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Ethical Research: Carwash Coupon Fundraisers

admin | Monday, August 3rd, 2009 | No Comments »

Many carwash owners have lobbied their local cities to curtail non-profit groups having car wash fundraisers. How and why would they do that? Well, carwash fundraisers take away business from a carwash and by using environmental laws and strategies outlined by the regional and national carwash associations, they find ways to lobby the local city code enforcement and storm water discharge regulation folks.

Then, the same carwash owners offer coupon fundraisers where the kids groups sell carwash coupons and they get money for every one that comes into the car wash with a specific coupon, keeping the remainder of the money of course. Most every non-profit group I have ever talked to, has been underwhelmed by this and the amount of money they made.

A group that uses a free online car wash fundraiser book is able to generate generally about $5,000 or more, depending on the size of their groups. Some High School Bands make in excess of $20,000 and up. At the Fixed Site Carwash fundraiser coupon scheme, the same groups make very little, it is akin to a Pizza Place scheduling a fundraiser and donating 20% of all the orders on a certain Tuesday night.

Our non-profit groups need money and kids need to learn that money does not come easy. Look, here is the deal, we either teach kids that money does not grow on trees, hard work ethic is paramount, working together in a common cause is the right thing to do and keep our kids involved in positive things NOW or we pay for rehabs, police, courts, jails and prisons LATER.

It is time that we used common sense when dealing with the environment rules and regulations in America and think about exactly what we are doing before we allow businesses to lobby rules that hurt the community. Sincerely, Lance.

“Lance Winslow” – Online ThinkTank forum board. If you have innovative thoughts and unique perspectives, come think with Lance. Lance is an online writer in retirement.

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Tags: ethics, business, corporate, training, car wash

Tags: Business, business, car wash, corporate, Ethics, Training
Posted in Business

Ethics Examples: Ethics About The Gossip Around Your Business

admin | Monday, August 3rd, 2009 | No Comments »

Gossip seems inevitable when a group of individuals get together whether it is over the water cooler or at lunch. The desire to be better than someone or to emphasize someone else’s fault appears to be intrinsic to many individuals. Yet that very gossip is potentially destroying your business and is a very real obstacle to creating a culture of high performance.

To stop gossip begins first by acknowledging the belief that gossip is not a bad thing. When people have a belief that people gossip and that they, management, have no control over gossip must be addressed. Even though many people believe that gossiping is not really harmful, bottom line it is a virus that can immobilize the best organizations.

Much has been written about the impact of words. Words can hurt some contend. Others believe that words are simply that just words with little to no impact. The issue about gossip is much more about focus than the extent of how much or how little the words can hurt someone.

When a company allows gossip, they (management and leadership) are providing an excuse for non-performance and this results in poor productivity. Gossiping is usually on company time and takes time away from truly productive activities.

Not being focused on individual productivity is one of the negative behaviors surrounding work ethics. Employees with high work ethics generally do not engage in gossiping because they do not have time. Their focus is getting their job done by being productive.

Research suggests that at any moment within the work day, 75% of the company’s employees are not engaged on the job. Between gossiping and not to mention paying video games or surfing the Internet, is it a wonder about poor productivity?

When people live their core values as well as the company’s core values, they are demonstrating a professional reputation including high work ethics. To create a culture of high performance begins with the company’s values statement that cascades down from the top to the bottom. Gossiping should not be tolerated at any level and that is not only a management decision, but a personal one as well.

Are you where you want to be? To find out where you are, then M.A.P. for Success, a FREE email course may help you begin to chart a course for business, professional or personal success. Click here for the answer.

Do you want more sales? Then register for FREE professional sales skills assessment here.

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Tags: ethics, business, corporate, professional, training

Tags: Business, business, corporate, Ethics, professional, Training
Posted in Business

Ethics Class and The Search for A Customer

admin | Monday, August 3rd, 2009 | No Comments »

I would like to tell you a short story about a conversation that I had with a man I met in the lobby of a hotel. We were both attending a food exposition and had some time to kill before our taxis came to take us to the exhibition hall.

The conversation started when the Dutch gentleman asked if the seat at my table was taken. I told him that it was vacant and he quietly sat opposite me. I asked him if he was staying at the hotel for the food fare. He answered that he was. He asked me what my line of business was and I told him that I operated a large catering firm. I asked him the same question. He told me that he had a chain of high street butchers shops in Holand.

Interested, I asked him how many workers he had in his business. He answered that there were around one hundred and fifty people working for the him. I continued by asking him if business was good to which he replied, “it is now”. “I made some changes and now we are all very happy”, he continued.

Puzzled by the reply I asked him what me meant when he said “we” to which he replied, “”the workers and myself”. I must still have looked puzzled because he added “let me explain”.

He continued, “one day I met an old man who looked to be very wise. After talking to him about this and that I told him that I was not happy with my business because I was not making much money and I had to fight to get customers through the doors of my shops despite much advertising in local papers. I tried everything. All types of advertising campaigns, schemes, incentives, you name it I did it. I was very quickly getting very mentally drained. The man asked me just one question. He asked me if my workers were happy working for me. I knew that they were not. I paid minimum wage and gave very few holidays and sick leave. In fact my workers always looked gloomy and sad. But I didn’t care. I told the man that they were not happy. He said “do you realize that your workers are your most vital asset. Nothing can move in this world unless people make it move. Besides, if your workers are happy they will sing your praises to everybody they know and bring them to your shop”.

“Suddenly I saw the error of my ways”, continued the Dutchman. “I realized that I had turned so many potential ambassadors into slaves. I realized that not only could they advertise for me but so could all the people who got a recommendation from them. In addition I also realized that my produce was not always the best quality. I had been trying to reduce losses by selling meat that was about to go off. I decided there and them to stop all my advertising accounts and to re think the pay structure and social conditions for all my workers. In addition I decided to sell only the finest and freshest produce at good prices.”

“When I told my workers about what I had decided they were so emotional that many of them burst into tears. So did I. I asked their forgiveness and told them that we were opening a new page. The next day there was a real buzz in the shop. Everybody was smiling. Customers smiled at me and told me that I was a good man. I felt better than I had for many years. I had no need to worry about the produce either because none of it stayed in the shops long enough to go off, it just seemed to fly out of the doors. From then on I have never looked back. I have added many new products to my range and the customers love them. In fact I am here to buy more new equipment so that the worker’s job will be easier.”

“What a wonderful story” I said. “And it all came from a few words with that wise old man, wonderful, wonderful,” I said

Just then the taxis arrived. I never saw the Dutch man again but his words will remain with me forever. Ethics does pay.

Hi, I’m Andy Routledge, writer, photographer, coach and culinary expert. I would like to invite you to look at one of my many web pages here and see how you can get your own web pages up and running absolutely free and with no previous knowledge of web page building necessary. Your page will be ready in minutes, it’s so easy my kids do it. Don’t miss this opportunity. Write about whatever you want and use it for whatever purpose you like. See also this site.

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Tags: ethics, business, corporate, professional, training

Tags: Business, business, corporate, Ethics, professional, Training
Posted in Business

Ethics in Workplace: Co-Workers Are People Too

admin | Monday, August 3rd, 2009 | No Comments »

When I was building the new website for my speaking services, I wanted some references and quotes from people who knew me. I wrote to one of my previous managers and asked him to write me a short paragraph or two for my site. This is part of what he wrote:

“He realized that work is not just a place to do a job, but it is also a place where a group of people are more or less forced to spend a lot of time together. He did everything he could to make the job more fun and if possible, to bring a smile to anyone he encountered during the course of the day. He always understood that clients and coworkers are first of all people with the same problems and needs that everyone else has.”

From that statement, I have taken my title for this article, “”Coworkers Are People Too!”".

I have always felt very strongly about the way people treat other people. In fact, I believe that the vast majority of problems in our work places today are because people have the greatest lack of respect and concern for other people.

You may question that statement; “”How could just the way people treat their coworkers cause the majority of problems for a company?”" Well, when employees treat others with disrespect, with anger, and act as weasels, they make the working environment harsh and uncomfortable. When workers feel uncomfortable and upset with others, they end up hating their jobs. What happens when people hate their jobs? There are several results that can be directly attributed to this:

• Good workers will be more apt to leave and look for employment with other companies where the working environment is better.

• Employees who have bad attitudes will be rude to clients and customers.\

• They will feel less willing to cooperate with other employees, causing disruption of work.

• Bad attitudes spread. One rotten apple soon spoils the entire bunch.

So, does this mean we’re just supposed to sit there with a smile on our face and let people walk all over us while we say; “”Have a nice day!”"? No, that’s not at all what it means. We can be firm in our opinions, do our best job possible, say “”no”" when necessary, and still be nice and friendly about it.

The story is told that Jefferson Davis once asked General Lee for his opinion about a certain confederate officer who was under him. General Lee gave nothing but glowing reports about that officer’s actions and work. Later, one of General Lee’s assistants expressed his surprise at the General’s comments. “”That officer says nothing but bad things about you!”" said the assistant. General Lee replied; “”President Davis wanted to know my opinion of that officer’s abilities, not that officer’s opinion of me!”"

That is the hardest part about treating others kindly and with respect. There are always those who are such lousy workers, who lie, cheat, and steal their way through the company, that they don’t deserve to be treated kindly. But life isn’t really about getting what you deserve. Life is what YOU make it.

