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INTRODUCTION
This is about changing the world! About creating a climate where businesses
are expected to behave ethically, and where executives who try to drag
their companies into the unethical swamplands find that nobody's willing to
People first, that we can change the culture of business. Following the ideas
expressed in the book The Tipping Point, and the story of the 100th
Monkey, I feel, deep in my heart, that once a critical mass embraces the
idea that high ethical standards are not only possible, but actually more
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• Line employees, managers, and even CEOs need support to show that
ethical principles will help their businesses succeed, and that they
wrong and when they feel empowered to do something about it. In my own
lifetime, we've seen critical masses arise and succeed, over and over, for
example:
States
• People's movements tore down the Berlin Wall and the entire
elected President
All of these struggles started with a few people, but spiralled outward to
so many other places, decided that things had to change—and they changed!
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◙ Ethics of production:
This area of business ethics deals with the duties of a company to ensure
that products and production processes do not cause harm. Some of the
more acute dilemmas in this area arise out of the fact that there is usually
bungee jumping).
Particularly in Asia and the Middle East, religious and cultural perspectives
business values.
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Examples include:
loans.
◙Stories:
The most important business ethics story of 2004 is about what did not
But before I tell you what didn't happen, let's look at what did.
The main business ethics stories of 2004 were further chapters of the
financial frauds that ended the 1990s. Wealth was being created at
incredible rate. Even the staid Alan Greenspan thought we were entering a
However, the new business models and the technology that made our
the pain. Dickens' description of the end of the 18th century fits well: It
was the best of times, it was the worst times. Let's look at four of these
chapters.
how culpable, they would never be indicted. Not so. Skilling was indicted in
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July on 11 counts of securities and wire fraud. Why did it take three years
Bush and the energy industry. Accountants and finance professionals argue
complicated that it took this long for the government to build a winning
case. Whatever the reason for the delay, everyone expects Messrs.
Skilling and Lay to fight these indictments with all the resources at their
financial controls. What these reports will do to the stock price of these
may not be pretty. It would be cruelly ironic if the law passed to restore
While the full story is not in, it appears that Merck ran a study that
did not conduct further studies to see if this were so. In a study Merck
ran to see if Vioxx reduces colon cancer, the company was faced with the
ugly truth: Vioxx increases the risk of heart attacks. When Merck
withdrew the drug, its stock lost nearly 27 percent of its value, or more
than $26.6 billion. Merck argues that they did nothing wrong.
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billion. Beyond that, the company withheld funds that could have been used
stated, "By my early retirement, I have held myself accountable." Has he?
"It was my fault. No matter what I knew or did not know, it was my fault.
No matter what the standard practice was, it was my fault. By not taking
financial markets. I helped bring about the Sarbanes-Oxley Act that is now
"First, my family and I will live modestly. The rest of my wealth will be
business leaders. We will identify and suggest solutions to the most vexing
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company resources for hotels and apartments for illicit affairs. There are
If the Skillings Lays and Embers of this world made this statement, they
would open themselves to jail and the loss of their fortunes. We can't
expect them to risk so much, can we? Perhaps, though, they would only
sacrifice the person they were, not the person they would become. They
could say, as their punishments came raining down: "It is a far, far better
thing that I do, than I have ever done; it is a far, far better rest that I
Expect here the rest would be the peace of mind we get when we have the
bad thought with Christmas just past and the new year on the way.
JOHN DIENHART holds the Frank Shrontz Chair for Business Ethics at the
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The idea of this article is that business and ethics are not contradictory.
management while at the same time making managers more effective. The
is a social norm concerning the manager's role, people who assume that role
will be apt to fulfill that norm. Social norms and role expectations are
The traditional view of the managerial role is relatively clear. It has been
conduct the business in accordance with their desires, which generally will
of the society, both those embodied in law and those embodied in ethical
custom.
In a similar vein are Albert Carr's comments "Is Business Bluffing Ethical?"
