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Business Ethics In Organization Essay

1901 words - 8 pages

PRACTICE OF BUSINESS ETHICS
MMUI J131 • Rotua Veronika Ariester • Sarah Afifah • Samuel Krissandi • Ronald • Eldhie Sya'banni • Reffit Gustaroska

ORGANIZATIONAL ETHICS

DEFINITIONS
 Organizational Culture:
The values, beliefs, and norms that all the employees of that organization share

 Value Chain:
The key functional inputs that an organization provides in the transformation of raw materials into a delivered product or service

ASTRA CREDIT COMPANIES
 Vision:
Become the 1st Choice Financing Company with Total Solution

 Mission:
To Promote Credit for a better living

VALUE CHAIN
 Key functional inputs:
 Research and Development
Develops and creates new ...view middle of the document...

 M a r ke t e r s s e e t h e m s e l v e s a s p r ov i d i n g p r o d u c t s to c u s to m e r s w h o e x p r e s s e d a n e e d f o r a n d a d e s i r e to purchase those products.  Communicating about f u n c t i o n a l i t y a n d av a i l a b i l i t y o f p r o d u c t s .

Critics: - Marketing are manipulative: unsespecting customers are induced by slick and entertaining commercials & ads. - How can you be proud of an outcome when the customer never needed that product to begin with and was manipulated. Some people may influenced by a slick campaign into feelings of envy or inequality if he/she didn’t buy the product

Arguments/Pros: - Since customer satisfied, The good outcome justifies the methods, no matter how misleading the message or how unnecessary the product sold. - Products must be sold for company growth; unless you are selling a basic comodity in developing country that has desperate needs of your product, you should

ETHICS IN MARKETING
Ethics in marketing:  Doing no harm, fostering trust, and improvement.  Establishes clear ethical values of honesty, fairness, respect, openness

ETHICS IN MARKETING

ETHICS IN HUMAN RESOURCES
The human Resources function within an organi zati on should ideally b e directl y involved in the rel ati onshi p between the co mpany and employee throughout that employee’s contract with the company : • • • The Creation of the job description for the position. The recruitment and selection of the right candidate for the position The orientation of the newly hired employee


• •

The ef ficient management of payroll and benefits for the (hopefully )happy
and producti ve employee The documentati on of periodic per formance reviews The documenti on of disiplinar y behavior and remedial training, if needed

The creation of career development program the employee

ETHICS IN HUMAN RESOURCES
E ver y S tep o f t he l i f e c ycl e o f t ha t c o m p a ny – em p l oye e c o nt r ac t h as t h e p o te nt i al fo r et h i c al t r a n s g r e s s i on s . C o n s i d e r t h e f o l l ow in g et h i c a l t r a n s g r e s s i o n s : • Yo u a r e b e hi nd s c h ed ul e o n b ui l d i ng p ro j ec t a n d yo ur b o s s d ec i d e s to hi r e s o m e i l l eg al Im m i g r a nt s to h el p g et t h e p ro j ec t b ac k o n t h e t r ac k . T h ey a r e p ai d i n c as h “ u n d e r t a b l e “ a n d yo u r b o s j u s t i fi e s t h e d e c i s i o n . Yo ur c o m p a ny h a s h i r ed a n ew r eg i o n al v i c e p r e s i d e nt , a s H R S p ec i al i s t for h er r eg i o n, yo ur ar e a s ke d to p ro c es s h er p ay ro l l an d b e n efi t p ap er wo r k . Yo ur bos s i ns t r uc t s yo u to w ai v e t h e s t a nd a r d o n e ye ar wa i t i ng p er i o d fo r b e n efi t e nt i t l em e n t a n d e n r o l l t h e n ew V P i n t h e r et i r e m e n t a n d e m p l oye e b o n u s p l a n i m m e d ia tel y. O n t h e fi r s t d ay a s t h e H R s p ec i al i...

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