Let’s look at this from a hypothetical perspective here. Suppose a coworker says something bad about you, or “”steals the show”" on a project you worked hard on. Our first tendency is to get mad and think we have to get even. So, when our big moment comes along, we take our chance and retaliate for what they did to us. Then, they are mad at us, and are looking for a way to get us back for our retaliation.

Then, suppose we’re meeting with some managers and one of them mentions an open position, and says that he is thinking of offering it to that person. We know that person would be great in that position, but we’re mad at them, so we offer some excuse why they shouldn’t get the position. The manager offers the position to a person less qualified, and they take it.

A major client calls with a problem, and the person less qualified isn’t able to handle the pressure, and they make the client mad about something, and the client takes their business elsewhere. Several thousand dollars are lost, just because we were mad at another coworker.

While as I stated, that was just an illustration, it is not at all unthinkable or impossible. And as long as there are people, there will be those who act with disrespect and rudeness to others. However, if we would just stop and think for a moment before we act in those ways, we’d save ourselves and our companies a lot of unnecessary trouble.

In today’s society treating others with kindness doesn’t come with any regularity. People are so wrapped up in their own little worlds, they don’t have the time or the care for others. It is really a sad situation for our corporations and places of employment to be in. We spend 8 or more hours a day, 5 days a week with these people. If there was just an atmosphere of kindness and respect in that office or workplace, what a difference it would make in people’s lives.

I don’t really think many people stop and think about the results of their actions and the way they treat other people. Like so much in today’s world, we are focused on “”instant”" action. All we care about is what is right now, not thinking about how that instant action may affect other reactions down the road.

And then, there are thousands who have never considered putting others first in their work or in any part of their lives for that matter. They don’t realize the value and importance of such a way of living. Sure, it doesn’t come naturally at all. We are pretty much programmed to put ourselves first. Our focus is mainly on I, ME, MINE. What a vast difference it would make in our companies and work environments if we started putting others first, and we stopped for a second to think before we say something or act a certain way.

One important thing to remember is what has been called “the Golden Rule” – Do unto others as you would have them do unto you. That applies to all of us whether we are a janitor, a secretary, a manager, or a CEO, the way we treat others will affect not only our own lives, but the lives of many people. It kind of has a “trickle-down” effect. If we ruin someone’s day, they will be more apt to ruin someone else’s day. If we brighten someone’s day, it will have the same effect. So, remember, attitude is everything, and treat others with kindness and respect.

In his 35 years with the United Nations system, Kofi Annan has come to be known as an evenhanded man with an ability to see parts and the whole at the same time. It is this quality that makes him one of the more popular executives in the United Nations. He recalls an unforgettable lesson learned in Ghana at age seventeen: One day our headmaster walked into the classroom and put up a broad sheet of paper with a small dot in one corner. “Boys,” he asked, “what do you see?” All of us shouted in unison, “A black dot!” Then he said, “So not a single one of you saw the large white sheet of paper? Don’t go through life with that attitude.”

So, stop looking at the negatives in everything, and start focusing on the positives. Thank your fellow employees when they help you., buy lunch or something for someone who does a good job, show some courtesy and respect, and go out of your way to be kind. Remember – coworkers are people too

Joshua Goodling is a terminal cancer survivor, author, speaker, and the founder of this site.

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Tags: ethics, workplace, business, training, leadership,

Tags: Business, business, Ethics, leadership, Training, workplace
Posted in Business

Get Ethical Will Increase Your Sales

admin | Monday, August 3rd, 2009 | No Comments »

During a recent business networking event, a colleague told me that the two of us were a dying breed. This comment intrigued me and I asked her why. Remember, that old expression be careful of what you wish because you may receive it? Well, that is exactly what happened.

This colleague was looking for someone to fill a sales position within her organization. First year salary was around $45,000 and that did not include additional incentives or benefits.

I had been approached by two other individuals who were seeking to change positions. Given that I knew both of them and thought them to be professional and understanding of what it takes to be a good sales person, I shared the name of the person and organization seeking a sales person.

Both individuals emailed me back and thanked me for the referral. And both individuals sent me a second mail sharing that they had met with my colleague.
Unfortunately, neither of the individuals sent my colleague a hand written thank you or even an email for the opportunity of the interview.

This demonstration of poor business ethics is what my colleague referred to as us being a dying breed. When we had originally met years ago, I had sent a handwritten note thanking her for the meeting. During the course of time, we would have lunch together. If I paid, I would receive a handwritten thank you note from her and if she paid, I would send a handwritten thank you note.

Would she hire either one of them? Absolutely not! Their inability to acknowledge the opportunity to sell themselves through a simple hand written note of appreciation showed her how they would potentially treat her existing clients and prospective ones. Since she strongly believed in relationship selling, these two both failed her Litmus Test.

In business, the goal is to build authentic relationships. Some now refer to this as relationship selling. Consistently demonstrating high business ethics will help to build that relationship and more importantly sustain that relationship. Conversely, demonstrating poor ethics will have just the opposite affect.

What bothered me the most, is that I truly believe that both of these individuals were professionals. However, I was wrong because both of them had failed Business Ethics 101 – send a handwritten note and if nothing else send an email.

If you want to increase sales or get that coveted job, please make sure that your behaviors reflect exceptional business ethics which are truly just a reflection of your own personal ethics and beliefs.

Where are you going? The M.A.P. for Success, a FREE email course may help you begin to chart a course of business, professional or personal success. Visit this site.

Do you know what it takes to develop loyal customers? Our FREE customer loyalty self assessment may just help you to answer that question. Follow this link to sign up for your free assessment.

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Tags: work, ethics, article, policy, training

Tags: article, Business, Ethics, policy, Training, Work
Posted in Business

Certified Rolfing – The Ethics

admin | Monday, August 3rd, 2009 | No Comments »

“Ethics is defined as being a set of principles of right conduct, and as a Rolfer the therapeutic relationship necessitates this structure as much as it is defined by it. Les Kertay, Advanced Rolfer, defines ethics as the principles of a therapeutic relationship. In this brief review I will discuss insight into how and why problems arise in the therapeutic relationship spoken to at the 2002 Rolf Institute Annual Meeting, and give general principles/guidelines into begging the question “”What is Rolfing?”"

The basic assumption with Rolfing is that complaints stem from a failure of the therapeutic relationship or ethics. “”What to do about what is”", is the Rolfers ontological resource that should be used when engaging a past, current, or future client. It appears to be as much a philosophy as it is a psychology, a complete lifestyle, which in and of itself begs the question “”What is Rolfing?”" All health care relations are therapeutic relations and the phenomena known, as Transference/Counter transference that exists between a Rolfer and his clients is palpable, in all meetings. The nature of the work will magnetize expectations of fix-it sessions and or desires to process emotions through the sessions, this is where it can start to get sticky. The Rolfer is always responsible for the framework of the relationship that always includes Transference/Counter transference so the boundaries and framework should begin with an Informed Consent form. This will always serve as a resource when dealing with unrecognized/unexpressed expectations of a client, a misunderstanding. NEVER HAVE SEX WITH A CLIENT. Do not make exceptions; if you do you have just changed the context of the relationship! Do not do anything with a client that you cannot discuss openly and comfortably. Remember that clients may be seeking boundaries by testing them.

Problem clients can include those involved with workman’s compensation or car accidents, which means an attorney is involved or soon will be so keep no secrets and give no guarantees. It is always best to be yourself in dealing with clients because you never know when you could be ordered to testify under oath or end the relationship. Make rules, don’t break them. Never say, Rolfing can “”do”" anything, especially about pain, do not create expectations. It is also wise to separate the intake interview and the first session to give both parties time to gauge the potential or lack thereof. Some clients will jump around from every Rolfer in town so as to navigate control of the therapeutic relations. Don’t get caught in the Victim Triangle.

“”What is Rolfing?”" Rolfing is an inquiry to the optimal functioning of the human being, so learn to tolerate ambiguity. It is a science, an art, a philosophy and psychology. It is action and non-action. It requires the practitioner to immerse him or herself in it completely, to merge with it. Honor the process by being completely unattached to expectations. Rolfing is the optimal functioning of the therapeutic relationship; so don’t offer what the client doesn’t want. Don’t get caught in the trap of “”trying”" to legitimize Rolfing as if it needed recognition. This does not need recognition, it facilitates resource and points to a potential of higher order that does, and this is the manifestation of health in the context of the therapeutic relationship. Rolfing is always changing and adapting to the way of the human being. This, applied appropriately, is ethics at it’s best.

In 2002 Les Kertay spoke at the annual meeting about ethics and therapeutic relationships and it was my intent to communicate the content within the context of Rolfing as he did. Ethics are the principles of the therapeutic relationship and Rolfing is our gift as somatic therapist to engage life fully.

The Certified Rolfing Ten Series has the potential to reduce pain and release tension in the connective and myofascial tissue of the body associated with TMJ, CTS, RLS, Fibromyalgia, Sciatica, Fascitis, Bunions, Scoliosis, and Cerebral Palsy. Fascial asymmetries can cause foot, leg, knee, hip, back, shoulder, neck, arm, hand, and head pain; integration therapy is necessary. Orthopedic, Chiropractic, Physical, and Massage Therapist recognize Rolfing and Rolf Movement as premium pain management utilizing Structural, Functional, and Postural Integration. Before and after photos of some of my clients proven results available only on my website.

