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26 Cards in this Set
- Front
- Back
Extent to which an organization's agreements, dealings, information, practices, and transactions are open to disclosure and review by relevant persons |
Transparency |
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Honestly |
Honest dealings reflect a commitment to truthfulness and fairness a biting by social and business norms. In organizations, honesty requires an avoidance of conflicts of interest and the use a bribery. These actions violate the basic principle of transparency and undermine the business relationship |
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Conflicts of interest |
Situations in which a person or organization may benefit from undue influence due to involvement in outside activities, relationships or investments that conflict with or have an impact on the employment relationship or its outcomes. |
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What should be included in a code of conduct |
A code of conduct should reflect the needs concerns and values of the organization that creates adopts and uses it.There is no defendant of set of elements or order of components. |
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Values based |
Describes the organization's principles and obligations to his internal and external stake holders.These values underlie or explain the rationale behind the rules that follow |
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Rules based |
The rules based part of code of conduct defines organization's ethical expectations |
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Five basic steps for creating an effective code of conduct |
1. Gather information. 2. Draft and review 3. Adopt the code formally and communicate it to the organization. 4. Monitor enforcement. 5. Evaluate and revise a code periodically |
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Steps an elements to any internal investigation |
1. Investigator 2. Investigation 3. Documentation 4. Confidentiality 5. Credibility 6. Conclusion |
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The ethical and/or compliance problem raised when an employee has his own personal consulting contract with one of the company's current clients. |
Conflict of interests |
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What is a good practice for implementing a code of conduct |
Talk with members of the organization to better understand ethical challenges and compliance requirements |
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A formal statement describing a company's principles and the business practices |
Code of conduct |
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An individuals right to freedom from intrusion (by viewing, monitoring, reading, etc.) Into matters, actions, or information that is personal |
Privacy |
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Ability to stay true to values and maintain integrity in both personal and professional lives and, from an organizational perspective, approach to forming and maintaining relationships with colleagues and others in the organization |
Authenticity |
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Maintaining consistency between one's values and one's actions |
Integrity |
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Treatment of personal information that has been disclosed to another person or organization |
Confidentiality |
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Exchange if anything of value to gain greater influence or preference |
Bribery |
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Ability of an organization to keep its employees |
Retention |
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Physical, psychological, and social aspects of employee health |
Well being |
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Behaviors and results as defined by an organization to communicate the expectations of management |
Performance standards |
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Activities associated with an employees tenure in an organization |
Employee life cycle (ELC) |
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Process of measuring and evaluating an employees adherence to performance standards and providing feedback to the employees |
Performance appraisal |
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Structured conversations with employees for the purpose of determining which aspects of a job encourage employee retention or may be improved to do so |
Stay interviews |
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Tool used to provide a job applicant with honest, complete information about a job and the work environment |
Realistic job preview (RJP) |
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Employees emotional commitment to an organization, demonstrated by their willingness to put discretionary effort to promote the organizations effective functioning |
Employee engagement |
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Instruments that collect and assess information on employee engagement, satisfaction, and perceptions surrounding the work environment |
Employee surveys |
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Tools, activities, and processes that an organization uses to manage, maintain, and/or improve the job performance of employees |
Performance management |