In order for ethical principles, norms and standards to become a reality of business life, they must be included in the decision-making process at all levels of management, as well as in the work practices of all employees, that is, be part of a real personnel policy.

In world practice, there are seven main mechanisms through which ethical norms can be put into practice. These include:

1) Codes of Ethics are the most commonly used mechanisms. It is known that about 90% of foreign companies implemented ethical standards in their activities through codes. Codes of ethics can be developed for the company as a whole or for individual functional units. As a rule, a code of ethics is developed by a specially created body - a committee, commission, etc. The code must indicate the disciplinary measures applied to those who violate this code.

2) ethics committee corporations has a number of functions:

- bringing ethical issues for discussion by management or the board;

- bringing the main requirements of the code of ethics to the attention of managers at all levels and ordinary employees;

- development of measures supporting the code;

- analysis and revision of the code on the basis of annual internal corporate reports and depending on changes in the external environment of the organization, especially the system of spiritual values ​​and public opinion;

- drawing up a report on the activities of the committee for the board of directors;

- providing the highest level of management with expert advice on ethical issues.

3) Managerial ethical training is a set of ethical standards, a kind of ethical modules that are included in the general program of practical training for managers of lower and middle levels. Thus, ethics committees serve the highest level of management, helping to find individual non-trivial solutions to various ethical problems, and management training provides grassroots and middle management with a set of ready-made solutions that fit within the framework of ethical requirements.

4) Social audit, is an attempt to evaluate the social behavior of a corporation in society. It is designed to test and provide information on the extent to which the actions of the corporation meet the expectations of society. Social audit can be used in an organization to organize internal control over the ethical actions of managers, over the implementation of the ethical code, over rational use resources, etc. This mechanism is applied only on a corporate scale. Basically, social audit comes down to determining how the organization's activities meet the requirements of state standards for health, safety and environmental pollution control.

5) Legal Committee controls the compliance of the corporation with all laws, including by-laws of an ethical nature: on environmental protection, protection of human rights, etc.

6) Services dealing with citizens' claims on ethical issues. Employees of such services consider complaints, conflicts, claims on ethical issues received both from employees of the organization and from outside.

7) Changes in the corporate structure. According to the data characterizing the world economy, only a few corporations accept internal structural changes in order to adapt to ethical requirements.

For the effective use of ethics in decision-making, two conditions are necessary - the attention of managers to these issues and a high organizational culture. The first is typical for those companies whose leaders are true leaders, all personnel stand on the positions that "ethical business is good business”, strategy and tactics are subordinated to satisfying the needs of the main business participants, a flexible mechanism for adapting to a changing external environment has developed. In such firms, it is believed that ethics support corporate culture at the required level and this helps to strengthen the business.

According to one of the models of ethically sound decisions adopted in the West, managers who make them act according to the following scheme:

1. Collect information for a comprehensive justification of the decision. If it affects the interests of the main participants in the business, managers predict the degree of positive and negative impact.

2. Select appropriate ethical hypernorms and micronorms. If a conflict arises between them, the priority rule is applied: the former dominate, and of the latter, preference is given to those that are consistent with the former, line up with them in a logical row and are formulated clearly and understandably.

Thus, some companies respect the confidentiality of employees' e-mail correspondence, citing the inviolability of messages, while others control it, citing their ownership of computers and the preservation of proprietary information. An ethical decision is an unambiguous, clear and concise statement by a company about its policy regarding the use of its computers by employees (regardless of the specific content of such a statement).

3. After the exclusion of unacceptable options, two options for ethical justification are prepared - desirable and minimally acceptable.

4. It turns out whether it is possible to transform (due to external pressure or operational necessity) the minimum acceptable ethical justification into a desirable one.

For example, at the enterprise there is a conflict of two ethical hypernorms - privacy and moral responsibility of the employer for the life and health of employees. The latter is implemented through safety regulations, which, in particular, require employees to be tested for drug and alcohol use. Since such checks, while absolutely necessary, do no harm, they are ethical, and privacy takes a back seat. However, the employer is responsible for the conscientiousness of testing in order to exclude dismissals due to incorrectly done analysis.

5. If the ethical justification of the decision being made is insufficient, one should be guided by other justifications - economic, technological, social.

Thus, downsizing in the course of reconversion or modernization of production, if it is dictated by production necessity, is difficult to evaluate from a moral point of view. The total gain from such a reduction (economic, technological) outweighs moral considerations in favor of maintaining jobs. It is also possible to dismiss undisciplined employees who neglect the norms of morality for one ethical reason.

Flexible application business ethics allows leading Western firms to maximize the potential of the ethical factor without creating conflict with other components.

An important condition for the rapid development of domestic business is the assimilation and observance of ethical norms accepted in world practice, as well as methods for their use. Under these conditions, domestic developments related to the ethical justification of managerial decisions will be of great importance.

Understanding and acceptance by companies social responsibility and the introduction of ethical principles in the activities of enterprises led to the emergence by the end of the twentieth century. term " corporate social responsibility» (CSR), understood as the ethical behavior of organizations in relation to human society.

At present, in the most general sense, corporate social responsibility, understood philosophy of behavior and the concept of building by the business community, companies and individual business representatives of their activities, aimed at meeting the expectations of stakeholders in order to achieve sustainable development. However, the correct definition of the term corporate social responsibility is still a difficult task.

Since the 1950s in the world management literature, primarily American, many relevant concepts have been developed, among which the most famous are “social responsibility of business”, “social responsibility of businessmen”, “corporate social responsibility”, “corporate social receptivity”, “corporate social activity” , "corporate social integrity". Consistently developing, these concepts not so much replaced each other as accumulated previous achievements. In the 1980s this series continued the concepts of "stakeholders" and "business ethics", which has experienced a rebirth in the application to a broader context of social responsibility. By the beginning of the XXI century. the turn of the theories of "sustainable development" and "corporate citizenship" has come.

