Implementation of an Ethical Action Plan
Implement an anonymous reporting system. And
we mean one that is really anonymous. “Employees must be
told, reminded, and reassured that you really do want to
hear from them. Get some form of anonymous reporting system
because even in the most open cultures, there is a natural
reticence among employees. There is tension in the
supervisor-employee relationship. Anonymity brings
employees forward with some confidence” (Jennings, pg. 81).
Institute a separation of powers. Employees or community
members should have a means of recourse if they feel they
have been treated unfairly. You should never have a
situation where a board is responsible for policing itself.
You are just asking for problems.
Organizational Level --- we have noticed a major difference
between Indian and non-Indian organizations is the amount
of policies and procedures they have and how strictly they
adhere to them. Everyone complains about red tape and there
are times when, “It's just our policy” can be a bad answer,
but not having any policies at all is also a problem.
The National Federation of Independent
Businesses website, has this to say about
responding to unethical behavior in the workplace.
When you encounter any type of activity that you feel
is unethical, the first questions to ask yourself are:
1. Is there a company policy about the activity?
2. Is the activity actually illegal?
3. What is the best way to resolve the situation without
being reprimanded, or even fired?
4. How much will the individual be affected if I report to
a supervisor?