Ethics and Morality Essay

[You must use APA formatting for your papers, which includes correct formatting for the cover sheet, double-spacing throughout the document and correct formatting for the reference sheet. Please check out the Cover Sheet Template to start yourself off right: Go to the Library tab, click on the APA Information link in the Useful Links box on the right-hand side of the page. Scroll down and you’ll find the Cover Sheet Template. APA formatting shouldn’t stand in the way of you earning full points! ] A very good example! It’s very important that you take the time to truly understand what you’re writing about, then develop a clear, concise outline to help you write your paper. Write simply and concisely: just like you talk! Many of your sentences are very unclear, to the point where I wasn’t sure what you were attempting to say. Most unfortunately as well, you did not cite any of the research noted on your reference sheet in the text of your paper. Not giving proper credit to the authors is considered plagiarism. As stated in the Syllabus, Instructor Policies and posted earlier in the Main forum, this has resulted in an automatic 50% grade point reduction. Always review the syllabus, instructor policies and rubrics carefully to ensure you’ve covered everything that’s required. When in doubt, contact your instructor! SEE RUBRIC AT END OF PAPER? Ethics and Morals [Always indent paragraphs in APA]Virtue Theory, Utilitarianism, and Deontological ethics tries to install [wrong word] what the basis of living is as a virtuous person. [Don’t forget to cite the research from your readings where you learned these concepts! ] These ethics address the similarities and differences of how the rules of conduct are recognized in respect to a particular class of human actions. [Actually, the theories don’t address the similarities and differences in rules of conduct. They attempt to define rules of conduct. Your task with these assignment is to identify the similarities and differences between the theories. ] The ideal of goodness is the opinion of the similarities and the differences between virtue theory, utilitarianism, and deontological. [Actually the ideal of goodness derives from various aspects of these theories – not their differences and similarities] Sometimes ethics is used interchangeably with morality to define or describe good character. [Don’t forget your preview statement to tell your reader what you plan to discuss and in what order. See the Writing Framework posted on the Course Materials OLS forum for guidance] [Don’t forget subheadings as noted in the Student Sample paper posted on the Course Materials OLS forum and rubric] The likenesses between these theories are that ethics are ways to understand how people become moral human beings and figure out how to make good decisions. In virtue theory the morality is learning how to apply what was taught. [True – If the person’s character is good, then he or she is virtuous – regardless of his or her actions. ] Utilitarianism’s approach to ethics can be characterized as a person of no good behavior known as no moral good[Awkwardly written. Utilitarianism refers to the importance of the community over the individual. ]. The deontological theory in ethics focuses on the actions a person performs. If the action is beneficial to the well being of others as it is beneficial to the community the act is considered good. [Awkwardly written: If the act itself is considered beneficial to the community, then the person is considered good.] The unlikeness between these theories are that virtue theory cannot be contrasted with morality, as of deontological theory can be contrast with morality. Ethics is supposed to provide us with moral principle leading to difference of working virtue theory. The deontological theory approaches morality as the focus on the desire to, and want to accomplish goals by action. Utilitarianism approaches to morality as the means of no moral act, the act of doing wrong with the acknowledgement of wrong doing. [Always proofread carefully from your reader’s perspective. I’m not sure what you’re saying at all in this paragraph.] The personal experience that was explained in relationship to virtue, value, and moral concepts as it relates to one of the three theories[awkwardly written]. Mary asked [keep your tenses consistent] John the supervisor for a partial day off so she could take her daughter to the doctor for a checkup, but she was really going camping with her daughter and she needed to leave early. John agreed to give the partial day off and Mary was to leave at 2:00 p. m. , but Mary left earlier then she was suppose [sp] to leave. She left at 12:00 noon and still wanted to get paid for the two hours of work on her time schedule. On the virtue part if Mary had not chosen to lie about why she needed to take off from work, she would not have lost her job. [Good point. Be sure to tell your reader than because she was dishonest to her supervisor, she was fired. ] Because Mary lied about the need for the day off she did not value her job very well. Had she chosen to tell the truth she would have still had a job. [Good example! Which of the theory is most relevant to this example? ] In conclusion, ethics and morals played a major role in all three parts of the theory. [Actually, they are three separate theories.] The three theories represent the moral excellences, the ethical doctrine and moral obligation of a virtuous person. Theories are defined according to rules of the guidelines of the community. [A good conclusion summarizes the key points from the paper and does not introduce new ideas. See the Writing Framework for guidance about writing conclusions. ] References: http://www. papercamp. com/essay/73128/Similarities-And-Differences-Between-Virtue-Th†¦ http://www. iep. utm. edu/virtue/ http://en. wikipedia. org/wiki/Utilitarianism http://en. wikipedia. org/wiki/Morality http://en. wikipedia.org/wiki/ Ethics http://www. buzzle. com/articles/difference-between-ethics-and-morality. html http://en. wikipedia. org/wiki/Deontological_ethics http://www. tere. org/assets/downloads/secondary/pdf_downloads/ALevel/VirtueTheory. pdf http://www. ila-net. org/Members/Directory/DownloadS/Antonakis-Ciulla-13. pdf http://dictionary. reference. com/ WRITTEN ASSIGNMENT FEEDBACK Content / Development (50%) Grading Criteria:EGANN/A Subject Matter: All key elements of assignment covered 4. 5 Content is comprehensive/accurate/persuasive 4. 5 Displays an understanding of relevant theory 4. 5Ã'Ž Major points supported by specific details/examples6. 5 Research is appropriate and timely6. 5 Writer has gone beyond textbook for resources6. 5 Higher-Order Thinking: Writer demonstrates clear understanding of how the theories/concepts relate to the topic 12 At the appropriate level, the writer uses critical thinking skills to analyze the topic and show how it can be applied in new and interesting ways 12 Points Earned:57/ 75 Organization (20%) Grading Criteria:EGANN/A Introduction provides sufficient background, thesis & previews points 4 Central theme/purpose is immediately clear6Ã'Ž Structure is clear, logical and easy to follow6 Sections/paragraphs are appropriately developed to support theme 6 Conclusion summarizes key points from the paper’s body 4 Points Earned:26/ 30 Style / Mechanics (30%) Grading Criteria:EGANN/A Format (10)%: Citations/reference page follow APA guidelines 0 Properly cites ideas/information from other sources 0 Paper is laid out effectively — uses headings other reader-friendly tools 2. 5 Paper is neat & shows attention to detail and appropriate formatting 1. 3 Grammar/Punctuation/Spelling (10%): Rules of grammar, usage, spelling and punctuation are followed 5 Writer has proofread the assignment before posting 5 Readability/Style (10%): Sentences are complete, clear, and concise 2 Sentences are well-constructed with consistently strong, varied structure 2 Transitions between paragraphs/sections help maintain the flow3 Words used are precise and unambiguous 2 The tone is appropriate to the audience, content, and assignment3 Points Earned:25. 8/ 45 Automatic 50% deduction for failing to cite research in text-75 TOTAL POINTS EARNED:34/ 150Ã'Ž