(1968):[A]s long as a company does not transgress the rules of the game
set by law, it has the legal right to shape its strategy without reference to
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anything but its profits. If it takes a long-term view of its profits, it will
deals. A wise businessman will not seek advantage to the point where he
These two statements define the manager's role on the basis of two
principles:
It is from this traditional view of the managerial role that people conclude
of others. Concern for self and concern for others clash; hence, business
maximization, the conflict with ethics remains. But suppose describing the
role of manager in terms of profit maximization not only conflicts with being
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it draws a manager's attention away from the essential part other people
Such a description doesn't just fail to point out the importance of other
interdependent on each other for success. They need to cooperate with one
zero-sum game is one in which there must be a winner and a loser. In non-
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others are seen as constraints, they are apt to be seen as adversaries with
by the rules?
In a new talk, based on his book, Jim Lichtman explores these questions
and others from responses to a questionnaire sent out to more than 2,200
teachers and those who would call themselves "ordinary" Americans, along
"We know where we can find stories of people who do it wrong," Lichtman
What Do You Stand For? Not only provides examples of people who do it
right, but shares the core ethical values that motivate them to take action.
Along the way, they inspire us all to live up to our highest values.
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regulations are not enough; professional ethics codes are not enough; the
agree that the single measure that would most improve corporate
business culture.” And, “Another clear message of the survey is that ethical
Considering the ethical failures in the last several years and the resulting
ethical business culture in public and private sectors has never been more
important.
If we are ever going to return to the level of trust and confidence that we
had in our institutions and each other, we need to take a good look in the
coming in, revenue increases and the company continues to grow. There are
the process fails to perform correctly it can cause minor flaws as well a
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problems that can carry some serious repercussions; For example the case
of the failed computer chip at Company X. When both the employee and
company are found at fault, the question arises of how extensive should the
would have to look at the available information of both the employees and
their superiors along with the role of others in the situation. Next you
would have to analyze the final outcome from a corporate perspective and
resolution for cases such as this. The first mitigating factor involved in the
duties that they were assigned. It is possible that during the testing
they might have even been misinformed on the final product that they
tested. In fact, ignorance on the part of the employees would fully excuse
them from any moral responsibility for any damage that may result from
might suffer if they do not follow through with their assignment. After the
department also had to falsify documents stating that the parts had more
than met the governments testing standards. From a legal and ethical
standpoint, both the testers and the writers of the reports were merely
the reports were well aware of the situation yet they acted in this manner
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they [the employees] feel they will suffer retribution, if they report a
problem, they aren't too likely to open their mouths." (113). The workers
knew that if the reports were not falsified they would come under
under these conditions does not fully excuse an employee from moral fault,
it does give a starting point to help narrow down the person or department
that issued the original request for the unethical acts. The third mitigating
the Company X case. We have to balance the direct involvement that each
employee had with the defective parts. Thus, it has to be made clear that
many of the employees did not have direct involvement with the testing
sub-contractors that were directly involved with the production were not
example, the electrical engineer that designed the defective computer chip
could have stated that it was tested and it did indeed meet the required
government tests. Also, for the employees that handled the part after the
testing process, they were dealing with what they believed to be a piece of
equipment that met government standards. If the part was not tested
properly, and did eventually fail, isn't the testing department more morally
responsible than the designer or the assembly line worker that was in
testing departments and in some cases one may be held more responsible
than another depending on their involvement. A process like this can serve
are morally excused. The fourth mitigating factor in cases of this nature is
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approved government contractors, one can safely assume that the level of
monumental importance. Yet a person has to wonder how this case would
Perhaps the repercussions would have taken effect much faster and been
more stringent. The fact that Company X did not cause a death does not
make them a safe company. They are still to be held responsible for any
errors for which their products cause, no matter the extent. As for the
excusing factors, most would argue that the corporation as a whole should
reprimanded and be left alone to carry out its own internal investigation and
repercussions. From a business law perspective this is the ideal case since a
opposition would argue that this resolution would benefit both the company
and the government since it would not inconvenience either party. The
original resolution in the Company X case was along these lines. The
list and then Company X set out to untangle the web of wrongdoing from
scenario for Company X. In response, one could argue that the whole
only as moral and ethical as the employees that work for it. All employees,
including top ranking executives are working towards the advancement of the
assembly line workers, are in some part morally responsible. Every employee
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should have been clear on their employment duties and aware of which parts
were intended for government use. Uncertainty is not an excuse for moral
responsibility in the case of the workers. Also, the fact that some
responsible than others, every employee has to carry some burden of weight
in this case. In fact, when the government reached a final resolution, they
X were banned from future work in any government office (Velazquez, 54).
