1. Workshop on Work Ethics
Dr. Abdulaziz Saddique CPHQ, SSMBB

2. The Learning Goals:
The importance of developing a strong work ethic and how the work ethic you develop will impact your future as an employee.

3. What is Work Ethic? Definition:
a standard of conduct and values for job performance

4. History of Business Ethics

5. History of Business Ethics

6. Expectations for Employees
What does an employer want?
What are the traits of a winning employee:

7. Top 10 Work Ethics Attendance Character Team Work Appearance Attitude
Productivity
Organizational Skills
Communication
Cooperation
Respect

8. Traits of a Winning Employee
Limit Absences
Be at work every day possible
Plan your absences
Don’t abuse leave time
Come to work on time
Be punctual every day

9. Be on time …… Don’t Be Absent !!!
Work Ethic
Be on time …… Don’t Be Absent !!!
Attendance

10. Solutions to Attendance
Flexible working hours
Free Schedule
Reward System

11. Work Ethic
Honest ….. Dependable …. Loyal
CHARACTER

12. Traits of a Winning Employee
Be honest
“Honesty is the single most important factor having a direct bearing on the final success of an individual, corporation, or product.” Ed McMahon
Be dependable
Complete assigned tasks correctly and promptly

13. Traits of a Winning Employee
Be loyal
Speak positively about the company
Be willing to learn
Look to improve your skills

14. Work Ethic
Working toward a goal requires cooperation and respect
Team Work

15. Traits of a Winning Employee
Be a team player
The ability to get along with others – including those you don’t necessarily like
Leadership abilities
The ability to be led and/or to become the leader

16. Traits of a Winning Employee
Be a contributing member
The ability to carry your own weight and help others who are struggling
Accept compromise
Recognize when to speak up with an idea and when to compromise by blend ideas together

17. Work Ethic
Clothing …… Hygiene …. Manners
Appearance

18. Traits of a Winning Employee
Dress Appropriately
Dress for Success!
Set your best foot forward
Personal hygiene

19. Traits of a Winning Employee
Good manners
Hand shake
Demeanor
Eye contact
Remember that the first impression of who you are
can last a lifetime

20. Work Ethic
Be Positive …….. You Can Do It
ATTITUDE

21. Traits of a Winning Employee
Have a good attitude
Listen to suggestions
Be positive
Accept responsibility for ones work
If you make a mistake, admit it

22. Working Ethic
Make Good Use of Your Time
Productivity

23. How do we measure Productivity
Benchmark
Benchmarking
Time Motion Study
Balance Score Card

24. ORGANIZATIONAL SKILLS
Work Ethic
The KEY to getting your task done on time
ORGANIZATIONAL SKILLS

25. Traits of a Winning Employee
Do the work correctly
Quality and timeliness are prized
Get along with co-workers
Cooperation is the key to productivity

26. Traits of a Winning Employee
Help out whenever asked
Do “extras” without being asked
Take pride in your work
Do things the best you know how

27. Traits of a Winning Employee
Make an effort to improve
Learn ways to better yourself
Time Management
Utilize time and resources to get
the most out of both

28. Work Ethic
WRITTEN …..VERBAL….. VISUAL
COMMUNICATION

29. Traits of a Winning Employee
Written Communications
Being able to correctly write
reports and memos
Verbal Communications
Being able to communicate one on one or to a group

30. Work Ethic
Working together to Achieve More
COOPERATION

31. Traits of a Winning Employee
Follow company rules and
policies
Learn and follow expectations
Get along with co-workers
Cooperation is the key to productivity
Appreciate privileges and
don’t abuse them
Privileges are favors and benefits

32. Work Ethic
Be Sensitive to Racial and Cultural Difference
RESPECT

33. Traits of a Winning Employee
Work hard
Work to the best of your ability
Carry out orders
Do what’s asked the first time
Show respect
Accept and acknowledge an individuals talents and knowledge

34. Why People Lose Their Jobs
They get laid off
Job loss not their fault
They get fired
Job lost because of their actions

35. Common Reasons Why Employees are Fired
Reasons the Law upholds as “just cause” for firing

36. Reasons Employees are Fired
Attendance
Being late or absent from work
Shows lack of responsibility
Can hinder productivity

37. Reasons Employees are Fired
Character
Being dishonest
Trust, once lost, is hard to regain
Being unreliable
Dependability is an employee asset
Abusing drugs or alcohol
Can create health/safety issues

39. Reasons Employees are Fired
Team Work
Bossing others around
Giving orders is the boss’s job
Not carrying your weight
Not doing your part – relying on others to do your job for you

40. Reasons Employees are Fired
Appearance
Dress Code
This can be a safety issue as well as a disregard for rules
Remember that you are a representative of your company how you dress and act can reflect on the company.