Free Essays on Job Fair

Pasadena ISD Job Fair The phrase often heard is â€Å" Are you Hiring†? The answer is Yes or No. However, a collective group of employers band together to form a job fair. These job fairs are usually grouped by geographical area, job type, and salary. The job fair I attended was the Pasadena ISD job fair held March 3, 2005. I will be writing about the atmosphere, procedure, and the attendees for this job fair. The atmosphere of the job fair was pleasant yet business orientated. The initial welcome came from a group of women at a table located at the entrance of the Pasadena High School. Once entering the building a host of employer venders lined the wall of the gymnasium. All spokespeople for various company where in business attire. Dress suits, ties, and armed with a smile. They all held the title of recruiter. Recruitment might be defined as the process of enticing people to apply for a job, hiring the most satisfactory of these candidates, and inducting the successful candidates into the policies and the practices of the organization. For recruiters the phrase location, location, location, means the difference it the selecting good candidates and average candidates. There were over one hundred candidates. All professionally dress armed with briefcase. No doubt holding a precious cargo known as the â€Å" Resume†. Upon walking in the receptionists will ask you to sign in. Secondly they ask for a copy of your resume for the host of the job fair to see how many participates they had in attendance. Now it’s up to you to decide which way to go. Look at he company logo to see what line of business they are in. Depending on your skill every vender will not have opening in your career. You should walk up to the vender’s booth look for the job opening. If there is an opening that you are interested in make eye contact with the representative there and introduce yourself. The representative will respond back and most often ask you ... Free Essays on Job Fair Free Essays on Job Fair Pasadena ISD Job Fair The phrase often heard is â€Å" Are you Hiring†? The answer is Yes or No. However, a collective group of employers band together to form a job fair. These job fairs are usually grouped by geographical area, job type, and salary. The job fair I attended was the Pasadena ISD job fair held March 3, 2005. I will be writing about the atmosphere, procedure, and the attendees for this job fair. The atmosphere of the job fair was pleasant yet business orientated. The initial welcome came from a group of women at a table located at the entrance of the Pasadena High School. Once entering the building a host of employer venders lined the wall of the gymnasium. All spokespeople for various company where in business attire. Dress suits, ties, and armed with a smile. They all held the title of recruiter. Recruitment might be defined as the process of enticing people to apply for a job, hiring the most satisfactory of these candidates, and inducting the successful candidates into the policies and the practices of the organization. For recruiters the phrase location, location, location, means the difference it the selecting good candidates and average candidates. There were over one hundred candidates. All professionally dress armed with briefcase. No doubt holding a precious cargo known as the â€Å" Resume†. Upon walking in the receptionists will ask you to sign in. Secondly they ask for a copy of your resume for the host of the job fair to see how many participates they had in attendance. Now it’s up to you to decide which way to go. Look at he company logo to see what line of business they are in. Depending on your skill every vender will not have opening in your career. You should walk up to the vender’s booth look for the job opening. If there is an opening that you are interested in make eye contact with the representative there and introduce yourself. The representative will respond back and most often ask you ...

How to Become an Anesthesia Technician

How to Become an Anesthesia Technician When you think about surgery, you might think of the scene how it’s often portrayed on TV- a surgeon, plus one or two nurses assisting. In reality, surgery requires a team of professionals: people to set up the operating room and equipment, someone to prep the patient, at least one surgeon, surgical nurses, surgical assistants, and (last but not least) anesthesiologists and anesthesia technicians who ensure that the patient is out cold and feels none of the pain of what’s going on. Every team member is an essential part of every surgery. All of these surgical team professionals have a major part to play in the healthcare industry, so if you’re looking for a solid healthcare career path, it’s time to think about whether you should become an anesthesia technician.The Role of Anesthesia TechniciansAn anesthesia technician (â€Å"tech† for short) is an allied health professional who works with the anesthesiologist and other operating room team members t o make sure that patients are sedated and properly anesthetized before surgery. Anesthesia technicians handle many of the practical (technical) details of anesthetizing patients, allowing the anesthesiologist to focus more fully on the patient’s needs. Anesthesia