Company Vision
Miles Enterprises’ vision is to consult companies on every aspect of business management from human resources to operations. We would like to help your company come out ahead and sustain in a competition driven field.
Principles
Founded in New Orleans, Louisiana, Miles Enterprises was established with the ideology that every aspect of management must be strategic.
Values
Here at Miles Enterprises we value our employees first and foremost. Without our outstanding consultants and staff we would not be able to provide our excellent services to our valuable clients. We are adamant on keeping our employees best interests a priority.
Mission
[Insert Company Mission Statement]
Trust and Credibility
The success of our business is dependent
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Miles Enterprises is committed to creating such an environment because it brings out the full potential in all of our valued employees. Miles Enterprises is an equal opportunity employer in compliance with EEOC guidelines. Individuals considered a part of a protected class will not be subject to discrimination. We are committed to providing a workplace that is free of discrimination of any and all types from abusive, offensive or harassing behavior. Any employee who feels harassed or discriminated against should report the incident to his or her supervisor and human resources. Once complaints are formally reported, The Miles Enterprises Board of Conduct will investigate all matters as per company policy. Employees are encouraged to visit human resources for any information on EEOC guidelines and employee …show more content…
Managers have a responsibility to create an open and supportive environment where employees feel comfortable raising such questions. The Miles Enterprises Board of Conduct will investigate all reported instances of questionable or unethical behavior. In every instance where improper behavior is found to have occurred, the company will take appropriate action. We will not tolerate retaliation against employees who raise genuine ethics concerns in good faith. Good faith defined by Miles Enterprises is the sincere intention to be honest and law-abiding without mal-intent. We operate with an open door policy. Any concerns can be reported to human resources and The Board of Conduct. We offer an anonymous hot line to offer a level of comfort to those that want to report information without being identified. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense. Our whistleblower policy is in compliance with Federal Guidelines as per the Sarbanes-Oxley Act. The Company will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments and threats of physical
Riordan has identified criteria in four areas that define the company’s mission statement. First, the company focus is to have attitudes and abilities that exceed industry standards to provide solutions for customer’s challenges and lead the industry in Research and Development. Second, the mission for customer relationships is to be a solution for the customer, maintain quality, innovation, and customer service at a reasonable price. Third, to ensure the long-term viability of the company, the mission to the employees is to have an innovative and team oriented working environment, in addition to keeping the employees informed and supported. Lastly, the future of the company depends on maintaining profitability to allow growth in the company (Apollo Group, 2004).
The strong legacy of ethics and integrity is essential at United Parcel Service(UPS) in order for the company to be able to attract and retain the best employees, gain and keep the trust of its customers, create shareholder value, support the communities in which they operate and the protection of the company's overall reputation. This legacy has to be carried on for every employee and management in order to remain a competitive package delivery company. All of these aspects pertain to this legacy that revolves in human resources department.
Their organizational initiatives are often self-serving; however, the emerging workforce isn’t motivated by selfish managers. This selfish behavior often turns into unethical conduct. Unethical dealings in the workplace are always wrong. It is crucial to promote ethical behavior. Everyone must understand that once caught, unethical behavior is not just a problem for those directly involved, it is everyone’s problem.
Consequences of Secrecy. If something is done in private to keep away from any negative attention then more than likely it shouldn’t be done. In this case there doesn’t seem to be any secrecy consequences, a statement was made when certain employees were let go for not complying with policies.
In particular, hiring an Ombudsman may be a good solution given the industry, people involved, and the nature of business. Most importantly, the organization has too great a safe environment where individuals can come forward to file complaints where warranted. Given that many individuals working at the company are publically known figures, any investigations would need to be handled in a confidential matter. If a problem was discovered, management would need to address the issue in respect any federal, state, or local laws, and in addition give both a clear and swift respond to demonstrate that these actions will not be tolerated no matter who you
This concern of integrity and organizations like Wells Fargo to do what is right stems from our personal ethical framework. We all have one which helps us decide what is right and what is wrong. It is this decision that is a concern for organizations that must be managed on a day to day basis. Company’s such as Wells Fargo are so big that bad ethical behavior may be overlooked and not dealt with until the damage has already been done. Other organizations need to learn from Wells Fargo and start addressing their own organization ethical framework. This would include the organizational culture, business strategies, employee ethics concerns and the overall ethics and decision-making
We recognize that our success as an enterprise depends on the talent, skills and expertise of our people and our ability to function as a tightly integrated team. We appreciate our diversity and believe that respect - for our colleagues, customers, partners, and all those with whom we interact - is an essential element of all positive and productive business relationships.