42. Reasons Employees are Fired
Attitude
Being troublemakers
Stirring up dissent among others
Causing arguments and problems
Being rude and using abusive
language
Inappropriate behavior is inexcusable

43. Reasons Employees are Fired
Productivity
Failing to do the task properly
Costly errors hurt business
Being lazy
It’s a form of theft
Being careless
Can lead to accidents/profit loss

45. Reasons Employees are Fired Organizational Skills
Loosing Tools & Materials
Unable to locate things
Lack of Time Management
Not meeting deadlines
Unprepared
Not ready for meetings or presentations

46. Reasons Employees are Fired
Communication
Failure to communicate
(written and/or verbal)
Unable to properly express ones thoughts and ideas
Unable to interpret instructions and directions

47. Reasons Employees are Fired
Cooperation
Not getting along with others
Co-workers, boss, and/or customers
Failing to follow rules and policies
Not following instructions “Doing your own thing”

48. Reasons Employees are Fired
Respect
Being disrespectful
Argumentative and confrontational
Making fun of, harassing, or
discriminating against others
This could also land in court!

49. Reasons Employees are Fired
Other
Being dissatisfied all the time
You agreed to the work/pay/hours
Theft
Incompetence
Lack of ability to perform assigned tasks

51. Positive Actions to Take if You’re Fired
Correct your faults, move
forward
Don’t repeat your mistakes,
learn from them
Think positively about your
next job

53. Development of Work Ethic

54. Concern for Ethical and Societal Issues Business Ethics
The standards of conduct and moral values governing actions and decisions in the work environment.
Social responsibility.
Balance between what’s right and what’s profitable.
Often no clear-cut choices.
Often shaped by the organization’s ethical climate.
Sarbanes-Oxley Act
2002 law that added oversight for the nation’s major companies and a special oversight board to regulate public accounting firms that audit the financial records of these corporations.

55. Johnson & Johnson Website
The Contemporary
Ethical Environment
High profile investigations and arrests in headlines.
Vast majority of businesses ethical.
New corporate officers charged with deterring wrongdoing and ensuring ethical standards.
Johnson & Johnson Website

56. Individuals Make A Difference
Individuals can make the difference in ethical expectations and behavior
Putting own interest ahead of the organization
Lying to employee
Misrepresenting hours
Safety violations
Internet Abuse
Technology is expanding unethical behavior

57. Development of
Individual Ethics

58. On-the-Job Ethical Dilemmas
Telling the truth and adhering to deeply felt ethical principles in business decisions.
Situation in which a business decision may be influenced for personal gain.
Businesspeople expect employees to be loyal and truthful, but ethical conflicts may arise.
Employee’s disclosure of illegal, immoral, or unethical practices in the organization.

59. How Organizations
Shape Ethical Conduct

60. Ethical Awareness
Code of Conduct Formal statement that defines how the organization expects and requires employees to resolve ethical questions.

61. Ethical Education
Codes of conduct cannot detail a solution for every ethical situation, so corporations provide training in ethical reasoning.

62. Sample Code of Practice
Confidentiality
We are committed to maintaining the highest degree of integrity in all our dealings with potential, current and past clients, both in terms of normal commercial confidentiality, and the protection of all personal information received in the course of providing the business services concerned. We extend the same standards to all our customers, suppliers and associates.
Ethics
We always conduct our own services honestly and honourably, and expect our clients and suppliers to do the same. Our advice, strategic assistance and the methods imparted through our training, take proper account of ethical considerations, together with the protection and enhancement of the moral position of our clients and suppliers.
Conflict of interest
Due to the sensitive nature of our particular consultancy services, we will not provide a service to a direct competitor of a client, and we generally try to avoid any dealings with competitor companies even after the cessation of services to a client.