The approach of A. Caroll, one of the world's leading experts in the field of business and society relations, seems to be quite reasonable. to link all the specified set of concepts with the development of the theory of corporate social responsibility as a “core”, consistent with alternative concepts or transforming into them.

It is this approach that makes it possible to transfer the problem from general discussions about the role of business in social development to an analysis of the activities of a specific business enterprise, strictly speaking, not necessarily related to the corporate sector.

A. Carroll's approach, which was later embodied in a detailed model, became the most widespread, and began to largely determine the scope of modern research in the field of CSR. According to Caroll's model A, CSR is a multi-level responsibility that can be represented in the form pyramids The economic responsibility at the base of the pyramid is directly determined by the basic function of the company in the market as a producer of goods and services that can satisfy the needs of consumers and, accordingly, make a profit. In other words, any firm that realizes its economic responsibility to society is already socially responsible.

Legal responsibility implies the need for law-abiding business in conditions market economy, compliance of its activities with the expectations of society, fixed in legal norms. Ethical responsibility, in turn, requires business practices to be in tune with societal expectations that are not specified in legal norms, but are based on existing moral norms. In some way, legal responsibility reflects the compliance of business with formal rules and institutions, while ethical responsibility reflects informal ones. Philanthropic (discretionary) responsibility encourages the company to take actions aimed at maintaining and developing the welfare of society through voluntary participation in the implementation of social programs.

Interpretation of CSR as pyramids does not in itself remove all issues related to social responsibility, but allows them to be systematized. Later, A. Carroll, in an article co-authored with M. Schwartz, modified pyramid by categorizing philanthropic responsibility as an ethical and/or economic responsibility, since when engaging in “strategic philanthropy”, companies are often guided by economic motives based on their economic responsibility, and the distinction between “philanthropic” and “ethical” activities is sometimes difficult to make even in theory and practice.

It should also be emphasized that corporate social responsibility cannot be considered in relation to society as a whole. for every organization doing business, society is a system of stakeholders, including individuals, groups and organizations that influence and/or are affected by decisions made by the company.

Thus, each company has to respond to a complex system of conflicting expectations, developing an appropriate rational response.

Accordingly, corporate social responsibility can be defined as a rational response of a company to a system of conflicting stakeholder expectations, aimed at the sustainable development of the company.

Thus, corporate social programs should first of all be considered from the standpoint of rationality and long-term benefits. The scale and scope of corporate social policy will depend on the specific goals (short-term and long-term) pursued by the company and many external conditions.

Corporate social responsibility is the fulfillment by organizations of social obligations prescribed by law, and the readiness to strictly bear the corresponding mandatory expenses for social needs in excess of the limits established by tax, labor, environmental and other legislation, based not on the requirements of the law, but on moral and ethical grounds.

In general, CSR involves:

- production of products and services in sufficient quantities, the quality of which meets all mandatory standards, while complying with all legal requirements for doing business;

- observance of the right of workers to safe work under certain social guarantees including the creation of new jobs;

- assistance in improving the qualifications and skills of personnel;

- protecting the environment and saving irreplaceable resources;

- protection of cultural heritage;

- support for the efforts of the authorities in the development of the territory where the organization is located, assistance to local institutions of the social sphere;

- assistance to low-income families, the disabled, orphans and lonely elderly;

- compliance with generally accepted legal and ethical business standards.

The broadest interpretation of CSR includes in this concept:

corporate ethics;

Corporate social policy in relation to society;

Policy in the field of environmental protection;

Principles and approaches to corporate governance;

Issues of observance of human rights in relations with suppliers, consumers, personnel;

Personnel policy.

Foreign theory and practice makes it possible to single out three elements of the social responsibility of business:

a) economic (information about suppliers and consumers of products, personnel - salaries, pension contributions, social benefits, the company's relationship with the state - taxes and society - donations and other charity);

b) environmental (information on the use of raw materials, energy, water, what emissions and wastes are accompanied by production);

c) social organization and labor safety, observance of the rights of workers, responsibility of the company for what it produces - from elementary ensuring the safety of goods to obligations for correct advertising).

In our country, the economic aspect of social responsibility prevails, according to a survey conducted by a market research and consulting agency.

The concept of corporate social responsibility is based on 3P concept, which consists in the fact that the head of the organization should pay equal attention to working for profit (profit), caring for staff, customers and partners (people) and activities aimed at protecting the environment (planet).

CSR of companies is an obligatory component of corporate governance in all developed countries. In Russia, so far only large organizations are gradually introducing the concept of social responsibility into their activities.

The main results of the correct social policy of the company are:

- strengthening of confidence on the part of foreign business partners who are more willing to build business relationships on a long-term basis with socially successful companies;

- the ability to attract and retain qualified personnel in the face of their acute shortage;

- formation of a zone of social well-being around the enterprise.