Looking at the case from the standpoint of Company X, the outcome was
its own investigation as well as its own punishment. After all, it would be
blamed. Yet, since there were ethical issues of dishonesty and secrecy
This case brings into light the whole issue of corporate responsibility. The
two sides that must ultimately be balanced are the self interests of the
company, with main goal of maximum profit, and the impacts that a
need, one could argue that there are very few business decisions that do
not have an affect on society in one way or another. In fact, with the vast
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the local community. This was pointed out on various occasions as the main
the defective part did not outweigh the loss of business. In the opinion of
that a corporation and all of its agents act in an ethical manner. Taking the
example of the Company X case, one can notice many failures in moral
the supervisors, for basic ethical values such as honesty. For example,
that caused the downfall of Company X, not the integrity of it's employees.
initiated this idea, it would seem that it was the supervisors that gave the
the corporation, it has to decide whether the long term effects that a
corporations have to start moving away from the thought of instant profit
and start realizing both the long term effects and benefits. These long
term benefits can include a stronger sense of ethics in the work force as
defined by law, is only a name on a piece of paper. The company acts and
conducts itself according to the employees that work for it. I use the word
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within a company. There are times when executives can be held directly
responsible and at the same time, there are cases where employees are
employees started to think more in long term benefits and profits, many of
all major business decisions. Opponents would argue that this is a long term
plan that requires too many radical changes. Also, there is no way that an
industry standards that are feasible, but it is possible for every company
There will be a number of companies that will defend that are doing all
they can to make sure their employees are aware of their moral values. Yet
other companies will find that they do have areas that need improvement.
Principle and Profit." G.P. Putnam’s Sons Publishing, 1995. Sawyer, George.
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January 1997.
◙TOP 10 MISTAKES:
Top 10 Mistakes that Organizations Make in Developing Global Ethics
Programs
advantage
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◙Fe
rtility Clinic Errors:
healthcare, and paternity. It's like a perfect storm. Add in the word
The story is about a couple suing a New York fertility clinic for a sperm
As one faithful reader of this bloc asked, "Is this a business ethics issue,
Here's the story as reported by one NBC affiliate: Fertility Clinic Sued
After they saw a baby girl they had gone to a fertility clinic to conceive,
papers.
The girl's skin was darker than either parent's, a judge wrote in allowing
the parents to proceed with a lawsuit that claims the clinic botched the
The title of the story obviously refers to the fact that the reason the
girl's paternity came into question in the first place is that she's darker
skinned than either parent. But the point here isn't that the clinic gave the
parents a black baby. The point is that the clinic did such sloppy work that
they gave the couple a baby that's not related to her own supposed father.
(The parents have actually tried to sue both for malpractice and for
emotional distress, etc. The court is proceeding with the former, but not
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the latter)
Now, certain corners of the web have been awash in commentary about the
parents being jerks. And it's easy enough to sympathize with that
conclusion. It might not exactly be great for this kid to know she was at
the centre of this kind of controversy. The girl (whom the parents say they
But we shouldn't let that distract us from the fact that the clinic was
seriously sloppy and completely botched the job they were paid to do. They
to be the only commercial entities that still get to resort to the old
standard of "caveat emptor." Are the parents supposed to not hold the
Of course, this double-bind is fodder for the folks who argue against the
have unseemly little binds like this, if you weren't out buying babies to
start with." I'm not saying that would be my conclusion, but this case is a
repro-medicine. At very least, this stuff ought to be foreseen & dealt with
preemptively.
business manager.
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more time consuming and costly than the actual work itself. However, it’s
The property management firm (let’s call them Acme) realized there was a
Basically, the paperwork said that waste was dumped in one particular site
when it actually went to another. Both sites were the same type, but a
clerical error had been made. No actual harm done because both sites
supposed to be exact.
