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Will You Add? - Tales from the Corporate Frontlines: Workplace Ethics: Reaching the Highest Standard
Communication is the act of relaying ideas, concepts, advice and recommendations to people who want to hear from you or have reason to care.We’ll call the people who want to hear from you your clients. The people who have reason to care are your prospects.You want to communicate to inform, inspire or provide advice. Keeping your name in front of people is an end result not a reason. You build your business most effectively by communicating wit
It was a thorough and complete review process. Finally, it occurred to me that as a non-profit organization, we really had an obligation to be sure that we were operating within the highest possible ethical standards. At the end of the process, and after the results from the employee satisfaction survey were in, changes would be made as needed to ensure that we had an exceptional workplace ethics program in place. A good thing, in my opinion, for any company that wants to strengthen its reputation and create a highly ethical workplace culture.
© 2005 AlphaMeasure, Inc. - All Rights Reserved
This article may be reprinted, provided it is published
Managing cash flow is what separates good companies from the truly successful ones. Indeed, your ability to monitor the cash flow of your business can be the vital difference between profit and loss.Here are 10 ideas to enhance cash flow:Assess Your Risk Up Front When you do work without being paid up front, you are extending credit. Discuss your billing procedures with your customers up front. "We exp
This short story, Workplace Ethics: Reaching the Highest Standard, is part of AlphaMeasure's compilation, Tales from the Corporate Frontlines. It provides insight into one organization's efforts to establish and maintain the highest possible standard of ethics in the workplace.
Anonymous Submission
When I began working at a local no-profit organization, I had little experience with the concept of workplace ethics. My previous jobs had been in retail and health care, where I'd worked in team environments, and the companies I'd worked for weren't ethics oriented. I'd seen a few memos dealing with issues like sexual harassment, but no extensive workplace ethics programs appeared to be in place. When a situation arose that involved an ethics issue, employees turned to immediate supervisors for direction and then followed that direction.
So, I was surprised when, only two weeks into my new job, I was asked to join a focus group dedicated to revamping the organization's ethics program. The Human Resources department was gathering info to use in conjunction with data to be gained from an upcoming employee satisfaction survey. I agreed to participate, making it clear that I had no idea what was involved, but would do my best to make the group's effort a success.
When I arrived at the first meeting, I didn't know what to expect. The facilitator made it clear from the start that the main purpose of the group was to gain feedback about employee estimation of the current workplace ethics program. He handed out an information packet containing the applicable policies as well as all the procedures currently in place. We were asked to review it all and return with our honest comments and reactions with regard to effectiveness, compatibility with our personal values, and relationship to the organizational culture. Evaluation forms were provided to help with this process. He also made it clear that all participation was completely voluntary, and we should not feel pressure to discuss any issues with which we felt uncomfortable.
We were also asked to consider:
* Whether the company wide standards of conduct were strict enough
* Whether the leadership represented a strong enough role model
* Whether core values such as respect and honesty were demonstrated visibly enough in the everyday operation of the organization.
It was a thorough and complete review process. Finally, it occurred to me that as a non-profit organization, we really had an obligation to be sure that we were operating within the highest possible ethical standards. At the end of the process, and after the results from the employee satisfaction survey were in, changes would be made as needed to ensure that we had an exceptional workplace ethics program in place. A good thing, in my opinion, for any company that wants to strengthen its reputation and create a highly ethical workplace culture.
© 2005 AlphaMeasure, Inc. - All Rights Reserved
This article may be reprinted, provided it is published
People love to tell me their ideas. Attracting that kind of energy is a blessing. The blessing comes from the excitement that people have about the things they want to do. They tell me their ideas because they think I might offer helpful advice. So here it is.Every organization begins with at least one thing: a vision. One person usually has an idea that is timely and worthwhile. The person has a choice, either they will move forward or they w
Anonymous Submission
When I began working at a local no-profit organization, I had little experience with the concept of workplace ethics. My previous jobs had been in retail and health care, where I'd worked in team environments, and the companies I'd worked for weren't ethics oriented. I'd seen a few memos dealing with issues like sexual harassment, but no extensive workplace ethics programs appeared to be in place. When a situation arose that involved an ethics issue, employees turned to immediate supervisors for direction and then followed that direction.
So, I was surprised when, only two weeks into my new job, I was asked to join a focus group dedicated to revamping the organization's ethics program. The Human Resources department was gathering info to use in conjunction with data to be gained from an upcoming employee satisfaction survey. I agreed to participate, making it clear that I had no idea what was involved, but would do my best to make the group's effort a success.