A socially responsible company must implement a number of principles in its activities that confirm its position in the field of CSR:

The principle of consistency, ensuring the effectiveness of the implementation of the functions and directions of CSR in the corporate governance system;

The principle of complexity implies the coordination of the enterprise's activities in three areas of sustainable development: economic, social, environmental;

The principle of integration assumes that, on the one hand, CSR is integrated into the main activity of the enterprise, on the other hand, it implies responsibility to society as a whole, as well as to its individual members (stakeholders);

The principle of accountability is accountability to stakeholders and society as a whole, as well as compliance with the obligations assumed and applicable standards;

The principle of targeting means the expectation of fulfilling a certain obligation in relation to a certain interested person,

The principle of dynamism, under which. it is understood that the concept of CSR is constantly under the influence of the accepted paradigm, world, country, regional features of doing business;

The principle of innovativeness of measures and technologies for their implementation also means harmonization due to the high dynamism of the external environment;

The principle of openness of all activities of the enterprise in the field of CSR and
the adequacy of enterprises to their composition and content;

The principle of cooperation, which involves the association of the enterprise both with other companies, associations, unions, and directly with various interested parties to solve the socio-economic problems of the country and other administrative-territorial entities;

The principle of effectiveness ensures the relationship between the financial performance of an enterprise and its active socially responsible position;

The principle of multilevel implies that the activities of the enterprise in the field CSR develops in a certain order.

For several years, the most critical for the country as a whole, having gone through the “millstones” of economic reforms, many enterprises were forced to abandon the “social” as non-core assets that do not bring profit to the enterprise, moreover, requiring serious financial costs that are completely unjustified from an economic point of view. its content and maintenance. However, in today's Russian business, especially large ones, it is already not returning to the revival of the traditions of social responsibility: the social infrastructure of enterprises, programs are developing, business is actively starting to participate in events and promotions.

The Russian model of CSR has not yet been fully formed, but rather is in the process of its development, while demonstrating stable positive results.

Approaches to CSR

There are three main interpretations of the concept of socially responsible business.

The first and most traditional emphasizes that the sole responsibility of a business is to increase profits for its shareholders. This point of view was "voiced" by Milton Friedman in 1971. and can be called theory of corporate selfishness: "There is one and only one social responsibility of a business: to use its resources and energy in activities that increase profits, as long as it is carried out within the rules of the game."

In accordance with his theory, most modern managers are specialists in the management industry, that is, they do not have their own business, but are employees. Based on this fact, the researcher concludes that modern managers should be responsible only to the owners of their companies. Accordingly, their main task is the most effective promotion of the interests of company owners. According to Friedman, all business owners have one clear goal - they are concerned with the exceptionally efficient use of their money invested.

According to Friedman's theory, by choosing to use the resources of their organizations to protect the "social good", managers undermine the foundations of market mechanism. At the same time, in any case, someone will have to pay for such a redistribution of assets. If the actions of management personnel meet the objectives of the company's social responsibility, but lead to a decrease in profits and dividends, the shareholders bear the losses. If managers are forced to reduce wages and benefits in order to carry out certain activities related to responsibility to society, the employees of the organization bear the losses. If the prices of the company's products or services are raised to compensate for the additional costs, the loss is borne by consumers. Over time, as a result of excessive price increases, consumers may stop buying the company's goods and services altogether, sales levels will decrease, and the company may even go bankrupt, because it will lose all its customers. The researcher expresses doubt that the heads of enterprises and firms are competent enough to determine what the society in which they live should be. This task, according to Friedman, should be solved by politicians elected by the people.

Then from this concept came the term “company of owners (Minford’s approach).

Thus, CSR began to be understood as ensuring the economic and financial interests of the owners and the company of high profits. This concept is typical for firms of the Anglo-Saxon model of capitalism.

The second point of view is directly opposite to Friedman's theory. Such a theory can be called theory of corporate altruism. It appeared simultaneously with the publication of Friedman's sensational article in the New York Times and belonged to the Committee on Economic Development. The Committee's recommendations emphasized that "corporations have a responsibility to make a significant contribution to improving the quality of American life."

It is characteristic of the continental model of capitalism and is common in Japan.

The third position is represented by one of the strongest "centrist" theories, theory of "reasonable egoism" (enlightened self-interest). She insists that corporate social responsibility is simply "good business" as it reduces long-term profit losses. By spending money on social and philanthropic programs, a corporation reduces its current profits, but in the long run creates a favorable social environment and hence sustainable profits. Socially responsible behavior is an opportunity for a corporation to fulfill its basic needs for survival, security and sustainability.

Social responsibility of business: arguments for and against

Arguments BEHIND social responsibility of business:

1. Business-friendly long-term prospects. Firms that have recognized the need for social action seek to provide themselves with long-term guarantees of profit. This trend has become a natural reaction to the improvement of society's attitude towards socially responsible companies. Social responsibility contributes to the formation of a favorable business image of organizations in the society in which they operate.

2. Moral and ethical obligations. Commercial and manufacturing firms can and should have a so-called social conscience. They should be held accountable to society simply because responsible actions are in their own interests.

3. Formation of a favorable reputation in society. Firms seek to improve their reputation in society in order to increase sales, be able to hire skilled workers, access public funding and other benefits and benefits. Since the public considers social goals important, companies can form a favorable public opinion about themselves by solving certain social tasks.

4. Improvement of the external environment. The participation of firms in social events contributes to the solution of many serious problems of society and, therefore, leads to an improvement in the situation in it. They can help improve the quality of life in their city and create the desired social environment, which, in turn, helps to attract and hire qualified and morally responsible workers.

5. Reducing government regulation. State regulation entails additional economic costs and limits the flexibility of managers in the decision-making process. By increasing the level of its social responsibility, the company can expect to reduce pressure from government agencies.

6. Balance of responsibility and power. Companies, especially large ones, tend to have significant power in society. In order to balance this power, they must bear some responsibility. If power exceeds responsibility, such "distortion" often becomes a breeding ground for irresponsible behavior that can harm the interests of society.

7. Increasing the income of the owners (shareholders) of the enterprise. The social responsibility of the company sooner or later contributes to the increase in the price of its shares. In the stock market, a socially responsible company will be seen as a company with less risk and more open to public criticism. Thus, by carrying out social activities, the organization provides the best ratio of price and income for its shares.

