WORK PLACE ETHICS &

ORAGNIZATIONAL VALUES
 The Learning Goals:
The importance of developing strong
work ethics and how the work ethics
impacts your future as an employee.
 What is Work Ethic?
standards of conduct and values
during job performance
Expectations for Employees
What does an employer want?
What are the traits of a winning employee:
 TOP 10 WORK ETHICS
• Attendance • Productivity

• Character • Organizational Skills

• Team Work • Communication

• Appearance • Cooperation

• Attitude • Respect
Traits of a Winning Employee
• No Absences
Be at work every day possibly
Plan your leave
Don’t abuse your leave time

• Come to work on time

Be punctual every day
 Work Ethic
Be on time …… Don’t Be Absent !!!

Attendance
 Solutions to Attendance

 If you have any problem discuss it to your Manager

for adjustment of your working hours but in any
case no option for absence
 Work Ethic
 Honest ….. Dependable …. Loyal

CHARACTER
 Traits of a Winning Employee
• Be Honest
“Honesty is the single most important factor
having a direct impact on final success of an
individual, corporation, or product.”

• Be Dependable
Complete your assigned tasks correctly and
timely
 Traits of a Winning Employee
• Be loyal
Speak positively about the company

• Be willing to learn
Always look to improve your skills
 Work Ethic
 Working toward a goal requires cooperation
and respect

Team Work
 Traits of a Winning Employee

• Be a team player
The ability to get along with others – including
even those you don’t like

• Supervisory abilities
The ability to be led and/or to become supervisor
ader
 Traits of a Winning Employee
 Be a contributing member
The ability to carry your own weight and help
others who are struggling

 Accept compromise
Recognize when to speak up with an idea and
when to compromise by blend ideas together
 Work Ethic
 Clothing …… Hygiene …. Manners
Appearance
 Traits of a Winning Employee
• Dress Appropriately

• Personal hygiene
 Traits of a Winning Employee
• Good manners
• Hand shake
• Behavior
• Eye contact

Remember that first

impression of who you are
can last a lifetime
 Work Ethic
 Be Positive …….. You Can Do It

ATTITUDE
 Traits of a Winning Employee
• Have a good attitude
Listen to suggestions
Be positive

• Accept responsibility for ones work

If you make a mistake, admit it
 Working Ethic
 Make Good Use of Your Time
Productivity
 How do we measure Productivity

Productivity = total output / total input.

 Work Ethic
 The KEY to getting your task done on time

ORGANIZATIONAL SKILLS
 Traits of a Winning Employee
• Do the work correctly
Quality and timeliness are prized

• Get along with co-workers

Cooperation is the key to productivity
 Traits of a Winning Employee

• Help out whenever asked

Do “extras” without being asked

• Take pride in your work

Do things the best you know how
 Traits of a Winning Employee
• Make an effort to improve
Learn ways to better yourself

• Time Management
Utilize time and resources to get the most out of
both
 Work Ethic
 WRITTEN …..VERBAL….. VISUAL

COMMUNICATION
 Traits of a Winning Employee
• Written Communications
Being able to correctly write machine log

• Verbal Communications
Being able to communicate one on one or to a
group
 Work Ethic
 Working together to Achieve More
COOPERATION
 Traits of a Winning Employee
• Follow company rules and policies
Learn and follow expectations

• Get along with co-workers

Cooperation is the key to productivity

• Appreciate privileges and don’t abuse

them
Privileges are favors and benefits
 Work Ethic
 Be Sensitive to Racial and Cultural Difference

RESPECT
 Traits of a Winning Employee
 Work hard
Work to the best of your ability

 Carry out orders

Do what’s asked the first time

 Show respect
Accept and acknowledge an individuals
talents and knowledge
Why People Lose Their Jobs

 They get laid off

Job loss not their fault

They get fired

Job lost because of their actions
Common Reasons Why
Employees are Fired

Reasons the Law upholds

as “just cause” for firing
 Reasons Employees are Fired
Attendance
 Being late or absent from work
Shows lack of responsibility
Can hinder productivity
 Reasons Employees are Fired
Character
 Being dishonest
Trust, once lost, is hard to regain

 Being unreliable
Dependability is an employee asset

 Abusing drugs or alcohol

Can create health/safety issues
 Reasons Employees are Fired
Team Work
 Bossing others around
Giving orders is the boss’s job
 Not carrying your weight
Not doing your part – relying on
others to do your job for you
 Reasons Employees are Fired
Appearance
 Dress Code
This can be a safety issue as well as a
disregard for rules

