English Research Proposal Essay on Establishing Workplace Ethics

Establishing Workplace Ethics

Introduction

A recent survey indicates that codes of conduct in the management of an organization are essential in ensuring job satisfaction among employees. When an organization wants to reap maximally from its employees, it must exercise fair practices. On the other hand, the staffs and employees must exhibit ethical behaviors to maintain a long relationship with the employers. An awkward approach to duties could affect the employees’ relationship with the top management, leading to laying off or involvement in stringent legal practices. This article represents a research proposal that establishes the ethical codes at the workplace. The organization is a consultant firm that constitutes different management levels, and the role played by the junior employees in the organization.

Background

Institutionalizing core values of conducts has been a big challenge in most organization. Different policies have been established to govern the working behaviors of the organization to streamline areas where there is inadequacy of the skills and know-how to perform various tasks. On the contrary, developing harsh principalities is perceived as the exploitation of the workers, making them disappointed of having joined a given institution (Webley & Le, 2002). Therefore, it means that the working policies should be grounded on safeguarding the rights of the employees while endeavoring to achieve the goals of the organization. Successful leaders are hailed for portraying ethicality to the staff and employees (Flynn, 2008). For instance, if the manager acts in an unethical manner, the supervisors and subordinates staffs are likely to copy him. This situation leads to the creation of the rationale behind rewarding good for good. Protecting the equity securities of the company will demonstrate integrity, transparency, and competence in dealing with the financial matters of the organization. Moreover, the Employee Rights advocates for fair treatment of the employees through employees development, motivation, and good wages.

Goals

This research focuses on determining the implications of ethical conducts towards the operations of an organization. Moreover, it evaluates the significance of scheduling, budgeting, staffing, and authorization to the company. Objective analysis of the fair treatment of the employee and the role taking by organizational management is included.

Plan

The study will be taken in one of the local organizations. In this survey, the research team will present questionnaires to the staffs and employees. In order to limit bias on written information, the research team will take audio investigations on the importance of embracing ethical codes of conducts in the organizations. The employees’ perspective will be evaluated mainly through questionnaires since many organizations prohibit direct information sharing on behalf of the organizations. The significance of the ethical codes will be evaluated on matters pertaining scheduling, staffing, budget allocations, and authorization.

Schedule

The hour and cost for completing a goal are dictated by the tenacity of the job, technical aspects, and the manpower or the skills required. Regular employees will be needed to work for at least 38 hours per week, which could either increase depending on the job requirement. If this time reduces, the Human Resource Officer will take responsibility to create a flexible work arrangement, thus preventing delays or cancelation of some tasks.

The table below indicates a proposed schedule for an eligible staff member who is non-exempt/hourly:               

Day of the weekWork/accessibility hoursWork site location
Thursday*5Internal
Friday7External
Saturday4Internal
Sunday3Internal
Monday5External
Tuesday3External
Wednesday8Internal
Total Weekly Hours   35 hours   

The HR will be accountable for the approval of the payroll of the non-exempt staff on Thursday’s of every week. The legitimate departments will submit reports of the activities performed during the week on Wednesdays to facilitate the preparation of weekly pays of the employees.

The table below indicates proposed schedule for an eligible staff member who is exempt/salaried:

                       
Day of the weekAccessibility/work hoursWork site location
Monday8Internal
Tuesday5.5External
Wednesday6Internal
Thursday5.5Internal
Friday5External
Saturday3Internal
Sundaynone 
Total Weekly Hours*   33 hours   

The full-time employees/eligible staffs will be paid binary: mid month and the end of the business month. Individual departments will submit their ACCRUALS based on the time worked over a given month. The working strategies are approved by the HR prior to settling the payments to workers.

Staffing

The eligibility of the staff members will be based on the skills, experience, and the position that an individual is holding. The corporate officers are mandated to ensure a flexible working arrangement for the employees within the workshops and the production departments. The supervisors will initiate conversions with the employees to identify areas where there are work challenges. Discussion of these challenges will provide a rationale for the best decisions. Moreover, the supervisors will be required to consult with the Human Resource Manager before approving the ongoing working procedures (Flynn, 2008). All enquiries that pertain changing the working schedules will be made through the office of the Human Resource. The Auditing team should demonstrate transparency and integrity to avoid offsetting the financial obligations of the company while maintaining equity securities of market value. Individual departments are required to submit the operation records weekly since this information is essential in settling the payments to the workers. To cultivate the culture of transparency and fairness, the recruiting body will maintain information confidentiality from the applicant to ensure that the company absorbs the dedicated members who will work with loyalty to drive the organization forward.

Budget

Relevant and sensible estimates, budgets, and forecast are essential to minimize wastage of resource, hence accountability. The managers should agree with organizational committee to pay for technology to maintain the efficiency of different operations in the company. It could amount to 15% financial equivalent of the organization. Moreover, the accountants and finance officers will consult with the managers to determine if there are benefits of the office that would justify the expenses incurred in different operations.

Payment of the workers will be proportional to the qualification, experience, and duties performed in organization. Full-time employees will get 3% benefits that shall cover their monthly expenses. Part-time jobs will be paid according to the responsibility held and the number of hours worked.  In other cases, budgetary limitations may hinder chances to raise hours (Jackson & Jenkins, 2009). For instance, if the part-time employees want to return to full-time employment, the working hours will be reassigned to prevent risking the budget.

Authorization

The established rules and policies will apply to all workers. The Director General will oversee the implementation and application of the staff and employees rules. Except in the special cases, everybody working in the organization will abide by the rules and principles laid to ensure the accountability of the company resources. In delegating duties to employee, the supervisors must live to the procedural fairness. This aspect prevents exploitation of some employees for individual gains (Boatright, 2012).

To maintain a reasonable working balance and good relationship at work, the desirable disclosure of the misconducts in the organization will be handled by the Human Resource alongside the compliance department. If any employee believes that he or she has witnessed any unethical behaviors at the workplace, a supervisory level employee should forward the information to the human resource manager. When an employee is an alleged perpetrator of the unethical behavior at the workplace, the Employment Rights policy should be consulted to guide the manager on the best action to take against such employee. The human resource manager will guard the non-retaliation policy to prevent disciplinary action against the staff members or employees who report unethical cases in the organization. Defying the company’s rules and regulations will be considered a discipline case.

References

Boatright, J. R. (2012). Ethics and the conduct of business. Boston: Pearson.

Flynn, G. (2008). Leadership and business ethics. Dordrecht: Springer.

Jackson, S., Sawyers, R., & Jenkins, J. G. (2009). Managerial accounting: A focus on ethical

                         decision making. Mason, OH: South-Western.

Webley, S., & Le, J. M. (2002). Ethical business: Corporate use of codes of conduct. London:

                           Institute of Business Ethics (IBE.