as Microsoft, Apple, Amazon, and Facebook. These organisations provide high incentives to talented employees since the demand of talented programmers is high in the software industry. As per Ahmad Schroeder (2002), for sustaining future development and succeeding in the industry, it is necessary that Google keep brilliant employees. Google has a large number of millennial employees who prefer to change corporations and does not stay in one company. Corporate Culture and Diversity In modern times, most of the people prefer to work for an organisation with positive corporate culture rather than companies who pay more salary. As per Treweek et al. (2013), it is necessary for Google to establish a healthy cooperative culture for attraction and retention of talented employees. Google hire candidates from various countries, therefore, the company faces various diversity issues. The employees who came from foreign countries face difficulties while settling in the corporate culture of the organisation, which can adversely influence their work (Rudolph, Toomey Baltes 2017). Recommendations Google has been successful in their recruitment process but still various challenges faced by them, as mentioned above. Following are the recommendation that Google can apply in their recruitment process reduce their challenges: To reduce the number of applicants Google can apply various HRM theories. In their online portals, they should apply criteria for people to apply for the a certain Only the applicant with certain qualifications should be able to apply for certain jobs and such applicants should be divided according to their experience. In case of outreach programs, the HRM member should shortlist the candidates based on their qualifications and group interviews. The company should also establish campaigns to find the most talented candidates globally. In campaigns, the candidates should compete with each other and the top contenders should be shortlisted for interviews (Holland Jeske 2017). To reduce the length of the recruitment procedure, human resource management at Google can use various strategies such as group interviews, narrowing the requirements or outsourcing the process. The company can use group interviews to analyse more candidate at the same time, which also provide information regarding candidates social traits. While posting a job opening, Google can narrow down the requirement of candidates. For example, only candidates with a certain level of experience or certain qualification can apply for the job. This reduces the number of application which increases the recruitment process. Google can outsource their recruitment process which reduces the requirement of traveling by employees. Telephonic or video interview can also reduce the time of recruitment procedure (Lavigna Hays 2004). To reduce their expenditure, Google can decrease the number of test or round of interviews to reduce HRM workload. Google should use their positive organisational image to attract potential candidates, Instead of going to a large number of places; they should organise their own campaign in which interested candidates can apply. The campaign can reduce the expenditure of conducting different outreach programs. The company can also reduce their HRM staff members by reducing the steps of their recruitment procedure (Whitaker 2003). To avoid losing talented employees to competitor companies, Google should focus on providing a positive culture to the employees. By combining financial benefits with the healthy work environment, Google can improve their retention procedure. The marketing strategy and advertisement of the corporations should attract their required demographic that is millennial. The company should prepare policies regarding establishing a diverse culture which benefits the development of employees. Diversity should be integrated as a core part to of the organisation (van Dijk, van Engen Paauwe 2012) Conclusion In conclusion, the recruitment and selection process is essential for the development of an organisation. Google faces various challenges in their recruitment process such as a large number of applications, long selection procedure, competition for other companies and high expenses. To avoid these challenges Google can adopt new strategies such as reducing the number of a recruiter, increasing the selection speed and setting criteria for candidates application. These policies can improve the recruitment procedure of Google benefit them in retaining talented employees. References Ahmad, S., Schroeder, R. G. (2002). The importance of recruitment and selection process for sustainability of total quality management.International Journal of Quality Reliability Management,19(5), 540-550. