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Nine Steps to Make Values Matter

June 17, 2002
Related Topics: Ethics, Featured Article, HR & Business Administration
When developing an effective ethics program, Joan Dubinsky, labor attorney and president of the Rosentreter Group, business ethics consultants in Kensington, Maryland, recommends asking the following questions:

1. Commitment from the Top

What outcome does senior management wish to achieve?

How does senior management demonstrate its commitment and involvement?

2. Code(s) of Conduct

Do we have written guidance for our employees and other stakeholders?

Do the rules “work” for all of our businesses? Can employees find and apply these rules?

3. Communication

How do we communicate our messages? Do employees hear and believe us?

How well do we handle change?

4. Training

What is our training strategy?

How do we reinforce knowledge of our values and rules, and build capacity to exercise judgment?

5. Resources

Where do employees go with a question or problem? Is asking for advice rewarded?

How reliable and trusted are our resources?

6. Implementation

Do our systems work smoothly and efficiently?

Do we work effectively across business units?

Are roles and responsibilities easy to understand and to honor?

7. Rewards and Recognition

Are we consistent in applying our values, standards, and rules?

Do we make “living our values” critical for recruiting, hiring, rewarding, recognizing, evaluating, promoting, and compensating our people?

8. Audits and Assessments

What methods shall we use to evaluate our efforts?

How are internal investigations conducted?

9. Revision and Reform

Do we periodically update our values, rules, and program content?

Are we committed to continuous improvement?

Workforce, June 2002, p. 30 -- Subscribe Now!

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