Remember that you are a

representative of your company
how you dress and act can reflect
on the company.
 Reasons Employees are Fired
Attitude
 Being troublemakers
Stirring up dissent among others
Causing arguments and problems

Being rude and using abusive

language
Inappropriate behavior is inexcusable
 Reasons Employees are Fired
Productivity
Failing to do the task properly
Costly errors hurt business

Being lazy
It’s a form of theft

 Being careless
Can lead to accidents/profit loss
 Reasons Employees are Fired
Organizational Skills
 Loosing Tools & Materials
Unable to locate things

 Lack of Time Management

Not meeting deadlines

 Unprepared
Not ready for meetings or presentations
 Reasons Employees are Fired
Communication
 Failure to communicate
(written and/or verbal)
• Unable to properly express ones
thoughts and ideas
• Unable to interpret instructions
and directions
 Reasons Employees are Fired
Cooperation
 Not getting along with others
Co-workers, boss, and/or customers

 Failing to follow rules and policies

Not following instructions “Doing your own
thing”
 Reasons Employees are Fired
Respect
 Being disrespectful
Argumentative and confrontational

 Making fun of, harassing, or

discriminating against others
This could also land in court!
 Reasons Employees are Fired
Other
 Being dissatisfied all the time
You agreed to the work/pay/hours

 Theft
 Incompetence
Lack of ability to perform assigned tasks
 Positive Actions to Take if
You’re Fired

 Correct your faults, move

forward
 Don’t repeat your mistakes,
learn from them
 Think positively about your
next job
Development of Work
Ethic
 f or E t h i ca l
Concern s
ta l Is s u e
and Socie
Business Ethics
The standards of conduct and moral values governing actions and
decisions in the work environment.
 Social responsibility.
 Balance between what’s right and what’s profitable.
 Often no clear-cut choices.
 Often shaped by the organization’s ethical climate.

Sarbanes-Oxley Act
2002 law that added oversight for the nation’s major companies and a
special oversight board to regulate public accounting firms that audit
the financial records of these corporations.
 t em p o rar y
The Con n t
i ron m e
Ethical Env
• High profile investigations
and arrests in headlines.
• Vast majority of businesses
ethical.
• New corporate officers
charged with deterring
wrongdoing and ensuring
ethical standards.
Johnson & Johnson Website
 id u al s M a ke
Indiv
AD i f fe r en c e
• Individuals can make the difference in
ethical expectations and behavior
– Putting own interest ahead of the
organization
– Lying to employee
– Misrepresenting hours
– Safety violations
– Internet Abuse
• Technology is expanding unethical behavior
 pm e n t o f
Develo
du al E th i c s
Indivi
 ob E t h ic al
On-the-J
Dilemmas

Telling the
truth and
Situation in which a adhering to
business decision deeply felt
may be influenced ethical
for personal gain. principles in
business
decisions.
Businesspeople
expect
Employee’s employees to be
disclosure of loyal
illegal, and truthful, but
immoral, or ethical conflicts
unethical may arise.
practices in the
 g a n i z ati o n s
How Or ct
E t h ic a l C o n d u
Sh ap e
 w a re n e ss
Ethical A

Code of Conduct
Formal statement that
defines how the
organization expects
and requires
employees to resolve
ethical questions.
 E du ca ti on
Ethical

