Ethics and Business Essay Example | Topics and Well Written Essays - 1750 words

Ethics and Business - Essay Example According to its simplest definition, business ethics refers to the practice of differentiating what is right and what is wrong. Everyday, businesses find themselves faced with decisions, which make a strong impact on the lives of the stakeholders of the company. Important here to note is that stakeholders just not only include the â€Å"employees, customers, investors, debtors, shareholders, suppliers, distributors and competitors† (Wicks, Freeman, Werhane, & Martin, pp. 85-86, 2009) of the company but they also go on to include the entire society or community with which they are working. There are various reasons why companies should care about ethics and ethical behavior at their organizations. First, gone are the days when business had great bargaining power and customers were only concerned with their products and services. Globalization and revolution in information technology have changed everything and customers are now more aware than ever. Furthermore, with increased competition, businesses now have no choice but to fulfill the needs of customers regarding the information that they want (Beauchamp, Bowie & Arnold, pp. 41-48, 2008). Thanks to the vigilant media, journalists, governmental agencies and other watchdogs, that any potential news about any irresponsibility, ignorance environmental protection, injustice to stakeholders and other forms of unethical conduct, sooner or later, reaches straight to the customers in flashes. In addition, when it does, customers have shown that they have the power to stage boycotts, protests and blacklist the company in the eyes of all customers. Therefore, it is in the best interests of the company and its stakeholders to ensure ethical conduct at all times (Henn, pp. 320-324, 2009). Second, when a company actually ensures ethical behavior with the insiders and outsiders, it acts as a vital source to motivate the employees. When employees know that they are indirectly working for a company, which is better th an other companies or the organization, is not harming other unlike others or it is working for a cause as well, employees listen to their inside voice which tells them to work harder to be a part of it (Henn, pp. 320-324, 2009). Companies, which have championed corporate social responsibility and ethical behavior, have had lesser employee turnover as compared to others. Furthermore, ethical companies are not only able to retain talent, but they also attract more talented and skilled people than others that allow them to have a greater pool of candidates (Wicks, Freeman, Werhane, & Martin, pp. 85-86, 2009). Third, marketing remains an important aspect of the business. Marketing ensures that company generates enough value for the customers to satisfy their needs and earn appropriate revenues. However, an important aspect of marketing is promotion of the product, in the absence of which the business has no reason to survive because if the customer does not know about the product in th e way in which the company desires then there is little no point in running the business (George, pp. 254-256, 2006). With the passage of time and especially over the past few decades, promotion is becoming an expensive and troublesome activity for various businesses. It is becoming impossible to reach the desired customers with traditional means of promotion. Customers have greater control over their telephones, emails, TV sets and others. Furthermo

