Background: I am a Supervisory Acquisition Manager in Army.
This experience is what I draw from. Please see log in information for the
required Textbook.
1.
For
all assignments: Use active versus passive voice. For
instance, avoid using are; be; been; is; it, it’s; was, and were. The
more you practice using active voice, you will notice how your writing sounds
scholarly. ***Plus, dissertations use active versus passive voice.
2.    Please do not use more than 1 direct quote (this includes textbook material and outside sources).
Essentially, you only want 1 direct quote throughout the paper. Paraphrasing
and citing your sources helps ensure you submit thoroughly researched
papers versus copying and pasting direct quotes.
3.    Review the Rubric and
the assignment directions for each formative and summative assignment
to verify you addressed each specific requirement.
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For all assignments below: Must be in the active voice.
Assignment 1: C1: Formative 1 One Page, No APA 7 needed unless
resources other than the textbook is used. Single space. No AI or ChatGpt. Must
us active voice.
In order to ethically engage your employees, you must meet
their needs. What is in this for them? How can you make them want to contribute
to a greater good?
How can you, as a leader, create excitement within your
corporation? Furthermore, how can you engage your employees to not only act
ethically but to never expect anything different?
Team-building is a very important way to build trust,
excitement and a sense of participation in organizations. In this assessment,
describe which team-building approach registered with you and why.
Choose
one of the following small-group approaches to resolution:
The Pinch Theory method of conflict resolution
The Team Problem-Solving process (including parts of the
Nominal Technique)
Apply the selected approach to your current work environment
or to any organization you are familiar with. Through a one-page analysis,
explain how open-book management can help establish a team’s trust of
leadership. Please use specific examples and details to support your selection.
Although not required, if you reference outside sources,
please use APA format for in-text citations and references.
Backup:
Evolution of Business Ethics and Corporate Governance
It is very easy for a manager to underestimate the cost for
unethical behavior. Even if the product
your company creates is ethically sound, the people who create the product may
not be necessarily ethical in nature.
When people think of costs associated with unethical behavior, legal
costs are the first to come to mind.
Lesson content
Understanding Business Ethics
LESSON 1 OF 1
Evolution of Business Ethics and Corporate Governance
It is very easy for a manager to underestimate the cost for
unethical behavior. Even if the product your company creates is ethically
sound, the people who create the product may not be necessarily ethical in
nature. When people think of costs associated with unethical behavior, legal
costs are the first to come to mind.
In 2018, financial companies paid a staggering $243 billion
to settle mortgage-related lawsuits. Bank of America settlements totaled $76
billion, followed by JPMorgan Chase at $44 billion and Citigroup at $19
billion.
There are other costs for misconduct that were described in
the readings. These types of misconduct may come as a surprise and may not be
considered an obvious loss to an organization. In this learning activity, think
about additional types of cost of misconduct other than the legal cost. This is
not an assessment, but this activity will help you prepare for your written
assessments in this area of the course.
Unethical behavior occurs in all organizations. Of the most
common type of unethical behavior, the following ranks as the top five:
Misuse of company time. Altering time sheets, covering up
for someone who shows up late, and conducting personal business on company time
Abusive behavior. Using one’s position or power to mistreat
others and create a hostile work environment
Employee theft. Taking products, not recording sales to
friends, and manipulating expense reimbursements.
Lying to employees. Purposely misleading other employees or
trying to avoid an uncomfortable interaction.
Violating company Internet policies. Surfing the Internet
and checking Facebook or Twitter accounts instead of working.
What this chapter also explores is the costs of such
misconduct on the organization. Not only is it a sad misuse of trust when such
behavior occurs, but the costs lost to such behavior affect the entire
business. Those lost profits could be better spent on employees and efforts
that deserve them.
The highest cost to companies involved in misconduct are
legal costs. However, there are other costs to be considered in paying the
price of unethical behavior.
