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

“Any corporate social responsibility strategy (CSR) must be fully integrated with the organisation’s brand management and commercial strategy. This means that the CSR strategy must support the underlying commercial requirements for the business and deliver to its customers or the ultimate consumer safe goods, products and services that are fit for purpose and deliver optimum quality, optimum price and the expected level of customer service. Internal and external stakeholders are increasingly becoming more concerned about the way an organisation delivers its commercial and marketing strategy especially how it balances the economic, social and environmental aims and objectives within this strategy. Ethical objectives that need to be embedded within the CSR element of organisational strategy include:

- Service related issues – service design, management of customer care initiatives, quality assurance and sustainable sourcing and supplier approval, ethical trading protocols;

- Product related issues – product design, quality assurance, quality control, sustainable sourcing and supplier approval, ethical trading protocols;

- Operational issues – management of resources including raw materials, land, energy, water, control of waste produced as a result of activities, including disposal, packaging recycling strategies, management of logistics including transportation of goods and product distribution strategies;

- Colleague issues – development of social policy and practice including worker facilities, terms and conditions of employment, personal welfare, health and safety, training and development;

- Community issues – management of the organisation impact on the local, national or global community including environmental issues, such as noise, smell, visual impact, use of resources, production and disposal of waste;

- Brand and organisational risk management – management of legislative, commercial, operational and brand risks

Does your organisational strategy address all these areas or do you need to revisit your management of CSR?

Read more here.

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Tags: ethics, social, responsibility, code, work

- Indira Gandhi

The most significant gesture in business and in life is a handshake. In many cultures it is the unspoken message that accompanies our words. A handshake often takes place when you meet someone new, when you are greeting someone you haven’t seen in a while, when you leave a party or meeting, when you offer congratulations or when you agree on a contract or working arrangement.

Historians agree that the handshake was most likely developed several hundred years ago in England as a method to communicate that you were empty-handed and unarmed during a meeting. Weapons were often concealed in the left sleeve so shaking was done with the left hand. As more people began to travel without weapons it became common to shake with the right hand. Certain historical figures took liberty with shaking hands and created their own custom. George Washington decided that shaking hands was for the common people so he bowed when greeting people in public.

The intent in shaking hands is to make contact “”web-to-web”" with the other person’s hand. The web of your hand is that part between your thumb and forefinger. Extend your hand with your fingers together, in a vertical position, with the thumb up and slightly to the side. Once you make contact with the web of the other person’s hand, close your thumb over the back of the hand and give a slight squeeze with your fingertips. Here’s where so many people go wrong. Some move in for the kill and give a bone-crushing handshake that brings tears to the eyes of the other person. Then there are those who stop at the first hint of contact and never add the little squeeze that indicates there is life and energy in the body. The result is the “”wimpy”" or “”limp”" handshake, sometimes referred to as the “”dead fish.”"

Every country in the world has its own customs for meeting and greeting. Most cultures encourage handshaking more often than the United States. As always, you need to do your research on meeting and greeting before you embark on an overseas trip. If you are a woman, this is critically important since certain cultures do not allow women to touch a man who is not related to them.

Here are some of the most common handshaking rituals around the world:

* In Japan it is normal to shake hands frequently. Sometimes a bow is included or substituted.

* In Europe you shake hands whenever you meet someone even if you know them well.

* Russians tend to shake hands frequently but never while wearing gloves.

* A strong handshake and good grip are appreciated in South Africa.

* A vigorous, pumping handshake is normal for the Chinese.

* Men in Arabian cultures encourage a long and limp handshake along with a specific verbal greeting.

* People in Panama greet each other with eye contact combined with shaking hands.

* The French always shake hands in business meetings but all other greetings involve kissing the cheeks.

* In Kuwait shaking hands is only used for male strangers who meet the first time. Shaking hands with an unrelated female is considered inappropriate.

* Residents of Indian and Pakistan shake hands by grasping your hand in both of their hands and holding your hand briefly.

It is considered impolite to refuse to shake hands but be prepared in case you meet someone who says “”No”" to handshakes because of arthritis, joint problems or a communicable illness such as a cold. The person who is unable to shake hands should always offer an apology and a brief explanation so that the other person does not feel shunned.

You may occasionally encounter someone who does not respond in any way to your outstretched hand. When that happens, simply withdraw your hand and ignore the snub. It’s the other person’s problem, not yours.

Knowing when and how to shake hands is an important business skill whether you are working in your own office or if you are traveling to a meeting 5,000 miles away. Always give the impression of someone who is polite and confident by cultivating a firm, but not crushing, grip and always offer your hand when appropriate.

(c) 2007, Lydia Ramsey, Inc. All rights reserved. Reprint rights granted so long as article and by-line are published intact and with all links made live.

Lydia Ramsey is a business etiquette expert, professional speaker, corporate trainer and author. Learn from Lydia by using her four LIVE business etiquette broadcasts on DVD or by reading her newest book “”Lydia Ramsey’s Little Book of Table Manners”". You can purchase these business etiquette tools here.

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Tags: ethical, decisions, social, work, behaviour

Is it possible for a business to be concerned about anything apart from making money? The idea does not seem to have any sense. We associate the word “”business”" with profits, losses, money, success, and failure. It is true that a sustainable businesses must make more of a profit than a loss – unless it has an exterior source of funding. However, there is a subtle difference between this and the idea that a business must make a maximum profit, and focus on this at all costs.

Maximum profit at all costs

Without doubt there are businesses – perhaps the majority – that would fit under this category. However, there are also a number of businesses that have alternative goals. Increasingly, there are businesses that see the importance of maximising benefits in addition to their goal of maximising profits.

Corporate social responsibility

Many businesses now highlight the fact that they are “”caring”" businesses, with other focusses than profit-making. This is seen when large corporations donate a percentage of money to charities, or run their own aid scheme. Some may question whether this is truly altering a business’ goals or whether the business is reacting to increase its attraction to potential or existing customers.

A clever ploy or real

So is there a way to tell if a business is truly motivated by doing good, or whether they are conning their clients into believing they are? It should be possible with sufficient research and analysis of the business in question, to identify where the goal of the business came into being. However, the opaqueness of many corporations may make this next to impossible. Regardless, the question must be asked whether the motive is important in this case, if the outcome is benefitting society.

A special case: charities and non-profit organisations

Although these would be seen by many as the prime example of a business not about making money, there is a caveat. Some non-profits are so focussed on gaining funds from grant-giving organisations or donations, that the difference between them and profit-focussed business is blurred.

Conclusion

Businesses may or may not be motivated by anything more than making a profit. However, in recent times, businesses have been focussing on increasing their corporate social responsibility, and at least in effect not operating as entities with the sole goal of profit-making. The result has a been an increase in funds directed to social causes. Customer demand is likely to be at least part of the reason for this development, and so for this trend to continue and increase, customers should shop where they see businesses operating in an ethical manner.
Ben Coleman is the CEO and owner of Real Free Websites. He has been designing websites and working on website technologies since 1999. Real Free Websites was created to fill a niche: to offer free or low-cost customized websites and top quality hosting combined with an ethical approach.

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Tags: ethical, work, issues, behaviour, practice

It seems that whenever internet marketing is discussed, business ethics and moral issues form background issues. Starting an online business is well within the price range of every person who has a modem and a computer. The fact that its is so cheap to get in, many people have lowered the standard of the entire industry.

The goal is sometimes to make customer paralysed until expiry of the guarantee period. During this period the customer has the power if they bought through a trusty payment processor.

The ethics come into play from the minute the idea pops in the brain of its creator until the business closes down and the last share holder has been paid his or her share. There is no single place for integrity and ethics in a business just as there is no place for playing around in a business.

When a customer contacts you and wishes to demand an unnecessary activity from your business or employees, and they cannot be reasoned with. There is room to terminate contact with that customer and bar them from any further interaction with your organisation. This is also part of ethics towards yourself and your staff, because the customer may not always be right.

How do you deal with a customer who feels that the product was misrepresented? You ask them if they are happy with the product and make yourself or company available to support them until they are happy. FAQ’s and auto-responders are there to deal with frequent queries but ideally you should try to limit them down by improving the product or the delivery of that product so that the query becomes a irrelevant.