8. Availability of resources. Commercial and manufacturing firms have the financial resources, technical expertise, and management experience to provide support to public and charitable projects that need help.

9. It is better to anticipate problems than to eliminate their consequences. Any social problems will have to be solved sooner or later. Companies need to take some action before these problems become serious, and their solution is expensive and one that will require a significant expenditure of managerial energy, which is originally intended to achieve another goal, in particular the production of products and services.

Arguments AGAINST social responsibility of business:

1. Violation of the profit maximization rule. This rule is the basis of the classical point of view on the problem of social responsibility. In accordance with it, business is already socially responsible if it is engaged exclusively in its own economic interests, while leaving the implementation of all other activities for other institutions.

2. Blurring the target. The pursuit of social goals dilutes the primary goal of business - the achievement of high economic performance. If neither economic nor social goals are properly achieved, society can suffer.

3. Expenses. Most often, the costs of socially oriented activities of the company are not fully reimbursed. In this case, someone has to compensate them. Business entities will either have to bear these costs themselves, or reimburse them at the expense of consumers by increasing the prices of their products and services.

4. Excess power. Business today has become one of the most influential sectors of society. If a company begins to pursue social goals, it gains even more power, although society has already endowed business entities with sufficient power.

5. Lack of skills and experience. Heads and managers of companies are professionally prepared, first of all, for economic activity. To solve problems of a social nature, they usually do not have sufficient knowledge.

6. Lack of Responsibility. Representatives of political circles pursue social goals, and it is on them that society entrusts responsibility for making appropriate decisions. This does not apply to executives and managers of companies. There are no clear forms and procedures for the reporting of commercial companies for their activities to the public.

For success in business communication it should be remembered: the more pleasant it is for people to communicate, the higher will be the chance to successfully solve a business problem or make a deal. Show business partners that you are interested in them, allow compliments. The ability to give a person the opportunity to realize their own significance helps to get what they want faster. The ability to evaluate work, to recognize its usefulness and indispensability, to say nice words to a person creates the conditions for effective interaction.

Compliment- words and expressions containing a slight exaggeration of the positive qualities of a person. The purpose of the compliment- to give pleasure to the interlocutor, thereby programming him (influencing his emotions and feelings through the subconscious) for further cooperation. When listening to a compliment, the psychological phenomenon of suggestion also works, as a result of which a person tries to “grow up” to the qualities emphasized in the compliment.

There are special compliment requirements.:

Focus not on the external merits of the interlocutor, but on his internal, spiritual qualities;

Highlight non-obvious, but hidden advantages of the interlocutor;

Be sincere, specific, brief when giving a compliment;

Build a compliment on a factual basis;

Do not include teaching in a compliment;

One should not compliment those qualities that a person would like to get rid of;

It is necessary to take into account the gender and age characteristics of the interlocutor.

Why give compliments? A person heard a compliment addressed to him about a certain quality of his personality. Due to the functioning of the installation on the desirability of this quality, it is accepted as reality at the subconscious level. There is a feeling of satisfaction, it is accompanied by the emergence of positive emotions (feeling pleasant). The positive emotions that have arisen are associated according to the law of association with their source and are transferred to the one who caused them. There is an attraction to this person.

Praising our business partners, we help them to feel significant in the eyes of others, create a friendly atmosphere of business contact. By evoking a smile or a pleasant surprise from our partner in our own words, we are distracted from our own problems and cheer up.

How to give compliments? No ambiguity, no hyperbole, no pretensions, didactics

Compliment Rules: embed compliment words in a common phrase; don't pause; construct the phrase so that a meaningful text follows the compliment; the longer the general phrase after the compliment words, the better; it is desirable to build the statement in such a way that the part of the general phrase after the words-compliments contains something that would capture the attention of the listener.

A compliment has a positive effect even when your partner treats you with dislike. Within the framework of business interaction, making a compliment situationally, appropriately and adequately to the expectations of a business partner, you can win over the partner, change the negative attitude.

concept "criticism"(from the Greek. art to disassemble) has several meanings: discussion in order to evaluate; negative judgment for the purpose of pointing out deficiencies; checking the validity of something.

The critic always pursues one of the goals: the desire to assert oneself or relieve stress; lower the self-esteem of the subordinate; motivating a person to quit himself; reduce the salary of the addressee; neutralize the activity of the subordinate; motivate for results improve the work of the criticized; train a subordinate identify and eliminate deficiencies; identify areas for error correction.

positive criticism always situationally appropriate, carried out in the presence of the object of criticism. The subject of criticism is deeds and deeds, and not the personality of a person, his features, character, mental potential. Objective criticism relies only on specific facts and arguments. The ultimate goal of criticism is a solution that helps change the situation, specific proposals to eliminate shortcomings and remove problems that have arisen. The purpose of the critic is to identify the real causes of the mistakes made. Criticism should be kind!

Techniques to reduce the negative impact of comments: references to someone else's experience and statements; "compression" of several remarks; approval plus destruction; paraphrasing; "elastic defense"; acceptance of the comment; comparison; survey method; lead; delay.

Positive attitudes towards the perception of criticism: Everything I do or have done can be done better. If they criticize me, it means they believe in my ability to fix things. If there is no criticism addressed to me, this is an indicator of disregard for me as an employee. Criticism of my actions makes it possible to prevent malfunctions in a timely manner. Criticism makes you wonder: what caused it, how to fix the situation.

7. Diagnostics of the management culture in the organization. The ethics of testing employees. Ethical map of the employee: structure, content, potential for practical effectiveness.