John Barton, Certified Rolfer & Rolfing Fort Worth, Texas/Dallas, TX

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Tags: ethics, business, corporate, code, training

Tags: Business, business, code, corporate, Ethics, Training
Posted in Business

Ethics in the Workplace: Handling Ethics With Employees

admin | Monday, August 3rd, 2009 | No Comments »

How do small business owners deal with the real world situation when employees suddenly up and quit their posts? It frequently happens with little or no explanation. This can be troublesome to employers, because a great deal of time and expense goes into hiring and training staff. Fortunately, this can be handled through investigative technique and a willingness to communicate in a supportive way with an employee.

In every business organization, no matter the size, it is immensely beneficial to have a designated ethics officer. It is this person’s responsibly to handle communication breakdowns and unethical conduct. When an employee gives notice that they are intending to quit their job, it would be up to the ethics office to investigate why they are quitting and take measures to attempt to resolve any issues surrounding that decision. Often, once the issues are resolved, the employee determines not to quit after all and goes on to contribute a high rate of productivity to the company.

Ethics officers have been trained in the knowledge that:

- People are basically good.

- A staff member will attempt to protect a benefactor (small business owner) from damage caused by unethical behavior.

- A staff member will eventually quit his post if he is the perpetrator of the unethical conduct.

For example, if an employee has been going home every Friday at clock out time with a box full of paper clips, pens and other office sundries that belong to the company with a justification of any sort for doing so, he is a perfect candidate for quitting the company. Because an employee is basically good and ultimately does not wish to hurt his benefactor, he would rather quit the company than continue to steal from it. The ethics division, in gathering data for a case, would take steps to determine what unethical conduct the employee had undertaken. If it was revealed as having happened, then the ethics officer would further investigate to discover reasons for the employee’s conduct in the first place. In handling and resolving the unethical conduct, the ethics officer would have the employee list:

- Details of the act his or her unethical behavior.

- Exact time and location of the act.

- The effect those actions had on other employees, departments and all else involved.

The ethics officer would proceed then to discover any communication breaks that had affected the employee’s state of well being and productivity. The officer would seek to understand if the employee:

- Understood company policy that affected his or her post.

- Had thorough understanding of the requirements of his or her post.

- Had been correctly handed off the responsibility for handling his or her post.

- Knew the company system for communicating with other posts and departments.

In any area where the employee lacked information or understanding, he would promptly be trained and upgraded. Following this basic system of handling ethics has proven to be effective for small business owners in reducing employee attrition rates. As an aside – when an employee requests an unscheduled raise in pay, make your decision based on their current pay rate compared with their productivity. If they don’t meet the productivity requirements for the raise they are requesting, take the time to help them determine how they can increase their productivity to warrant the additional pay.

Robbi Gunter is a staff writer for Strong Business Credit, a free educational web resource for small business owners and businesses seeking to obtain business financing and credit cards.

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Tags: business, ethics, corporate, training, code

Tags: Business, business, code, corporate, Ethics, Training
Posted in Business

Business Ethics: Top Ten Pet Peeves On Business Etiquette

admin | Monday, August 3rd, 2009 | No Comments »

“Remember growing up how your mom reminded you to wash your face, brush your teeth and say ‘thank you’? I think we still need to be reminded ever so often because every day etiquette which is an integral part of the business world appears to be murky and a bit convoluted.

During my days in media sales when I first arrived in Miami I dressed head to toe in black, with pearls and pantyhose in 95 degree weather. And while the sweat rolled down the side of my face and down my back causing me to itch, I maintained a smile on my face even when the Account Director of Ogilvy & Mather came out of her office to fetch me for our Kodak presentation wearing a white tube top with no bra, stilettos and tight Brazilian low-rise jeans. I remained stunned as I marched behind her struggling with media kits and briefcase in hand unable to stop staring at the crack of her ass. Despite this lack of professionalism I proceeded to pitch the Kodak client on a multi year media deal though his interest laid primarily in being hand fed chocolate chips cookies by the Account Director who in between discussions of brand integration and CPMs could not stop giggling.

I learned two important lessons that day – you really can put your money where your mouth is and secondly, the standard of conducting business had faded into a bolder realm of inappropriate behavior. Are we so caught up in ourselves and our egos that we have forgotten how to present a professional decorum? Is it surreal confidence or simple ignorance?

I believe it is both which I will be discussing in my next blog. At this time I am presenting you with my top ten pet peeves on business etiquette which should NEVER be forgotten:

1. Never chew gum in a meeting. It’s difficult enough to presenting your ideas, but you should always sound as audible and articulate as possible. Besides which -it’s distasteful, distracting and the other person is always left wondering – I am going to step on this gum later or will I find it underneath my desk?

2. Always pay attention to the person speaking. People have a tendency to feel insulted if they do not feel you are listening to them. Meaning – don’t twirl a strand of hair or look dazed and confused. If necessary excuse yourself and get a cup of java to wake up.

3. Provide a firm hand shake. I am not saying break a hand, but look at the person and shake their hand so they see you are serious and enthusiastic.

4. Dress appropriately. Eyes should be riveted on your face and presentation – not on your cleavage, crotch or buttocks. A professional atmosphere should be matched by business attire unless you are told otherwise.

5. Do not fiddle with your Blackberry or answer your cell phone while you are in a meeting. I have seen this often and frankly, it is a tremendous distraction to everyone and it’s rude. If you are expecting an important call, tell the person ahead of time and then excuse yourself.

6. Be punctual. Everyone is busy and so their time is valuable. If you are running late call the person you are meeting and let them know how late you are going to be. If necessary, reschedule at their convenience.

7. NEVER have alcohol at a business meeting or meal unless the other party/client is having a drink. I have seen many people drink and slur their way through lunches and dinners. This only shows your ability to lose control, be sloppy and is a complete turn-off for the client in trusting and doing business with you.

8. Avoid foul language and dirty jokes. This is only appropriate if the client is your best friend or cousin and you are not in front of others. Naturally, if the client uses this type of language or tells a joke, there is nothing wrong in laughing to let them know you appreciate their humor, but this does not mean you should actively participate. Remember – you need to show them you are serious and a professional at all times.

9. ALWAYS bring your own pen and paper. The client is not a stationary store and you should ALWAYS be prepared. I believe this says a lot about you. If you are a wealth of information and resources, then carry your own supplies!

10. SAY THANK YOU…I can’t stress this enough. Showing gratitude and humility are very enticing qualities and let’s the client know their time, energy and money are valued.

Victoria Hoffman – Concierge Specialties by Victoria
Florida Concierge Services
Visit here website.

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Tags: business, etiquette, tips, training, proper

Tags: Business, business, etiquette, proper, tips, Training
Posted in Business

To Comprehend the Lack of Business Ethics, Look for Education

admin | Monday, August 3rd, 2009 | No Comments »

“So you want high business ethics? Well, that may just be a pipe dream if the data from existing universities is confirmed through actual behaviors.

In 2005, Duke University released one report that revealed over 75% of high school students admitted to cheating. That number climbs to over 90% if copying by sharing homework is included.

An extensive article in the San Francisco Chronicle by Regan McMahon published on September 9, 2007 shows the depth of cheating and the potential impact to the business world within the secondary education world.

And the graduate world is also a mecca for cheating students. A report published in 2006 by the Academy of Management Learning and Education journal suggested that 56% of the MBA students admitted to cheating. These are potentially the future business leaders. Other reports released have suggested that soon to be lawyers and teachers also practice cheating on a consistent basis.

The American business economy has already experienced the affects of bad business ethics. When people point the finger at companies such as Enron and Arthur Anderson, the unethical behavior was not caused by the organization, but rather these individuals were already unethical. Again, the belief that everyone does it was probably not far from their conscious actions.

The excuses for cheating are many just like in the work place where business ethics are violated on a daily basis. However, what is interesting to note is that when everything is peeled away, the belief that everyone does it whether they do or do not is driving this cheating behavior.

This belief that everyone does it is not only regulated to business ethics, but human behavior in general. Children complain to parents well so and so can do it. Adults complain to other adults about so and so doing something.

To change business ethics demands that the beliefs driving the attitudes demonstrated through the behaviors must be identify. Ignoring these beliefs will only make the current situation worse.

Simply speaking, would you like to increase the overall performance of your organization? Then you may find the FREE Leadership Audit of interest here.

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Tags: ethics, business, corporate, code, training

Tags: Business, business, code, corporate, Ethics, Training
Posted in Business

Poor Management’s Business Ethics Can Cost Business Relationships

admin | Monday, August 3rd, 2009 | No Comments »

“Much is written about the lack of integrity, poor work ethics and business ethics of the rank and file employees. Yet, is your management team or executives costing you business because of poor ethics and no integrity?

One example of poor work ethics and business ethics if the recent survey released by PopCap Games in the 3rd quarter of 2007. The results from this survey suggested that white collar executives wasted more time each day playing video games that those that they managed. Now this is a bad thing, but it is not the most serious behavior that affects the overall performance within any organization.

Many times I have had to coach small business owners to corporate executives who have had to deal with the unethical behavior of those they are negotiating with specific to work contracts. These coaching sessions usually center around a subordinate within an organization being given authority to negotiate a contract. Yes, my clients know they should have had a signed contract or least a letter of intent, but they are from the old school of high business ethics.