technicians’ responsibilities may include:Preparing equipment in the operating roomMaintaining equipment and troubleshooting as necessaryTesting and maintaining equipment ahead of surgeryManaging operating room supply inventoryPreparing anesthesia drugs under the direction of the anesthesiologistConnecting and operating equipment that monitors patients’ vital signs during surgeryAssisting with IVs and airway devicesHelping to transfer patients to post-op care roomsBasically, if it involves patient anesthesia or monitoring patients while they’re under sedation, the anesthesia tech has a hand in it. Anesthesia techs typically work in hospital settings, but they may also be found in private clinics/ doctors’ offices or outpatient care facilities.The BenefitsBecoming an anesthesia technician brings many of the benefits of an allied health career path:A growing industry. The healthcare field is expanding all the time, with greater demand for medical professionals at every level.A varied day-to-day. Patients change, their needs change, and every day has its own set of challenges.A stable work environment. Hospitals will always need to be staffed with qualified professionals, and typically provide a clean, quiet workspace.A path for advancement. Working as an anesthesia tech opens the door to other healthcare/surgical jobs, especially with certification.No four-year degree required. Anesthesia technicians usually have a high school degree plus specialized training and classes.The QualificationsBecause anesthesia technicians are working in a high-stress environment and handling life-or-death details, this is a job that has some very specific requirements. After all, you donâ €™t want Joe Schmo off the street holding your vital signs in his hands while you’re on the operating table. As an anesthesia tech, you can expect these preliminary requirements:A high school degree (or equivalent), minimumAn associate’s degree in an accredited Anesthesia Tech program may be preferredCompletion of a training program and at least 1 year of clinical internships and apprenticeshipsFor more on schools and training programs that offer degrees for Anesthesia Technicians, see the American Society of Anesthesia Technologists and Technicians (ASATT) for the most up-to-date information on available programs.Anesthesia technicians may also choose to get certified by the ASATT. To get this certification, you’d need to pass the ASATT’s national certification exam, in addition to having a high school diploma, 2+ years of experience, and completion of an anesthesia tech program or degree that includes clinical training. The certification is optional , but it could help with career advancement and give anesthesia techs an edge when it comes to seeking more opportunities in the field.This is also a job that requires a rather specific skill set. If you’re thinking about becoming an anesthesia technician, you should have these skills (or be willing to build them in the meantime):Verbal and written communication skillsProblem solving skills in high-pressure situationsComputer skillsComfort  with technology and mechanicsBiomedical equipment skillsA background in math, science, pharmacology, and medical terminologyMaking the DecisionIf you’ve got the baseline skills and are thinking of committing to this path of becoming an anesthesia technician, it’s time to think about the whole picture.Are you comfortable in a fast-paced, pressure-filled medical environment with potential crisis situations?Are you extremely detail-oriented?Are you unfazed by blood and bodily fluids in your professional environment?Are you abl e to keep calm and do what you need to do no matter what’s going on around you?Can you commit to the education and training it takes to become an anesthesia tech?Can you work well as a member of a team and under the direction of doctors and surgeons?Do you have good mechanical skills and a knack for troubleshooting tricky equipment?Are you willing and able to keep on top of medical equipment and technology trends?If the answer to all of these is â€Å"yes,† then you should seriously consider pursuing a career in anesthesia technician. If you’re seeing a lot of â€Å"maybe†s, â€Å"probably†s, or â€Å"uhhhh†¦no†s, then the good news is that there are tons of other healthcare career opportunities that might fit you better.The OutlookOnce you’ve figured out whether you’re personally equipped to make this your career path, you also need to figure out if it’s worth your future investment- after all, you don’t wan t to invest your time, energy, and education money in a career that’s going to stall out on you down the line. Like most other healthcare fields, the demand for anesthesia techs is growing; the U.S. Bureau of Labor Statistics projects that jobs in related surgical technology fields will grow by about 15% by 2024. And not only is the field stable, but it’s also a solid salary choice as well: $38,700 is the median salary. Certified anesthesia technicians can make more, as can techs with significant experience, so there are plenty of opportunities for growth and advancement once you’re in the door.If you decide that becoming an anesthesia technician is the path for you, great! You’re on your way to a demanding-but-fulfilling career. Good luck!

