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Ethics & HR: Building an Organizational Culture Defined by Ethics
- The importance of cultivating an organizational culture characterized by ethics
- Business ethics and corporate social responsibility
- The role of leaders in setting an organization’s ethical tone
- Best practices for applying the stakeholder perspective to decision-making
- Four key approaches to ethical decision-making
- Individual and organizational factors that impact ethics
- Applying a simple model for ethical decision-making
Overview of the webinar
The decisions and actions of individual leaders, including supervisors and managers at all levels, as well as HR professionals, play an important role in setting the overall organization’s ethical tone. After all, employees learn what is considered acceptable within the company as a direct result of observing the actions of those in formal and informal leadership roles. Simply put, the actions of an organization’s leaders greatly impact the overall organizational culture and determine whether it is truly defined by ethics or not.
That’s right. No matter what a company’s code of ethics says or what its value statement is, it’s the behaviors of leadership that truly define organizational culture. As HR professionals, we have a significant impact on organizational culture, including the extent to which ethics is woven into the work environment.
For an organization to have an ethics-focused culture, all leaders have a responsibility to behave in a manner consistent with the organization’s vision, mission, and values while also taking into account the potential impact on all stakeholder groups when making decisions. As HR professionals, we can directly impact the extent to which this is likely to happen in a variety of ways, including (but not limited to) training leaders at all levels on how to apply sound ethical principles in their decision-making, incorporating ethics into selection and promotion practices, and including an ethical component in performance management and other organizational systems.
In other words, there’s a lot we can do in HR to play a key role in building an organizational culture defined by ethics. From setting an appropriate example of ethical leadership via our own actions to advocating for and implementing ethical human capital policies, procedures, and business practices, HR professionals can greatly influence organizational ethics. Ready to learn how? Join is for this informative training session.
Who should attend?
- HR professionals
- People and culture professionals
- Executive directors
- Leaders
- Managers
- Business owners
- Change management professionals
- Ethics officers
- Social responsibility professionals
- Organizational development professionals
- Organizational excellence professionals
Why should you attend?
The Ethics & HR: Building an Organizational Culture Defined by Ethics webinar is a powerful training program covering a variety of topics related to ethical decision-making in the business world, emphasizing how and why ethical decision-making practices are in the best long-term interests of an organization, its employees, customers, and other stakeholder groups. This valuable program provides practical suggestions HR professionals and other leaders can use to incorporate ethical considerations into decision-making at all levels, setting the stage for an organizational culture that’s truly defined by ethics.
Faculty - Ms.Mary G White
Mary Gormandy White is the Managing Director, and she provides management, leadership, employee, team, and HR training. Mary holds graduate and undergraduate degrees in Communication and her certifications include Senior Professional in Human Resources (SPHR), SHRM Senior Certified Professional (SHRM-SCP), and Everything DiSC® Certified Trainer/Accredited Workplace Facilitator.
Mary’s professional background includes extensive experience in management, HR, higher education, and writing/editing. She teaches online PHR, SPHR, aPHR, and SHRM certification prep courses and is a frequent keynote speaker at conferences and association meetings nationwide. She also provides content writing and test item development services and teaches Communication Studies at a community college.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.