63. Sample Code of Practice
Contracts
Our contract will usually be in the form of a detailed proposal, including aims, activities, costs, timescales and deliverables. The quality of our service and the value of our support provide the only true basis for continuity. We always try to meet our clients' contractual requirements, and particularly for situations where an external funding provider requires more official parameters and controls.
Fees
Our fees are always competitive for what we provide, which is high quality, tailored, specialized service. As such we do not generally offer arbitrary discounts; generally a reduction in price is only enabled by reducing the level or extent of services to be delivered. That said, we always try to propose solutions which accommodate our clients' available budgets and timescales. Wherever possible we agree our fees and basis of charges clearly in advance, so that we and our clients can plan reliably for what lies ahead, and how it is to be achieved and financially justified.
Payment
We aim to be as flexible as possible in the way that our services our charged. Some clients prefer fixed project fees; others are happier with retainers, and we try to fit in with what will be best for the client.

64. Creating Code of Conduct
What It Is
A code of ethics, also known as a code of conduct, clarifies “an organization’s mission, values, and principles, linking them with standards of professional conduct.”[1] A code of conduct serves as a reference for managers and employees when making decisions at work.
Why It Matters
A code of ethics can help your organization to:
Show customers that it values integrity.
Define the terms of ethical behavior at work.
Guide decision-making in difficult situations.
. The prevailing attitude among consumers is that businesses care more about profits than workers, consumers, or the environment.
Getting Started 
When writing a code of ethics for your organization:
Step One: Consider your organization’s mission, values, and goals, including its position on sustainability.
Step Two: Use clear language to make the code user friendly.
Step Three: Include expectations for general conduct at work, as well as examples of unethical behavior.

65. Ethical Action
Helping employees recognize and reason through ethical problems and turning them into ethical actions.

66. Executives must demonstrate ethical behavior in their actions.
Ethical Leadership
Executives must demonstrate ethical behavior in their actions.

67. Acting Responsibly to Satisfy Society Social Responsibility
Management’s consideration of profit, consumer satisfaction, and societal well-being of equal value in evaluating the firm’s performance.
Contributions to the overall economy, job opportunities, and charitable contributions and service.
Organizations measure through social audits.

68. Areas of Responsibility

69. Responsibilities to the General Public
Public Health Issues. What to do about inherently dangerous products such as alcohol, tobacco, vaccines, and steroids.
Protecting the Environment. Using resources efficiently, minimizing pollution.
Recycling. Reprocessing used materials for reuse.
Developing the Quality of the Workforce. Enhancing quality of the overall workforce through education and diversity initiatives.
Corporate Philanthropy. Cash contributions, donations of equipment and products, and supporting the volunteer efforts of company employees.

70. Responsibilities to Customers
The Right to Be Safe. Safe operation of products, avoiding product liability.
The Right to Be Informed. Avoiding false or misleading advertising and providing effective customer service.
The Right to Choose. Ability of consumers to choose the products and services they want.
The Right to Be Heard. Ability of consumers to express legitimate complaints to the appropriate parties.

71. Responsibilities to Employees
Workplace Safety. Monitored by Occupational Safety and Health Administration.
Quality-of-Life Issues. Balancing work and family through flexible work schedules, subsidized child care, and regulation such as the Family and Medical Leave Act of 1993.
Ensuring Equal Opportunity on the Job. Providing equal opportunities to all employees without discrimination; many aspects regulated by law.
Age Discrimination. Age Discrimination in Employment Act of protects workers age 40 or older.
Sexual Harassment and Sexism. Avoiding unwelcome actions of a sexual nature; equal pay for equal work without regard to gender.

72. Responsibilities to Investors
Obligation to make profits for shareholders.
Expectation of ethical and moral behavior.
Investors protected by regulation by the Securities and Exchange Commission and state regulations.

73. Final Word Be Punctual Be Friendly Be a Team Player Look Good
Treat every one with Respect
Be Productive
Be Organized
Communicate clearly
Cooperate with your colleague
Treat every one with Respect

74. Thank You for Your Participation