A gentleman’s agreement happens over breakfast or lunch because of the personal integrity between the parties. The vendor is told to proceed. Yet, when the contract needs to be signed, the subordinate’s supervisor starts changing the scope of the work. As an instructional designer we call this scope creep and can be very costly to any vendor.

Then the vendor is asked to make more concessions. Usually more is demanded for less money and in a shorter delivery time frame. What happens is that the potential vendor feels very used and abused. Also, the vendor believes that the subordinate has been set up by management to keep upper management’s image clean and above board.

When incidents like this happen, the end result is that business suffers. And the reason is that upper management is unethical, plain and simple. Of course, management may claim that they are doing what is best for the company, but that is not true.

Best for the company should always be measured against the organization’s values. If the best violates the values, then those actions are not the best ones. Of course, if there is not a values statement this also suggests there is not strategic plan and so everyone’s behaviors are up for grab.

When we look at the numerous failed companies such as Enron to Anderson including the recent mortgage industry challenges, the main cause for these failures are bad business ethics. Private industry is not alone as not for profit and government elected and appointed officials are equal and willing partners to bad business and personal ethics.

Bottom line all of these bad ethics are bad for business and costing the U.S. economy billions of dollars. Simply speaking, people want business as well as personal relationships with individuals who have high ethics. So if your bottom is suffering, check your ethics and those of your executive management team.

Would you like to increase the productivity of your employees? Then you may find the FREE Leadership Audit of interest here.

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Tags: business, ethics, responsibility, values, training

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Ethic Training: Telling The Difference Between Scam Artist and Ethical Stock Broker

admin | Monday, August 3rd, 2009 | No Comments »

“The quickest way to tell if your stock broker is a scam artist, using your account for broker profits rather than yours, is to look for evidence of “”churning.”"

Say you have just opened a stock brokerage account and your broker puts you into Fast Buck Industries as your very first “”investment.”" You get your first statement and see that she has traded Fast Buck three times. You also note several stocks listed that you had not discussed.
It’s only unethical or illegal if you get caught, is often the rationale.

You ask a few knowledgeable people, who know a little something about the stock brokerage business as well as stock scams, and they feel that your new broker is a scam artist who is “”churning,”" buying and selling for your account–frequently–in order to generate more income for herself through increased commissions. A shark is the only fish that can blink with both eyes, you might note, as you try to fit applicability to scam artists.

This practice–”"churning”"–occurs more often than you might think. Many people succumb to their broker’s appeal to give them “”flexibility”" so they can react quickly to take advantage of fast-rising opportunities, for the benefit of their customers. Whereas you could have easily avoided all this in the beginning by simply refusing to sign the discretionary papers giving your broker authority to trade on your behalf, without your prior authorization. “”Experience”" is a socially-accepted word people often use to explain accumulated mistakes. This mistake would have to be classified as a substantial contributor.

O.K., so you had granted your broker–or scam artist?–such unilateral authority. Losses to you occurred, while commissions to your broker mounted. What to do now?

You have multiple avenues of recourse. First you must protest, in writing, immediately. (Failing to do this could be deemed tacit approval, on your part, for what your broker has done.) Conflict of Interest is a possible complication to check out. Suitability Claims is another. (Has the broker fitted the trades to your “”risk profile?”") Misrepresentation is a good one.
(Failure to disclose important information to you involving the trades.) Unauthorized trading. (This brings the focus right back to where you started: what exactly does the document say–in what words–which gave your broker authority to trade for you in the first place?)

In self-defense, a broker will commonly sell off the winners to show, at least, a small profit. Don’t be fooled by this. This could still be scam artists’ activity. The losses were most likely retained.

In business, stocks are the basis of essentialism. In the beginning your broker may have played herself up as the greatest authority on free enterprise stewardship since J.P. Morgan. But, to counter the hype, you must consider all angles. In many ways, stock scams are now a whistle blower’s delight. So many new tools have been made available to the stock-buying consumer (including, even, the infamous Sarbanes-Oxly Act) that you now have every chance of getting justice over any stock “”churning”" dispute. Nobody cares if you can’t dance; just get up and dance. Fast, decisive action on your part is key.

The Con Man’s Blog, and first two chapters of Jack Payne’s legal thriller book, Six Hours Past Thursday, are now available online. Both readable for free. You are invited to visit it.

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Ethics Review: The Business I See

admin | Monday, August 3rd, 2009 | No Comments »

“It took a while to recollect my thought to gathered my views and put it to writing. I was able to consolidate it, in reference from those events that trigger my curiosity. The past and present event that give me a sense of better understanding to be well equip and to handle a dynamic changes once in a while. A week from the first release of its initial series, its give a sense to fill the gap to put a level of continuity and write the second part series.

I find Saturday as a typical day to updates my writing. I run some search from my laptop to view my writing over some known search engine in the Internet. I run a full path search with the given title “Unmasking the Business Phantom Part 1 – Playing business without rehearsal”, and it give me a result just a somewhat fraction of a second, and its listed on the top of the first page. Several lines down from my view, there are entry with the very same title, but belong to different identities or entities as I may call it, that is posted on the web. It feed my curiosity to take a glance and view its content. It is my writing from the very moment I look at it, except it is posted by different author on the later date with minor changes on its content.

It gives me a broader view and level of understanding about the concept of right to state your ownership on a tangible asset. But for this one it may be a non-tangible or a copyright to considered. To emphases my own way to interpreting tangible asset on the a business perspective I stated it this way:

On my recent article titled “ The business I See It”. In reference to that in a re stated format that (we put people on the businesses who are well capable) and in that aspect they are require to be tangible same and parallel to tangible asset. And the Business Phantom is most likely to be same as a tangible asset. Tangible asset in business perspective are those peoples that whom you can entrust your business, someone who could interact from the bottom to top-level organization and has the capacity to overlay a solid foundation that will withstand oversize business adversities in each maximum extend. “I will be the last man standing before my ship fade away from the leveled horizon of the open sea”. I like to take that as one of my own quotation out from sizable capacity of our own mental thinking to embrace creativity.

On the other hand given to emphases a related approach to non-tangible asset, in my own view it may fall to a category of copyrighted work. Those work include from various artist such as photographer, musician, and like other creative professional with no exemption for writers. I may be out of the scope for my subject matter when I will over emphases the issue of copyright. Maybe there’s a need for me to create a separate article to fully comprehend ideas coherent to the title of the subject matter.

To the Phantom, the passage of clues is yet to be unveils, and your presence may be unnoticeable but your existence is undeniable. But am still going to search.

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Ethics in the Workplace: Playing Video Games on Company’s Time Did Not Included in Business Ethics

admin | Monday, August 3rd, 2009 | No Comments »

Ethics in the Workplace Playing Video Games on Companys Time Did Not Included i Business Ethics Ethics in the Workplace: Playing Video Games on Companys Time Did Not Included in Business Ethics

“Years ago, people in the workplace had a much clearer picture of business ethics and having personal integrity within the workplace. Today, given a recent survey just released by PopCap Games, this traditional definition has been lost and probably forever.

Did you know that 10% of your white collar workers waste their work time playing video games anywhere from 15 minutes to an hour each day? For the average American worker being compensated at $30,000 who is playing video games on company time is costing the bottom line anywhere from $375 to $3750.

For years people complained about smoker’s in the office wasting time and affecting other employees’ productivity. Yet, many of these same complainers see nothing wrong with engaging in activities that are not within their job description. Being someone who was educated to have high work ethics, this behavior is frankly astounding not to mention arrogant and entirely disrespectful.

How can any company function when employees believe that they are entitled to playing a video game to take the edge off their day? Of course, I am sure that these employees including top level executives do not believe that they are costing the company anything. Given the culture of the times, the employees’ beliefs that companies have endless bank accounts and what the heck it is only 15 minutes seem to take over good common sense.

Simply speaking, when employees play video games on company time unless of course they are video game programmers, they are demonstrating extremely poor work ethics and a total lack of personal and professional integrity. There are no excuses for not delivering an hour of work for an hour of pay.

With a shrinking workforce and an expanding economy, business owners will continually face this challenge of poor work ethics or what I called attitudes toward performance. Take the time to review your values statements and create the necessary policies to ensure that your employees play those video games on their own time.

Simply speaking, leaders are readers. If you enjoyed this article, you may find the Leadership Audit of interest here.

Visit me, Leanne Hoagland-Smith, The Chief People Officer for people and organizations or want to improve results here to explore everything from how my solutions double results to articles and resources including the Simply Speaking series.

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Ethical Case: A Matter of Trust – Soprano Style

admin | Monday, August 3rd, 2009 | No Comments »

“If you’ve watched The Sopranos you know one of the most sacred honors that bind this family organization together is trust. To become a member of this family you must prove yourself, and if accepted, cement this relationship through a blood covenant.

Afterwards your new family becomes your number one priority. Twenty-four hours a day. Everyday. And once you’re in—there is only one human way out.

Your new family becomes the highest priority in your life. They become more important than your own family. You do everything the family leaders want you to do without question. Every action hinges on loyalty and trust.

How would this family handle a breach of trust? They have many solutions depending on the severity of the crime. And punishment is usually harsher than a slap on the wrist.