Elizabeth Barret Browning Essay examples -- essays research papers fc

  Ã‚  Ã‚  Ã‚  Ã‚  Elizabeth Barrett Browning was a plain woman of the Victorian Era that was most remarkably gifted. She â€Å"was destined to become known to the world†(Preston xi). Elizabeth Barrett Browning became known for her poetry, because she showed marriages were her women character were often left emotionally unstable. In her book Recollections, Browning describes what poetry means to herself. She explained that it â€Å"became a distinct object with me; an object to read, think, and live for† (Preston xii). Browning was described as a strong woman-poet who had little to no training. She came from the â€Å"Italian hills into a prim English feminine household, and inevitably assuming there that attitude of superiority to everything about her which is so contrary to that of true genius† (Oliphant 1). According to L. Roberts Steven of The Critical Survey of Poetry, â€Å"Elizabeth Barrett Browning did not think it a kindness when critics praised her as a ‘woman poet’†(397). She wanted to be known as a poet.   Ã‚  Ã‚  Ã‚  Ã‚  Browning’s main theme to her poetry was love plots, said Schneller editor of British Women Writers. The structure of Browning’s poems are unusually â€Å"centered on marriages which destroyed the woman involved†(Schneller 104). Browning’s women characters were almost always youthful, perverse, and fearless women that when â€Å"subdued into marriage†, would often take part in a â€Å"scandalous affair(s) with a robust lover†(Schneller 104). According to Schneller, the theme of love and marriage caught the eye of many readers, and made her known worldwide (104).   Ã‚  Ã‚  Ã‚  Ã‚  Browning published â€Å"The Seraphim and Other Poems† in 1838, and the critic Glenn Everett believed that this collection of poems was â€Å"the first volume of Elizabeth’s mature poetry†(Everett 1). Many critics agreed that this was the beginning of Browning’s road to success. The critic Schneller disagrees with Everett and felt that â€Å"Sonnets from the Portuguese†, â€Å"Casa Guidi Window†, â€Å"Aurora Leigh†, and â€Å"Last Poems† â€Å"represent(s) the best of Elizabeth Browning’s work†(106). The early stages of her poetry are described as â€Å"a sinewy and idiosyncratic colloquialism†, and the verse of her poem was too â€Å"sing-song and â€Å"immature†(Leighton 106).   Ã‚  Ã‚  Ã‚  Ã‚  Leighton explains how in â€Å"Sonnets from the Portuguese† Browning declares her strong emo... ...wning. Baltimore. 1988   Ã‚  Ã‚  Ã‚  Ã‚  From Book Five:[Poets and Presents Age]. Elizabeth Barrett Browning’s Criticism of Carlyle in â€Å"Aurora Leigh†. [Online] Available http://www.stg.brown.edu/projects/hypertext/landow/victorian/ebb/html (1). Hayter, Alethea. British Writers Vol. IV. Charles Scribners Sons. The British Council. 1981. (311,315). Landow, George P. Biographical Fact and Fiction in â€Å"Aurora Leigh†. [Online] Available http://www.stg.brown.edu/projects/hypertext/landow/victorianebb/ebbio.html Leighton, Angelia. British Women Writers. Chicago. Continum Publishing Co. 1989. (105-106). Oliphant, Margaret. Margaret Oliphant on E. B. Browining’s â€Å"Aurora Leigh†. [Online] Available http://www.stg.brown.edu/projects/hypertext/landow/victorian/ebb/all.html (1). Preston, Harriet W. The Complete Poetical Works of Mrs. Browning. Boston. Houghton Mifflin Company. 1900. (xi, xii, xvi). Schneller. British Women Writers. Chicago. Continum Publishing Co. 1989. (104). Scudder, Horace E. The Complete Poetical Works of Mrs. Browning. Boston. Houghton Mifflin Company. 1900. Stevens, L. Roberts. The Critical Survey of Poetry. Salem Press. Boston. 1992. (397, 399).