To develop and correct organizational culture, its diagnostics is required. Most management writings offer various diagnostic tools that allow you to clearly identify core values. organizational culture.

There are two types of indicators:

2) exemplary indicators are related to the crop profile, which is generated through scoring using the proposed methodology.

Various measurements of this profile can be used to diagnose culture. Meaningful measurements are able to reveal the essence of organizational culture - psychological archetypes. Psychologists-theorists emphasize that in most individuals the "framework" of perception of the world around them is of the same type. It is called the psychological archetype and belongs to the category of categories that determine how people shape their minds to organize the information they have to deal with.

Among the large number of empirical tools for studying organizational culture, we will consider the two most common ones.

In order for ethical principles, norms, rules and standards to become the realities of business life, they must be included in the decision-making process at all levels of management, as well as in the work practices of all employees, i.e. be part of a real personnel policy.

The most commonly used mechanism is the code of ethics. About 90% of foreign companies implemented ethical principles through such codes. They can be developed for the company as a whole and contain ethical rules common to all. Since codes of ethics are more common than other tools for introducing ethics into the life of corporations, we will consider them in more detail. The code of ethics, as a rule, is developed by a specially created body - a committee, a commission.

The Corporate Ethics Committee has a specific set of functions, which include the following:

bringing ethical issues for discussion by the board or top managers;

bringing the main requirements of the code of ethics to the attention of managers at all levels and ordinary employees;

development of measures supporting the code;

analysis and revision of the code based on annual internal corporate reports and depending on changes in the external environment of the organization, especially the system of spiritual values ​​and public opinion;

drawing up reports on the activities of the committee for the board of directors;

providing the highest level of management with expert advice on ethical issues.

Most of the ethical codes of companies were developed and implemented in the 70s. They range in length from Exxon Corporation's one-page Code of Business Ethics to the Citicorp Code of Ethics, which is over 60 pages long.

In terms of their content, these codes are diverse, which is an illustration of the existence of significant disagreements between representatives of top management regarding the subject matter of the code of ethics. The diversity of codes may also be the result of management's attempts to adapt them to the particular needs of the company in the conditions of national economies and the global economy that have become more complex in recent decades.

A characteristic feature of modern codes of ethics is that the sections containing recommendations for dealing with ethical problems arising from conflicts of interest are developed in more detail and thoroughness than other sections. In this case, the emphasis is on the clash of interests of the corporation: a) with government bodies; b) with employees or shareholders of the corporation; c) with foreign governments.

Most codes are based on internal corporate control over their observance. Public (external) - from the side public organizations- and state control over compliance with the code requires the creation of an appropriate state structure, which is quite expensive, which is burdensome for the budget of any country.

Of course, it is not possible to characterize and address in a code any ethical issue that employees may face. At the same time, written instructions can help resolve ethical issues that are most common.

You can point to a number of benefits that give the corporation as a whole and its employees the creation of an ethical code:

Codes are more solid, put together "guides" to correct behavior than the advice and recommendations of individuals. When individual employees have to determine the level of ethical behavior in their daily practice, their judgments often turn out to be too subjective, depending not only on the level of ethical education of this employee, but also on the level of his education, culture, awareness of the state of affairs in the corporation, the degree of social responsibility, patriotism and many, many other factors.

Ethical codes, having absorbed all of the above, offer managers to focus their attention on the main, paramount and suggest the most logical decisions.

The very existence of a corporate code of ethics as a collective ethical standard helps corporate managers become aware of the ethical nature of their business decisions. And the written form gives the codes even more significance.

The Code provides a general guideline in situations where it is difficult to unequivocally determine what is ethical and what is unethical in the actions of the management of a corporation, i.e. when universal ethics and professional ethics come into conflict.

Codes of ethics can help control the power of those managers who sometimes ask, even order their subordinates to do not only unethical, but even illegal acts. Codes can provide a certain level of legal protection both to the company as a whole and to each employee individually.

However, ethical codes have a number of disadvantages:

They require a significant investment of time and money.

They demand highly qualified those who compose them.

By their existence, the codes imply the need to apply penalties for violators.

At the same time, everything that is not mentioned in the code can be assessed as acceptable actions.

Codes of ethics do not guarantee managers control over external (in relation to corporations) influences on business ethics, nor ways to solve global ethical problems.

The shortcomings of ethical codes listed above do not detract from their importance. They are especially useful in corporations, where managers are aware of the unacceptability of unethical practices.

Ministry of Education and Science of the Russian Federation

State educational institution

higher professional education

"RUSSIAN CORRESPONDENCE INSTITUTE OF TEXTILE AND LIGHT INDUSTRY"

Department: "Philosophy"

discipline: "Business ethics"

on the topic: "Mechanisms for the implementation of ethical standards in the business sphere"

Completed by a student:

Speciality……

Cipher………

Voronezh 2012

Introduction……………………………………………………………………..3

1. Mechanisms for implementing ethical standards in business relations………..4

Conclusion……………………………………………………………………10

References………………………………………………………...12

Introduction

Ethics (Greek ethika, from ethos - custom) is a philosophical science, the object of study of which is morality, its development, norms and role in society. Ethics is one of the most ancient theoretical disciplines that emerged as part of philosophy. To refer to the philosophical doctrine of morality and morality, Aristotle proposed the term "ethics".

In the process of developing ethical theories, philosophers encountered significant difficulties in unifying terminology, since different theories declared different concepts to be basic, often vague, subjective or contradictory (good and evil, the meaning of life, etc.).