Yet in today’s I, Me and My society people casually commit multiple breaches of trust. Relationships, partnerships and contracts are violated without an ounce of regard to the other party or to the consequences. Which creates overflow in the courthouses.

As honest business people I know we’re in agreement when I say you don’t want to become a victim of unscrupulous practices, jealous partners or the ever-common business parasite who bleeds your creative juices without compensation. This can happen to the best of us, and unfortunately, the perpetrator normally gets away without penalty. You can vent all you want at the Better Business Bureau, but they don’t have a lot of teeth.

So how can you protect yourself from these kinds of business deal breakers?

Put everything in writing. This is your proof. Avoid oral agreements, as they can backfire on you. You don’t want to be dragged into court saying, “”But your honor, she promised me she would do…”"

(Here’s my disclaimer: I’m not an attorney and this isn’t legal advice. Consult your attorney about legal documents and forms.)

Let’s take a look at how you can protect yourself:

1) A proposal basically shows the potential client what you will do for her. It can include ideas, strategies, your fees and if approved—what the next step will be for both parties.

2) A work-for-hire credits you, the hiring party, as the author of a published work. If you hire a ghostwriter to write your book, a work-for-hire credits you as the author. Other variables may credit the actual author as the co-author or as the inspiration for your work.

3) A deal point memo is a pre-cursor to the actual contract. It summarizes everything in the contract and must be signed by both parties. This makes the contract crystal clear for both parties and saves the expense of lawyers’ fees in case one party backs out at the contract signing.

4) A copyright automatically protects all your written works, expression of an idea or information regardless if you display the © symbol or not. A similar (P) inside a circle means Phonorecord and protects audio recordings. It’s a great idea to file copyrights for revenue-producing products.

Many people ask what they should do if they see their published work pirated into different languages. Here’s my take: you may lose lots of revenues, but you may also reach markets you never would have in record speed. I suggest you have signposts in your work that always point back to your phone number, your address and especially your website.

5) A contract is a legally binding agreement or promises between two parties. It basically details both parties’ responsibilities, the compensation and what happens when one party backs out of the deal. You should include non-compete clauses, rights, waivers, warranties, arbitration and attorney fees. These are usually drawn up, or at least proofread by an attorney.

6) A signed audio/video release gives you certain rights to produce, publish and promote your recorded materials without compensating the participants. This is ideal if you give seminars and teleseminars, which you want to package into CD or DVD albums. You may bar individual participants from attending your event who won’t sign this release.

7) A trademark ™ distinguishes its products or services from those of other entities. It adds a great deal of credibility and tells the world you stand by your products. It’s typically made up of a name, slogan, phrase, logo, design or image. If your trademark is not actively used or promoted for a period of time, you may lose it due to abandonment.

In an ideal world, all we would need is to shake hands to complete a deal. If that’s impossible due to long distance, your word will do. But this isn’t an ideal world. Get together with your attorney to protect yourself from all breaches of trust.

Tommy Yan helps business owners and entrepreneurs make more money through direct response marketing. He publishes Tommy’s Tease weekly e-zine to inspire people to succeed in business and personal growth. Get your free subscription today here.

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Ethics Behaviour: Implementing Organizational Behavior Practices in Company

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“Organizational Behavior is a study which deals with group or individual dynamics between individuals in an organization. Learning and implementing this study in an organization will add credibility to the organization.

Organizational Behavior is a non-performance related set of practices which when implemented in organizations lend good credibility to the organization for its ethics. Imagine, an organization also gets the label of an ethical company along with the company already known for meeting the productivity expectations. It is this thought process that drives many business owners to experiment with the thought of implementing organizational behavior practices in their companies.

How can one implement Organizational Behavior practices in their company?

Implementing and managing organizational behavior practices are almost the last steps for companies to consider for the practices. Enough thought and effort should be given on learning various theories related to Organizational Behavior.
Business owners must understand Organizational Behavior deeply and also assimilate the fact that integrating organizational behavior practices in the company may cause resentment within the employees resulting in a possible dip in productivity.
Business owners can tackle this in two ways -
1. Research on the employees to find out their reactions to a perceptible policy change,
2. Prepare a contingency plan which could deal with the possible dip in productivity levels.
Though both the methods are highly recommended, the former is highly advocated as a very efficient approach to change management.
Business owners could decide on implementing the organizational behavior practices in their companies after considering the strategic objectives of the company as well as the Operating model of the company. In most case, these practices are set in such a manner that they blend well with the Operating Model of the company.
Remember, any efforts to integrate and implement organizational behavior practices in a company may be a failure if the business owner does not get the support of all the employees. Of course, the business owner may manage the implementation of organizational behavior practices in his company.

There are many theories for Organizational Behavior which act as valid inputs for companies or business owners to implement Organizational Behavior practices. You would have Theory X, Theory Y, Hiedelberg’s theory and more to choose from.

The best way of implementing organizational behavior practices is to present the problem statement before the employees and ask the employees to come up with behavioral changes which could help the company to achieve its business objectives.

Business owners could understand ways of implementing the practices effectively by reading sources of information provided by Robbins, Schermerhorn and many more.

Business owners must realize that organizational behavior practices are not desired to cause a dip in productivity. It is to ensure that the company is highly disciplined and ethical in its approach to work.

Ruth Campbell owns and operates Organizational Behavior site .

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Ethics Issues: There Are NO Business Ethics, Just Ethics

admin | Monday, August 3rd, 2009 | No Comments »

Business Ethics – blah, blah, blah. There’s no such thing. There are only ethics. They stem from your values, attitudes and beliefs. Since people make up corporations and organizations, it’s their values, attitudes and beliefs that get brought into these environments. How they match up is a measure of performance.

The 2007 National Business Ethics Survey was released last month and guess what? They’re Baaaaaack! Problems are back and at pre-Enron levels. The study reports that only 9% of companies in the U.S. have strong ethical cultures. Is yours one of them? Over 50% of employees surveyed said they saw ethical misconduct of some type and were afraid to report it for fear of retaliation or that reporting would not result in any organizational changes.

What has failed in the past?

* Hotlines – they don’t work. If employees want to report violations, they prefer to do it to someone they know and feel comfortable around. The challenge? What if the person they are comfortable with is involved in the infraction?
* Having or conducting business practices that are not congruent with your organization’s values creates conflicts and involves ethical decision making on the part of employees. Do what’s right or do what will generate revenue and profits?
* Heavy handed ethics penalties. The “”off with your head”" mentality doesn’t foster individuals wanting to do the right thing. It fosters fear.
* Creating values, posting them in the break room or on your web site and calling your organization an ethical or values-based business.

Creating a culture that is ethical or Values based should not be treated as a single event. This will involve engaging a consultant to come in and conduct an initial assessment to determine the culture climate. This will also involve a series of training conducted as workshops, seminars, teleconferences and other means for leadership, staff and employees. Clearly established objectives, measures and values will be set forth with responsibilities for both the consultant and the company in order to achieve the desired outcome.

What will work?

* Establish clear values and your organizational code of conduct.
* Interpret those values for your employees.
* The Values you reward are the behaviors you can expect.
* Hire, promote and develop a succession plan that is congruent with your organization’s values.
* Show employees that reporting makes a difference and provide multiple safe havens for reporting.

Now is the time to begin establishing your organization’s true competitive advantage in the marketplace. How much is this costing your business in terms of lost employees, lost sales, slowed production, employee conflicts, reduced communication and a myriad of other areas with financial implications?

Wesley Ford is known as That Value Guy. He is a speaker and consultant. He helps businesses and organizations grow and develop leaders and retain employees of value using The Soldier’s Method™; Values, Valor and Value. Come join one of his teleseminars by visiting this site to learn more.

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Business Ethics Training: It is Very Important For Every Companies

admin | Monday, August 3rd, 2009 | No Comments »

Many people wonder if business ethics is just a buzzword that has been tossed around lately, due to some of the aggressive tactics we have seen them as we enter the 21st century. I assure you, it is here to stay. What needs to be done is for more people to brush up on their ethics, as they relate to business, to make sure they always operate with a high standard of moral conduct. In this article, I will discuss with you why this is important to help you with your business.

Business ethics training comes in two forms — one for the employer and one for the employee. For the employer, a good sense of what type of ethics are required as a business owner is needed, because the owner is the one who makes all the final decisions. They need to be a good leader and a representative of somebody who has strong moral and ethical ideology, if they are going to expect the same from their employees.

For the employee, business ethics training is even more important. Especially for somebody who is new on the job. If you start early, and instill a good sense of ethical conduct within your employees, or as an employee cultivate these ethics within yourself, then you can be assured of working in a company that will not fall prey to deceptive practices and fraudulent processes.

It is important that you take the time to develop your own sound business ideology, as it relates to ethics. You must consider what is acceptable, and what is not, as far as practices are concerned. On your own, you can only do so much. But, if you consult with professionals to help you design your own code of ethics, you will be that much better off.

Consider the facts — every day there are certain ethical codes in business that are being violated, even by people who otherwise have been upright and outstanding citizens. How does this happen? How can a three to seemingly honest person one day do something stupid, and jeopardize the company, or even worse — get thrown in jail?

It was because they did not have a well developed ethical business code, which you can receive with the proper training. So consider this type of training a valuable resource, if you want to build a strong solid foundation and business environment.

