Organizations of high integrity achieve superior performance because they attract and retain high-quality employees, customers, suppliers and investors. Creating organizations of high integrity takes time and effort. This does not happen automatically, because human beings are not morally perfect. Unethical employees, customers, suppliers and investors can prevent organizations from achieving high integrity and superior performance. In addition, unethical organizations can be profitable in the short term, not the long term. So how do you create an ethical organization? This book, which is based on more than two decades of consulting, teaching, and researching, contains all the things I would do if I were the CEO. This book is a managerial how-to manual that can be implemented immediately.
“"Essentials of Business Ethics" is a book long overdue; a compelling, provocative call to action and an invaluable how-to manual on workplace ethics. It is certain to help organizations both prevent and tackle important ethical dilemmas and challenges at a time of dire need for a new direction!” bookreview.com
If you put the words history of business ethics into a search engine on the Internet, you can come up with more than 34,000,000 hits in 0.18 of a second. Most of those hits would focus on the scandals that occurred in the last 30 years only. That’s when the idea
This work exposes the biggest challenge in leadership. The authors look at what conspires against a culture of candor in organizations to create disastrous results, and suggest ways that leaders can achieve healthy and honest openness.
Bringing to life seminal research that identifies the characteristics that define expert or elite performers, 5 Steps to Expert is the first to provide a sequential set of deliberate practice steps for all those who aspire to advance from their current competency to the next stage of mastery--and for those who coach and
We’re losing patience with bad companies. We’re fed up with tainted food, tightfisted employers, and “corporate social responsibility” that is more marketing spin than true caring for our communities. Society hasn’t given up on capitalist corporations. We rely on companies for the basic necessities of food, clothing, and shelter, as well
Capitalism was successful at generating income and economic growth but often at the expense of the natural environment. Now things are changing: we can see the outline of a new system in which we can enjoy the undoubted benefits of a competitive market economy without the environmental costs. It is a
The Bully-Free Workplace delivers a thoughtful and detailed plan to stop weasels, jerks, and snakes from killing your organization. Written by pioneers of workplace bullying, Drs. Gary & Ruth Namie, this book tells you why and how to create an explicit policy against bullying. It appeals to those managers who value
Organizations of high integrity achieve superior performance because they attract and retain high-quality employees, customers, suppliers and investors.
When an organization employs someone, that individual brings to work not only unique job skills, but also his or her ethics.
Unethical situations can arise when a good person has insufficient knowledge and awareness, inadequate skills, or lacks judgment or courage.
Hiring just one employee with an unethical value system, someone whose sense of morality does not match that of a high-integrity work culture, can corrupt an organization.
Efforts to maximize ethical behavior and minimize unethical behavior at work must begin during the hiring process.
Employees arrive at the organization with a wide variety of ethical perspectives that’s why they need an ethical reference point.
Managers are role models, and the ethics of their actions are constantly being evaluated by subordinates.
Managers have already been promoted, so their daily workplace actions are indicators to subordinates of what it takes to be promoted.