I find an ethical culture assessment centered on the code of ethics. The format allows discussion on the firm’s ethical corporate awareness (Schwartz, 2017). In my perspective, from what I have learned, the group work as cultural relativism. The training teaches right, wrong, respect and integrity. Also, the format addresses law violation and emphasizes that ethics matters. At the end of the training, a survey can help assess employees’ knowledge in ethics.
Concerning business ethics Scenarios for discussion. The workshop discusses and examines the values and business ethics encountered at work. The method concentrates on the current ethical situation faced by employees. In my view, the training allows employees to work as a functional group to analyze the weakness and strength of each scenario. Questions such as, why it happens, how to go about the situation and ways to resolve the problems will arise for the common interest. However, putting weakness into strength (Collins, 2013) would allow a useful benefit for both employees and stakeholders. It can be
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Equal Employment Opportunity Commission (EEOC) is one legal regulation that applies to all kinds of work-related issues such as hiring, firing, promotion, and training. An example, according to U.S Department of Labor, EEOC also enforces Title I of the ADA (n.d.). I would have chosen ADA, but it covers hiring and promotion not firing. This proves that EEOC should be included in the general corporate training plan because I learned that EEOC eliminates barriers to employment.
From what I have learned, quarterly employees training without exemption on the EEOC, code of ethics and conduct would create employees’ awareness and enable workers to practice ethical decision-making without micromanaging (Collins, 2017). A trained employee can know how to figure the complexity of ethical dilemmas and how to handle the situations using critical thinking. The result shows how vital principles are to an