This was Acme’s mistake, but it would be a costly one to rectify. The
team involved knew that they could say nothing and no one would ever know
They asked their CEO what to do, and he said: “We will meet with the
hospital and take it on the chin. We’ll look like fools—it’s a silly error. The
hospital has had a lot of bad press lately and the last thing they need is
Up until now, the relationship with the hospital had been a great one
become a real thorn in Acme’s side, making them look incompetent. They
could lose the account and the word of mouth publicity that would follow
Acme’s CEO decided to meet with the client, bringing along to the meeting
the whole team who had worked on the project – form the most senior
person to the most junior. He revealed the error and told the client that
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action was already in progress to fix the error. The meeting lasted 4.5
The next day, the CEO received a call from the client saying that they had
discussed it further and that it was obvious to them that Acme could have
swept the whole thing under the carpet and the hospital would never have
They also said that they recognized that Acme made a lot of extra work
for them by honouring what they knew the wishes of the hospital would be
and that is to fix it. They said “We totally trust you to do the right
thing.”
Another firm may have elected to go honest route as well, but may have
of this first hand —lessons in professionalism are usually learned first hand
this was better than any training session. The juniors had a taste of what
Acme’s young workers saw first hand the meaning of “ethics in action.”
They saw the CEO “take it on the chin” rather than be anything less than
completely excellent to very high standards. They also saw that because of
this, they had probably obtained a client who will work with them (and
Now here’s another interesting question. A CEO might take the decision to
handle things this way, but would a middle manager inside a company ever
expense to make right an error that no-one outside the company would ever
know about?)
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Or is this kind decision, which requires guts, courage and ethics, always
issues in business ethics means a lot. It's like you're on the cover of a
business ethics magazine. Your business ethics problems reflect a great deal
physical appearance is just as important as your sales pitch. This is why you
pay homage to the mirror each morning, picking out the right outfit,
grooming, to show the world by your outward appearance that you are a
appearance is a critical component in how you are perceived, but what about
your ethical appearance? This is where the role of ethics in business comes
into play. The importance of business requires you to pay close attention to
it.
Make no mistake; the ethical impression you leave with others communicates
volumes about your character and the importance of business ethics you
have. People will judge you more quickly and more deeply based on your
actions rather than your clothes. No matter how clean your suit, leaving a
soiled perception of your ethics can negate whatever outward impression you
attempt to make. All it takes is one simple act or oversight to start the
ball rolling. It can cause an unfortunate chain of events that may tarnish
afterward. Perhaps you found yourself in the wrong place at the wrong
time? Maybe you're caught with your hand in the cookie jar? Or possibly
you did something truly foolish and wish you could start over. Whatever the
transgression, an indelible impression has been made and now you're trying
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can't control. Business ethics issues are like this. It's like it was published
illuminate your mistakes. Even without such business ethics research, gossip,
hearsay, even outright lies are sure to have plenty of willing listeners and
court of law, this is the real word. Having your character and business
made, there's little you can do to stop or repair it. The role of ethics in
business is to help prevent this. Damage control may set the record straight
A crisis of ethical perception is not only a problem for liars, cheaters, and
bad guys; it's a problem for everyone. The first line of defence with
you're not above the fray. Just because you're an honest person doesn't
mean that you won't wake up tomorrow and find yourself in full-fledged
your conscience will do most of the watchful work for you. But beware that
you don't close your eyes and let your guard down.
Another line of defence is to truly care about how others perceive your
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business ethical behaviour. At any given time, even in the most mundane and
insignificant actions of your workday, you are being judged. Think of your
evaluate your ethical performance. It's like you're in that ethics magazine
again. Your business ethics problems are there for the entire world to see.
When all is said and done, you hope to perform so that they will hold up
tens and not ones. You should care what people think and want others to
see you do the right thing because ethics important in business. You want to
Finally, you should avoid the appearance of impropriety all costs. Just
must judge your business ethics actions in the same way. Leave no stone
unturned. Cover your bases. Be transparent and open to scrutiny. Take time
with careful consideration to make sure that your ethical position appears
Don't leave others to second guess you. Perception is everything, not only in
your looks but in your character. Understand the role of ethics in business.
