Organizational Ethics for HR Managers
Ethics are the principles and standards that guide our behavior. Workplace ethics must be at the forefront of every organization’s initial development phase and continued growth. HR professionals, like you, are in the perfect position to take the lead in establishing a fair, morally principled work environment.
It has become incredibly important to build an organizational foundation and structure with a strong mission, vision and values based on ethical principles and practices. This course will not only increase your overall understanding of organizational ethics but also decrease the level of ambiguity among employees regarding good ethical decisions.
We know simply hiring “good” people doesn’t make a “good” organization. As the HR leader, you play an important role in establishing the right foundation and ensuring it is integrated into the culture. Take this course so you can take the lead in developing a strong, ethical workforce and environment.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.50 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.50 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Definition of Truthfulness
Module: Value of Truthfulness
Truthfulness is to provide the facts and correct information, avoiding deception that contributes to trust in business relationships. The definitive factors of truthfulness include honesty, more than just truth, but simple, straightforward communication, accuracy, the condition or quality of being true, correct, or exact and clarity, to express thoughts and needs with maximum effectiveness.
So, what are the benefits of truthfulness? According to an Ethics Officers Association of Massachusetts study, 48% of worker’s admitted they had engaged in one or more untruthful unethical actions during one year’s time of employment.
The most common untruthful acts included lying to a supervisor, deceiving customers, not reporting incidents, taking credit for a colleague’s ideas, and abusing sick days.
Other untruthful acts include padding expense accounts, vendor over billing, contractor kickback schemes, falsifying productivity numbers designed to inflate incentive bonuses, inappropriate use of company credit cards, and inflating income projections made by other companies during acquisitions.
The underlying foundation of truth is that we accurately describe reality in such a way that everyone is clear about the situation, therefore individuals and organizations can set specific goals in which to achieve in a certain amount of time to get a desired result. To accurately describe reality without assumptions, rumors, or speculation sets the direction for decision making that will reduce the risk of flawed relationships and untrustworthy behavior.
Approximately 70% of all business change initiatives that have failed are because there was not enough attention given to the impact on the individuals involved. In an environment of change supervisors often put emphasis on the processes and operations rather than the people, which is where you come in as the HR professional.
Let’s review the definitive factors of truthfulness.
Number 1. Honesty is more than just the truth but simple, straightforward communication.
Number 2. The underlying foundation of truth is that everyone is clear about the situation.
Number 3. Accurately describing reality will reduce the risk of flawed relationships and untrustworthy behavior.
Number 4. In an environment of change the focus should be on individuals instead of the processes and operations.
You completed 0% of this lesson
You completed 0% of this course
Lessons Not Completed:
Dawn Tedesco has over twenty years’ experience in operations and human resources management in the hospitality industry. Dawn has designed, developed, and facilitated training for several large organizations and specializes in employee development, labor relations, and behavioral compliance. Dawn provides digital learning services to employee workforces and businesses.
Dawn has a Bachelor of Arts in Hospitality...