I have seen websites with FAQ’s that were pages long and they were actually proud of it. Who has the time to wade through all that mess and read some question that might not be related to them? If you disagree try and get assistance from that website and see how you feel when they direct you to their FAQ’s. Would you buy their next product?

The best marketing presentations cover all those questions that a customer might have before they buy. This is part of ethical behaviour in any type of venture. Unethical companies make up the majority of the failed start-ups between 1 and 5 year period.

To search more information on currently available on the latests marketing techniques and online business opportunities, please click here Article written by Thoriso Mashego.

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Tags: ethical, work, issues, behaviour, practice

A new organizational paradigm is needed in order to avoid the all too common lapses in legal and ethical behavior which is seen in organizations in the world today. Ethics can no longer be seen by management of organizations as a side-line activity that is only meant to meet legal and regulatory guidelines, while leaders focus on the more important issues of profitability and the bottom line. Rather, ethics must be seen as a core function of every leader in every organization. To avoid pitfalls of ethical lapses which effect not only the individual, but also the team, the company, shareholders, customers, and the general public, ethics cannot be seen as less important or less urgent than any other managerial and/or leadership function.

In the past, the organization itself may not have been viewed as having direct responsibility for the ethical or unethical behavior of individual members of the organization. Unethical actions of members of the organization were seen as the sole responsibility of the individual. The individual alone could be held accountable for lapses in ethical behavior and the organization itself may not have been seen has having any further responsibility in the matter (Seeger, 2001, p. 3). However, as organizations have become more complex and interconnected, individual responsibility has proven more difficult to ascertain (p. 4). This is true whether we are discussing the responsibility of the successful launch of a new product or not reporting ethical violations. In most any organization today it would be nearly impossible to assign any one individual responsibility for the successful launch of a new product, so it is equally difficult to lay sole accountability for only one individual within an organization who may not report fraud. Was it the researcher who first thought of the idea, or the team who developed the product or the marketing manager or the sales team who is accountable for the success of the new product; or is a combination of all of them? In just the same manner, is it the person who does not report fraud to blame, or his manager who pushes for improved results with less emphasis on reporting procedures, or the legal department for not teaching the proper procedures to make reports, or the Human Resource department for not clearly explaining the rules; or is it an organizational shortcoming where all contribute to the lapses in ethical behavior?

In too many organizations “”ethical issues are often positioned in opposition to the more important questions of organization profitability”" (p. 4). However, in the new paradigm, shareholders cannot be seen as the only, or the most important stakeholder. Rather, all stakeholders must be seen as equally important for the organization to avoid a narrow economic focus which may lead to lapses in ethical behavior which in the end, lead to severe economic and legal consequences for the organization and its stakeholders (p. 4).

New managers and leaders must focus time and energy not only on making the organization profitable, but they must learn to help individuals in the organization recognize situations which may cause ethical dilemmas and ways in which to apply ethical behavior in a way that satisfies all stakeholders. Teaching individuals how to apply ethics when it comes to moral controversies must become a key focus of leaders in the new paradigm (p. 7). “”Applied ethics focuses on norms and guidelines of professional practice, methodologies for promoting ethical decision-making, various codes of conducts and how these function to promote discussion, informal decisions, and resolve practical ethical problems (p. 7). This focus must become a new major responsibility of every manager and leader within the new organization.

Texas Instruments is an example of a company that embodies this new organizational paradigm of management. The National Academy of Engineering cites example of how Texas Instruments’ leadership is focusing on ethical behavior on its on line ethics center (www.onlinethics.org). The company has created a website for employees to visit which lists hundreds of articles which have been published in corporate magazine TINews.

Examples like Texas Instruments show how a new paradigm is developing in organizations regarding the managerial focus on ethical behavior. Such focus will have beneficial effects on all stakeholders and a long term benefit to the bottom line by improving stakeholder relations and avoiding costly lapses in ethical behaviors which are damaging to the organization and its stakeholders.

References:

Seeger, M., (n.d.). Ethics and communication in organizational contexts: Moving from the fringe to the center. Retrieved July 6, 2007 from a website

On line Ethics Center (visit the website). Retrieved July 10, 2007

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: ethical, work, issues, behaviour, practice

Corporate Social Responsibility (CSR) is the concept that that a corporation’s responsibilities include other stakeholders and includes other responsibilities above and beyond a return for shareholders. These responsibilities include legal, ethical and philanthropic responsibilities in addition to economic responsibilities (Trevino and Nelson, 2005, p. 31). Other stakeholders could include employees, suppliers, the customers, the community and others. Types of responsibilities the corporation may hold beyond a return for shareholders could include, protecting and or improving the environment where the company operates, improving conditions for the community where the company resides, etc…

Corporate Governance refers the way in which the corporation governs itself. Governance includes the way the company reports earnings, pays Directors, etc… Recognizing that improper governance can have huge consequences for employees and shareholders, the government requires corporations to follow Corporate Governance laws and guidelines that are designed to reduce the risk of fraud, and financial ruins such as those that caused the demise of corporations like Enron, WorldCom and Global Crossing.

Solid Corporate Governance that protects investors and employees from accounting fraud, conflict of interest, etc., can be seen as a part of any company that is acting socially responsible. Because a CSR company is acting in a way above and beyond what is required of it by law to protect stakeholders in the company, solid Corporate Governance of a CSR oriented company could be viewed as a way in which the company can ensure that the interests of many directly related and dependent on the company can be protected, including; employees, customers, the communities that depend on tax revenues and employment, etc… Solid Corporate Governance can be seen as an essential first step of any CSR oriented company. Without it, it risks conflict of interest of its board members, CEO, uncertain financial and accounting practices and other risks which could have devastating negative impacts on all stakeholders. For example, Enron’s collapse due to failure of Corporate Governance to prevent fraud and deceit hurt thousands of employees, the community of Houston, where most employees lived, the tax revenues that supported public works, the effect on families and couples who lost retirement savings, health insurance coverage, etc… In fact, before Enron’s accounting fraud became known, many would have considered Enron a solid socially responsible citizen because of its much recognized funding of museums, hospitals and many other organizations in the community where they operated (p. 163). However, all the communities would have been better off in the long run, if Enron had never contributed a dime to these social responsible activities, but had rather provided solid Corporate Governance over its internal operations. If Enron had done this, thousands would not have lost jobs, communities would have maintained higher tax revenues, retirements would have been more secured for thousands, health insurance would have been secured by many more, returns would have been higher for investors and shareholders, etc…

Corporate Governance should be seen as a top priority of any company seeking to be a good corporate citizen. More good can be done by a company ensuring solid corporate governance, than other activates usually seen as important for Socially Conscious organizations. Furthermore, more pressure should be exerted on organizations to establish good social governance than should be exerted on companies to sponsor other socially responsible activities and stakeholders in communities, the press, the government, etc., should also recognize and applaud companies who may put more effort on Corporate Governance although they may lack other social activities. Governance should be seen ad rewarded as the top priority.

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: business, work, economic, ethics, public

“I know few people who are really happy with the way things are going in America. Most think we need a fundamental change in direction. Some think the problem is with government, some think it’s immorality. I think it’s ethics – a severe dis-connect between the values we claim to believe when we’re in church on Sunday, and the amount of abuse we are willing to tolerate when those values are violated by ‘the system’ where we work during the week. It’s a spiritual problem.

We really don’t need pastors to be out in the street or in the face of all those unbelievers out there. All we really need is pastors who aren’t afraid of their congregations and who will challenge their people to “”Take Their Conscience To Work”" – and hold them strictly accountable if they don’t.

What most of us don’t understand — or refuse to believe — is that WE ARE DOING THIS TO OURSELVES. The IRS doesn’t send an agent from Utah or WashDC to harass us and steal our stuff. They have a local office, and a sheriff, and a judge, etc. etc. These local people are members of our churches, or neighbors, maybe even members of our families. The places where they work run because WE staff the offices and ‘turn the wheels.’ If all the ‘behind-the-scenes’ people, the clerks and so forth, simply REFUSE to participate in illegal activities, the whole process stops. True, it will tend to stop quicker if the judges and our elected officials stop their state-sponsored terrorism against us (is there any rational person who thinks the IRS is not a terrorist organization?), but if every Christian finally decides to just do what’s right, the system will grind to a halt.