Tomorrow, as you prepare and primp in the mirror for your best physical
Ethics issues in workplace and business arenas are Global Ethics University's
specialty. Business ethics issues are such a large part of the image that
your company portrays. Business ethics problems cost you dearly if you
don't understand the importance of business ethics for sake of your image
and health of your company. Improving business ethics and raising the
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ethical bar is what a Global Ethics University course can do. You might
are vital. You can't just read about it in a business ethics magazine or read
about the most important business research of our day in some academic
journal, it is about the real issues in business ethics that your employees
face every day. Let Global Ethics University is your partner in improving
◙Workplace Ethics:
expectations clear and trust the employee to deliver. Sometimes ethics training works
and sometimes ethics training doesn't. Work place ethics shouldn't be a guessing game
if the employer has truly done all he or she can do to set employees up for ethical
success. There should not be a disconnect between the work ethics that employer has
and the work ethic of the employee. Understand that one's ethic is his or her system
of moral standards or principles that may or may not agree with the company's
work ethics requires the employer to do everything in his or power to set up employees
for success.
In the context of ethics in the work place employers lead the employees to ethical
success by requiring them to read the ethics manual, attend a training session, and
sign a document swearing to uphold the rules. With that done, employers sit back and
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where many ethics in workplace programs fall short. They demand the highest
standards of self-discipline possible yet do little to promote them in the long run.
The following four questions can be asked by both employees and employers who want
People need to know what is expected of them. It's human nature. Some employers
ethics training is the key. If the ethical issue is black and white, the employer must
leave no room for interpretation. If the issue relies on human judgment, the
expectation must be logical and be grounded in principle. Most people want to know
what's expected so they can get on with their job good work ethics.
2. Are the ethical expectations in the ethics training of my organization based in common
sense and reality?
expectations with regard to ethics in the work of people makes criminals out of
perfectly good people. It sets them up for failure. The key to this is to not be so
locked into rules that you fail to see how they affect real people in the real world.
There must be balance in ethics training. The irony is that oftentimes the fewer rules
the better. People will be more compliant in a work place ethics atmosphere of
it's not the number of rules in the employee manual but what those rules mean and
how relevant they are to real people. For example, rather than having numerous rules
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3. Does the system of dealing with ethical problems show respect and due process to
people involved?
In a nutshell, how are people treated once they are caught or accused of unethical
conduct? Our legal system operates under the assumption of innocence, in contrast to
the workplace, which operates on the assumption of guilt. Although the administration
of justice is the prerogative of the company, it must always be done with fairness and
respect for everyone involved. Using disciplinary action to punish or intimidate people
is in itself unethical and hypocritical. Employers must listen to all the facts. Discipline
is something that no one likes, but the process can work toward the good of the
It's no surprise that ethics is predominantly viewed in a negative light. Turning this
preventing loss of assets. It's about making the company a better place to work and
conduct business. A positive ethics approach looks out for the best interests of both
the employees and the company with positive workplace ethics training. People want to
go to work every day knowing that they won't be harassed, that co-workers play by
the rules, supervisors treats them with respect, and the company will honour the
ethical principles they hold dear. A serious ethics program will attract and keep good
employees not scare them away. Try to see ethics as a vital component in building
something great. It can be framed as something that makes life better for everyone
not worse.
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Sarah Meisinger
04-18-05
It was one of the biggest bankruptcy cases in U.S. history, and many employees were
left without retirement savings while executives and higher management made a profit
(Cuplan 59). I think after reading about Enron and scandals like it we all have
wondered “how could this happen?” What was it that led them to believe that it was
okay to misrepresent their financial records? In the ethics community many people are
talking about these very questions and attributing unethical behaviour to personal
All three have their own arguments and solutions, whether it is better ethical training
must be done to improve conditions to prevent such scandals in the future. This
prevention is important as business ethics affect not only employees and undergraduate
If certain steps are taken in both the business world and the education of
upbringing, culture and other life experiences, but the general consensus in
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the ethics community seems that this will override any sort of ethics
training or business structure. The logic to this argument is that in real life
perform based on the type of person they are and their personal value
system.