When I arrived at the first meeting, I didn't know what to expect. The facilitator made it clear from the start that the main purpose of the group was to gain feedback about employee estimation of the current workplace ethics program. He handed out an information packet containing the applicable policies as well as all the procedures currently in place. We were asked to review it all and return with our honest comments and reactions with regard to effectiveness, compatibility with our personal values, and relationship to the organizational culture. Evaluation forms were provided to help with this process. He also made it clear that all participation was completely voluntary, and we should not feel pressure to discuss any issues with which we felt uncomfortable.
We were also asked to consider:
* Whether the company wide standards of conduct were strict enough
* Whether the leadership represented a strong enough role model
* Whether core values such as respect and honesty were demonstrated visibly enough in the everyday operation of the organization.
It was a thorough and complete review process. Finally, it occurred to me that as a non-profit organization, we really had an obligation to be sure that we were operating within the highest possible ethical standards. At the end of the process, and after the results from the employee satisfaction survey were in, changes would be made as needed to ensure that we had an exceptional workplace ethics program in place. A good thing, in my opinion, for any company that wants to strengthen its reputation and create a highly ethical workplace culture.
© 2005 AlphaMeasure, Inc. - All Rights Reserved
This article may be reprinted, provided it is published
Business Brokers often double as business appraisers. I see a real problem with business brokers and their valuations teams it seems like a huge conflict of interest to me. Many times the business broker sales person is also a licensed business evaluator. But the job should be done by a CPA or a non-involved “Certified Business Appraiser” and not the same Business Broker making the listing for the sale of that business.See: http://www.cpa2biz.comeks into my new job, I was asked to join a focus group dedicated to revamping the organization's ethics program. The Human Resources department was gathering info to use in conjunction with data to be gained from an upcoming employee satisfaction survey. I agreed to participate, making it clear that I had no idea what was involved, but would do my best to make the group's effort a success.
When I arrived at the first meeting, I didn't know what to expect. The facilitator made it clear from the start that the main purpose of the group was to gain feedback about employee estimation of the current workplace ethics program. He handed out an information packet containing the applicable policies as well as all the procedures currently in place. We were asked to review it all and return with our honest comments and reactions with regard to effectiveness, compatibility with our personal values, and relationship to the organizational culture. Evaluation forms were provided to help with this process. He also made it clear that all participation was completely voluntary, and we should not feel pressure to discuss any issues with which we felt uncomfortable.
We were also asked to consider:
* Whether the company wide standards of conduct were strict enough
* Whether the leadership represented a strong enough role model
* Whether core values such as respect and honesty were demonstrated visibly enough in the everyday operation of the organization.
It was a thorough and complete review process. Finally, it occurred to me that as a non-profit organization, we really had an obligation to be sure that we were operating within the highest possible ethical standards. At the end of the process, and after the results from the employee satisfaction survey were in, changes would be made as needed to ensure that we had an exceptional workplace ethics program in place. A good thing, in my opinion, for any company that wants to strengthen its reputation and create a highly ethical workplace culture.
© 2005 AlphaMeasure, Inc. - All Rights Reserved
This article may be reprinted, provided it is published
I understand the concept of complacency. Been there and done that. Complacency, according to the dictionary, is being pleased with oneself or one’s merits, advantages, and situation, often without awareness of potential danger. Have you ever been complacent? Have you ever been very happy with a situation, only to realize later that things weren’t really so great? It’s been my experience in almost 20 years of business that at one time or another, all bu
We were also asked to consider:
* Whether the company wide standards of conduct were strict enough
* Whether the leadership represented a strong enough role model
* Whether core values such as respect and honesty were demonstrated visibly enough in the everyday operation of the organization.
It was a thorough and complete review process. Finally, it occurred to me that as a non-profit organization, we really had an obligation to be sure that we were operating within the highest possible ethical standards. At the end of the process, and after the results from the employee satisfaction survey were in, changes would be made as needed to ensure that we had an exceptional workplace ethics program in place. A good thing, in my opinion, for any company that wants to strengthen its reputation and create a highly ethical workplace culture.
© 2005 AlphaMeasure, Inc. - All Rights Reserved
This article may be reprinted, provided it is published
There's never been any graffiti on any of his work - even in high schools, universities, or inner-cities.Since 1988, Larry Cannon of Brick Sculpture by Cannon, Inc. (http://www.bricksculpture.com/) has been helping groups raise funds with memorial bricks. He's worked with hundreds of groups and helped raise millions of dollars. He's unique in the length of his business - 16 years now - a
It was a thorough and complete review process. Finally, it occurred to me that as a non-profit organization, we really had an obligation to be sure that we were operating within the highest possible ethical standards. At the end of the process, and after the results from the employee satisfaction survey were in, changes would be made as needed to ensure that we had an exceptional workplace ethics program in place. A good thing, in my opinion, for any company that wants to strengthen its reputation and create a highly ethical workplace culture.
© 2005 AlphaMeasure, Inc. - All Rights Reserved
This article may be reprinted, provided it is published in its entirety, includes the author bio information, and all links remain active.
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