But we don’t. We Christians continue to function and give our little daily pushes to the wheels of tyranny because we say, “”I’m not really doing anything wrong. I just _______ (open the mail, answer the phone, administer the network, take out the trash, etc.) If our duties, as menial as they might be, were not essential to the functioning of the business or office, our jobs would be eliminated. If immorality, societal decay, socialism and tyranny are being promoted in any way by the business you are in, you are contributing to it.

So I think “”Take Your Conscience To Work”" should become a rallying cry of all freedom-loving people. Let’s truly integrate our Christian principles in our life’s work and refuse to do anything that contributes to the further decay of our culture. The problem isn’t Mexicans coming over the border, or megalomaniacs in DC. The problem is that we each, in our own little ways, contribute to tyranny every day. Why? Because ‘we need the money,’ and if we don’t perform, we don’t get paid. And if we are willing to be slaves to mammon, we will get just what we deserve.

Perhaps this is why neither Jesus, nor John the Baptist, nor Paul railed against the oppressive Roman government. They each realized that the empire’s engine of oppression could only operate with local support. So instead of decrying ‘the government,’ John specifically addressed the agents through whom tyranny was exercised: “”Collect no more than what is appointed for you.”" “”Do not intimidate anyone or accuse falsely, and be content with your wages.”" (Luke 3:13-14) No railing against “”the system”" and no attempt to change policy or politics. Just do what’s right.

Jesus also dealt with the tax system when He called Matthew: “”Follow Me.”" (Mark 2:14) That was it; one less tax collector for the people to deal with. What will happen if every Christian in the government decides to truly follow Christ, instead of just paying Him lip-service on Sunday? And what would happen if, as I suggested previously, the pastors would hold their members accountable for seven-days-a-week discipleship? Jesus saw two clear and exclusive loyalties: God and Mammon. It’s gotta be one or the other; can’t be neither and can’t be both.

Paul said, “”Let him who stole steal no longer, but rather let him labor, working with his hand the thing that is good, that he may have something to give to him who has need.”" (Ephesians 4:28) We all know (or sure should by now!) that the mis-applied ‘income’ tax is simply theft. Those who promote it and those who benefit from it are stealing property. Again, Paul does not rail against ‘the system’ but rather simply tells Christian participants to drop out of it.

Most Christians I’ve met are too immature to understand the power of this sort of obedience, even though Jesus Himself explained it in clear terms in Matthew 16:19. Your un-Christian neighbor wants to be ‘just as good as a Christian’ (is supposed to be) but doesn’t want to get involved with church, religion, or (God forbid!) obnoxious Christian people. Still, the standard is set by the people of God. When we quit trying to tell the world how they should live (self-righteousness or holier-than-thou, both nauseating to Christ) and start living as we ought, we will raise the bar and set the standard to which the culture must rise if they want to be ‘just as good as a Christian.’

It’s really no more complicated than that. As long as we’re content to gather in our little buildings and sing our little songs and have our little Bible studies, the world and the culture will remain unchanged. As long as we continue to ROT as we pretend to be disciples and are really just compliant cowards, our culture will continue to deteriorate. Chuck Missler has pointed out that “”faith is not belief in spite of the evidence. It is obedience in spite of the consequences.”"

When we start taking Christ seriously and we take our Biblically-informed consciences to work: when we refuse as a matter of faith and obedience to participate in any way to the further destruction of our culture, THEN we will start having an impact.

The longer we wait, the more expensive it will be.

The author is a transition and self esteem coach living in Raleigh, North-Carolina. Strategies and resources are available here

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Tags: ethics, workplace, work, business, office

“I just returned home from my 7th company event, two of those events I hosted myself. Since I joined my company as an independent distributor back in January of 2005, I have been told by countless people that attending these functions is necessary for the success of my own business and that I should “”Do whatever I have to do to get there”". In turn I have also (in the past) told my own team members to do what they had to do to get to the company event.

Attending this last event for me was not so much about learning new techniques or being educated on how to market my products or my business instead, it was more about confirming several things that I’d been pushing to the back of my mind for quite some time.

Two of the things I needed confirmation on were that I would not learn new techniques or be educated on how to market my products.

I have to question the ethics of telling people who are unfamiliar with network marking or multi level marketing that attending a company function is what they need to do to grow their business. These events can rack up a rather large bill once you factor in your traveling expenses, the fees for the event, hotel costs and the other expenses that are associated with attending a company function.

Because I have made a major shift in how I educate and train my team of distributors, I now have to question whether attending a company function is really beneficial not only for myself, but for my team members.

With 7 events under my belt I can honestly say that with two exceptions attending these events really hasn’t help me build my business or grow my retail base. For the most part, what I have seen are recycled topics and a speaker list dominated by the popular group. And then there are the endless testimonials that are better used on a personal website or opportunity call. Remember we are already a part of the organization and if we need to hear a testimonial to validate our decision to be there, it may be time to re-evaluate why we chose the particular business we are in.

Company conventions and events do have a place in todays world, but each individual must evaluate what they want to achieve from these events and decide on their own if attending the event will truly benefit their business or if it will take away from their business. Company functions are a great source for getting first hand information on the history of the company and its founders. They are also great for getting people pumped up about their business and product line. But keep in mind that attending these functions will probably not result in increased sales or a larger organization for yourself.

Keeping the company event in perspective, it’s more like a pep rally than a business building seminar. If you need a pep rally experience then attend the events but if you are looking for details on how to build your business or downline, chances are you won’t find it at the company event.

The types of people that we recruit are generally people who are looking for an opportunity to bring income into their household. Sending them to an event simply is not the way to help them achieve that. Telling them that they need to do whatever then can to get to these events when we know they still don’t have their business in profit in my opinion is irresponsible. Our primary focus needs to be helping these people in our downline to get their business into profit and until their business can afford the additional expense of attending an event, we really should not put pressure on them to attend to boost our own numbers.

It is far more responsible for us as leaders to encourage our downline to use their resources to run an ad for their own business building efforts or put that money toward increasing their customer base.

Once their business is in profit and the revenues from their business can support attending the company convention or function that is when we should be talking about going to the company event.

Here’s my bottom line on attending company events. Unless my business is in profit and generating enough income to cover the expense of attending one of these functions, I have no business putting my business or my family finances second in order to attend. Nor is it my place to encourage my downline to attend such an event when they are not in a financial position to support the expense.

I realize that my opinion is not within the accepted norm of my industry, however I believe this is a common sense approach that better serves my downline. I personally would be horrified if one of my team members did what they had to in order to attend an event only to have them drop the next month because they had to dip into their family budget to afford attending the event.

As responsible sponsors our first concern for our downline should be to help them to achieve profit in their business, not to rack up business debt in order to satisfy our ego by having the most distributors at a company function.

With a background in Human Resources and Retail, Cherrie Fishlowitz uses a common sense approach to internet marking and training that comes from her personal experiences both online and offline.

Visit Cherrie with your comments or questions at her website.

“Having what is called a high work ethic is a good thing. Yet, sometimes, due to the workplace and life, these ethics and supporting personal core values face continued challenges. For example, have you had any of these thoughts:

1. Why should I work my buns off because John comes in late, leaves early?
2. Hey, it is 4:59pm, I need to get off the phone with this customer?
3. Did you hear about Mary’s encounter with HR?

Work ethics take a beating every day because not everyone has the same standards or personal core values. Yet, you are expected to deliver the same exceptional performance regardless of the environment.

To help you stay the course, consider these three capacities: Goals, Attitudes, and Self Leadership Skills.

Goals help to close the gap between where you are now and where you wish to go. When you utilize a proven goal setting process that includes having written goals, you truly do not care about John coming in late because John is not part of your goal.

Our work ethics are really attitudes toward performance. These habits of thoughts actually drive our behaviors. If you have a great attitude of always delivering outstanding customer service, you will stay on the phone even if it is 5:15 to help that customer.

Finally, strong interpersonal skills or what I call self leadership skills keep us focused. We make good decisions about whether we engage in gossiping about another employee’s behavior. Our communication skills are consistent with our work ethics and core personal values. Self leadership skills are truly about leading ourselves first before we can lead others.

Keeping strong work ethics is a challenge. By using goals, attitudes and self leadership skills should make that challenge just a little easier.