Marketing product and pricing Assignment Example | Topics and Well Written Essays - 500 words

Marketing product and pricing - Assignment Example The grounded brand image relays one of a customer who looks for relaxation, fun, past time and possesses a competitive personality. Sony PS3 brand personality has characteristics that support the image it portrays. It’s one that represents excitement for a broad range of customer demographics as the game cartridges can be designed to target a vast range of customers. The image of the device fits into a broad range of characteristics because the cartridges may be geared toward a vast customer base. Image characteristics can be targeted toward those who define themselves with having characteristics such as rugged, sophisticated, competent and sincere. 3. The Sony PS3 can be considered inelastic as it is not that sensitive to product consumer demand. The price generally remains stable throughout the year. The price may change during specific promotions or times, such as the launch of a new version, upgrades or the holiday season, which increases product consumer demand. The constant price of the product may contribute to the rapid technological advances that occur with the system. The product typically metamorphoses annually, which spawns consumer demand and bring the consumer back to the store to purchase the product. 4. The price adjustment strategy that PS3 could use is promotional pricing. The unit sales best when alterations have been made to the system which is typically on an annual basis. Also, the holidays generally cause a sharp increase in sales, however sales are stagnant at other times. By using the promotional strategy, which is a temporary reduction in price, this may spawn a buying frenzy at what may otherwise be a stagnant period of time. I would exploit this strategy midway between the launch of a new product and the holiday season to keep a momentum in

