What is an ethics code? What methods do firms use to monitor employees and ensure their compliance with ethics codes?

 

What is an ethics code? What methods do firms use to monitor employees and ensure their compliance with ethics codes?
500-750 words or 2-3 pages Free of plagiarism
Human Resource Management 13th ed Gary Dessler
response should be based primarily on the textbook
Extracted from the textbook : Human Resource Management 13th ed Gary Dessler
• Use a standard essay response to all questions (including an introduction, middle paragraphs, and conclusion).
• The majority of your response should be your own original writing, based primarily on the textbook.
https://masdukiasbari.files.wordpress.com/2014/04/hrm10ech14.ppt

https://monizaharie.files.wordpress.com/2017/11/dessler-human-resource-management-2015.pdf ( chapiter summary page 486)
Extracted from the textbook : Human Resource Management 13th ed Gary Dessler

Experts generally defne organizational justice in terms of its three components—distributive
justice, procedural justice, and interpersonal or interactive justice. Distributive justice refers to the
fairness and justice of the decision’s result. Procedural justice refers to the fairness of the process.
Interactional or interpersonal justice refers to “the manner in which managers conduct their
interpersonal dealings with employees,” and in particular to the degree to which they treat
employees with dignity as opposed to abuse or disrespect.
Whether a person acts ethically at work is usually not a consequence of any one thing. Because
people bring to their jobs their own ideas of what is morally right and wrong, the individual must
shoulder much of the credit (or blame) for the ethical choices he or she makes. Since people bring
to their jobs their own ideas of what is morally right and wrong, the individual must shoulder much
of the credit (or blame) for the ethical choices he or she makes. Many ethical/unethical decisions
are not driven by personal gains or interests but instead by a number of external forces. These
forces could come from the company, the boss, the company’s ethics policy, and organizational
culture.
In this chapter, using Human Resource Management methods to promote ethics and fair
treatment was discussed. One way this occurs is screening out undesirables can actually start
before the applicant even applies, if the HR department creates recruitment materials containing
explicit references to the company’s emphasis on integrity and ethics. The selection process also
sends signals about the company’s values and culture in terms of ethical and fair treatment.
Ethics training typically plays a big role in helping employers nurture a culture of ethics and fair
play. Such training usually includes showing employees how to recognize ethical dilemmas, how to
use ethical frameworks to resolve problems, and how to use HR functions in ethical ways.
The frm’s performance appraisal processes provide another opportunity to emphasize a
commitment to ethics and fairness. The appraisal can actually measure employees’ adherence to
high ethical standards. Additionally, reward and disciplinary systems are used to promote ethics
and fairness. Managers and organizations need to reward ethical behavior and penalize unethical
behavior. Passage of the Sarbanes-Oxley Act of 2002 made ethics compliance obligatory. The act
requires that CEOs and CFOs of publicly traded companies personally attest to the accuracy of
their companies’ fnancial statements.

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