Simply speaking, leaders are readers. If you enjoyed this article, you may find this free online email course M.A.P. for Success of interest Source
Visit Leanne Hoagland-Smith, The Business Coach Source to explore everything from how my solutions double results to articles and resources including the Simply Speaking series.

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Tags: work, workplace, policy, ethics, personal

Where are First Generation Hispanic workers?

Well you will see a lot of them working in the field or outside in the hot sun. Why do they do this kind of labor? Good question, the answer to that is easy. First Generation Hispanics are willing to do the jobs that no one else will do. That of course is not to say that others will not do it, but these workers have no choice because this kind of labor does not need a W-2, you just work for a days pay. They provide excellent services and they do the best work. They will work until they are about to pass out. The sad thing is that many companies in America will take advantage of these workers.

Since a lot of First Generation Hispanic workers, not all, do not have a social security number they will work for a days pay. These workers get paid daily as supposed to receiving a check every two weeks or every month. These workers are constantly looking for work. You will see them in the Southern part of the United States waiting on corners or close to high traffic areas waiting for contractors to pick them up to do work. Most of these workers will specialize in some kind of work for example, a welder or a carpenter. Since they don’t speak fluent English it is difficult for these workers to negotiate prices with contractors so they usually do work cheaper, faster, and better than the normal worker in America.

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Tags: workplace, ethics, work, workers, ethical

A business strategy gains power, when it flows with the tide of nature. It can grant you the pivotal wisdom to plan and execute your significant approaches in business. You need to be aware that your strategies are actually not decided by you. Each moment of your life, nature manages them, without your conscious awareness. It assembles the required data and focuses your system for action. Powerful intelligences within your mind formulate those responses and control your every action. Many such entities operate in the background even now, as you read these words. One among them recognizes the black and white pixels on this page, identifies them as words, fetches their meanings, evaluates the grammar and conveys their final purport to you. Such massive data processing occurs within the few milliseconds in which your eyes pass over these lines. So too, the strategies of your business are decided by the same deep wisdom within your nerve cells. To grasp that concept, it is useful to know the neural mechanisms, which have evolved over millions of years to formulate your strategies in life.

Before the development of the neocortical brain of humans, a string of more primitive brains assisted animals to survive. The earliest nosebrains used smells as a basis for approaching, attacking, or retreating from a situation. Later, the mammalian brains developed emotions for more sophisticated controls. The emotions of anger, fear, jealousy, love and laughter manipulated the nervous system to employ highly focused strategies. Anger followed an aggressive strategy. Fear managed a defensive approach. Jealousy sought to put down the competition and love sought to cherish and protect. A relaxation of the tensions of conflict was achieved through laughter. These emotions activated physical systems for fight, flight, or relaxation. Even more important, they provided contextual information to the mind to assist each strategy.

Each emotion recorded and recalled contextual data. The background of every hostile response faced by a person is recorded into memory in the context of his anger. Later, an angry person can only recall past irritating incidents, which intensify his anger. The system inhibits memories of favorable actions carried out by the antagonist. When influenced by anger, the person fails to recall past acts of friendship. On the other hand, fear focuses on the results of failure and removes memories of previous successes. Negative emotions suppress useful data. Anger removes memories of the benefits of a cooperative effort and fear, the valuable recollections of past successes. When you are controlled by hatred or dread, your brain works without access to critical knowledge. While negative emotions limit your wisdom, positive emotions expand the data available to your mind. It is in this context that you need to see the remarkably powerful impact of the emotion of love.

While fear may compel you to be frozen into inactivity, love opens vast databases of strategic options for your mind. Centuries ago, the bible had recorded the impact of the emotion of love on behavior. Love was patient and kind. Love suppressed the emotions of anger, irritability, jealousy and rudeness. The deepest needs of the person were subdued to give way to an intense awareness of the needs of the loved one. Past wrongs were forgotten and forgiven. Love persisted in spite of problems, keeping faith in the loved one. Love did not gloat over injustice and was happy with the victory of truth. Nature’s pattern recognition processes had crafted an incredibly high standard of behavior through a single emotion, to impel the best in mankind. The impact of the emotion of love has been acknowledged by generations of people across thousands of years.

In business, love is a radical option. The conventional advice is to be guided by paranoia for survival in the harsh commercial world. There, deceit and treachery appear to be the standard. A colleague may lack even the basic norms of decency in interactions. He proceeds to act with utter selfishness, without any concern for the anguish inflicted on years of friendship. A trusted employee plots against you behind your back, even while you have persistently supported his advancement in every forum. Such situations are common in business. Anger and vengeance appear to be the natural reactions after such episodes. In this milieu, love is not exactly a natural option.

But, emotions can be simulated. It is possible to simulate lifelike fear, dread, or love. Great actors achieve this every day. For ordinary people, it is true that, emotions are the automatic responses to situations. But, even they can consciously cultivate emotions. Those emotions will, in turn, control their minds. Even anger can be simulated. Say “Stop it!” with an angry look. When your eyeballs thrust forward a couple of millimeters, your words will suddenly have an aggressive tenor. When you glare, your system adopts a belligerent mode of speech. The Buddhists have been known to practice the development of compassion as an approach to life. They try to imagine the pain of a bird, or the anguish of an enemy. Though it appears quite unconventional, it is possible to simulate a loving viewpoint towards even your worst enemy.

A loving viewpoint effects a remarkable transformation. When you look at your opponent from a kind perspective, his most vicious actions will suddenly appear to be pitiable weaknesses. Short sighted selfishness is often an inherent defect. Such failings are usually permanent liabilities for the affected people, transporting them inevitably into lonely and friendless situations with the passage of years. The view, which exposes such behavior as weaknesses, will also see the strengths and agreeable parts of such a person. It fetches memories of the benefits, which accrued to you over time from that relationship. While anger would have terminated the association, a kinder view enables you to cautiously continue interactions. In the end, you will draw on the benefits of that relationship, which you would have otherwise terminated. Love prevents the constriction of your world into a small acceptable circle for cooperation. It enables you to broaden your relationships, while keeping you fully aware of the serious pitfalls.

The cultivation of a loving viewpoint maximizes your strategic potential. It is the massive wisdom of the evolutionary process, which created the emotion of love. The simulation and application of love can give you a powerful strategic vision for your business. It swiftly presents helpful data and empowers you to make decisions, which will, in the end, benefit all life. Love has a bearing on the larger realms of your business. A kinder view perceives that the efforts of your competitor does also expand the potential of your business. Jointly, you may find solutions to the problems in your industry. When you care for your customer and the environment, you will make adjustments, which will ultimately enhance the reputation of your business. Incredibly, the whole strategic plan can be set in motion with a simple decision to view the world with kindness.

In a website Abraham Thomas suggests that , since the human mind is a pattern recognition entity, your rational prefrontal regions can effectively control your mind by inhibiting your lower emotional levels of consciousness. Visit the site

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Tags: good, ethics, business, common, work

“‘Sustainability’ is the watch word in the current business climate and companies are increasingly being held to higher environmental standards. Often, the high visibility of procurement and purchasing practices puts them under particular scrutiny. But improving your company’s environmental buying practices may be simpler than you think. The following tips can save you money in the supply chain and boost your environmental profile:

1. Do your research- Find out to what extent your company already uses environmental purchasing practices. Any current systems can potentially be upgraded. Using 15% recycled paper? Why not upgrade to 30%? Buying fair-trade coffee? Why not try organic or bird friendly fair-trade options?

2. Screen your Suppliers- By requesting environmental information you are asking suppliers to become more accountable, and then the information you gather can be put into a balance scorecard to measure their performance, creating an incentive for them to improve.

3. Collaborate- By involving suppliers early and often in product, process, and strategic decisions that impact them, it is possible to reduce the potential negative fall-out from any changes. Add suppliers to planning teams to implement design for environment initiatives and, within your own company, seek to collaborate at multiple levels, involving the technical personnel who plan and manage day-to-day operations.

4. Buy Big- Just because you are a smaller company does not mean you can’t afford to go Green. Purchasing collectives allow small business to get the benefits of buying in bulk and economies of scale.

5. Buy Green- Purchase raw materials that contain fewer toxic ingredients, are recyclable, or utilize recycled materials. Increased use of recycled products supports the use of waste as a resource. Research suggests that 12 jobs can be created for every 1,000 tonnes of waste paper recycled. Visit this site.