Moreover, due to the fact that ethics considers individual morality related to protected subconscious mechanisms, a deep analysis is hampered by the operation of psychological protection that blocks the critical analysis of subconscious attitudes. is an object of morality, and norms imperatively declared by religion as divine become basic, ethics public relations how the system of moral obligations in relation to society is supplemented (or replaced) by divine ethics - a system of moral obligations in relation to God, to the extent that it can come into conflict (sometimes social or even mass) with public morality.

It should be borne in mind that studies of ethics are carried out mainly speculatively, by the researcher on his own example, and therefore often abound in generalization of personal principles and restrictions on ethics in general.

One of the main shortcomings of the modern position of ethics as a science is the almost complete absence of methodologically correct objective studies of the ethical worldview.

At the end of the twentieth century, the development of ethics went in the direction of specialization and detail: professional ethics began to develop - the ethics of a doctor, the ethics of a social worker, the ethics of a journalist, the ethics of a businessman, etc. In connection with the menacing trends in the development of technology, the ethics of science and technology appeared, environmental ethics, bioethics, etc. Mankind has faced problems caused by fundamentally new relationships that develop between man, society and nature. A paradoxical situation has arisen: human activity threatens the very existence of man. Hence the need to comprehend and develop a moral position in relation to these phenomena.

Mechanisms for the implementation of ethical standards in the business sphere

In order for ethical principles, norms, rules and standards to become the realities of business life, they must be included in the decision-making process at all levels of management, as well as in the work practices of all employees, i.e. be part of a real personnel policy.

There are seven main mechanisms in the global economy through which ethical norms can be put into practice. These include:

1. ethical codes;
2. ethics committees;
3. training;
4. social audits;
5. legal committees;
6. services that consider citizens' claims on ethical issues;
7. changes in the corporate structure.

The most commonly used mechanism is the code of ethics. About 90% of foreign companies implemented ethical principles through such codes. They can be developed for the company as a whole and contain ethical rules common to all.

A code may also be created for certain functional departments, such as the purchasing department, and address only ethical issues specific to that department.

The code of ethics, as a rule, is developed by a specially created body - a committee, commission, etc.

In order to make the code effective, certain disciplinary measures are usually taken to punish those who break the code and to reward actions done in accordance with the rules of the code of ethics. Government regulations in many countries have forced corporations to respond more flexibly to changing social values, to spend money on pollution control, to provide equal employment opportunities for national minorities and women, and so on. Codes of ethics developed on the basis of these regulations have repeatedly helped corporate managers find a way out of difficult ethical situations, as well as create a corporate culture.

Most of the ethical codes of companies were developed and implemented in the 70s. They vary widely in scope, from Exxon Corporation's one-page Code of Business Ethics to the Citicorp Code of Ethics, over 60 pages long.

In terms of their content, these codes are diverse, which is an illustration of the existence of significant disagreements between representatives of top management regarding the subject matter of the code of ethics. The diversity of codes may also be the result of management's attempts to adapt them to the particular needs of the company in the conditions of national economies and the global economy that have become more complex in recent decades.

A characteristic feature of modern codes of ethics is that the sections containing recommendations for dealing with ethical problems arising from conflicts of interest are developed in more detail and thoroughness than other sections.

Most codes are based on internal corporate control over their observance. Public (external) - on the part of public organizations - and state control over compliance with the code requires the creation of an appropriate state structure, which is quite expensive, which is burdensome for the budget of any country.

In addition, the idea of ​​organizing external control is not supported by all governments, as well as management theorists and practitioners. It is believed that there are too many obstacles to the implementation of such an idea. Such obstacles include the difficulty in identifying the person in the corporation who has the authority and power to apply coercion, the difficulty (or even the impossibility) of obtaining information about possible ethical violations, the problems of developing a unified system of motivating employees to comply with the ethical code, and many other difficulties.

Obviously, it is not possible to characterize and address in a code any ethical problem that employees may face.

When monitoring the official actions of company employees, lie detector tests, drug tests, etc. are used.

A lot of effort goes into developing the tests that are used when hiring new managers and front line employees.

However, some managers and company owners rightly believe that attempts to ethically correct the official behavior of a person who has sufficient life experience, as well as work experience in this company (or any other), are far from always successful.

The Corporate Ethics Committee has a specific set of functions, which include the following:

1. bringing ethical issues for discussion by the board or top managers;
2. bringing the main requirements of the code of ethics to the attention of managers at all levels and ordinary employees;
3. development of measures supporting the code;
4. analysis and revision of the code based on annual internal corporate reports and depending on changes in the external environment of the organization, especially the system of spiritual values ​​and public opinion;
5. drawing up reports on the activities of the committee for the board of directors;
6. providing the highest level of management with expert advice on ethical issues.

Management ethical training is another opportunity to introduce ethical principles into the activities of corporations. These are sets of ethical norms, a kind of ethical modules that are included in the general training program for managers at the grassroots and middle levels.

Thus, if the ethics committee serves the highest level of corporate management, helping to find non-trivial individual solutions to ethical problems, ethical training provides both the middle and lower levels of management with a set of ready-made solutions that fit within the framework of ethical requirements.

The training contributes to the practical implementation of ethical principles in the structure of corporate decision-making.

Social audit, like other forms of introducing ethical requirements into corporate practice, has a relatively short history - about two to three decades. A social audit is an attempt to evaluate the social behavior of a corporation in a public environment. The adoption of the charter gives it certain rights and even privileges. For this, the society requires from the corporation certain behavior that does not violate the general ethical background and certain actions that contribute to the development and prosperity of society.

Basically, social audit is now reduced to determining how the activities of a given corporation comply with state standards for health, safety or environmental pollution control.

The Legal Committee is responsible for monitoring the corporation's compliance with all laws and by-laws in all areas of activity; part of the work of such a committee concerns monitoring the compliance of the actions of the corporation with laws and by-laws of an ethical nature: on environmental protection, protection of human rights, etc.

