How To Tell If The Facebook.Code.Is From A Legit Source Integrating Ethics Into Your Organization

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Integrating Ethics Into Your Organization

Many organizations approach ethics by sponsoring an occasional one or two hour training session for their employees. It’s almost as if we treat ethics like a vaccination: one shot and you’re good for life! However, what we do know about learning is that it takes continuous exposure to new material for it to become integrated into employees’ knowledge and behavior. The same principle also applies to ethics. This short article will suggest ways in which ethics can be integrated into your existing employee processes.

Start at the beginning: Include ethics in your recruitment and selection materials and processes. If the ability to reason through ethical issues is part of the job, why not mention that fact in the position ad? Also, including simple ethical reasoning examples in the job interview can give you insight into the ethical thinking of your candidates and also emphasize the importance your organization places on ethics.

Start employees in the organization right: Include ethics information in employee orientation materials. This may include a review of agency codes or state laws that are particularly relevant to your agency, such as policies related to common ethical issues. These ethical issues will vary from organization to organization, but may include: receiving gifts, use of organization vehicles, computers or other equipment, financial disclosure requirements and nepotism rules. If your organization has whistleblower protections, include a review of those protections as well as information on how to report any ethical issues they encounter. Our employees are “oriented” to our organizations with us without our direction. Why not choose to put our employees on the right track from the start and add ethics to your orientation?

Keep employees talking about ethics: Integrate ethics into ongoing discussions in your agency or organization. Perhaps an employee newsletter could have an “ethics column” that discusses common ethical dilemmas you face in your organization. Discussion of potential ethical dilemmas in work groups can help supervisors guide employees through ethical situations. As a manager, you can be blissfully ignorant of how your employees “solve” ethical dilemmas. If you assume that everyone in your work group reasons the same way, you’re likely to be unpleasantly surprised!

Finally, focus on ethics in training and development. Encourage supervisors and employees to identify additional ongoing training on ethics and make attention to ethics part of employee annual performance and development plans. Attention to these factors will help integrate ethics into all your organizational processes.

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