6. Reduce and Reuse- Even better than purchasing recycled materials– reduce waste to begin with. A simple example is that instead of sourcing sustainable paper, you reduce your need for it by making scrap paper available and utilizing electronic documents.

7. Go Local- Sustainable procurement can mean more than just recycled materials. Purchasing from a locally owned company not only saves carbon when products are delivered, but also keeps money in the local economy and builds stronger communities.

8. Be Clear- Set clear, achievable goals and outlines for your green procurement strategy. Laying out guidelines in advance will make for smoother performance assessments and periodic reviews.

9. Go Slow- Take it one step at a time. Put your procurement plan through an initial testing phase to pinpoint and solve potential problems. Assume that it will take time for programs to take hold and to spread throughout all aspects of the company.

10. Communicate the benefits. Sharing the positive environmental impacts of purchasing policies with suppliers and procurement managers can help environmentally conscious programs maintain momentum and ensure that your organization benefits from your greener procurement policies.

Richard Hatton is Managing Director of Adjust PS, a UK company specializing in procurement consulting to professional buyers and suppliers. Adjust PS works with organizations to promote Green Procurement and co-presents seminars to educate companies how to adopt Green initiatives and save money in the process. Adjust PS’ services are based upon constant discussion with a range of industries, governmental organisations, and small businesses combined with a continuous audit of the appropriateness and readiness of the latest technology offerings. Visit Adjust PS here.

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Tags: ethical, decisions, policy, work, procurement

Life is too short for all the hostility that lies beneath the surface of our society caused by misunderstandings, disagreements and lies. Is talk so cheap that words have lost their value? What can you do to guarantee that what you say professionally and personally holds value, motivates understanding and achieves effectiveness?

Assumptions let mistakes accumulate while dishonesty continues to multiply. When you hear contradictions, do you go beyond the surface and find the missing pieces? How many times do issues surface later, when you realize that you didn’t understand what the person was asking for or explaining to you?

The ability to see through the spin associated with what you hear takes familiarity or research to substantiate the information. Your decisions are only as good as the facts and data you base them on. How reliable is the person you’re taking with?

When in doubt, ask yourself these two questions.

Does it make sense?

Does this feel right?

If the answer to either question is no, the direction you’re going in needs clarification. When you hear excuses or contradictions, the story is changing – beware. You can prevent deception by being actively conscious. Check out the specifics and when you find inconsistencies deal directly with that individual. You verify who’s trustworthy or not.

Always clarify so you know for sure.

Patience and common sense represents qualities that enable you to listen to all sides without jumping to conclusions. The more you understand why people do the things they do, there’s less stress to contend with. When you acknowledge and accept the reality of the situation, that honest interpretation adds value to your evaluation.

Understanding requires a higher level of interpretation than simply knowing.

We’re all totally distinctive, yet exceptional. There’s a part of you inside of everyone. Finding out what you have in common with someone instead of what you don’t like, adds positive energy. If you’re only looking for the person’s weakness, your insecurities are out weighting your potential.

When words resonate attitudes with derogatory or condescending that approach is critical and defensive, not advantageous. But when words are complimentary and enlightening, the energy of the conversation is encouraging and optimistic.

Transparency holds the truth-value of your logic and actions combined.

Doing the right thing for the right reasons strengthens your sensibilities. When you’re not falling backwards-correcting mistakes, the value of your time increases. Your decisions are comprehensive and you’re providing solutions not excuses, moving forward being more productive.

Eliminate the nonsense of lies, that will always come back to haunt you. This incredible consciousness grows stronger with your desire for the truth.

Ethics share all these positive qualities when done consistently. Your business becomes less chaotic when you accept responsibility for your actions and accountability for the outcome. Credibility comes with understanding your associates and inspiring better standards. When you walk the talk and show by example, these illustrate the added value of your effectiveness.

Susan Elaine Wheeler is the Creative Coordinator and owner of Creative Perspective Solutions based in Los Angeles, CA. Specialties include creating the most unique ways to showcase your talents and achievements while accelerating your value in the marketplace, maximizing your sales effectiveness and vision.

Susan loves exploring and most recently started defining the extremes between mediocrity and excellence in our society. What makes one person care more or try harder than another and why is there so much deception and spin? What needs to change in America so we’re accelerating excellence and the human experience is real and enjoyable? Susan discovered 8 extremes that either holds you back or will open your mind to a more positive approach.

(c) 2008 Creative Perspective Solutions
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Tags: professional, ethics, code, conduct, work

Do you believe that child labor is wrong? Do you believe that children should be in school as compared to a shop making clothes that people wear? If you answered yes, to both of these, you are not alone. There are many educational institutions nationwide within our country whom have a “Sweat free Policy” with their curriculum materials as well as certain apparel. These particular institutions have adapted a “Code of Conduct for the Manufacturer of Apparel”. The apparel industry has been exposed to rampant worker abuse. A man by the name of Andrew Ross reported back in 1997 the following, “The textile and apparel industries are a showcase of horrors for the labor abuses sanctioned by the global free trade economy, where child labor, wage slavery, and employer cruelty are legion.” ~ NO SWEAT: Fashion, free trade, and the rights of garment workers, Andrew Ross, editor, 1997.

The following is some examples of apparel made in sweatshops: Sports uniforms (This includes gym uniforms); school uniforms; shoes, athletic shoes or sneakers; sweatshirts, caps, and other imprinted clothing with school’s logos; academic regalia; lab coats and staff uniforms.

What is a sweatshop? A sweatshop is a workplace which consists of systematic violations of one or more of the fundamental workers’ rights have been violated according to international law and site-of-production laws and regulations. The rights include:

Workers receiving a fair wage and benefits; Children not being subjected to working conditions that could harm them physically, psychologically, or intellectual development; Freedom from excessive work hours and forced labor, freedom from physical, sexual, and emotional abuse, and protection of workplace health and safety hazards.

A code of conduct is utilized to hold companies accountable. Most companies of today have adapted their own “Code Of Conduct”, unfortunately, company codes are often inadequate to protect the workers.

The following is a list of CEO’s and their compensation for year 1998, do keep in mind all of these CEO’s are employed by companies whom do indeed utilize sweat shops.

Millard Drexler, GAP $660 million

Michael Eisner, Disney $177 million

Floyd Hall, Kmart $ 23 million

Phil Knight, Nike $ 3 million

Paul Charron, Liz Clairborne $7 million

David Glass $ 40 million

The following are samples of starvation wages around the world.

Guatemala 37 cents an hour

El Salvador 60 cents an hour

Nicaragua 23 cents an hour

Honduras 43 cents an hour

Haiti 30 cents an hour

Mexico 50 cents an hour

China 28 cents an hour

Indonesia 20 cents an hour

Burma 4 cents an hour

Bangladesh 13-20 cents an hour

These wages are called “starvation wages”. I use to be one of those people that constantly stated that our economy can not be compared to other countries, I was innocently stating this believing that what US Companies were paying workers within these countries were fair wages within their economies, but after viewing the evidence of what the company CEO’s are making and knowing that in countries such as El Salvador as well as others, these families are not making enough to even raise their families, I have definitely sustained a change of heart.

I do feel our own economy needs a serious face lift, but why can we not be humane about it? I feel that consumers have more power than they even know. I feel that consumers should hold corporations accountable to respect the rights of workers, but not only as workers, but as human beings and they need to be paid a “living” wage, not a “starvation” wage.

I do not feel we should boycott these corporations, for why should we? We enjoy their products, the reality here is that we enjoy purchasing these items, besides, boycotting these corporations would only hurt jobs in developing countries. I support jobs for developing countries, but I feel that consumers should want the people of those countries to have jobs with dignity and fair wages. I believe the CEO’s of these huge corporations could spare some money to ensure the people whom are indeed aiding in their wealth can work with dignity and support their families, and if the CEO’s refuse? The consumers should demand fair wages. What if these children were our own children? Our own families? This places a different perspective on things for every child performing these tasks is someone’s son/daughter or someone’s mother/father. This truly places a realistic perspective on this most often ignored epidemic.

For those of you whom are truly passionate about this issue, I have included some links that will educate you on this topic as well as direct you to organizations whom are striving to end “starvation wages”.