Few businesses have dedicated ethical claims handling services. Typically, employees of such services consider complaints and claims on ethical issues received both from outside and from employees of this corporation.

According to the world economy, only a small number of corporations undertake internal structural changes in order to adapt to ethical requirements.

Conclusion

The ethics of social work is based on moral norms (lat. norma - a rule, a model; one of the simplest forms of moral requirement, acting as an element of moral relations and a form of moral consciousness), accepted by society as one of the most important regulators of joint activity and existence, and on those professional values ​​that make up the essence of social work. An ethical approach to the professional activities of a social worker allows us to return to ethical standards the imperative meaning that is inherent in them, but which has been ignored for a long time, and to increase the individual and collective responsibility of specialists for their actions, to raise the significance and authority of the professional activities of each social worker, the entire system of social protection population.

The professional ethics of social work is not an exclusive, contradictory to other mechanisms, regulator of the behavior of specialists. Its norms and principles serve the same purposes as the requirements of a regulatory framework or technological process in social work. On the contrary, the ethics of social work requires professionals and their teams to serve the interests of society and the profession, clients and their groups. The professional ethics of a social worker prescribes the search for reserves, the use of all possible types of resources - from social to personal resources of both the social worker himself and his client; however, this is permissible only for socially and professionally approved purposes, and in no case for narrow corporate or personal selfish interests.

Short description

Ethics (Greek ethika, from ethos - custom) is a philosophical science, the object of study of which is morality, its development, norms and role in society. Ethics is one of the most ancient theoretical disciplines that emerged as part of philosophy. To refer to the philosophical doctrine of morality and morality, Aristotle proposed the term "ethics".

In practice, there is a point of view on how an organization should behave in order to be considered socially responsible. An organization is socially responsible when it makes a profit without violating the laws and norms of state regulation. From this position, the organization pursues economic goals. At the same time, the organization is obliged to set social goals: to take into account the human and social aspects of the impact of its business activity on employees, consumers, as well as to make a certain positive contribution to the solution of social problems of society.

The public expects from modern organizations not only to demonstrate high economic results, but also significant achievements in terms of the social goals of society.

Therefore, on the one hand, an organization is an economic system that is obliged to take care of the efficient use of its resources. In doing so, the organization fulfills the economic function of producing goods or providing services needed by society, while simultaneously providing work for citizens and maximum profits and shareholder compensation.

On the other hand, an organization is more than an economic system. The modern organization is a complex part of the environment, which includes many components on which the very existence of the organization depends. These constituents include consumers, suppliers, the media, unions or associations, as well as employees and shareholders. This multi-layered social environment can greatly influence the achievement of the goals of the organization, so the latter has to balance purely economic goals with the economic and social interests of these components of the environment.

Organizations are responsible to the society in which they operate, therefore they must direct part of their resources and efforts to social needs, donate for the benefit and improvement of society. Moreover, certain ideas have already developed in society about how an organization should behave in order to be considered respectable. Organizations must act responsibly in areas such as the protection of the environment, health and safety, civil rights, consumer protection, etc.

There is a difference between legal and social responsibility. Legal responsibility refers to following specific laws and government regulations that define what an organization can and cannot do. There are hundreds and thousands of laws and regulations on every subject, such as how to protect the environment, how to hire, what are the minimum requirements for product safety, etc. An organization that obeys all these laws and regulations behaves in a legally responsible manner , however, it cannot be considered socially responsible if it does not fulfill the corresponding obligations to society.

Society and man are not at all indifferent to what means and according to what rules the goals of the organization are achieved. Therefore, the question of ethical relations within the organization and relations with other organizations is becoming more and more acute.

Ethical questions also arise when considering the role of an organization in society. At different stages of the development of society, the role of organizations is assessed differently. During the transition period that our country is going through, organizations are called upon to solve the following tasks: adapt, survive; make a profit for shareholders; save jobs, qualified personnel; become competitive. With the onset of more favorable times, the functions of the organization expand. Specialists in market relations also name such tasks as charity, social responsibility, etc. Social responsibility is seen as a voluntary response of an organization to the social problems of its employees, residents of its city, region, country, world.

Ethical rules are enshrined in legislation. In fact, all legal norms are a reflection of the ethical views, which the legislator was the bearer of at the time of the adoption of laws.

Thus, in various laws, including civil legislation, there are norms that have a clearly defined ethical focus. This is, for example, Art. ten Civil Code RF setting the limits of implementation civil rights. In accordance with it, the limits of freedom of citizens are established: activities are prohibited solely with the intention to harm another person, as well as abuse of the right in other forms. In addition, the use of civil rights to restrict competition, as well as the abuse of a dominant position in the market, is not allowed.

In labor legislation, the ethical function is less pronounced than in civil law; this is its disadvantage: after all labor relations suggest a closer connection between people than civilians. There are no norms in the Labor Code of the Russian Federation that would carry a direct ethical burden, although at present, when market relations are being formed in our country, they are especially necessary in order to humanize labor relations.

For example, Art. 152 of the Civil Code of the Russian Federation on the protection of honor, dignity and business reputation of citizens gives the right to a citizen in court to demand a refutation of information discrediting his honor and dignity, if the person who disseminated such information does not prove that they are true.

The Civil Code of the Russian Federation will give the right to a citizen to protect not only honor and dignity, but also business reputation. Such a right can be exercised at the request of interested parties and after the death of a person whose business reputation has been discredited.

Protection, protection of the honor and dignity of a citizen must certainly be carried out by the norms labor law, reflecting one of the trends in its development - the humanization of labor relations as the most important task of the state in the conditions of market relations. Labor Code The Russian Federation does not affect the ethical relations between the employer and the employee, although they are often violated by the employer in labor relations.

