Ethics management strategies

Ethics management strategies

Ethics management strategies are essential in the management of organizations. Effective ethics management strategies are critical in ensuring that various facets of an organization are well managed in line with relevant ethos and values in the entire organization.

In the Berman and Armstrong articles of ethics management strategies, several effective ethic strategies can be used to manage an organization. These strategies are likely to provide room for the organization to realize its noble goals, thus improving the company’s productivity. Among the strategies that I consider useful include setting appropriate ethical standards within the organization. These ethical standards need to be adequately defined through the values and rules of the company. They can as well be defined as the codes of conduct and the relevant policies within the organization. These values should define behaviors on how the company should operate following the set codes and procedures (Armstrong, 2006).

Another effective ethic strategy in the two articles is the creation of a committee that is responsible for safeguarding ethics in an organization. This strategy is useful since the values of the contribution of the committee will be based on their composition. Members of the organization, therefore, will get access to excellent and adequate decisions and authorize the actions conducted in the organization. The third effective, ethical management strategy is measuring and monitoring of the moral status of the company. This is achieved by conducting an ethics survey and using the obtained results to determine the most critical issues that require attention and the appropriate actions that should be taken to improve ethics in an organization (Armstrong, 2006).

The act of building ethical awareness is another effective strategy that a company should apply. This strategy of creating awareness promotes various ethical behaviors through the act of providing and promoting ethical practices. This is achieved by providing a constant reminder of the primary and acceptable ways of operation as well as behaviors in an organization.

Who is protected under the ADA OF 1993?

The ADA of 1993 covered people with people disabilities. The ADA of 1993 defined those with disabilities that we’re entitled to its coverage as those who had either physical or mental impairments that prevented and limited the people’s life activities. These people had various histories and records of impairment and could easily be perceived by other people to be disabled (Evan, Berman, Bowman, West, Wart, 2009).

What is required under FMLA OF 1993?

The FMLA of 1993 had various requirements and criteria that were supposed to be met by the employees and employers in the different employment fields. The following are some of the elements in this act. The act required all the employees to have been employed by the company for twelve months. The law also required the employees who had worked in the company for the twelve months to have at least for a given duration of 1250 hours in the company.  This must happen before the start of the leaves available in the FMLA. The FMLA also recognized an employer as a person or an organization that has employed fifty or more employees. The people must have come from a radius of 75 miles of their sites of work.