Please visit this site

Also this site

The word “ethics” comes from the Greek word “ethos” meaning conduct, customs or character. Ethics addresses the implementation of concepts such as responsibility, right and wrong and the application of moral ideals to practical human activities. Ethical analysis will address the constraints of moral standards and legal requirements and the consequences of actions. The output of such analysis is the determining of principles and protocols, the development of individual and group responsibilities and the verification of the outcome of the implementation of such a framework. Individual countries, cultures and business organisations will determine distinct codes of ethical behaviour. Individual organisations therefore need to determine and develop their ethical strategy and the scope of such strategy may include the following:

1. Criminal behaviour and the need to operate within the legal framework. The strategy may include awareness training for individuals and teams so that employees understand the legal constraints on the business and the responsibilities this places on individuals;

2. Human values and personal behaviour. Ethical policy needs to define at a strategic and human resources level how people are expected to behave both internally within the business and also in their interactions with suppliers, customers and competitors and the development of business relationships;

3. Behaviour in business. Ethical policy should address how all corporate activities are undertaken, monitored and verified to ensure that they comply with legal guidelines and ethical standards. Ethical strategy should also include a review of potential ethical business risks and how these can be mitigated.

So what is your organisation’s ethical strategy and does it stand up to scrutiny?

Visit this site to know more.

“A recent article by John Stancavage in the Tulsa World business section entitled Staying Focused at Work focused on a report released by the Oklahoma Department of Commerce which revealed that over half the companies surveyed for the report were “having difficulty finding people with a good work ethic or who can do their job without letting personal issues interfere.” Even very basic skills were lacking, such as showing up on time, staying on task and adapting to change. Creating other problems, are the employees who are always having one crisis or another that keeps them from getting to work on time or that distracts them after they arrive. All of these things impact productivity and since employee productivity is credited with helping the United States remain competitive in the global market and there are fewer candidates for every job, it’s an important issue to address.

“It’s not just staff members who have trouble staying on task,” writes Stancavage. “Managers do, too, although often for different reasons. A recent survey by New Hampshire-based NFI Research found that 67 percent of senior executives complained that e-mail distracts them from their core jobs. Other problems included personal interruptions (31 percent) and changing priorities (30 percent).”

I guess I’ve officially gotten old because I found myself thinking “back in my day” when I read this. I applied for my first job as a waitress in our local, small-town restaurant when I was fifteen and a half years old. Thelma, the restaurant manager who hired me, said she really wasn’t supposed to hire anyone under 16 but that we’d just keep quiet about that. She knew my family and figured I’d be a good hire because I’d have a good work ethic — and she was right. I stayed in that job throughout high school, working on weekends and through the summers until I went to college.

The work ethic that Thelma was so sure I possessed was one I learned from my parents. It included getting to the restaurant about 15 minutes before my shift started so that when my shift actually began, I’d be ready to go to work. That didn’t allow for over-sleeping after a late night out with friends. It meant putting in a full day’s work which included finding other things that needed to be done when I wasn’t busy serving customers. Things like filling the salt and pepper shakers, cleaning off tables and counters, sweeping and even, occasionally, helping wash dishes. I was expected to keep up in a fast-paced environment, while maintaining a positive, friendly attitude and sense of humor. Honesty not only applied to the handling of money and supplies but also to taking no more than my two 15-minute breaks and one 30-minute meal break during my shift. Any personal problems I might be experiencing were left at home and when I got to work, I was expected to focus only on work. I didn’t give my work ethic a second thought. That was just the way it was. Being on my feet for most of an eight-hour shift was tiring but I was happy to have a job, earning my own money, buying my own car and becoming more self-sufficient.

Maybe today’s workplace is much more complicated than my workplace of many years ago, but I believe the same principles should apply regarding having a good work ethic. People should still show up to work on time, do a good day’s work, not take advantage of their employer, be honest, and leave their problems at home. What’s so hard about that? If I could do those things before I was old enough to have a driver’s license then I believe we should expect adults in today’s workplace to do the same.

Sondra Whitt is a founding partner of Purpose Unlimited, whose purpose is to transform lives, leaders and organizations through the power of purpose. She has a masters degree in Industrial/Organizational Psychology and consults, coaches, writes and speaks on personal and organizational development. She specializes in problems in the workplace, communication, team-building, selection, and finding and living your purpose in life.

My Biology teacher way back in my secondary years said that the world is like a jungle and that our system is like a food web where everybody’s connected to each other. Her explanation is catchy and from that day on, I understood how the discussion of biology, specifically that of food chain works.

I take food chain thoughts on a different perspective though. Now that everybody’s working to get paid and survive in this competitive business world, I realized that to be a part of that food web or food chain, you have to be a major contributor as well– I scratch your back and you scratch mine. Fair and simple right?

But what makes this system really difficult is when there are others among us who are taking advantage over the others. You see, being advantageous in an unwarranted way is different from being advantageous because you’re deserving for such recognition. Again, if we are to imagine that this world is a jungle, how would you feel if you’re being attacked by a sly wild beast because you’re caught off guard while you’re alone? Realize that wild beasts have their unique hunting ways and most of the preys are caught without them noticing it because they’re caught off guard. You’ll be caught when you’re at your weakest moment.

Same holds true in the business or corporate world. If you’re weak and give in to your weakness, you’ll be eaten alive. And unless you want to survive the system, you’ll have to be extremely smart in counterattacking your opponents. So what’s your next step? I’ve got 3:

1. Show off that strong personality

Sly individuals may attack you when you’re vulnerable so why waste a painful experience being taken advantaged at if you can adopt a strong personality?

2. Never be alone

This is a tested fact. If you’re alone, self-doubts plus temptation will trick you. Who’s your opponent? You, yourself and you alone. So when you’re alone, lacks self-conviction, you can easily fall under a personality trap. So take time to socialize, you’ll be thankful.

3. Develop self-reliance

As someone who wants to survive in this business world, self-reliance is your best weapon. Learn how to fare, how to deal with other people. Hold back that vulnerability and improve on your subtle but strong resilience to be knocked down.

So never be afraid to be right, to be a credible person in this world. Others may not be pleased but again, you’ll have a sound sleep if you know exactly what you’re doing and you know your reasons why you’re in your position in the first place.

Mina Togonon is a Journalism graduate, someone who’s most willing to learn, adopt and would love to share her opinions and talents for development. She writes out of passion in her personal blog 24 Hour Paradigm, she teaches out of commitment and she lives in a society where women are garnering status and power…silently but getting stronger everyday.

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Tags: ethical, work, issues, behaviour, practice

In a world where crime is a constant and fraud is done everyday, we long to find people that we can trust and opportunities to work together where we do not feel threatened or scared of the outcome possibilities. As a business owner, we want to put our best foot forward and ensure that our clients see us as being “different from the others” in one way or another. Having integrity in your business can set you apart from the pack very quickly.

There are many ways to show your customers that you have integrity. Here are just a few of them:

1. Be passionate about your business. It is important that we are in a business or career that we love in the first place, if you are, it makes it easier to show your passion. So, do a heart check before going into any given business opportunity and make sure that you can be truly passionate about it, so that the passion you have will shine through to the customers.

2. Be upfront. Share information with your customers or clients from day one. Do not withhold information from them because you are afraid you’ll loose a sale, or not make as much money in the end. You need to want more than anything, to do what is right, not only for you but for your client as well. Withholding the truth will only serve you poorly in the end.

3. Appreciate your clients. Showing appreciation can go a long way in helping your customer to see that you are genuine, and can be trusted. Give your customers extra to show your appreciation, not to bribe them into doing more for you, or spending more money with you. Just give back to them to show that you are grateful for their business and loyalty.

4. Be personable and available. You might be the boss, the head honcho, or the CEO, but that does not mean that you should hide away in your office never to be seen by anyone but your employees after all the clients and customers are gone. You want to be seen by everyone as someone who truly cares, you want to be available to help meet the needs of your clients. Availability to others also shows your integrity.

5. Take responsibility for your mistakes. Let’s face it we all mess up. We are not perfect and we will make mistakes. When you do take responsibility and try to make things right. Your clients will appreciate you for it and will be more likely to forgive your mistake than if you tried to cover it up and not tend to it.

These are just a few of the ways that you can show integrity in your business on a daily basis, helping others to trust you with their time and their money.