ethics reasoning tests (Venezia 204). Obviously moral values and attitudes
taught to “save face” as part of their culture they are much less like likely
to behave dishonestly because of the values placed on doing your best for
overriding need to blend in with a group and participate within that group
(Venezia 200). The focus on the individual gain by American students often
some cases this focus led to them marking unethical behaviour as acceptable
as long as the benefits were high enough. This study supports the theory
where the line was between ethical and unethical behaviour (Fischer). The
empathetic than males and would look at how other people would be
effected more so than how it would advance their careers (Fischer). This
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same study also looked at how age affected each person’s score, which was
also shown to be a factor: students under 21 scored the lowest and the
“Schools for Scandal” the author says “becoming a successful leader of men
These results certainly show that the experience and maturity that come
with age affect how students scored in this study. Maturity and wisdom are
been any long term studies to see if ethics training was presented to
help override personal experience and age. Children are often more open to
students receive their ethical training at the college level as more of a core
behaviour, there are several credible people who believe that business
and it involves giving targets to employees and then ranking them against
their colleagues based on how well they met the goals set for them (Castillo
37). Dr. Castillo says that the flaw in this type of management is “Goals
and targets are set without statistically determining whether they are
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beyond the capability of the existing process. Hence, employees are often
penalizing them for not reaching these goals is “laying the groundwork for
example of how unrealistic goals led to scandal can be seen in the 1992
Sears Roebuck & Company auto service settlement of about $60 million in
the main reason for the unethical business practices was “a new set of
organizational pressures and incentives with few options for meeting their
Even the CEO at the time, Edward Brennan, stated that the fault lay with
were blamed for most of the scandal (Cuplan 59). This caused the media to
programs to try and place blame on the lack of ethics training. In Sumantra
recent management practices have their roots in a set of ideas that have
emerged from business school academics over the last thirty years”(75). He
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world and only teach those theories that are not useful in ethics training
(Ghoshal 76). Dr. John Elliot, the dean at Oxford University, says that
rather than moderating and controlling it” (569). The word that stands out
blame individual moral values and poor business management and structure
recent years. In the 1960s and 1970s, ethics training was very limited and
only took place in upper level auditing classes (Elliot 537). In 1979 The
ethics textbooks now have regular mentions of ethical issues and case
business is especially important because firms often don’t give extra training
accounting firms attitudes toward ethical training found that the vast
majority of firms ‘rely primarily on colleges to cover the ethics and ethical
are obviously putting the burden of responsibility onto the schools. If firms
are expecting their employees to come into the business world prepared to
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deal with the pressures involved in being honest in the business environment
based class. This class is not required by accounting majors, but from the
equipped with moral reasoning tools that their employers expect. There are
psychology genres but they are not required for accounting majors. To be
fair many of the upper management courses have sections dealing with
to find the time to teach the technical content let alone incorporate ethics
into their courses.” This could mean requiring an entire class devoted to
ethics before graduation to ensure that the proper amount of time is spent
suggested many reasons for this discrepancy but the one he found to be
most significant is that liberal arts schools typically have smaller classrooms
more based on discussion (Poneman 204). Clearly smaller classrooms are not
only helpful in all areas of learning but in ethical training as well. In fact
semesters, he found the most effective method was not case studies or
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and debates got students thinking and engaged in the material (143). For
example, instead of talking about Enron and analyzing where the executives
went wrong, the instructors would put students into groups and give them a
situation more applicable such as having trouble paying for their education
with ethical dilemmas along the way (Kohen 143). The students would then
debate among themselves the pros and cons of certain questionable actions
that they could take. The students who participated in this exercise
improved their scores significantly over a semester more than students who
received traditional case study instruction (Koehn 143). Dr. Earley did a
failing to reach students with their ethical training is not from a lack of
effort but merely a bad approach. No long-term studies have been done to
the business world, but it seems that the personal and engaging method
having an ex-con come in and talk to students about white collar crimes
I think it would bring home the gravity of the consequences they face if
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code. Even more disturbing is that 8% of the people who were found
the ethics code, employees are being given the message that so long as the
results look good, managers don’t care how they were obtained. Dr.
