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Appearance Cooperation
Attitude Respect
Traits of a Winning Employee
Limit Absences
Be at work every day possible
Plan your absences
Don’t abuse leave time
Attendance
Flexible working hours
Free Schedule
Reward System
Honest ….. Dependable …. Loyal
CHARACTER
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
Traits of a Winning Employee
Be loyal
Speak positively about the company
Be willing to learn
Look to improve your skills
Working toward a goal requires cooperation
and respect
Team Work
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
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
Clothing …… Hygiene …. Manners
Appearance
Traits of a Winning Employee
Dress Appropriately
Dress for Success!
Set your best foot forward
Personal hygiene
Traits of a Winning Employee
Good manners
• Hand shake
• Demeanor
• Eye contact
ATTITUDE
Traits of a Winning Employee
Have a good attitude
Listen to suggestions
Be positive
ORGANIZATIONAL SKILLS
Traits of a Winning Employee
Time Management
Utilize time and resources to get
the most out of both
WRITTEN …..VERBAL….. VISUAL
COMMUNICATION
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
Working together to Achieve More
COOPERATION
Traits of a Winning Employee
Follow company rules and
policies
Learn and follow expectations
RESPECT
Traits of a Winning Employee
Work hard
Work to the best of your ability
Show respect
Accept and acknowledge an
individuals talents and knowledge
Why People Lose Their Jobs
Being unreliable
Dependability is an employee asset
Being lazy
It’s a form of theft
Being careless
Can lead to accidents/profit loss
Reasons Employees are Fired
Organizational Skills
Loosing Tools & Materials
Unable to locate things
Unprepared
Not ready for meetings or presentations
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
Reasons Employees are Fired
Cooperation
Not getting along with others
Co-workers, boss, and/or customers
Theft
Incompetence
Lack of ability to perform assigned tasks
Positive Actions to Take if
You’re Fired
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.
• 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
• 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
Businesspeople expect
employees to be loyal
Employee’s disclosure and truthful, but ethical
of illegal, immoral, or conflicts may arise.
unethical practices in
the organization.
Code of Conduct
Formal statement that
defines how the
organization expects
and requires
employees to resolve
ethical questions.
Codes of conduct
cannot detail a solution
for every ethical
situation, so
corporations provide
training in ethical
reasoning.
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.
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.
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.
Helping employees
recognize and reason
through ethical
problems and turning
them into ethical
actions.
Executives must
demonstrate ethical
behavior in their
actions.
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.
• 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.
• The Right to Be Safe. Safe operation of products, avoiding product
liability.
Be Organized
Be Friendly
Communicate clearly
Be a Team Player
Cooperate with your
Look Good colleague