Organizational Ethics Issue Resolution Paper Introduction For this paper, Washington Mutual has been selected to show how the ethical decision making process can be achieved. When it comes to business ethics in the workplace, Washington Mutual has designed what can be considered a well balanced workplace with behaviors that are aligned with their moral values and business ethics. Business ethics are sometimes depicted as resolving conflicts where one option appears to be the correct choice. There are many different ethical dilemmas that are faced by managers and leaders everyday that are highly complex and have no clear choice or guidelines to assist in making the choices for resolution. There are times when an employee has to decide whether or not to cheat, lie, steal, or break their contract.
3. We endeavor to be dedicated, disciplined and loyal, providing consistent value and great service to all the clients.
Additionally, the bonus money can be fairly divided between the two. Employees have the responsibility to follow and maintain business ethics and the code of ethics in the workplace. Employees have to be honest, communicate at all levels of the organization, deal with issues at the lowest possible level, and avoid conflict of interest that would lead to unethical decisions. Also, employees should be educated about the policies and regulations set by the company in order to maintain ethical practices in the workplace. Jacob and employees in general are bombarded by ethical issues and by abiding by their roles and responsibilities will guide them in making ethical decisions.
A whistleblower as I have recently learned is a person who exposes any kind of evidence, whether it is information or activities, that appears to be either illegal, unethical, or not permitted within an organization that is either private or public. The information of suspected wrongdoing can be classified in many ways: violation of company policy/rules, law, regulation, or threat to public interest/national security, as well as fraud, and corruption (Merriam-Webster's collegiate dictionary, 2016). A whistleblower can choose to bring information or allegations to surface either internally or externally. Internally, a whistleblower can bring one’s accusations to the attention of other people within the
In most cases, there is an element of truth about any whistleblowing allegation. It may not be absolutely but it may indicate something that might be a problem. What we know from history is that in quite a lot of cases, people blew the whistle and nobody paid attention and it would have been a lot better if the whistleblower had been listened to (Tugend, 2013). If whistleblowing is to be effective, the corporation must take the necessary avenues to inform employees of the appropriate steps to take in communicating their ethical concerns internally.
A business is as good as the human component that makes it up. It is the employees who add the value of service into the business that the organization engages in turning it into a component that is worth something economically. This therefore calls for the regarding of employees not as a cost of production rather as a factor of production (Gunderson, 2001). While this appears easy theoretically, one has to keep in mind that employees are human beings. In humans, there reside a lot ofambitions, goals and temperaments. This means that each employee will bring in a different dynamic that another employee may not have. To illustrate this, one employee may be loyal to the company and work well into old age; another may stay with the company until
Ethics is the responsibility of each individual person, but starts with the CEO and the Board of Directors, setting the right tone at the top and moves down through the organization, including setting the tone in the middle. A company’s culture and ethic standards start at the top, not from the bottom. Employees will almost always behave in the manner that they think management expects them, and it is foolish for management to pretend otherwise (Scudder). One of the CEO’s most important jobs is to create, foster, and communicate the culture of the organization. Wrongdoings or improper behavior rarely occurs in a void, leaders typically know when someone is compromising the company
Whistle blowing is an attempt of an employee or former employee of a company to reveal what he or she believes to be a wrongdoing in or by a company or organization. Whistle blowing tries to make others aware of practices that are considered illegal or immoral. If the wrongdoing is reported to someone in the company it is said to be internal. Internal whistle blowing tends to do less damage to the company. There is also external whistle blowing. This is where the wrongdoing is reported to the media and brought to the attention of the public. This type of whistle blowing tends to affect the company in a negative way because of bad publicity. It is said that whistle blowing is personal if the wrongdoing affects the whistle blower alone (like sexual harassment), and said to be impersonal if the wrongdoing affects other people. Many people whistle blow for two main reasons: morality and revenge.