Ethics Training Strategies - Task2 Part2 Hr - Rdjt

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Ethics Report – task2 Human Resources RJDT
Strategies for ethics training on the job should be applied to all levels from temporary workers to upper management. There must be no basis for resentment among employees because of a real or perceived double standard of morality. The company itself must also model these standards to the public. Consistency builds credibility, a contrast to competitors and non-competing companies alike, who may not be as accountable to outsiders.
“This stage involves the use of managerial, communication, administrative, and persuasive abilities to ensure the choice is carried out. The success of a decision is based on how it is implemented.” (Becker 2011)

b.1 Strategies
Mentoring will help employees learn better ways of applying the code of ethics and understanding ways it can help them be more successful on the job.

Modeling is a natural extension of mentoring, since the company sees all employees as co-workers, and peer pressure is a useful tool for reinforcing positive behaviors. Forthrightness helps build trust. Accountability is an asset to relationships, and a good role model for employees following the code of ethics. Shifts power to the employee to determine how to apply the ethical standard and be responsible for the result. This is one factor in raising job satisfaction and performance, making employees see that every person’s actions count.
When one employee sees another engage in ethical, code-conscious activity, there is greater confidence in the desirability and safety of doing likewise. This is also relevant to the company desire to have a team atmosphere in the workplace. The code of ethics can help form the cohesion and internal agreement of effective teams by adding to common goals/challenges. Employees may engage in more unethical behavior that would harm the company if that is how they see managers and the…...

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