Verschor observes that “in many organizations concern for the bottom line
or making the numbers seems to override any concern for ethical values
(22). This shows that businesses need to take a stricter stance when it
comes to minor ethics violations so that they don’t end up with a full blown
Koehn’s survey’s found that “the number one ethical issue within American
looking at the higher level executive paycheck one sees that they are not
only given an annual salary but they are also rewarded based on how well
they manage and produce a profit. These rewards are often stock options
within the company (Cuplan 70). Senator Carl Levin said after the Enron
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their financial statements look better so their stock prices will go up and
compensations were not so heavily based in stock options, this might let
the pressure and unattainable goals in the workplace are the factors that
budget goals that can be met with reasonable effort and dedication. Their
compensation and bonuses should not be based on how well they did
according to unrealistic standards but on how hard they worked and what
they did with what they had to work with. Obviously the biggest motivator
offenders. Yet another problem is that there is really no good way for
such system for other unethical behaviour like financial dishonesty. I see
bypass their managers, who from above are very interested in making their
finances look good, and do what they think is right without fear of being
business and educational factors are ones that can be improved and
hopefully reduce scandal in the future. I think that even though personal
this does not mean we should give-up and accept another Enron. There are
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specific fairly simple solutions: start ethics teaching before college, change
line, and have harsher punishments for violators of ethics in the workplace.
putting a band-aid on your arm when your leg is haemorrhaging. It’s time to
(1) Its not about ethics. “Business ethics” training has been around since
Andersen.
Executives don’t need to be taught not to lie about what they’re doing.
They learned that in kindergarten. Thinking you can turn shady employees
(2) It’s not about regulation. The Sarbanes-Oxley Act of 2002 (Corporate
is nothing in the Act that indicates how organizations should make certain
their reporting is accurate. It’s like a coach teaching athletes how to win
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the Olympics by admonishing them to run faster. “Report well!” insists the
(3) It’s not about reporting accurately. While there may have been 50 or so
major scandals, the remaining top 1,000 companies are generally honest in
their statements. You can totally mismanage your company, but as long as
you report your terrible results accurately, you are in ethical and legal
compliance.
(4) It’s not about financial control. The classic financial control techniques
were founded in the era of Scrooge & Marley, but are now inadequate in
So what’s the real issue? Our research found that the most important
concern for investors should be corporate waste and inefficiency. You can
pick up any edition of the Journal and find a number of articles where
For example, Ford Motor took a $1 billion raw materials write-off (and lost
incorrect online air fares, paying more than retail for statewide PC
database software, fines for incorrect utility charges … the list of blunders
is endless. These are affecting investors far more than the lurid reporting
This is a level above traditional financial or process controls, and covers the
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grow into big problems. Two are ever-present: silo organizational structures
So what can companies and institutions do about it? The initial step is to
at several levels:
Public positioning … New legislation ensures that business control is not the
fad du jour. Commitment starts at the top. Companies must take a public
and communications.
changes, but doesn’t go far enough. Boards now require different levels of
includes having greater skills, taking a more active role, and getting more
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Performance management … “Business control” must make its way into the
be populated with rising stars. The team becomes a central point for
Don’t think that you can knock these off one-by-one. An effective business
its weakest link, the same holds true for an effective business control
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While these activities may currently provide a competitive edge, they will
asks about the company’s status in these areas. Why invest in a company
Idealistically, we wish that controls of any sort were not needed and that
employees get into situations where they have to make ethical decisions
simply means that the controls are inadequate. The only way to stop the
controls.
◙Business by example:
Imagine the employee who works loyally for the firm but sees a senior
the whistle and exposes the senior manager they may - even as the angel -
may lose their job. Crier opportunities may be severely dented. Turning a
make moral choices. Indeed without free will can the notion of morality
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exist? Whilst a killer whale attacking and even mauling a seal is not
rapist as necessary.
We may differ about the type of punishment and argue over contributory
was to steal a sheep today or paint a rude slogan about a politician or the
police chief or rival deity on the wall - we would regard it (Western liberal
choose to enjoy a good day out at the circus with captives on the lions'
sangria and the good life would be prepared to boycott Spanish holidays.
Furthermore most Spanish people would not agree with the argument that
- is unethical.
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