Essey Essay Example | Topics and Well Written Essays - 500 words - 1

Essey - Essay Example The first and perhaps most attractive option that Grant could take would be to accept the positive of chief executive at the Japanese subsidiary. Mr. Hargreaves, the headhunter who had sounded out Grant for the position, was quick to present his offer when Manningham was taken over. Perhaps this is because he expected that Grant would lose his job, but that is not the case in this situation. The job is virtually his; all is has to do is hop on a plane to Tokyo and he would start work immediately. Grant’s wife Helen is of the view that he should not feel responsible for his employees. She also makes the point that he will only be used by Brett until all of CDI’s employees are in place; once this happens, Grant will get the boot. Helen is of the view that Grant should just view Manningham as one step in his career. If he stayed in his current position, then it could hurt the rest of his career, especially if he is fired a short time after the takeover. The second option that Grant could choose would be to stay in his current position at Manningham. This would be the safest option that Grant could take because he would have job security, or at least that is what was promised to him by Geoffrey Brett, the chairman of CDI. Since the takeover, Brett has shown nothing but respect to Grant, so there is no reason to suggest that his position would be under threat in the short term. From CDI’s point of view, Grant is the key to the takeover process going as planned because he has the loyalty of Manningham’s employees already. Grant feels that he cannot leave his employees in the lurch because they have developed mutual trust over the years. Because CDI’s employees would be moving into the workplace as well, Grant needs to be there to reassure his employees that their jobs will be safe. If he was to leave when he was needed most, then it is likely that CDI would relieve many Manningham employees of their position and r eplace them with their own

Organisational Behaviour Essay Example | Topics and Well Written Essays - 1750 words - 1

Organisational Behaviour - Essay Example Studying organizational behaviour helps to explain, predict and control organizational development, and overall its performance. Organizational climate, on the other hand, ascribes to the observable, powerful force that defines the organization, thus, it can be said to stem from organizational behaviour as it sets the pace for the force. The customs, procedures, policies and practices are what define the organizational climate as these are perpetual. It is important to identify how these come about as such an understanding will help develop models that positively impact performance, behaviours and attitudes of among individuals and groups within the organization. For managers, understanding organizational climate becomes crucial when planning to undertake transformational change. This is because it is more measurable and definable than organizational culture as a tool for driving change. In gaining this understanding, management may gauge the perception of the employees by asking how they feel working there; weighing their level of morale and finding out if there is any goodwill in the business. By asking how the employees feel about working there, management can also deduce their sense of loyalty and belongingness to the organization. This will facilitate designing a strategy for change that will be easily embraced by the employees making it effective (Griffin and Moorehead 2010, p.472). Broken down, organizational climate, following the micro organizational theory, is defined using two relationships between the people and the organization; and between the superiors and subordinates. This lays emphasis on leadership as the most significant determinant of organizational climate. Other determinants include organizational culture, historical forces, standards of accountability, standards of behaviour, rewards, communication, trust and commitment, organizational networks and vision and strategies. Looking into these makes the concept of organizational culture more definable and facilitates modelling to improve performance, attitudes and behaviours. Often, managers focus on organizational culture, which is rather detached from the actual situation (Srivastava 2005, p.42). Leadership is the most significant determinant since a leader will influence the behaviour and expectations of every person within the organization. This may be outlined in two ways, the course followed by management and styles of leadership. A leader sets the climate within an organization going by how he engages with employees to gain their commitment as well as strategizing on the changes that need to be made in order to improve performance. The process of management ascribes to the relationships set by the organizational structure; that is, how superiors interact with their subordinates and vice versa. In addition, it refers to how management initiates change, bureaucracies, policies and procedures. For example, an organization that is reluctant to reward well-performing employees or invest in team-building activities will reflect a negative attitude from employees as they will have no commitment (The Kennedy Group n.d). Of importance as well, leadership practices employed when fostering a desirable organizational climate, that will in turn breed good organizational performance, should focus on competition as an external goal. That is, guiding employees to be better than their counterparts

