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Value and ethics in business
The Features Of An Effective Team
Value and ethics in business
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Management
Management Team
One of the reasons for CRH’s great success is down to the management team within the company. The management team aims to develop the company as a whole and tries to hit the goals which the company is aiming for and maintain the success the company has had in previous years.
According to CRH’s Characteristics there are three ways in which the company acquire there managers:
• Internally developed operating managers who have room to grow
• Highly qualified finance and development professionals, business builders with vision
• Owner-entrepreneurs who have joined with their companies and who question the status quo
This gives the CRH management team additional insight and experience in many different areas from employees
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This step entails reviewing the performance of the staff whether it’s as a whole or individually. The team collects any info from the previous steps and assess the team/individual within a meeting where staff can respond with feedback.
Ethics
CRH has a dedicated department for Compliance and Ethics, the main group of this department intend to deliver the best strategies and the direction for the company to do their business in a responsible manner. This team provides assistance and the necessary needs with the management team to provide the CRH workers with the valued training they need and to allow the employees understand the responsibility and values which they need, this also allows the workers to always have the chance to do the right thing or get the help they need to go in the right direction.
The company vows to put business ethics at the front when dealing with anyone the company may do business with and the communities wherever the business is carried out. CRH have three core ethical values in which they stand by as stated in there code of conduct:
1. Integrity
2. Honesty
3. Respect for the
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Charles Haughey was offered chairmanship in the company after the death of Sean Lemass in 1972 but before this in 1969 CRH otherwise at the time known as Roadstone Ltd sold large amounts of land (80 acres) to Charles Haughey who at the time was the minister of finance, this was sold to him for a fee of 120,000 pounds. Four years later about 22% of this land (17.5 acres) was sold back to CRH for a huge fee of 140,000 pounds, giving Charles Haughey a profit of 20,000 pounds. This then was followed by the Ansbacher
Compliance is pertaining to the adherence to laws and regulations that the company is subject. Raven Head Ranch did not follow this objective when they were writing checks approved by the same person and putting them in unapproved projects, for example the Volunteer Fire Department. The VFD had been receiving funds from misappropriate accounts for three years. Fifty individual disbursements were taken from the community checking account and had no proper recording, just charged to random accounts, which breaks the regulations and laws of proper accounting. One of the BoD members, Sam, was not even a resident of RHR and was on board supervising the employees with no legal right
In a competitive economic environment, human resource management has taken more of a strategic, hands-on role in many companies to handle the challenges they face to stay competitive. Companies must find ways to bring in customers and keep good, well-motivated employees on the job. With this in mind, companies that are successful must have sound HRM practices and provide a positive workplace for employees. Looking at the Top 10 Companies to work for, we want to know if HRM practices have an effect on that company being one of the best places to work. We will look at REI, number 9 in the top ten companies to work, to see if Strategic Human Resource Management plays a role in their success.
For a company to be successful ethically, it must go beyond the notion of simple legal compliance and adopt a values-based organizational culture. A corporate code of ethics can be a very valuable and integral part of a company’s culture but I believe that it is not strong enough to stand alone. Thought and care must go into constructing the code of ethics and the implementation of it. Companies need to infuse ethics and integrity throughout their corporate culture as well as into their definition of success. To be successfully ethical, companies must go beyond the notion of simple legal compliance and adopt a values-based organizational culture.
I will be analyzing EMCOR Group’s code of ethics. Their code of ethics is not lacking in corporate social responsibility. They clearly define what is expected in their code of ethics when dealing with customers, suppliers, competitors and employees. For example, they clearly define that when dealing with these parties employees must deal in a fair manner. EMCOR group (2013) states “EMCOR companies should not take an unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any other unfair-dealing practice”.
Management is the ability to get a job done using appropriate processes, models and systems to achieve an objective. Managers think radically, abide by principles, rules and use experience in their respective fields to make things work. A good manager goes about the ordinary activities such a staffing, organizing, planning (Robert, 2007). The very ability of his/her colleague to discover the uniqueness in each of the subordinates, capitalize on it, harnessing the best out of them to accomplish goals clearly distinguishes such a person as great when compared to others. Great managers develop people and enthusiastically transfer acquired skills to others, work progress is constant and usually by leaps and bounds. In addition, a great manager outlines and strategizes his/her team for project plans such that there is a “buy in” on delivered commitments. In contrast, the former just transfers the required skills to subordinates; work progress is notable, vice versa of the latter. Rupert Murdoch of the News Corporation is ...
