Stakeholder theory, as its proponents make plain, is best regarded practically or pragmatically, rather than as theory in any rarified sense. In the realm of many practicing social scientists, a theory will be assessed in terms of the comprehensiveness of its account of the problems it addresses. Stakeholder theory has no such comprehensive or explanatory aims. Instead it aims to be useful, to provide tools that managers can use to better create value for the range of their constituents, tools that constituencies can use to improve their dealings with managers, and tools that theorists can use to better understand how value creation and trade take place. With a better understanding of how these tools work, we may hope to see how different moral perspectives suggest different interpretations of the value that managers create. Moreover, using the language of stakeholders makes it easier for business executives and theorists to see business and ethics as integrated, rather than always in conflict.
business ethics a managerial approach pdf download
A Cultural Approach to Changing Organizational Ethics 192 management, business ethics, and human resources to undergraduates Before joiningManaging%20Business%20Ethics%20Straight%20Talk%20about%20How%20to%20Do%20It%20Right%2C%20Fifth%20Edition.pdf
1 3 Levels of Business Ethics 19 Asking Key Questions 20 Ethical Insight 1 1 21 1 4 Five Myths about Business Ethics 22 Myth 1: Ethics Is a Personal, Individual Affair, Not a Public or Debatable Matter 22 Myth 2: Business and Ethics Do Not Mix 24 Myth 3: Ethics in Business Is Relative 24business-ethics-2.pdf
The existence of subcultures has been discussed in many papers (Howard-Grenville 2006). Subcultures can be shaped in the organization around levels of hierarchy (Riley 1983) or around the uniqueness of the roles and structure of the business, such as departments (Hofstede 1998), function, and occupation (Van Maanen and Barley 1984). Also, subcultures can be distinguished around private contacts, networks, and individual differences, such as ethnic groups and gender groups (Martin 2001). In contrast, a variety of approaches build the subsequent expectations on the correlation between the corporative agreement of stable development and organizational culture, including various subcultures can exist within an organization and various attitudes of participants of each subculture.
SMETA (Sedex Members Ethical Trade Audit) is an audit method used across 150 countries to evaluate all aspects of responsible business practice in global supply chains. Specifically, the 4-pillar SMETA encompasses labor standards, health and safety, the environment, and business ethics. The Supplier Ethical Data Exchange (Sedex) developed SMETA for suppliers to share ethical practices and reduce audit duplication, saving time, money, and resources.
A SMETA checklist is used by global buyers and suppliers to internally assess their performance against the four key pillars of SMETA: labor standards, health and safety, the environment, and business ethics. Use this checklist to perform a self-assessment according to the SMETA measurement criteria and ensure exceptionally good performance when you commission the SMETA.
This SMETA 4-pillar checklist is built according to the SMETA 4-pillar audit for extended environment and business ethics assessments. Use this checklist to evaluate the compliance of your environmental management system, including energy usage, water usage and discharge, waste, and emissions to air, and business ethics management system, covering bribery or corrupt business practice, conflict of interests, and reporting and internal controls or monitoring.
One of the first and most influential books that explore this approach is Strategic Management: A Stakeholder Approach by R. Edward Freeman. A very interesting read for all business leaders that see various stakeholder interests as crucial factors for success.
Whether your company is looking for effective ways to audit and monitor an ethics program or is just getting started building out an ethical controls program, this article will walk you through a process for creating and maintaining an ethical culture. We will dive into the nine steps Day & Zimmermann has adopted from the Defense Industry Initiative (DII) to implement and monitor an ethical culture program, and share a downloadable list of questions to ask employees during a range of ethics audits to ensure that all components are working as intended.
Once your company has a code of ethics that employees understand and believe in, the next step is to understand compliance risks as well as risks in the code of conduct guidelines that you provided. To accomplish this, perform a risk assessment to ascertain whether your company is focusing on current business risks as a result of changes in organizations, business practices, and laws and regulations. When preparing each business unit risk assessment for compliance with applicable laws and regulations, be sure to include issues that stem from the code of conduct guidelines such as anti-kickback, anti-bribery, protection of company assets, or harassment issues.
An ethics and business conduct policies audit will assess whether employees are aware of, understand, and are following these policies. Internal audit should examine the list of policies to see if high risk areas from the risk assessment and the code of conduct are addressed. For current policies, conduct employee interviews to assess awareness of relevant policies. Ask employees how well they understand their responsibilities in connection with ethics and business conduct policies, naming each policy individually.
Starting with argument structure, moving through ethical theory, and then to topical areas is a standard structure for this subject matter. However, the decision to place union topics at the end was rare. Other texts might end with applied international business ethics or a broad unit on social and economic justice (Rawls Nozick Singer etc..). Union issues would be placed within the earlier chapters on employer/employee relationships or workplace culture. This represents a choice by the author but it is one that deviates from what classic textbooks have done. A fair move, but one that presents a challenge for those who have their classes set up to work with other textbooks. IE the transition to this text may be more difficult.
The purpose of a text for me is to prime students to discuss topics in class. To that end, this offers significant value for the price of free. Whatever it lacks can be filled in with other sources. The ability to utilize free resources for students and free my time from having to update and reorder my course just because a publisher wanted more money from a new edition is huge. This is worth a look for anyone teaching business ethics.
Walmart strives to make trust a competitive advantage. Integrity builds trust in our business, and modeling the highest standards of ethics and compliance helps us create and maintain a culture of integrity.
We periodically review the guidance we have published to help our associates make the right decisions. For example, in 2021 Walmart launched a new Code of Conduct that focuses on acting with integrity to build trust in each other and with our customers, members and stakeholders. We also launched 20 new and updated global ethics and compliance policies in 2020-2021 that reflect our commitment to doing business the right way, defining target audiences, and informing associates of expected behaviors (including speaking up when something is not right).
Educating associates on expectations and keeping ethics, compliance and integrity top-of-mind through tailored, effective training are essential to maintaining a culture of integrity. Walmart conducts regular ethics and compliance training for all levels of the company, from frontline store associates to the board of directors, and we continually seek to improve our method and approach to training to help ensure our associates have the right information at the right time and in the right way. Training is supplemented by ongoing communication campaigns to keep the concepts top-of-mind.
This fully updated edition of a pragmatic, hands-on guide to determining right and wrong in the workplace is rich with case studies and combines a stakeholder perspective with an issues-oriented approach. With a unique, highly practical approach to teaching business ethics, this text goes beyond the impact of ethical lapses on share price and profit and focuses on the relationships among various stakeholders, including individuals, groups, corporations, and governments. The book includes an easy, step-by-step guide to implementing stakeholder analysis, tips to help students apply ethical principles in their personal and professional lives, and comprehensive coverage of employee workplace issues. It addresses highly relevant topics such as risk management, preferential hiring, sexual harassment, corporate legitimacy, and moral accountability. The text also explores today's increasingly interconnected global business environment with coverage of multinational corporations and important issues such as the digital divide, bribery, corruption, human rights, and the environment. The new seventh edition incorporates the latest research; updated cases dealing with recent scandals, including Wells Fargo, Facebook, Uber, and Equifax; and a full complement of online support for students and instructors, including teaching notes, PowerPoint slides, and sample tests. 076b4e4f54