Ethics Handbook Essay Example for Free

Ethics Handbook Essay We chose you as an employee of Company X because we see you as a valuable person who can contribute to the same priority. As a team member of Company X, are goals are clear. Through public respect, responsiveness, and accountability as our core values, we are able to remain leaders in the industry. The success of our company is dependent on you, our stakeholders, and our customers. We take great pride in our reputation in the industry and continually monitor ourselves for ways we can improve business for our clients, stakeholders, policymakers, and the general public, both local and national. Our reliability is measured through our commitment to delivering service with integrity and through honorable conduct. Because we are at the forefront of public service, we are judged on our choices and decisions. Our reputation is based on the public’s view of our commitment to ethical business practices and our respect for society. As an organization we aim to maintain active engagement in ethical behavior that promotes social responsibility in everyday practices. This is where you come in as an employee. We encourage all employees to actively participate in community outreach and events that foster both your own growth and the growth of social values. Company X will reward this activity if accompanied with ethical decision making by increasing promotion opportunities and/or allowing this experience to be counted in your job description. If you are interested in this opportunity, see Human Resources for a list of approved community outreach opportunities. Company X Values It is the policy of Company X to embrace ethical behavior through clear communication of the laws, rules and expectations that are defined in this code of ethics. In addition, Company X values accountability for good ethical choices and socially respected behavior. We rely on every member to evaluate their own behavior and conduct respectable business through solid every day decision making. Ethics are not fixed, and subject to interpretation through each and every interaction between everyone involved. Because value s and ethical decision making can be challenging, Company X wants to take some of the pressure off the complexities of making difficult ethical decisions. Therefore, this manual provides directives used to evaluate and interpret best practices in the business environment. In addition, these policies and all regulations including administrative actions, apply to all staff  members, contractors, and volunteers and are strictly enforced (see section Member Misconduct).The manual also contains fixed principles, mandatory training, resources for questionable situations, ethics mentor, anonymous hotline, and resources for situations that may be questionable. A signed copy of this manual will be placed in all member’s personnel file and will be used as reference for future use. Please be sure you understand these policies and procedures before you sign the document. We begin by outlining and defining the standards of social and ethical conduct. In addition to standards of behavior, training is outlined. Training is mandated to all staff employed by Company X. Additional training and resources are offered throughout the year in respon se to the changing needs of the industry and social issues and will be announced semi-annually. Principles of Behavior and Conduct No member, contractor or person acting as a representative shall: Discriminate against clients, coworkers, stakeholders, Accept monetary compensation, services in trade or benefit from any interaction directly or indirectly related to the services provided by company x if the value is determined to be at or above $30. Engage in, use or create an appearance of using official capacity to influence clients stakeholders, or other members for personal or professional gain. Knowingly make statements or take action that is untruthful or can be reasonably determined to be untruthful. Engage either directly or indirectly in political campaigns, nor engage in political conversation with anyone while acting in capacity of Company X business. Retaliate against any member who comes forward with claims of ethical violations. Retaliation is mandatory termination of employment without further warning (see section Member Misconduct). All members contractors, or persons acting as a representative shall: Report all incidents of violations to the Ethics Office. Interact and promote personal integrity, honesty, fairness and confidence in compliance with all laws, rules, policies and regulations both internally and externally. Maintain confidentiality in all interactions. Written, verbal, email, phone. Avoid inappropriate associations with clients or client representatives. Engage, actively encourage and support community involvement through support and reassurance in wrap-around service delivery. Utilize efficient use of resources in such a way that minimizes the impact to the environment (energy and materials). Report suspected, potential, or clear violation of ethical misconduct. All members in the chain of command are held to the same standards. Contractors, and any individual acting in a capacity to officially represent Company X are also required to carry out all actions with an intent to promote public trust, integrity, and confidence. From team members to corporate leaders, we expect the same set of principles through a set model of best practices. Best practices is recognized by asking yourself is this decision going to cause harm to someone, is this situation going to violate law or company policy, is my action going to violate stakeholder values, or compromise my position within my job role? Best practices will help us all to remove some of the risks we might face in everyday decision making by communicating set values, social responsibility and ethical standards for all members. Because best practices is subjective, training and resources will be available to provide leadership and mentoring. We encourage open discussion when personal values and ethi cs might cause conflict or confusion. As a condition of continued employment, mandatory ethics training is provided and monitored (see monitoring ethics section below). Ethics Training Leadership teams attend annual ethics training. Training includes skills to monitor and mentor lower staff. As a result, members