...ch member performed on specific tasks, his or her strengths and weaknesses, and development plans for improving performance. These evaluations should justify pay, if applicable distribute rewards, and offer constructive feedback on how the member can improve performance,
Monitoring and evaluation are integral parts of management and provide a link between planning and implementation. While monitoring focuses on the activities and outputs, evaluation focuses on the outcome and goals. Monitoring focuses on inputs and outputs and is the continuous process of gathering information to measure against the goals and objectives. Evaluation, like monitoring, is a continuous process. Evaluation provides feedback on whether plans have been met and the reasons for success or failure. Evaluation should highlight shortcomings so they can be identified and corrected. It should provide direction for future plans. It is important to monitor and assess the on-going performance of teams and individuals, in order to evaluate the progress towards agreed objectives. Monitoring mostly involves keeping track of what is going on. By undertaking this regularly, we have the opportunity to make changes and adjustments, to ensure that any areas of concern are addressed.
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
The purpose of the CMP is to solidify their organizational culture of integrity, ensuring that every person acts honestly and ethically in conducting everyday activities and making decisions. The CMP has three areas of focus: “The Compliance Management System, prevention of unlawful activities, and response to changes in regulations” (People 30). Throughout all departments are compliance teams that specialize in protecting the reputation of the company as well as individuals in the company through a process of “prevention, monitoring, and post-management” (People 30). Figure 1, below, is a graphic from the 2015 Samsung Electronics Sustainability Report, which illustrates how compliance management is incorporated throughout the organization (People
Many laws have been put into place to make sure corporations act ethically, so they do not harm people or the environment. Corporations have a social responsibility to follow these laws and various other ethical actions; Johnson & Johnson, considered to be one of the most admirable companies according to Fortune, is one company that included their corporate social responsibilities in their code of ethics. Their code of ethics states that executive officers cannot financially benefit from unethical transactions or that their management must be competent and ethical (Code of Business Conduct, 2015). It is important for corporations to act ethically and hold up to their social responsibility, especially within the workplace; ethics are especially
...t. This method would allow upper management to see the feedback as well as the success of the program and the improvements that can be made for the next training program. (Noe, 2013)
The HR department is responsible for performing job analyses to assess the workflow of the
This makes all employees across all divisions equal when it comes to performance and development planning. Also, by implementing categories for each employee, supervisors can use the scoring system to see exactly where gaps and weaknesses are in the team. Once gaps and weaknesses are identified, performance and development planning can be constructed accordingly. Basically the new performance management system allows supervisors of the organization to identify, address, and resolve any sort of employee performance issues or concerns. This can lead to higher buy-in of the organization, and an increase in overall
Having a code of ethics leads to improved employee behavior, which is a huge part of culture for a standard company. Because employees are the people who create value for the company, in which way, they need to have honest and candid altitudes to the company. Having a code of ethic is a useful tool to manage an organization’s values, responsibilities, and ethical duties. To make the codes work, companies must put the code of conduct into the business so that employees know how it applies to them. The code is also a way for employees to get advice about ethical problems or concerns. “According to the 2009 National Business Ethics Survey, eighty-nine percent of those polled felt management adequately discussed the importance of ethical conduct. Similarly, 2008-2009 Integrity Survey, published by KPMG Forensic, it was found that ethics programs, including codes of conduct, had a strong impact on how employees felt. Ninety percent of those surveyed who worked in companies with a code of conduct felt they were motivated to do the right thing. This compares with just 43 percent of people who work in companies without strong codes of conduct.” (NCARB) The code of conduct plays an important role in the business no matter
The review mechanism enables leaders to measure the performance of their managers, especially in the key result areas: marketing; innovation; human organization; financial resources; physical resources; productivity; social responsibility; and profit requirements.