Want to learn more about Business Ethics? Steven Ross has written many more fascinating articles here

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Ethics Issues: Fight Bureaucracy With Personal Responsibility

admin | Monday, August 3rd, 2009 | No Comments »

“After reading one too many articles about the need to eliminate cumbersome processes in the industry I found myself thinking about the roots of bureaucracy.

Processes are made to guide the execution of action, and invariably include approval checkpoints to ensure those actions were executed. While processes must be simplified and eventually automated, checkpoints are the real productivity killers.

On lack of trust and inefficiencies

Some are offended by what they consider a lack of trust, others are distressed by foiled acquisition of equipment that could make their work more efficient. I have been on both camps, but I eventually got over both feelings. The reason? Show me a person with some common sense and I will show you four other people who cannot tell what they need from what they want.

At the root of bureaucracy one will often find the need to control the usage of common resources, whether it is the approval for the construction of a wall or for the acquisition of a new network router. In a never ending loop, people in the “”I need the resource to do my job”" camp find ways around the processes and the bureaucracy responds with more control points. Bureaucracy thrives on the intersection of limited resources with resourceful people.

Executives and keyboard purchases

Remove all the control points, and you soon my have a tragedy of the commons on your hands.

Of course, the extreme case of a senior executive approving a US$200 purchase should be avoided. On the other hand, US$200 may be the cost of that matching set of keyboard, mouse, and speakers that look great with the replacement workstation you received last week.

Personal responsibility to the rescue

In the tragedy of the commons, the only known solution is to eliminate or reduce the “”commons”" in favor of personal ownership, whatever that resource may be. Karl Marx would not be proud.

Scott Adams once suggested, in the serious portion of his excellent “”The Dilbert Principle”", that companies actually gave money to employees for the purchase of office items instead of the traditional supply bins spread through the building. It would be up to employees to individually purchase the supplies they needed or keep the money. The actual amount is unimportant – the bean counters have all the numbers they need to calculate that amount – but the company would no longer need to burden administrative staff with those tasks.

The real question is, could one try and stretch that approach to personal laptops or desktop computers? In many geographies, the cost of these machines can rival the monthly salary of their users. What happens when you hand out the money for equipment that should last 3 years and the person leaves the company before that period is over? Impound whatever they bought or demand a refund?

Solve that riddle and the end of bureaucracy may be at hand.

Denilson Nastacio is a software engineer in a large corporation. Through years of experience observing the interactions between his colleagues, managers, and executives, he observed several repeating patterns drawn from science, religion, and politics.

He maintains a blog, called the RTP Scrolls, where he writes about the cyclic influence between individuals and organizations help explain how and why each side reacts to the actions of the other side.

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Ethical Training Modules: Ethical Business Manners From Your Strategic Thinking Business Coach

admin | Monday, August 3rd, 2009 | No Comments »

Recent observations and recent communications with business colleagues confirm that there are far too many violations of good business manners each and every day. Manners are essential to build relationships in today’s business world. People, who present themselves very favorably, will maximize their business potential. I must tell you that I remain very passionate about manners in business and believe very strongly in the results that follow the use of good manners.

Your Strategic Thinking Business Coach continues to stress the importance of manners and to seeking advice on that issue and others. And I am pleased to confirm to you that I continue to follow my own advice by seeking outside advice and counsel when needed. In my own efforts for continuous improvement in manners, I recently did some research that resulted in me finding a great resource – a quiz to establish your Business Etiquette Quotient. The quiz was developed by Lydia Ramsey, a business etiquette expert, professional speaker, corporate trainer and author of Manners That Sell-Adding the Polish that Builds Profits. She has been quoted or featured in the New York Times, Investors’ Business Daily, Entrepreneur, Inc., Real Simple, and Woman’s Day. For more information about her programs, products and services, visit her Website

Here is Lydia Ramsey’s Quiz, answers and score interpretation.

1. When shaking hands in business, a man should wait for a woman to extend her hand before offering his.

2. When introducing business people, say the name of the most important or senior person first.

3. When talking on the phone, your tone of voice counts more than your words.

4. The first place to go when you arrive at a business/social function is the bar.

5. Women may remain seated to shake hands in business.

6. Business casual means dressing down one notch from business professional.

7. You should always use a subject header when sending an e-mail message.

8. The guest decides when to start talking business during the meal.

9. If the information on your business card is incorrect, draw a line through it and write the correct information on the card.

10. If you can’t remember someone’s name, don’t attempt an introduction.

11. Handwritten notes are out of place in the business world.

12. Name badges are worn on the right shoulder.

13. A woman’s handbag, if small, may be placed on the boardroom table.

14. Small talk is not appropriate in a business environment.

15. In today’s relaxed business environment, it is not necessary to ask your clients’ permission before using their first names.

Answers

1. False. It is no longer necessary for a man to wait for a woman to extend her hand. In business, everybody shakes hands regardless of gender or age.

2. True. Always say the name of the most important person first or the name of the person you wish to honor. Follow that with “”I’d like to introduce…”" or “”I’d like to introduce you to…”".

3. True. Studies show that 70% of your message is conveyed by your tone of voice and 30% by your actual words. It’s not what you say but the way you say it that counts.

4. False. No matter how hard your day was, resist the urge to go straight to the bar. After all, these business/social functions are more about business than eating and drinking.

5. False. A woman who remains seated to shake hands in business appears to lack confidence. She sends a message that she is not as important as the people who are standing.

6. True. Business casual did not start out as an excuse to wear your favorite old clothes to the office. It is still business, and you should always look professional.

7. True. Why would anyone want to open an e- mail message with “”no subject”"? You always want to give the recipient a reason to read your message.

8. False. The host is the one who decides when to end the small talk and get down to business. As a rule, the business discussion begins after everyone has ordered so the conversation will not be interrupted.

9. False. Have new cards printed as soon as possible. Handing out outdated business cards sends a poor message.

10. False. Always make the introduction. Everyone notices when you try to avoid it and will suspect that you can’t remember the other person’s name anyway. The best thing to do in this situation is to confess your loss of memory, beg forgiveness, and ask for the person’s name.

11. False. Handwritten notes are very impressive. They give the idea that you went to extra effort, whether this is true or not.

12. True. The right side is the correct side. Since you shake hands with your right hand, the eye naturally travels to the right shoulder.

13. False. The only objects that belong on the boardroom table are those that are necessary for the meeting.

14. False. Small talk is the basis for building and maintaining relationships in business.

15. False. While most people prefer to be called by their first name, use titles and last names until you are told otherwise.

What’s Your Score?

Give yourself one point for each correct answer. If your score is 13 points or higher, you are speeding up the ladder of success. (If you earned between 9 and 12 points, you’ll most likely make it to the top. If you scored 8 or below, chances are that you can climb the ladder, but you won’t make it all the way to the top.

Glenn Ebersole, Jr. is a multi-faceted professional, who is recognized as a visionary, guide and facilitator in the fields of business coaching, marketing, public relations, management, strategic planning and engineering. Glenn is the Founder and Chief Executive of two Lancaster, PA based consulting practices: The Renaissance Group, a creative marketing, public relations, strategic planning and business development consulting firm and J. G. Ebersole Associates, an independent professional engineering, marketing, and management consulting firm. He is a Certified Facilitator and serves as a business coach and a strategic planning facilitator and consultant to a diverse list of clients. Glenn is also the author of a monthly newsletter, “”Glenn’s Guiding Lines – Thoughts From Your Strategic Thinking Business Coach”" and has published more than 325 articles on business.

To find out more about the benefits & rewards of effectively working with a strategic thinking business coach, please contact Glenn Ebersole through his web site here

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The Normal Rules of Relationship is Professional Ethics

admin | Monday, August 3rd, 2009 | No Comments »

During intermission at a women’s event recently, I was asked, “Why do hairstylists assume they can ask you such personal questions?” I thought to myself, personal boundaries are essential on both sides of the chair. My first reaction to the woman’s question, was to defend hairstylists. Inside, I also knew this was an honest, evocative, question, and there are a lot of assumptions made by people in the hairstyling industry, and a lot of unprofessional behavior that gives us all a bad name. I needed to take a closer look at what was being stirred up inside me.

I muttered, “Hm…interesting question.”

I have witnessed, and overheard, many hairstylists going for the jugular in their quest for knowing who sits in their chair. Some hairdresser’s inquiries–incessant,insatiable curiosities leave me to wonder, whether they are really thinking about the client’s experience. Did they get permission,unspoken perhaps, to be as personal? Or, did the trust develop through years of seeing one another? Or, were there alot of assumptions made right from the get go? I’m sure a little bit of everything goes on, but what gives us the right to do so? How does it all happen?

When a client sits in my chair there is a boundary line between us, and that line invisible as it may be, is there, and will move depending on who sits in my chair. A line can be found that winds back and forth on itself, building a wall as thin or as thick as anyone of us wants. It is up to each of us to determine what we want to reveal, what we want the time in the chair to look like. And, I know I am guilty of taking the session into a personal realm, of being too self-focused, or maybe even getting too personal,instead of talking about their hair. It always comes back to the hair.