Read Chapter 1: Unethical Behaviors In Organizations And Human Nature
Corporate Governance and Stakeholder Relationships
You have read about the cost of misconduct due to employee
behavior. If misconduct is presented by management, the idea of reporting such
behavior may be daunting, especially if observed by a subordinate. However,
every employee in every organization has the right and the expected role of
reporting such behavior for the benefit of the corporations’ future. In this
next learning activity, you will answer the question “What would you do?” in a
scenario involving a CEO and his questionable behavior. Please think about how
you would react in the following situation and answer the critical thinking
questions.
Excerpt from page 69 of textbook:
What Would You Do? Work Hard, Play Hard
After graduation you obtain a management position with a
rapidly growing start-up preparing for an initial public offering (IPO). The
company has secured huge investments from venture capitalists. You, as well as
many other managers, receive a modest amount of stock options to encourage hard
work and loyalty. And everyone does work hard and long, sometimes up to 20
hours a day, including required attendance at an occasional 2:00 a.m. meeting.
Home
Lesson content
Understanding Business Ethic
Evolution of Business Ethics and Corporate Governance
It is very easy for a manager to underestimate the cost for
unethical behavior. Even if the product
your company creates is ethically sound, the people who create the product may
not be necessarily ethical in nature.
When people think of costs associated with unethical behavior, legal
costs are the first to come to mind.
In 2018, financial companies paid a staggering $243 billion
to settle mortgage-related lawsuits. Bank of America settlements totaled $76
billion, followed by JPMorgan Chase at $44 billion and Citigroup at $19
billion.
There are other costs for misconduct that were described in
the readings. These types of misconduct
may come as a surprise and may not be considered an obvious loss to an
organization. In this learning activity, think about additional types of cost
of misconduct other than the legal cost.
This is not an assessment, but this activity will help you prepare for
your written assessments in this area of the course.
Unethical behavior occurs in all organizations. Of the most common type of unethical
behavior, the following ranks as the top five
Misuse of company time. Altering time sheets, covering up
for someone who shows up late, and conducting personal business on company
time.
Abusive behavior. Using one’s position or power to mistreat
others and create a hostile work environment.
Employee theft. Taking products, not recording sales to
friends, and manipulating expense reimbursements.
Lying to employees. Purposely misleading other employees or
trying to avoid an uncomfortable interaction.
Violating company Internet policies. Surfing the Internet
and checking Facebook or Twitter accounts instead of working.
What this chapter also explores is the costs of such
misconduct on the organization. Not only
is it a sad misuse of trust when such behavior occurs, but the costs lost to
such behavior affect the entire business.
Those lost profits could be better spent on employees and efforts that
deserve them.
The highest cost to companies involved in misconduct are
legal costs. However, there are other
costs to be considered in paying the price of unethical behavior.
Read Chapter 1: Unethical Behaviors In Organizations And Human
Nature(opens in a new tab)
What did you find most surprising in the cost of
misconduct? Reflect on two additional
costs of misconduct (other than legal costs) that were surprisingly expensive
as a result of unethical behavior. Feel free to note those takeaways in your
Learning Journal.
There are many common types of unethical behaviors in the
workplace.
Unethical behaviors can be very costly to an organization
References:
Dealbook (2016), “Where does the mortgage settlement money
go?” New York Times
Ethics & Compliance Initiative, 2019 global ethics
survey – workplace misconduct and reporting: a global look, p. 5, available at
https://www.ethics.org/workplace-behavior-business-ethics-compliance-report-2019/,accessed
1/24/20.
Goldstein, S. (2018), “Here’s the staggering amount banks
have been fined since the financial crisis,” MarketWatch.
Corporate Governance and Stakeholder Relationships
You have read about the cost of misconduct due to employee
behavior. If misconduct is presented by management, the idea of reporting such
behavior may be daunting, especially if observed by a subordinate. However, every employee in every organization
has the right and the expected role of reporting such behavior for the benefit
of the corporations’ future. In this
next learning activity, you will answer the question “What would you do?” in a
scenario involving a CEO and his questionable behavior. Please think about how you would react in the
following situation and answer the critical thinking questions.
