Posted in Uncategorized, tagged business, employee, work on November 10, 2021| Leave a Comment »
What makes employees decide to take a job
– Gallup survey
Posted in Business Ethics, Diversity, Sustainability, tagged employee, ethics, health, wellness on May 12, 2013| Leave a Comment »
To encourage employee health and wellness:
(1) provide information for better decisions
(2) provide motivation to keep it up
(3) provide fun such as games, competition, and team sports
(4) provide SMART goals, and
(5) provide the time.
See Mashable’s 5 related social apps.
Providing for the health and wellness of your employees:
(1) shows you care about them
(2) improves productivity, and
(3) results in lower healthcare costs.
Checkout The Scientific 7-minute Workout:
(1) Jumping jacks
(2) Wall sit
(3) Push-up
(4) Abdominal crunch
(5) Step-up onto chair
(6) Squat
(7) Triceps dip on chair
(8) Plank
(9) High knees running in place
(10) Lunge
(11) Push-up and rotation
(12) Side plank
Posted in Business Ethics, tagged employee, ethics, participation on October 2, 2010| Leave a Comment »
Promote a more ethical workplace by actively seeking employee participation.
This article talks about the ethics of scent-marketing: is it okay to alter a space without consent of those who share it?
Lesson: Garner employee input on the basics (What do you want to see in our vending machines? How about orange juice?), up to the business critical (What do you think about our approach to this business problem/opportunity?).
This article talks about the importance of critical thinking, its role in ethical thinking, and how to foster it.
Lesson: After distribution of your company’s ethics code, follow-up with employee participation. For example, plan team discussions that examine business decisions in terms of the ethics code.
Posted in Business Ethics, Hotline, tagged employee, ethics, hotline on August 23, 2010| Leave a Comment »
“Fear of retaliation for speaking up about ethical violations in the workplace not only affects whether workers are willing to report wrongdoing to management, it drives the level of misconduct itself,” according to a recent study released by the Ethics Research Center. See Research Brief, Retaliation: The Cost to Your Company and Its Employees (http://www.ethics.org/files/u5/Retaliation.pdf).
Second, employees are less willing to report wrongdoing when it is perceived that the report will not be taken seriously. One of the proposed amendments to the Organizational Sentencing Guidelines also emphasizes “taking reasonable steps” in reaction to incidents. See Amendments to the Sentencing Guidelines: http://www.ussc.gov/2010guid/20100503_Reader_Friendly_Proposed_Amendments.pdf.
Strengthen your employee hotline by a clear non-retaliation policy and a commitment to appropriate and timely report follow-up.
ethicshotline.org 