So, how is it then, that this wall can seem imperceptible to us at times, as if there is no boundary? I certainly have experienced clients who have a hard time respecting my boundaries when they sit in my chair, it’s up to me to decide just where the boundary line is, although I find it delicate to establish at times. For example,I have a client who comes in every six weeks for a hair cut, and has for the last 20 years. Once every session, for the last five years, this very loyal client, has asked me, “When are you getting married?” She insists that I need to, and now even more so because my partner and I have a child together. Now, she is at least twenty years my senior and works as a therapist, a little hard to consider speaking up for myself.

“We’re talking about it.” I’ll say, hoping this will end the conversation. I can’t tell her, “Please don’t ask me that question anymore. Please don’t play the role of my mother. And please, don’t pretend to know what is right for me to do.” I love this client, and appreciate her greatly, and I wouldn’t consciously do anything to have her disappear. And yet, I suppose that is some of the fear, that I would lose my clientele if I set a boundary of that nature. “I don’t work that late,” is a boundary of another kind.

The boundary line gets muddled because we like people, and we want to be liked. We want to avoid hurting people, or being hurt, whenever possible. When a client sits in my chair, especially a new client, I follow their lead, I want them to feel comfortable. So I ask questions to get to know them, and remember the answers. I allow them to set the tone of the experience. Do they want to chat? Do they want quiet? I respect whatever it needs to be. I air on the side of being a listener. It’s about their hair after all. We build trust together and we respect the needs. of one another. If it is a new client and they divulge it all in the first visit, I’m left with, “Wait!” There was no time for the intimacy to be established, too much information, so I cut silently.

The normal rules of relationship apply here, even if I do have permission to touch a client’s head, and style their hair, does not mean I may assume they want anything but a haircut. Personal boundaries are essential on both sides the chair for things to work.

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Tags: ethics, business, training, corporate, code

Tags: Business, business, code, corporate, Ethics, Training
Posted in Business

Leadership Ethics Training: Identify 8 Steps for Preventing Ethical Dilemmas

admin | Monday, August 3rd, 2009 | No Comments »

A review of case studies of ethical problems various organizations have encountered show that many common ethical problems that organizations find themselves facing arise from individuals protecting their own financial benefit and/or the short-term economic goals of their organizations and not protecting other key stakeholders of the business or organization. Organizations can avoid serious consequences by considering the consequences of their actions to six key stakeholders, including; business partners, customers, employees, opinion formers, community and authorities (Trevino and Nelson, 2005, p. 196). By analyzing decisions using these six groups as a guide; “one can begin to identify how a variety of calamities might affect a company’s reputation and the value of its brand, and how much those calamities might cost” (p. 196).

By reviewing how companies have both effectively and ineffectively responded to severe ethical dilemmas, leaders of organizations can identify 8 steps for preventing ethical dilemmas in their own organizations.

1. Top down responsibility for ethical behavior must exist within an organization. The head of the organization must take responsibility to manage the ethical behavior of the organization. This responsibility cannot be delegated. Furthermore, this responsibility cannot be downplayed to a lesser role than other key leadership responsibilities, such as, short term profits. Top leadership must set the ethical tone of the organization. They must communicate their vision regarding ethical behavior to employees often and with as much emphasis and clarity as they do with other organization goals. The leader cannot leave the ethical tone of the organization to chance or to others within the organization.

2. Organizations must design a code of ethics for the organization. This code should be developed with input from a broad section of individuals within the organization. It should be distributed to every member of the organization and referred to often in training and other types of communication to employees so that it is not just a manual that sits in a file but is seen as a valid document for answering questions regarding what is accepted and not accepted as appropriate behavior within the organization.

3. Policies must be established and reinforced in the organization regarding how to report ethical abuses. Employees must understand how to report problems and know that they can do so without fear of retribution. Care must be taken that this is not just a theoretical exercise but that examples of real reporting be given and employees are rewarded for reporting ethical dilemmas.

4. Ethical responsibility must be taught to members of the organization. This must be done in various settings including on boarding of new employees, ongoing workshops, business meetings, round-table discussions with leaders, newsletters, websites, etc… Training should include case studies where employees must examine and discuss ethical dilemmas that they realistically might face and possible actions they should take. These case studies should include real cases that have occurred or theoretical cases that may occur in the organization so individuals can understand the proper way to handle real life issues. Employees must clearly understand what they have a shared individual ethical responsibility to each of the stakeholders along with the responsibility of the organization.

5. Practices must be incorporated to ensure that discussions regarding ethics are included in the decision making process. For example, a “devil’s advocate” should challenge decisions in order to explore whether unforeseen stakeholders may be jeopardized as a result of the decision; or decisions should be reviewed by an ethics committee or department to evaluate whether other stakeholders may be at risk. The practice of questioning decisions and openly exploring their consequences must be encouraged and rewarded.

6. Accountability for ethical behavior must be taken seriously by all levels of the organization. Unethical behavior should be punished and not allowed to continue. Ethical behavior must be rewarded. Performance management systems should include ethical behavior as well as other key aspects of job performance. Those higher in an organization should be punished equally as those lower in the organization. In fact, it could be justified to punish those higher in the organization more severely than those at entry level positions because they should know better and because of the example it sets for others in the organization.

7. Organizations should act swiftly to protect stakeholders when dilemmas occur. Contingency plans should be made for dealing with a crisis in order to act quickly to protect stakeholders in times of emergencies.

8. Members of the organization must know that their primary responsibility is to defend and maintain the high reputation of the organization at all times. Leaders should encourage standards of behavior to be set higher than what the law requires. What is lawful should be considered a minimum standard; however, standards should be set higher than this minimum in order to enhance and protect the reputation of the organization. Conduct below that standard should not be accepted and raising the bar higher should be rewarded and recognized by senior leaders.

References:

Trevino, L., and Nelson, K., (2005). Corporate social responsibility and managerial ethics. Hoboken, NJ: John Wiley and Sons, Inc.

Since founding Magnify Leadership and Development, James has developed, facilitated and coached programs including; Change Leadership, Coaching, Communication Skills, Sustaining Learning, Interviewing Skills, Leadership, Territory Management for dozens of leading global organizations; including, Advantis Research and Consulting, IMS, CMOE, Pfizer, Sinclair, Disetronic Medical Systems, StratX, ASTD, Coventry Health Care, Wilson Learning, and many others. James is bilingual and can facilitate and coach in both English and Spanish.

Prior to founding Magnify Leadership and Development, James headed Pfizer’s Learning and Development for all of Europe, Canada, Africa and the Middle East where he was instrumental in the development of a global management curriculum and other training initiatives to enhance organizational effectiveness for over 30,00 employees.

Visit James website to learn how we can you with your leadership and communication development needs.

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Tags: ethics, training, questions, issues, business

Tags: Business, business, Ethics, issues, questions, Training
Posted in Business

Ethical Behaviour is Basis in Business

admin | Monday, August 3rd, 2009 | No Comments »

We see and read about what appears to be obvious lapses of ethical behavior almost on a daily basis and ask “how is that possible”? It appears obvious to anyone learning about these stories for the first time that there was a breech of what is appropriate behavior and we wonder how so many people could be so unethical. We also believe that we certainly would act differently if we were in the same situation.

One reason why otherwise normal individuals may be caught in unethical behavior is because of a social learning process that occurs in all teams and groups. Members of teams and groups learn acceptable and expected behavior by other members and leaders of the team. Over time, a culture evolves that either encourages or discourages certain behavior. Members are even pressured either consciously or subconsciously to conform to what is accepted by the larger group. If the social group in which an individual belongs does not punish negative behavior, or even reinforces inappropriate behavior through the use of direct or indirect rewards, many people who may not behalf inappropriately in normal circumstances, may cross the line and behalf inappropriately in other circumstances.

The Tailhook Association is an association of naval aviators whose annual convention became the center of a sexual scandal because of the 90 sexual harassment charges that resulted from their 1991 convention. In all, 140 aviators were charged. While these men were not participating in such behavior outside of the convention, while at the convention, they felt their behavior was appropriate and undeserving of punishment. These types of incidents had long been known to those in the Navy and those familiar with the organization. The group never had been disciplined for treating women inappropriately.

In fact, most everyone in the military accepted the behavior as appropriate for this type of group and convention. Over the years, a culture had developed within the group that permitted sexually inappropriate behavior to occur. While no one in command would have explicitly rewarded the activity, no one would reprimand anyone for it either. Because it was permitted, the convention became a safe haven for behavior that would have been considered inappropriate in other circumstances. Members “learned” through the lack of punishment and through the tacit acceptance of the behavior that the behavior was accepted and even expected at a Tailhook Convention. It was a place where they could “let their hair down” and have fun, even though they may not have acted the same elsewhere. (Trevino and Nelson, 2005, p. 169).

The public was outraged as to how the men could act the way they did and how the Navy could have allowed such behavior to continue. While the activities seemed obviously inappropriate and unethical to anyone learning about the story for the first time, very few of the men were ever seriously held accountable for the incident. How could the group have developed a culture of such inappropriate behavior? Because, the individuals in the group had received reinforcement through many years of the organization that such behavior was accepted and even expected at Tailhook Conventions. The military did nothing to stop it, which actually encouraged the behavior more. After 1991, they slowly began to change, but still took no drastic action to discipline those involved. This lack of discipline likely reinforced the viewpoint of those involved that the behavior was acceptable and should not be punished.

