In short, it is a discipline that identifies good or evil, just or unjust, fair or unfair practices, about moral duty.
Enron was founded in in Omaha, Nebraska as a natural gas provider, but was reorganized in to function as a holding company BBC News, n.
In its annual report to shareholders, Enron listed its core values as follows: Communication — We have an obligation to communicate. Respect — We treat others as we would like to be treated. Integrity — We work with customers and prospects openly, honestly, and sincerely.
Excellence— We are satisfied with nothing less than the very best in everything we do. Enron, Annual Report,p. However, several examples reveal that the culture stood opposed to these core values. Instead of reinforcing the code of ethics and the list of virtuous core values, the actions of leadership established a culture with values of greed and pride.
These actions undoubtedly helped shape the culture of Enron. Taking these two examples into consideration, it becomes clear why reports of unethical behavior were seen at all levels.
Despite public awareness about the dangers of this behavior, no one came forth to speak out against it. While senior leadership worked to create a statement of core values that upheld the highest ethical standards, their actions shaped a culture that would not meet these standards.
However, this attention is well deserved, as Zappos is considered by many to be a shining example of customer service, culture, and ethics Chafkin, Zappos was founded in It has since expanded its product offerings to clothing, accessories, and even various overstocked merchandise through its subsidiary companies Hsieh, Compared to Enron, the company is small, employing approximately 2, people at its headquarters in Las Vegas, Nevada and in its warehouse in Kentucky.
Zappos does not just differ in size; it differs drastically in its business paradigm as well. The company places its emphasis on developing its culture and core values around the happiness of both its employees and its customers Hsieh, It is surprising to learn that the company lacked a formal statement of core values for the first six years of its existence Hsieh, Hsieh was familiar with the offsite retreat homework assignment used by most corporations and did not want to draft a document that failed to reflect the true culture of his employees.
Instead, Tony focused first on creating a dignified company culture: Hsieh even reinforced this culture by drafting a book of essays about company cultures comprised entirely of employee contributions Chafkin, Zappos eventually developed training programs designed to reinforce this internal framework Hsieh, Hsieh has even gone so far as to offer to pay employees to quit if they are not a cultural fit Taylor, It was Zappos employees who eventually persuaded Hsieh that they needed a statement of values to represent the Zappos environment Hseih, Instead of taking his senior executives off-site to prepare such a statement, Hsieh borrowed the strategy used to create the culture book.
Hsieh emailed everyone in the company, asking for their input on what they believed were the core values of Zappos Chafkin, Then, like a gardener tending to plants, he pruned and watered certain ideas, combining similar values and expanding on others Hseih, Finally, they settled on ten core values, which remain unchanged even today: Create Fun and a Little Weirdness.
Be Adventurous, Creative, and Open-Minded. Pursue Growth and Learning. Build a Positive Team and Family Spirit.
Do More With Less. Be Passionate and Determined. Be Humble Hsieh,p. Once these foundational values were identified, Hsieh knew they had to take root within the organization Chafkin, It is important to note that Zappos leadership did not lead with a statement of core values.
Instead, Hsieh created and reinforced a culture that held these values, and let employees themselves declare it. In this way, Zappos leadership not only created a list of values that employees believed in, but also leveraged the power of social proof to ensure that employees acted on what they believe.
The strength of their beliefs would be put to the test on May 21,when a computer glitch developed on 6pm. Within six hours of discovering the error, Zappos employees had fixed the glitch. Zappos would honor every transaction Magness, Strategic Leadership and Decision Making.
VALUES AND ETHICS. INTRODUCTION. Values and ethics are central to any organization; those operating in the national security arena are no exception.
Sep 20, · Ethics rely on cognitive process i.e. logical and rational urbanagricultureinitiative.com are standards prescribed by professionals to determine what is right and what is wrong. Values are something we hold dear to ourselves like feeling. Personal Values and Ethical Standards Essay Sample.
Personal values are principles that define a person as an individual. Honesty, reliability, and trust, are personal values that determine how an individual will face the world and relate with people.
Values are rules. Morals are how we judge others. Ethics are professional standards. interpretation of the profession’s ethical standards. Some of these conflicts involve acts of commission, when social workers deliberately decide to violate the law to fulfill what.
Standards of ethical conduct Adopted by the Regents of the University of California, May Purpose; Applicability. Fair dealing; Individual responsibility and accountability.