Alyssa Avant is a Christian speaker, writer and business owner. Her Writer for Hire business provides articles and content to online entrepreneurs and business owners. Contact Alyssa for your writing needs here

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Tags: article, ethics, social, work, workplace

Ethics is important not only in business but in all aspects of life because it is the vital part and the foundation on which the society is build. A business/society that lacks ethical principles is bound to fail sooner or later. According to International Ethical Business Registry, “there has been a dramatic increase in the ethical expectation of businesses and professionals over the past 10 years. Increasingly, customers, clients and employees are deliberately seeking out those who define the basic ground, rules of their operations on a day today….”

Ethics refers to a code of conduct that guides an individual in dealing with others. Business Ethics is a form of the art of applied ethics that examines ethical principles and moral or ethical problems that can arise in business environment. It deals with issues regarding the moral and ethical rights, duties and corporate governance between a company and its shareholders, employees, customers, media, government, suppliers and dealers. Henry Ford said, “Business that makes noting but money is a poor kind of business”.

Ethics is related to all disciplines of management like accounting information, human resource management, sales and marketing, production, intellectual property knowledge and skill, international business and economic system. As said by Joe Paterno once that success without honor is an unseasoned dish. It will satisfy your hunger, but won’t taste good. In business world the organization’s culture sets standards for determining the difference between good or bad, right or wrong, fair or unfair.

“It is perfectly possible to make a decent living without compromising the integrity of the company or the individual, wrote business executive R. Holland, “Quite apart from the issues of rightness and wrongness, the fact is that ethical behavior in business serves the individual and the enterprise much better in long run.”, he added.

Some management guru stressed that ethical companies have an advantage over their competitors. Said Cohen and Greenfield, “Consumers are used to buying products despite how they feel about the company that sells them. But a valued company earned a kind of customer loyalty most corporations only dream of because it appeals to its customers more than a product”.

The ethical issues in business have become more complicated because of the global and diversified nature of many large corporation and because of the complexity of economic, social, global, natural, political, legal and government regulations and environment, hence the company must decide whether to adhere to constant ethical principles or to adjust to domestic standards and culture.

Managers have to remember that leading by example is the first step in fostering a culture of ethical behavior in the companies as rightly said by Robert Noyce, “If ethics are poor at the top, that behavior is copied down through the organization”, however the other methods can be creating a common interest by favorable corporate culture, setting high standards, norms, framing attitudes for acceptable behavior, making written code of ethics implicable at all levels from top to bottom, deciding the policies for recruiting, selecting, training, induction, promotion, monetary / non-monetary motivation, remuneration and retention of employees. “Price is what you pay. Value is what you get” – Warren Buffet

Thus, a manager should treat his employees, customers, shareholders, government, media and society in an honest and fair way by knowing the difference between right or wrong and choosing what is right, this is the foundation of ethical decision making. REMEMBER: GOOD ETHICS IS GOOD BUSINESS. “Non-corporation with the evil is as much a duty as is co-operation with good” – Mahatma Gandhi.

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Tags: ethics, business, article, work, research

Business ethics are always in the news from research specific to work ethics to headlines about the criminal leadership behavior of C-Level executives. Yet, government leaders many of whom raise the loudest voices about the lying behavior of C-Level executives by demanding one hearing after another have a different attitude when one or several of their own lies.

First, I do not understand why we as self-leaders in business, education and government have a problem with the word lie. Instead, many are taken to be politically correct and talk about “mis-speaking, mis-representation of the truth, mis-calculation” the list of spin seems to grow every year.

Why can we not be forthcoming and identify a lie as exactly as a lie? Then identify someone who lies as a liar? Why are so many so fearful of calling a lie exactly what it is a lie? Most people know what a lie is that being the opposite of the truth. And why do we still view these individuals who speak lies as leaders who display great leadership skills?

Back in the late 1980’s, my local school superintendent used the phrase a “mis-representation of the truth” to explain a lie. This was before all the political ramifications specific to the tenures of the latest two Presidents of the United States and those currently running for President. Bottom line – he was attempting to cover up a lie.

Webster defines a lie “to make a statement or statements that one knows to be false especially with the intent to deceive.” The second definition states “to give a false impression.”

Regardless if it is a C-Level executive leader or an elected government official, everyone should be held to the same standards or business ethics that these individuals demands of others. Too often, many have the attitudes of “wink and nod” and “do as I say and not as I do.”

If we want to build a business workplace environment that consistently demonstrates high business ethics, then we need to accept the definition for what a lie is as well. We cannot as the old expression goes “have our cake and eat it too.”

Edmund Burke understood how lies transform themselves into mis-representations of the truth when he said: “All that is required for evil to prevail is for good men (and women) to do nothing.”

Now is the time for good people to stop being fearful of political correctness and call lies exactly what they are lies. And to call people who speak lies, liars. Until we take those actions, evil (and a lie is evil) will continue to prevail. And this spin results an under performing workplace culture where productivity to profitability suffers.

Is your leadership contributing to poor work ethics? Take this FREE leadership audit to help you identify your leadership skills.

Are you looking for some additional business coaching training services to develop a high performance organization and culture? Why not visit business coaching training gym that is designed to help you build a better business.

Leanne Hoagland-Smith with locations near Chicago & Indianapolis helps organizations through business coaching training services to return to the purpose of business that being building ravings fans while increasing productivity and profitability.

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Tags: behaviour, ethical, issues, practice, work

Some people believe that ethics is of little concern to business people. Ethics is ethics and business is business. When faced with an ethical dilemma today, many upwardly managers tend to take the position that they must wear two hats and cloak themselves with two separate, conflicting codes of ethics. One is applying to the professional or technical aspects of their work and the other is for their business behavior.

This leads to the development of a schizophrenic professional personality, with the manager striving for professional excellence and high ethical standards for his own self, but resorting to unethical practices to achieve business success for his organization at all costs. Indeed this Dr. Jekyll and Mr. Hyde approach is at the heart of many ethical dilemmas in managerial decision-making.

Ethics is the discipline that examines one’s moral standards or the moral standards of a society. It asks how these standards apply to our lives and whether these standards are reasonable or unreasonable that is whether they are supported by good reasons or poor ones.

Business ethics is a specialized study of moral right and wrong. It concentrates on moral standards as they apply to business policies, institutions and behavior through which modern societies produce and distribute goods and services, and to the people who work within these organizations. Business ethics in other words is a form of applied ethics. It includes not only the analysis of moral norms and moral values, but also attempts to apply the conclusions of this analysis to that assortment of institutions, technologies, transactions, activities, and pursuits that is called business.

Business is a cooperative activity whose very existence requires ethical behavior. First, any individual business will collapse if all of its managers, employees and customers come to think that it is morally permissible o steal from, lie to or break their agreements with the company. Because no business can exist entirely without ethics, the pursuit of business requires at least a minimal adherence to ethics. Second, all businesses require a stable society in which to carry on their business dealings. Yet the stability of any society requires that its members adhere to some minimal standards of ethics.

Business cannot strive without ethics; it is in the best interest of business to promote ethical behavior both among its own members as well as within its larger society. There are many difficulties involved in trying to study whether ethical companies are more profitable than unethical ones. The results have been mixed. Although, several studies have found a positive relationship between socially responsible behavior and profitability, some have found no such relationship. Other studies have looked at how socially responsible firms perform on the stock market and have concluded that ethical companies provide higher returns than other companies. Together, all these studies suggest that, by and large, ethics does not detract from profit and seems to contribute to profits. When employees believe an organization is just, they are more willing to follow the organization’s managers, do what managers say and see managers’ leadership as legitimate. In short ethics is the key component for any business.

Jon Elton owns and operates a Best Penny Stocks Picks website to help other investors with their stock decisions. He also operates a Home Based Business earn money online site to help entrepreneurs gain experience and wealth.”

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Tags: business, code, corporate, ethics, work

Talk to any business owner to C-Level executive and somewhere in the conversation there will be either a direct or indirect reference to work ethics. For the result of poor business work ethics is continually affecting the business from productivity to customer loyalty to profitability.

Yet, when I ask the following question:

Do you believe that your employees come to work to directly mess up your day, tick off your customers or negatively affect your business?