The implications for other organizations and managers are clear. Rewarding unethical behavior will reinforce the behavior within the organization. Furthermore, even looking the other way and allowing the behavior to continue is a form of reward because it sends the message that the behavior is acceptable. Over time, the behavior can be ingrained in the culture and individuals, who otherwise would otherwise not do so, may begin to feel pressure to conform. Managers must not allow unethical behavior to continue without taking action to correct it. This should include taking actions against those who participate. If the Navy had taken action to punish those involved in sexual harassment at the convention, a clear message would have been sent that the behavior would no longer be accepted, and improvements in behavior may have begun to occur. The same in true in all organizations; managers that may look the other way, while inappropriate behavior occurs in their teams, are inviting unethical behavior to become part of the learned organizational behavior of their teams. Unless, they act to prevent and correct unethical behavior, individuals will continue and new members will be taught and encouraged to begin unethical behavior.

References:

Trevino, L., and Nelson, K., (2005). Corporate social responsibility and managerial ethics. Hoboken, NJ: John Wiley and Sons, Inc.

Visit James website to learn how we can you with your leadership and communication development needs.

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Tags: ethics, training, questions, issues, business

Tags: Business, business, Ethics, issues, questions, Training
Posted in Business

Ethics Guidelines: Guidelines in Dealing With Female and Male Clients

admin | Monday, August 3rd, 2009 | No Comments »

“For the most part, female and male clients are different and they should be managed differently. They act different, talk different, and often expect different results from working with their freelance graphic designers. This isn’t to say that one is better than another – they are equal, but different.

Should you assume that when you work with a male client that you have to be analytical and conventional, and with female clients you have to get in touch with “your feelings”?

Of course not. People are individuals. While there are guidelines in how to deal with females versus males, that’s all they are: guidelines.

Below are some guidelines I’ve come up with from years of working with clients – direct observation from working with over one hundred male and female clients each. Again, one client isn’t better than another one, and there are MANY exceptions to the rule, but this is what I’ve learned and use as guidelines:

I’ve tried to be as politically correct and yet fair and honest about both sexes. Feel free to post your comments, but please don’t call the “PC Police” – these are observations, not facts. I know there are exceptions to the rule, that’s why I’ve called these “guidelines”.

Female Clients:

I use the word “feel” more

Emotionally driven

Want to enjoy the process

Need you to pay attention to them

Task oriented

Change their minds a little more

I give comfort, reassurance

Have to feel good about the project and working with you

Male Clients:

I use the word “think” more

Logically driven

Want to get good results

Need you to hit deadlines

Results oriented

Change their minds a little less

I give facts, figures

Have to feel good about the results

What I’ve found in my 10 years working as a designer is that men and women for the most part are different, but everyone should be treated as an individual. Going in with a game plan like, “”This potential client is a woman, so I’ll need to do XYZ…”" is a huge mistake that can cost you the client as well as respect.

Just knowing there are differences between the two, and having them in the back of your mind when talking to potential clients is enough for any graphic or web designer. Bottom line: understand there are differences – treat everyone as an individual.

Are you a starving graphic artist? Are you having trouble finding clients? Do you wish you knew what to say to clients and how to say it so you sound more polished and professional?

Learn specific approaches that will make you stand out as a freelance designer from literally hundreds of other designers just like you that potential clients can chose from. And get more clients and more projects; stop wishing and become a success now.

Visit this site now, register to take the Designer Challenge and see how you stack up against the competition, AND your 2 free complementary chapters of the Being a Starving Artist Sucks book, AND an additional bonus surprise – all for FREE. These are insider secrets from successful, money-making designers you’re not going to learn in a college or online course.

Change your destiny as a freelance designer, become the successful artist you always hoped you would. Visit this site now, or check out the blog here

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Tags: ethical, dillemas, issues, training, legal

Tags: Business, dillemas, ethical, issues, legal, Training
Posted in Business

Personal Ethics: Things You Got When You Got More Heart ThanTalent

admin | Monday, August 3rd, 2009 | No Comments »

“Isn’t it about time that you got right with money? When I say “right” what I am talking about is getting money right emotionally. Money is a very controversial subject in our society. Mention money to almost anyone and it will bring out a certain level of discomfort because almost everyone lacks money. Statistics say that 97% of our population works for 3% of society.

Only around 4% to 5 % achieve a six figure income and one-twentieth of 1% of society achieve a seven figure income. “Why is it,” I ask, “that so many people struggle when we are living in a world with so many opportunities to create wealth?” In this information I will be presenting what I believe to be the reasons that hold so many people from receiving the money they deserve.

I have personally coached hundreds of great people in the last six years whose struggles with money issues have caused them to sabotage themselves over and over. One of the first questions to ask when it comes to money is, “Who was my role model when it comes to money, prosperity, finance, and abundance?” For most of us it was our parents and for them it was their parents. Let’s also state that this information is not about blaming anyone. You are now a grownup and your perception of money is now up to you.

The next question to ask is, “What did I learn in my education about money?” Typical high school curriculum includes courses about economics and government but nothing about how to attract money or how to have a healthy relationship with money. Traditional education teaches how to acquire job skills, and prepares students to get paid what a particular job is worth, not what the individual is worth.

Making more money requires education about free enterprise and how to get paid what the free market bears; getting paid on your terms and your time frame, and learning about service and value. The more valuable you become through the service you provide, the more you make. This is not about working hard because if that were the case, then all of the world laborers would be millionaires.

Over the centuries money has gotten a bad rap by being associated with corruption, greed, pain, and the misuse of power. A perception grew that somehow the rich deprived the poor and that wealthy people were bad people, were not loveable, were disconnected from love, and were greedy. The sad fact is that most people just don’t believe they deserve to have money freedom or peace of mind.

I believe that you can be rich, spiritual, and prosperous, and that with your abundance you can create love and compassion using your wealth to assist others strengthen their skills so that they too have the opportunity to be prosperous in life’s ways.

Most of us have been taught that “Money is the root of all evil,” but the actual quotation from the Bible is, “The love of money is the root of all evil.” Money itself is neutral – not good or bad. It is paper and metal that symbolizes an exchange of goods and services. Money is an energy that you either attract or repel. It is the negative emotions around money such as greed, obsession, and power that can bring negative experiences, and that keep most people from it.

In the last several centuries there has been radical change in opportunity, philosophy, and ways to create wealth. Many courageous forerunners paved the way for new thoughts and ideas about prosperity, abundance, self sufficiency, and enlightenment. Just in the last hundred years brilliant writers and speakers have emerged like Napoleon Hill, Dale Carnegie, Earnest Holmes, Katherine Ponder, Florence Scovel Schinn, Earl Nightengale, Louise Hay, Jim Rohn and Tony Robbins, to name a few of my favorites that have assisted me with my enlightenment.

A whole consciousness of self-help and personal development has become available to the masses. Bookstores and coffee bars are now as popular as some of the old traditional night spots, and we now have access to coaches and mentors to be emotionally, financially, and spiritually fit.

People now realize that they are responsible for their own empowerment. They see that assuming responsibility can bring them prosperity and allow them to become more and to do more. For this to happen, people have to have belief in themselves and grasp the idea that they can control their lives. In our me-too, microwave, lottery-mentality society very few people ever put the proper thoughts and proper actions together at the same time to provoke the results they deserve.

Plain and simple, most people don’t believe they deserve prosperity and abundance. They want, wish, like to, if only, pray for a miracle, and most of all want for change to happen. Sorry, it doesn’t operate that way. Too many people tiptoe quietly to their graves looking back only to say – “I wish I would have!”

Still, don’t lose heart for it can officially become “Now O’clock” at any minute. There are 86,400 seconds in every single day; 1,440 minutes, 24 hours, one day, one week, one month, one year, one lifetime. We can change at any moment. Is it hard or is it easy? You are one thought away from success or one thought away from failure. It is a choice we have the opportunity to make every single day.

I believe God wants us to be rich, prosperous, and free. God did not create fear, it is manmade. Fear overrides most people’s dreams and objectives. Most people aren’t even able to identify what they are afraid of. All they know is they are struggling just to keep up with the other sheep in the pasture.

You have to get past the thoughts that money is bad and will somehow taint you. Abundance is natural and spiritual. Money will not deprive you but could actually enlighten you. Many of the great teachers have given credence to the idea that abundance is spiritual and that it is the power of your thoughts that creates abundance for you.

If you are wealthy more often than not you will be dispersing your money commercially and charitably, supporting many people around you and adding to the velocity of overall wealth. There are literally trillions of dollars passing about electronically on any given day, and those signals are literally passing by you at all times.

If you stop and think about it, there are millions of dollars flowing through your body at the moment. Imagine making a slight flick of the wrist in order to stop some of that money in transit so it sticks with you. A flick of the mind is a flick of the wrist.

Money can be good – greed is not good. There are no reasons why you can’t be very rich, very rich in fact, and still be a very valuable generous spiritual person with a huge heart and compassion for everyone.

Jeffery Combs is an internationally recognized speaker, trainer, and author committed to assisting people with personal growth and development.

He can be contacted online . Jeffery & Erica Combs host The More Heart Than Talent Mindset Conference each and every January to assist you to create quantum leaps to success in your enterprise by bringing world-class speakers and personal development experts together in an inspiring and empowering 3 day forum EVERYONE can afford to attend!

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Tags: ethics, communication, skills, business, training

Tags: Business, business, communication, Ethics, skills, Training
Posted in Business

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