can be confident that management is able to provide guidance and support for most ethical decisions. In order to communicate Company X’s policies, values, and changing trends in legal and social ethical issues formal training is required. Company X models this by providing training. As a result, all staff are required to complete the following formal training: In the first month of employment, all staff will go through instructor led training targeted toward individual and group acknowledgement of legal situations, ethical dilemmas, social responsibility and reporting requirements. This interactive training will present scenarios in which employees will make decisions whether ethical violations may or may not have occurred. Independent trainers with local management will evaluate answers and offer answers to difficult scenarios. All staff will take a yearly instructor led course on the history of civil rights and one follow up interactive on line course which presents current social, business and ethical issues in industry. General managers will receive value based ethics training  tailored from annual risk assessment data. The goal is for managers to set modeled behavior and create positive influence. Company X sponsors an annual Industry Standards Town Hall meeting. We value transparency and company input from all of us and our intentions are to provide all of us the opportunity to go over changing social issues, our previous year’s successes and failures, and what can we do to support the values of Company X, our clients, and community partners. Our company will be closed on this day while each of us enjoy a paid day to come and participate in this interactive get together. Member Misconduct Company X recognizes ethical conduct is not always easy to define. We value fairness and strive to provide impartial judgment based on facts and data. All reports of violations are reviewed and judged by an independent review board who will at determination of reported violations, determine consequences and refer cases for criminal prosecution if necessary. Consequences for violation of ethical misconduct will be strictly enforced. Company X has zero tolerance for unethical behavior. Informal and formal offenses will be forwarded to the Ethics Committee for record keeping purposes. Informal counsel for misconduct not related to any act of gross misconduct. This is the preferred method for first time offenses. Formal counsel is written report placed in member file for duration of one year. Two written reports within one year that are found to be validated through investigation will result either in unpaid suspension or immediate termination. Unpaid suspension. Gross negligence results in immediate termination and will be referred for criminal prosecution. Monitoring Auditing and Reporting Video monitoring in central locations where customer interactions will be supervised by an independent contractor. This is to protect you as an employee, protect customer interactions, and protect the interest of Company X. All computer and resource use by all employees is subject to monitoring and will be strictly enforced. IT managers have unlimited access to company owned property. Due to the potential time sensitive situations that may arise, no notice will be given prior to IT management accessing company computers. Team members personnel files will be maintained and include reported violations. These files will be analyzed for trends that can be traced back to departments, leaders, hiring practices, or substandard training. The Ethics Office, and Human Resources do not require your written consent for  release of information related to ethical violations. Semi-annual audits will be conducted on all departments within Company X by the Ethics A udit committee: Anonymous hotline reports will be compiled and reported to the Ethics Audit committee. Plan for Evaluating and Improving the Ethics Program After Implementation. The final results of all data compiled by the Ethics Office will be submitted to Corporate Leadership Committee who will analyze the results in order to evaluate potential changes to Company X’s ethical inventory. Data will also be collected from hotline calls, imposed ethical violations, and employee suggestions. This data will be measured against all complaints, judgments, and lawsuits both within Company X and the industry and be used to revise program standards. Data will also be analyzed and evaluated for ethical issues that need to be integrated in to future training and resources for staff. All staff will complete annual on line â€Å"How Are We Doing?† surveys. Focus groups tailored to each department’s group dynamic will analyze the data and make formal recommendations to the Ethics Office Staff, community and stakeholder input will be collected and analyzed for social and ethical value. The Ethics Office will compile the results from all departments and present the evidence to CEOs and senior management. Middle management and supervisors will be included in the final findings. Training will be adjusted and targeted to cultural, legal, and ethical risk factors. Positive yearly ethical performance evaluations, focus group opportunities, and promotional opportunities will be tied to annual employee review. Help and Resources Here at Company X we recognize that some ethical situations may be complex or blurred. Additionally, we recognize that the difficult decision to come forward with information against coworkers may prevent reporting incidents that need investigation. Furthermore, ethical decisions are often confusing and require complex decision making. We are here to help. Furthermore, if you have questions about your own decisions, questions about an incident, or just want to ask questions, we want to support you. For this reason, we provide an anonymous phone line that allows members to report violations, present questions and trouble shoot challenging scenarios. Ethics Office 360-555-1212 staffed by trained ethics officer. Anonymous hotline 360-555-4242 State Office of Ethics 1-999-555-2323 Federal Office of Ethics  1-777-555-7878 We provide annual reports of imposed ethics violations and the penalties imposed. Here is the link to www.companyx/ethics/reports.com I have read and understand the policies and ethical standards set for Company X. I am aware a signed copy of this policy will be placed in my team member personnel file.