Is the Most Important Asset of an Organization

Question : â€Å"Human Resource (employees) is the most important asset of an organization. † Introduction Traditionally, human resource focused mainly on administrative functions and process personnel management. However, due to technology advancement, administrative tasks have reduced. The role of human resource has shifted and seems to be taking up more responsibility in company strategic planning and development. This theory has been supported in the work of Noe et al (2010, p. 719) Durai (2010, p. 109) stated, â€Å"Employees are the precious asset of an organization†.In view of this statement, human resource planning plays an important role to optimize the utilization of its asset in term of cost and productivity. Involvement with company’s strategic planning will allow human resource department to have a broader view of employees’ skill requirement and deployment. Ineffective planning will cause a hindrance to employee satisfactory and organization success. In this paper, we will study how the theory of compensation management, job rotation, recognition and training will motivate employees.Correspondence to these theories, organization will gain in productivity and profit once the employees are appeased with the working environment. Employee engagement with the organization Employees’ talent and efforts have tangible effects on an organization’s productivity and stability. And such efforts are often been neglected and fail to satisfy employees’ needs. When employees’ efforts are not recognized, there will be a lack of commitment to the organization. Thus, employees will not be motivated and will be less creative. Effectiveness of Compensation ManagementIn order to facilitate the achievement of an organization’s goals and key values, compensation management plays an important role in human resource management function. Employees should be managed properly and motivated by providing the best co mpensation system based on the job done and its result. A good compensation system will attract and retain skilled and productive employees. (Pattanayak B, p. 284) According to Armstrong (2002, p. 8), the compensation system consists of a total remuneration of direct financial rewards (fixed wage and variable pay) and employee benefits (annual leave and sick leave).And, non-financial rewards such is job recognition, opportunities for career advancement and personal growth are also part of the compensation system. Diagram 2 shows the list of financial and non-financial rewards that an organization can apply under the compensation system. [pic] Noe et al. (2010, p. 547) mentioned that employees’ emotion and function towards the organization is mainly influence by the compensation payout. Difference in individual personal characteristic will draw people to different compensation systems.A great solution to compensate employees in the organization is to adapt combination program rather that one program over another. List of compensation programs are merit pay, incentive pay, profit sharing, ownership, gain sharing, and skill-based pay. Merit pay is one of the best rewarding compensation programs. Employees are measured and payout annually based on the individuals performance appraisal rated by employees’ supervisor. Many companies in Singapore are adapting this compensation program for their permanent staffs. Employees will be more motivated when their performances are recognized and their basic pay is increased.Another example of compensation program is incentive pay. Incentive pay is usually seen in organization with sales team that brings in revenue and profit that will gain market share for the company. Employees with higher performance will gain in such compensation program as they measured based on the amount of products or services sold and the payout is not part on the employee’s basic pay. Payment will be earned on a weekly or monthly basis depending on the organization’s policy. Once an individual is motivated by such monetary rewards, he will sell more products and services for the rganization. However, if the compensation program is not well planned, it will have a negative effect to the organization to support its business objectives. As mentioned in the article by Daly D (2009), skilled-based pay is the remuneration to payout employees with a better skilled knowledge that related to the job. Employees who have attained new skill and knowledge will be compensated more comparing to their co-colleagues. Taking an example of a technician in a manufacturing organization, he will be rewarded once he has completed the machine repair and maintenance program.In order for him to continue to be compensated with better basic pay, he has to continue to upgrade his skillsets. Once the employees’ market value has increased, he will be motivated to contribute more to the organization and improve productivity. Effectiveness of Job Rotation & Recognition Apart from monetary rewards, job rotation has a function to motivate employees to enhance their skill knowledge and contribute more to the organization. Job rotation is systematic procedure whereby individual employee is shifted from current position or department to another in a given period of time.Employees will be multi skilled and able to support the organization when skillsets are required. When a job is less lifeless or monotonous, employees will perform better and improve productivity. Hence, employees will gain a promotion and increase their income. (Noe et al, p. 430) Effectiveness of Recognition Recognize and reward are exactly what the employees in the organization looking forward for a better growth in their career. The right motivation will influence the employees’ behavior and in return employees will achieve the organization’s goals and objective and strive for higher productivity.Once the employees are satis fied and feel rewarded, it is unlikely for them to leave the organization. Employees will dedicated their skill and time for the organization. Therefore, the management should always be enthusiastically recognizing the talented and hardworking individuals to create a healthier working environment for the employees to come to work happily every day. Effectiveness of Training and Development Engaging employees with training and development are the two fundamental components in an organization.Both training and development do co-exist, as training will provide the skillsets and knowledge for the employees’ needs in the job. Whereas, development is a process to prepare employees in gaining new skills and knowledge for forthcoming demand in the current job or a job that do not exist. When employees obtained new skills and knowledge, it will improve the quality of the work. Organization will take the opportunities to attract and retain talented employees to gain profits and product ivity. This theory is support by Noe et al. (2010, p. 87) ConclusionEmployees are still an integral part of a company, being important assets. They must be constantly motivated and rewarded financial or non-financial on effort done on the job. Thus, human resource management has to balance the needs and achieve the goals and objective of both employees and the organization. Once the employees gained the recognition from the organization, they will produce better results and profits. Reference Armstrong M, 2002: Employees Rewards, London: CIPD Publishing. Durai P, 2010: Human Resource Management, New Delhi: Dorling Kindersley (India) Pvt Ltd.Noe, Hollenbeck, Gerhart, Wright, 2010: Human Resource Management Gaining A Competitive Advantage, 7th Edition: New York, McGraw-Hill. Pattanayak B, 2006: Human Resource Management, 3rd Edition: New Delhi, Prentice Hall of India Private Limited. Daly D, 2009. Employee Relations, Motivation, Performance Management, DeGarmo Group. Available http:// www. degarmogroup. com/index. php/2009/03/the-effectiveness-of-skill-based-pay-systems/ [1 Dec 2010] Own Referencing Employee reward Michael Armstrong CIPD Publishing, 2002 – 573 pages http://books. google. com/books? d=keiVwGxm3i0C&pg=PA363&dq=financial+and+non+financial+rewards&hl=en&ei=lELSTtXwHYLorQeht-XnDA&sa=X&oi=book_result&ct=result&resnum=1&ved=0CDcQ6AEwAA#v=snippet&q=total%20remuneration&f=false Durai P, Human Resource Management, Pearson Education India Page109 http://books. google. com. sg/books? id=cRAvCCsN2e0C&pg=PA109&dq=what+the+point+on+human+resource+is+an+asset+to+organisation&hl=en&ei=58zRTti1K9HnrAeGjOnGDA&sa=X&oi=book_result&ct=result&resnum=3&ved=0CEIQ6AEwAg#v=onepage&q=what%20the%20point%20on%20human%20resource%20is%20an%20asset%20to%20organisation&f=false pic] Ronel Kleynhans, Human Resource Management 2006 Page 6 Pearson South Africa, 1 Mar, 2006 – Business & Economics – 310 pages http://books. google. com. sg/books? id=8_acBYy_77oC&pg= PA6&dq=HRM+-+employee+is+an+asset&hl=en&ei=bbHRTsf8LYHTrQf1pakw&sa=X&oi=book_result&ct=result&resnum=4&ved=0CEAQ6AEwAw#v=onepage&q=HRM%20-%20employee%20is%20an%20asset&f=false Human Resource Management 3Rd Ed. Biswajeet Pattanayak PHI Learning Pvt. Ltd. , 1 Mar, 2005 – 504 pages http://books. google. com/books? id=dF7G0yZ51GgC&dq=compensation+management&a mp;source=gbs_navlinks_s [pic]Ultimate Small Business Marketing Guide James Stephenson, Courtney Thurman Entrepreneur Press, 4 Jan, 2007 – Business & Economics – 478 pages http://books. google. com/books? id=algx60Sbqo0C&dq=training+program+to+motivate&source=gbs_navlinks_s Industrial/Organizational Psychology: An Applied Approach Michael G. Aamodt Striking a balance between research, theory, and application, the sixth edition of INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY: AN APPLIED APPROACH http://books. google. com/books? id=TgE7zklRjHgC&dq=training+program+to+motivate&source=gbs_navlinks_s David Daly http://www. egarmogroup. com/index. php/2009/03/the-effectiveness-of-skill-based-pay-systems/ Encyclopaedic Dictionary of Organization Behaviour Rahul Arora – 2000 – 573 pages – Full viewSarup & Sons, 1 Jan, 2000 – 573 pages Recognition & Reward Program Best Practices By Derek Irvine, Globoforce | April 15, 2011 http://www. hrmtoday. com/talent/human-resources-management/recognition-reward-program-best-practices/ Make Their Day! Employee Recognition That Works: Proven Ways to Boost Morale, Productivity, and Profits Cindy Ventrice ReadHowYouWant. com, 6 Aug, 2010 – Business & Economics – 336 pages

