According to Gibbons, that involved taking a complex structure and simplifying it so that every job fell into one of the four basic supply chain functions: For instance, anybody involved in planning—be it production planning, replenishment, or new product launches—was placed in the planning group. Sourcing activities were grouped into two areas: All manufacturing, whether done in-house or by contract manufacturers, was assigned to the "make" functional unit.
In many cases the law covers the basic do's and don'ts of workplace behavior. For example, criminal acts like theft, fraud, and violence are prohibited by law.
But there are certain gray areas of ethics that may seem obvious to employers, but less clear to their staff. For this reason many business owners and their management find themselves in the position of dealing with unethical behavior in the workplace.
Here are a few ways you can ensure that your employees act in a manner that is in accordance with your ethical preferences. The first thing you should do is figure out where your interests lie on ethical issues. Much ground has already been covered for you, such as instances involving sexual harassment, discrimination, and whistleblowing, just to name a few.
But you may want to spell everything out for your employees so that there is no chance they are unaware of legal issues and personal policies regarding certain subjects. Most businesses do this by creating a section of the employee handbook that clearly states what types of offenses are actionable and how they will be dealt with.
Of course, just because you spell it out doesn't mean everyone will act in the best interest of the company or in their own best interest, for that matter. There will be times when unscrupulous staffers break the law or commit other ethical violations while on the clock, and you're going to have to figure out ahead of time how you can handle these situations in a fair and consistent way so that you, yourself act in a manner that is within the bounds of ethics and legislation related to the fair treatment of employees.
Again, spelling out the repercussions for different types or severity of offenses will make such situations far easier to deal with. But how can you create a punishment that fits the crime?
Here you will simply have to use some common sense and probably consult a lawyer. For illegal acts such as theft or violence, for example, you should make it your policy to involve authorities. This way you will never face charges of unfairness or favoritism yourself. Whether it is the lowly receptionist or the VP of operations who happens to be the son of the CEOanyone caught engaging in illegal practices should be turned over to the proper authorities.
It shouldn't matter if they're skimming money from the till, sexually harassing a coworker, or defying consumer credit act by operating with a fraudulent license for example.
All are punishable under the law and should be reported as a rule. As for other offenses, you'll simply have to determine fitting levels of punishment from reprimands to write-ups to firing for the transgression. Warnings in the way of write-ups are common and a good way to track infractions over timeand firings should be reserved for the worst types of unethical behavior.
But your best bet is to set the rules, make sure that employees are well-informed of your policies, and then stick to your own mandates without fail.Service Ethics, Codes of Conduct, transparency measures, Ethics and Integrity systems, and Anti-corruption agencies, there is now a need to concentrate on three areas of concern in particular, which are directly relevant to the problems of internalising integrity and Ethics in.
Starbucks exemplifies ethical behavior through it's coffee, tea, and manufacturing of goods. This company strides itself on being one of the best, if not the best ethical coffee and tea importers and local good manufacturing company. Management’s Responsibility for Internal Controls. with events and changes that affect the controls they have put into place.
Operational managers, however, rely upon the CEO to provide the leadership The governing board, like the CEO, shapes the organization’s tone-at-the-top by demonstrating integrity, honesty and ethical behavior.
A code of ethics or detailed procedures designed to encourage full disclosure alone is not a substitute for good and honorable management, employees, and directors working to the best of their ability for the benefit of shareholders and others who have entrusted them with responsibility.
The Future of Starbucks ‐ Places that offer people a place to hang out, chat, relax or even work. Examples include tea houses, fast food places, ice‐cream parlors, side‐walk cafes, and bars and pubs. Ethical Considerations T he consideration of ethics in research, and in general business for that many universities have processes in place for vetting research to ensure that it is 53 5 tees apply basic ethical principles to all research and seek to ensure that all ethical issues are considered and appropriately addressed.