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bock, L. (2015). Here's Googles secret to hiring the best people. Wired. Retrieved from https://www.wired.com/2015/04/hire-like-google/ Costen, W. M. (2012). Recruitment and Selection.The Encyclopedia of Human Resource Management: Short Entries, 379-387. De Cieri, H., Kramar, R. (2003). Human resource management in Australia. Feloni, R. (2016). Google's HR boss explains the company's 4 rules for hiring the best employees. Business Insider. Retrieved for https://www.businessinsider.in/Googles-HR-boss-explains-the-companys-4-rules-for-hiring-the-best-employees/articleshow/51048044.cms Hegghammer, T. (2013). The recruiters dilemma: Signalling and rebel recruitment tactics.Journal of Peace Research,50(1), 3-16. Holland, P., Jeske, D. (2017). Changing Role of Social Media at Work: Implications for Recruitment and Selection. InElectronic HRM in the Smart Era(pp. 287-309). Emerald Publishing Limited. Johnston, M. W., Marshall, G. W. (2016).Sales force management: Leadership, innovation, technology. Routledge. Kaur, G., Smyth, R. L., Williamson, P. (2012). Developing a survey of barriers and facilitators to recruitment in randomized controlled trials.Trials,13(1), 218. Lavigna, R. J., Hays, S. W. (2004). Recruitment and selection of public workers: An international compendium of modern trends and practices.Personnel Administration,33(3), 237-253. Rees, G., French, R. (Eds.). (2016).Leading, managing and developing people. Kogan Page Publishers. Rudolph, C. W., Toomey, E. C., Baltes, B. B. (2017). Considering Age Diversity in Recruitment and Selection: An Expanded Work Lifespan View of Age Management. InThe Palgrave Handbook of Age Diversity and Work(pp. 607-638). Palgrave Macmillan UK. Ryfe, D. M., Stalsburg, B. (2012). The participation and recruitment challenge.Democracy in motion: Evaluating the practice and impact of deliberative civic engagement, 43-58. Searle, R. (2009). Recruitment and selection.Human Resource Management, A Critical Approach, 151-168. Treweek, S., Wilkie, E., Craigie, A. M., Caswell, S., Thompson, J., Steele, R. J., ... Anderson, A. S. (2013). Meeting the challenges of recruitment to multicentre, community-based, lifestyle-change trials: a case study of the BeWEL trial.Trials,14(1), 436. van Dijk, H., van Engen, M., Paauwe, J. (2012). Reframing the business case for diversity: A values and virtues perspective.Journal of Business Ethics,111(1), 73-84. Whitaker, K. S. (2003). Principal role changes and influence on principal recruitment and selection: An international perspective.Journal of educational administration,41(1), 37-54.

Macbeth Is Responsible for His Own Faith free essay sample

Macbeth, despite influences of the witches and Lady Macbeth, is responsible for his downfall. In Shakespeare’s play Macbeth, Macbeth is a tragic hero who destroys himself by his own wicked and selfish ambitions. At the beginning of the play, Macbeth is portrayed as a courageous, noble hero of Scotland who has bravely won the war. As the story continues, Macbeth soon becomes a tyrant king who is willing to murder anyone who becomes a threat to his kingdom. As the play begins, Macbeth proves himself to be a hero as he demonstrates his bravery and courage. He is praised highly by the captain who describes the bravery and brutality of Macbeth towards Scotland’s enemies: †he unseamed him from the nave to th’ chops†. His bravery is recognised by King Duncan who rewards him righteously, yet Macbeth’s brutal and violent character leads him to murder the king. Although Macbeth was influenced by Lady Macbeth and the witches in committing the murder, his deep desire and character motivates and fuels his ambition. We will write a custom essay sample on Macbeth Is Responsible for His Own Faith or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Macbeth is firstly influenced by the three witches who prophecy that he will be king. All hail, Macbeth! hail to thee, Thane of Glamis! All hail, Macbeth! hail to thee, Thane of Cawdor! All hail, Macbeth! that shalt be king hereafter. † Macbeth blindly believes the prophecy without any proof. He refuses to dismiss the words of the witches like Banquo, but instead he chose to believe in those miss-interpreted predictions. Although the witches’ predictions are somewhat responsible for influencing Macbeth’s thoughts, they did not suggest the murder of the king. The thought of murder and treachery must have crossed Macbeth’s mind as his guilt is noticed by Banquo: â€Å"Good sir, why do you start, and seem to fear things that do sound so fair? † Macbeth’s â€Å"black and deep desires† horrify him and he refuses to speak of them openly, but he sends a letter to his wife, Lady Macbeth, explaining the situation. Lady Macbeth, on receiving the letter, encourages murder as she sees that this is possibly the only opportunity to achieve their ambition. Macbeth allows his wife to manipulate him by accusing him of not being a ‘man’ and expresses that she would kill her own baby to have their desire fulfilled. â€Å"I have given suck, and know How tender ’tis to love the babe that milks me: I would, while it was smiling in my face, Have pluck’d my nipple from his boneless gums, And dash’d the brains out, had I so sworn as you Have done to this†. Yet Macbeth, being strong mentally and physically, does not put a stop to the murder plan while his conscience warns him of the downfall lurching in the vicinity. Instead of listening to his conscience, he suppresses his guilt and continues with his ambition. Even his mind, intoxicated by the thoughts of murder, directes him to the kings room. â€Å"Is this a dagger which I see before me, the handle toward my hand? Come, let me clutchthee. I have thee not, and yet I see thee still. † Macbeth is greatly influenced by the three witches and Lady Macbeth. However, he is ultimately responsible for his own actions. He denies to listen to his own conscience which repeatedly commands him to consider his ways and the path which is slowly leading him to destruction.