Essay on Access Control FInal Project - 1199 Words

ITT Technical institute – isc program Project: Access Control Proposal IS3230 - Access Control Bernard Downing David Crenshaw /2014 1 INTRODUCTION 1.1 Title of the project Access Control Proposal Project for IDI 1.2 Project schedule summary The project will be a multi-year phased approach to have all sites (except JV and SA) on the same hardware and software platforms. 1.3 Project deliverables †¢ Solutions to the issues that specifies location of IDI is facing †¢ Plans to implement corporate-wide information access methods to ensure confidentiality, integrity, and availability †¢ Assessment of strengths and weaknesses in current IDI systems †¢ Address remote user and Web site user’s secure access requirements †¢ Proposed budget†¦show more content†¦Telecommunications has not been since the company moved its current headquarters 15 years ago. This has left many of the new features for telecommunications lacking and not integrated with the customer service database to improve call management efficiency. The generic system was acquired from a service provider who is now out of business. Policies for personal devices are being ignored by many of the executives who have local administrators install the clients on their unsupported, non-standard personal laptop computers and workstations that interface with the internet. The original WAN was designed in the early 2000’s and has not been upgraded. During peak periods, usually between September and March, the capacity is insufficient for the organization resulting in lost internet customers which further reduces growth and revenue. Telecommunications works through a limited Mitel SX-2000 private automatic branch exchange (PABX) that only provides voice mail and call forwarding. 2.3 Warsaw, Poland This is the largest office based on number of employees, strategically located to assist IDI for major growth in the Middle East and Asia, and the home portal for expansion and geographical client development, yet there is insufficient computing power to stay afloat on a day-to-day basis. 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