Excerpt from page 69 of textbook:
What Would You Do? Work Hard, Play Hard
After graduation you obtain a management position with a
rapidly growing start-up preparing for an initial public offering (IPO). The
company has secured huge investments from venture capitalists. You, as well as
many other managers, receive a modest amount of stock options to encourage hard
work and loyalty. And everyone does work hard and long, sometimes up to 20
hours a day, including required attendance at an occasional 2:00 a.m. meeting.
The 40-year-old founder and CEO, Andy, is the company’s
largest shareholder at 30%. Andy has a dynamic personality, a dominant physical
presence at 6 feet 5 inches, and nonstop energy. He is an eloquent visionary
who attracts trust and a cult-like following from employees, despite being
highly impulsive. Andy lives a lavish lifestyle and owns three luxury homes and
a private jet. Company expenses are out of control with $1 billion in losses
last year, but that money could be recovered quickly if the upcoming IPO meets
current expectations.
During your first few weeks of employment, you observe Andy
occasionally join hardworking employees for a shot of tequila and a marijuana
break, which he supplies. Some employees think this is “cool” and down to
earth; others feel awkward. During the summer, you attend the
often-talked-about company-wide weekend retreat where the wild “work hard, play
hard” water cooler stories are confirmed. The brainstorming, planning, and
goal-setting meetings are interspersed with college fraternity and sorority type
activities involving excessive consumption of alcohol and drugs and drunken
sexual harassment by both men and women.
On the Monday following the retreat, after a series of tense
meetings preparing for the IPO, you lunch at an isolated restaurant quite a
distance from work to get away from everyone. To your surprise, eating by
herself, with an empty chair next to her, is a board member. It’s obvious she’s
not expecting anyone to join her. Board members have a legal obligation to make
decisions based on the best interests of the company. You wonder if the board
member knows the extent to which the CEO has developed a reckless work culture
and how that might impact the upcoming IPO as more information about the
company becomes public. The opportunity to speak confidentially with her about
your work experiences will not likely happen again. Critical Thinking Questions
What could you do?
What would you do?
Ask to join her and share what you know about the CEO’s
behavior and work culture
Write an anonymous note documenting some of the worst
misbehaviors and secretly leave it on her table when she’s not looking or mail
it to her
Do nothing because many employees enjoy the work
environment, and this is way beyond your job description
Something else (if so, what?)
Consider the below questions, then read Chapter 3: Corporate
Governance And Stakeholder Relationships(opens in a new tab)
Why is this the right option to choose?
What are the ethics underlying your decision?
Managers as Ethical Leaders
You have learned about types of organizational power and the
abuse of such power within a business setting. You understand, perhaps in your
own organization, what unethical conduct can do to those who report to a leader
practicing misconduct. What are some actions a company can take to foster
ethical behavior? Many actions will be discussed in chapter 10. For this next
activity, you are shifting your mindset from the reactive, as in reporting
systems, to the proactive with an ethical communications plan.
Read Chapter 10: Managers As Ethical Leaders And Performance
Assessments(opens in a new tab)
Read Chapter 11: Ethically Engaging And Empowering Employees(opens in a
new tab)
In table 9.5, you saw a sample strategic communication plan
for remaining ethically compliant in an organization. After taking the content
in from Chapter 10 and 11, how would you apply this communication plan to your
organization? Consider taking notes on your response to this question in your
Learning Journal in addition to the provided prompt.
While this activity is not an assessment, it is very
important in preparing you for your final course proposal.
In Chapter 10, you were provided examples of
ethical leadership. Such leadership
involved fair performance assessments.
As a leader, think about what you would write in an email to a senior
manager in your organization. Let
him/her know that they will have a 360 degree performance evaluation. Take
notes in your Learning Journal on the performance evaluation process and who
will be involved.

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