Codes of conduct
cannot detail a solution
for every ethical
situation, so
corporations provide
training in ethical
reasoning.
 Sample Code of Practice
 Confidentiality
 We are committed to maintaining the highest degree of integrity in all our
dealings with potential, current and past clients, both in terms of normal
commercial confidentiality, and the protection of all personal information
received in the course of providing the business services concerned. We
extend the same standards to all our customers, suppliers and associates.
 Ethics
 We always conduct our own services honestly and honourably, and
expect our clients and suppliers to do the same. Our advice, strategic
assistance and the methods imparted through our training, take proper
account of ethical considerations, together with the protection and
enhancement of the moral position of our clients and suppliers.
 Conflict of interest
 Due to the sensitive nature of our particular consultancy services, we will
not provide a service to a direct competitor of a client, and we generally
try to avoid any dealings with competitor companies even after the
cessation of services to a client.
 Sample Code of Practice
 Contracts
Our contract will usually be in the form of a detailed proposal, including aims,
activities, costs, timescales and deliverables. The quality of our service and the value of
our support provide the only true basis for continuity. We always try to meet our
clients' contractual requirements, and particularly for situations where an external
funding provider requires more official parameters and controls.
 Fees
Our fees are always competitive for what we provide, which is high quality, tailored,
specialized service. As such we do not generally offer arbitrary discounts; generally a
reduction in price is only enabled by reducing the level or extent of services to be
delivered. That said, we always try to propose solutions which accommodate our
clients' available budgets and timescales. Wherever possible we agree our fees and basis
of charges clearly in advance, so that we and our clients can plan reliably for what lies
ahead, and how it is to be achieved and financially justified.
 Payment
We aim to be as flexible as possible in the way that our services our charged. Some
clients prefer fixed project fees; others are happier with retainers, and we try to fit in
with what will be best for the client.
 Creating Code of Conduct
 What It Is
 A code of ethics, also known as a code of conduct, clarifies “an organization’s
mission, values, and principles, linking them with standards of professional
conduct.”[1] A code of conduct serves as a reference for managers and employees
when making decisions at work.
 Why It Matters
 A code of ethics can help your organization to:
 Show customers that it values integrity.
 Define the terms of ethical behavior at work.
 Guide decision-making in difficult situations.
 . The prevailing attitude among consumers is that businesses care more about
profits than workers, consumers, or the environment.
 Getting Started 
 When writing a code of ethics for your organization:
 Step One: Consider your organization’s mission, values, and goals, including its position
on sustainability.
 Step Two: Use clear language to make the code user friendly.
 Step Three: Include expectations for general conduct at work, as well as examples of
unethical behavior.
 Eth i c al Acti on

Helping employees
recognize and reason
through ethical
problems and turning
them into ethical
actions.
 eade rs hi p
Ethical L

Executives must
demonstrate ethical
behavior in their
actions.
 po n s i b ly t o
Acting Res
y So c i e ty
Satisf

Social Responsibility
• Management’s consideration of profit, consumer
satisfaction, and societal well-being of equal
value in evaluating the firm’s performance.
• Contributions to the overall economy, job
opportunities, and charitable contributions and
service.
• Organizations measure through social audits.
 e spo n si b il ity
Areas of R
 ib i li ti e s t o
Respons
e ra l P u b li c
the Gen
• Public Health Issues. What to do about inherently dangerous
products such as alcohol, tobacco, vaccines, and steroids.
• Protecting the Environment. Using resources efficiently,
minimizing pollution.
• Recycling. Reprocessing used materials for reuse.
• Developing the Quality of the Workforce. Enhancing quality
of the overall workforce through education and diversity
initiatives.
• Corporate Philanthropy. Cash contributions, donations of
equipment and products, and supporting the volunteer efforts of
company employees.
 i bi li ti e s to
Respons
Cu st o m e r s

• The Right to Be Safe. Safe operation of products, avoiding product

liability.

• The Right to Be Informed. Avoiding false or misleading advertising and

providing effective customer service.

• The Right to Choose. Ability of consumers to choose the products and

services they want.

• The Right to Be Heard. Ability of consumers to

express legitimate complaints to the appropriate parties.
 i bi li ti es to
Respons
E mp lo y e e s
• Workplace Safety. Monitored by
Occupational Safety and Health Administration.
• Quality-of-Life Issues. Balancing work and family through
flexible work schedules, subsidized child care, and regulation
such as the Family and Medical Leave Act of 1993.
• Ensuring Equal Opportunity on the Job. Providing equal
opportunities to all employees without discrimination; many
aspects regulated by law.
• Age Discrimination. Age Discrimination in Employment Act of
1968 protects workers age 40 or older.
• Sexual Harassment and Sexism. Avoiding unwelcome actions
of a sexual nature; equal pay for equal work without regard to
gender.
 i bi li ti es to
Respons
Investors

• Obligation to make profits for shareholders.

• Expectation of ethical and moral behavior.
• Investors protected by regulation by the
Securities and Exchange Commission
and state regulations.
 Final Word

 Be Punctual  Be Productive

 Be Organized
 Be Friendly
 Communicate clearly
 Be a Team Player
 Cooperate with your
 Look Good
colleague
 Treat every one with  Treat every one with

Respect Respect
 u r
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