I always receive the same answer from business owners to C-Level executives to department managers, No! So, my simple little brain begins to think then what is the real problem here? Is it poor work ethics or poor leadership. This thought process has allowed me to look at poor work ethics from an entirely different lens.

The other day I listened to a CEO of a mid size company share with me in great detail about an employee who for over one year failed to turn in his expense report. This performance failure affected everybody down stream specifically the financial department who could not accurately report all costs and where necessary bill those expense costs to the clients.

Bottom line this refusal to comply was creating affecting customer loyalty both externally and internally. External customers were not getting billed and loyal internal customers knew that this person was not being held accountable because the behavior continued for over a year.

Then I was asked what did I think about this situation? My response was “To whom did this individual report? This is a leadership and management problem first.” Upon seeing the look in the CEO’s face, I realized the non-complying individual directly reported to this CEO. Unfortunately, the CEO believed the problem to be one of poor ethics on part of the employee and truly did not want to take ownership of the problem.

This story was not the first time that I have heard or observed poor work ethics as a symptom of poor leadership within management. When employees are not held accountable for the results of their actions even though they do not directly intend to mess things up, the overall performance of the organization dramatically suffers.

When management fails to take action, they begin to establish a habit of thought, an attitude and more important an underlying belief that this behavior is acceptable. Years ago I wrote an article about work ethics really being attitude of performance. Today this is even more true than ever before.

If management truly wants a high performance culture, where consistent positive work ethics are demonstrated each and every day, then these individuals must become leaders first and managers second by the following:

* Communicating the statement of core values clearly
* Explaining completely as to what the core values mean in daily behaviors
* Securing agreement to adhering at all levels to those core values
* Accepting the responsibility to address the failure to adhere to those core values (accountability)

By taking such action, then management can truly look at work ethics from an individual perspective because organizationally there is alignment between the core foundational statement and the desired results.

Is your leadership contributing to poor work ethics? Take this FREE leadership audit to help you identify your leadership skills.

Are you building a high performance culture? Take this FREE customer loyalty audit.

Leanne Hoagland-Smith, chief customer officer, with offices in Chicago & Indianapolis, helps organizations through business coaching training services to return to the purpose of business that being building ravings fans while increasing productivity and profitability. She can help you double your business results and establish your competitive advantage.

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Tags: article, ethics, social, work, workplace

“Hi Ho! Hi Ho! It’s off to work we go!” Like the words in the Disney cartoon melody, every day people merrily trek to a job they apparently enjoy. Are these people misguided social dwarfs out of synch with the rest of the workforce? Well, these people are for real – another “Urban Legend” bites the dust! Even though we often give lip-service to the “work ethic,” it really does exist and it is stronger than one might expect. Frank Lloyd Wright, the famous 20th Century architect, stated, “I know the price of success: dedication, hard work, and an unremitting devotion to the things you want to see happen.”

The “work ethic” is personified by those who have found work that provides both a service to society and personal satisfaction. It is their passion – their life “calling.” One’s calling can follow any career path – writer, accountant, missionary, teacher, auto mechanic, carpenter, cook, social worker, attorney, or brain surgeon. It takes commitment and hard work, but you enjoy it and it feels like the right fit for you. You may actually become so intensively involved and committed that your “calling” becomes “one” with the company or organization’s mission.

Encompassing centuries, this commitment and dedication to hard work has been exemplified in such societies as the Amish, Mennonites, Hutterites and the Shakers. The Shaker phrase attributed to Mother Ann Lee, the founder of the Shaker sect: “Put you hands to work, and your hearts to God,” encourages a simple life of hard work and spirituality. We might also identify with Ben Franklin as another example who espoused his philosophy of avarice and strong work ethic.

How could this concept of a work ethic develop and endure in a society where the concept of “entitlement” now seems to be so prevalent? The roots begin with Max Weber (V ber), one of the leading founders of modern sociology, and his renowned work on modern social science, The Protestant Ethic and the Spirit of Capitalism. In the 1930s, after the book was translated into English, the U.S. workforce began its on-going love affair with the “Work Ethic” – a social trait that would become the backbone of American enterprise and world leadership.

The arduous work of capitalism, according to Weber, is closely associated with intrinsic Protestant religious beliefs and behavior. Only in the West has rationalization in science, law, and culture developed to the extent where political, technical, and economic conditions depend on highly trained government officials. He further states, “However, all the peculiarities of Western capitalism have derived their significance in the last analysis only from their association with the capitalistic organization of labor.”

Historically, certain Protestant denominations had a strong influence on the members’ development of business acumen and the ethic of hard work. These Protestants developed a sense of economic rationalism that emphasized diligent and dedicated work. Each and every Sunday, Methodist and Presbyterian ministers extolled the virtues of the “Work Ethic” to their congregations through lengthy and tedious sermons.

According to Weber, the following traits characterize a strong work ethic:

ª FOCUS ON WORK – We know how precious our time is and that it is limited. We must have a passion and strive for excellence in our work. Work time should be used efficiently and wisely with a desire to make money as a fruit of our labor and not spend it irresponsibly.

ª UNPRETENTIOUS AND MODEST – We should act and dress appropriately – dress should not be flashy to attract attention or cause distraction to others.

ª HONEST AND ETHICAL: One should possess and exhibit strong ethical beliefs, and a moral code of behavior, i.e. The Ten Commandments. To do the “right thing” when no one is watching.

The power of a free labor force has made capitalism a very powerful force in our society. Riding high on the wave of post WWII patriotism and intense business competition, we became rightfully proud of our fast-growing economy and the image of hard working Americans. We take pride in who we were and what we produce as a nation. The greatest and most successful nation on earth! Although the original religious aspects eventually faded, the “Work Ethic” is firmly entrenched as a powerful and valued American social trait.

Unquestionably, we do not desire a workforce dominated by mindless “robots” even with a good work ethic. We need innovative thinkers and committed leaders that can guide us through the 21st Century and beyond. It is essential that we continue to build a strong labor force committed to an indomitable “Work Ethic” – workers that are honest, ethical, and rational.

We also need leaders that will not be afraid to work and who will take the responsibly to guide new projects and develop employee potentials to exceed projected goals. We need people passionate about a mission. A good “Work Ethic” is essential to a strong economy, and a strong vibrant society.

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Tags: article, ethics, social, work, workplace

* People talking on the cell phones when someone is speaking from the podium?
* People texting on their Blackberries or Treos or PDAs responding to text messages or emails?
* People with wireless Bluetooth ear pieces or similar devices?
* People talking on the cell phones in the lobby and letting everyone know that they are talking on the phone?

What does this really tell you about these individuals? First, they have a lot self importance. Second, they are rude and clearly do not have positive business ethics. Third, they are truly people I probably do not want to do business with given their observed behaviors.

During a recent luncheon honoring some local and dedicated business leaders, I watched at my table (6 men and 3 women and none being physicians) five of the men busy replying on their PDAs. One gentleman actually did leave the table and went outside to take a call. My thought as I looked at all of this activity is that “No one unless you are the President of the United States or a physician on call, is that important!”

As I continued to watch this type of self importance behavior, I began to have these two thoughts:

1. Would anyone want to do business with a CPA, attorney, dentist or real estate agent who cannot give her or his focus for at least 30 minutes?
2. Would I be confident in referring one of these individuals?

Our behaviors demonstrate to the outside world as to our internal attitudes and the beliefs that drive those attitudes. Sometimes, individuals forget that the rest of the world is watching from an entirely different perspective.

If we look back 10, 20 and 50 years ago, was this type of behavior prevalent. For the most part, no because the excuse of technology was not available and people in general were far more polite and respectful. Men took off their hats when the flag passed or when entering a building and always in a restaurant. Women also were more respectful in the marketplace from their dress to their own behaviors.

Business ethics is the sum total of your behaviors and how you respond in public regardless if public means your place of work or public means a business luncheon. As some would say, leave your ego with all of your own self importance at the door for you never know who is watching.

Effective leaders understand the importance of business ethics. Take this FREE leadership audit to help you identify your leadership skills

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Leanne Hoagland-Smith, chief customer officer, helps organizations through business coaching training services to return to the purpose of business that being building ravings fans while increasing productivity and profitability. With offices in Chicago, Indianapolis and colleagues nationwide, she can help you become the Red Jacket in the Sea of Gray Suits.

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Tags: behaviour, ethical, issues, practice, work