According to their ethical and economic content, labor relations can be of three types: cooperation, rivalry, exploitation. Moreover, they can be present in relationships at the same time, but with the dominance of one of them.

Of course, labor legislation should prevent the desire of a number of employers to achieve their goals, while causing moral and material damage to their employees, which is a consequence of the perception of employee evaluation only as a means to achieve their goals and disregard for the equality of rights of members of society. At the same time, these relations can be both in the nature of destructive hostility, infringement on the dignity of people, and in the nature of constructive competition.

Labor relations can be as effective as possible, provided that the relationship between the employer and the employee is considered by the state as a connection between two parties of equal dignity, while recognizing the disciplinary power of the employer. If this is a master-servant relationship, then it will be minimally effective and maximally immoral.

In labor relations, the interests of not only employers and employees are intertwined, but also the interests of the state and society. Labor legislation should include the following tasks: increasing labor productivity; fair pay and income distribution, including equal pay for work of equal value; protection and protection of honor and dignity and business reputation of a person; providing employment for all who are willing and able to work; humanization of labor relations; improving the living standards of workers.

Let's return to consideration of problems of social responsibility of the organization.

In our country, significant material resources have been concentrated and are now mainly concentrated in organizations, and not in private individuals. Traditionally, they were used in solving the socio-economic problems of the region, city and, above all, cities specially created for working in one large organization. These traditions, in our opinion, can continue in the new economic conditions.

Society as a set of individuals and people united in an organization presupposes the existence of social functions responsibility for both the organization and the people. At the same time, in modern conditions, the social expectations of various social groups in relation to organizations and entrepreneurs are constantly changing.

A socially responsible strategy for an organization can be extremely beneficial for it. Traditionally, the following benefits are given to organizations that adhere to a policy of social responsibility:

• a more attractive image of the organization in society is formed;
• increasing confidence in the organization;
• increase in turnover, the number of customers, etc., due to an improvement in attitude towards the organization;
• there is an opportunity to get more profitable orders;
• thanks to the increased authority, the organization can conduct a more active, effective policy in society, expanding its activities, in particular sales markets;
• there is an opportunity to achieve a reduction in local taxes, etc.

The prerequisites for such a policy are the objective conditions, which primarily include the availability of resources in the organization - material, financial, human.

At the same time, the disadvantages of such a policy for the organization are traditionally called:

• production costs increase;
• the operation of the law of profit maximization is limited;
• to maintain its income, the organization often raises prices to cover costs (funds intended for the implementation of social programs). Consequently, the position of the organization in the competitive struggle is deteriorating;
• investment in social sphere often ineffective;
• low level of qualification of the organization's personnel in the field of solving social problems, etc.

These shortcomings are overcome by known means - achieving a balance between social policy and costs. Such a balance, drawn up in favor of the organization, is equally useful to society.

The most important principles effective policy social responsibility that can serve as benchmarks for an organization are:

• the help of the organization should first of all be directed to the person;
• assistance should be directed towards meeting the basic physiological needs of food, shelter, rest, clean water, security, etc.

You can, for example, invest in:

• providing residents with clean water;
• creation of additional jobs;
• construction of housing for the homeless;
• free food for the poor, providing them with clothes;
• improvement of microdistricts;
• assistance to large families;
• construction and arrangement of places of rest;
• environmental improvement;
• improving the nutrition of schoolchildren and preschoolers; construction of schools and kindergartens;
• construction of libraries and other cultural institutions; assistance to museums, etc.

To function successfully, an organization must be able to respond to the problems that arise in the social environment in order to make this environment more favorable for itself. Social responsibility spending is justified by the improvement of various segments of society, as well as the improvement of public attitudes towards the organization. This should lead to increased consumer loyalty to product manufacturers. The organization should analyze its own activities and their environment and select those social responsibility programs that will help this environment the most.

There is no doubt that profit is essential to the survival of an organization. For any organization, survival comes first, and only then - the problems of society.

Reasons for unethical business practices include:

competitive struggle, pushing aside ethical considerations;

lack of a system to reward managers for ethical behavior;

a general decline in the importance of ethics in society, which justifies unethical behavior in the workplace.

Organizations take various measures to improve the characteristics of the ethical behavior of managers and ordinary employees. These measures include the development of ethical standards, the establishment of ethics committees and training in ethical behaviour.

Ethical standards consist of a system of shared values ​​and ethical rules that, in the opinion of the organization, all employees should adhere to. They are developed to describe the goals of the organization, create a sound ethical environment and provide ethical guidance in decision-making processes.

Behaviors generally prohibited by ethical standards include bribes, extortion, gifts, paying an accomplice part of illegally received money, conflict of interest, breaking laws in general, fraud, revealing organizational secrets, using information obtained in a confidential conversation, illegal payments political organizations, illegal behavior for the sake of the interests of the organization.

Some foreign organizations establish standing committees to assess daily practice from an ethical point of view. Almost all members of such committees are top-level executives. Those who do not create such committees hire a specialist, the so-called ethics lawyer. The role of such a lawyer is to develop judgments on ethical issues related to the actions of the organization.

Ethical behavior training for managers and employees is used by organizations to improve ethical behavior. At the same time, employees are introduced to the basics of ethics and increase their susceptibility to possible ethical problems. Ethics as a subject in university-level courses is another form of teaching ethical behavior that helps students better understand these issues.

The regulation of moral relations, not indicated in the legislation, in organizations occurs with the help of ethical standards. Ethical standards are the values ​​and rules of ethics that the employees of the organization must adhere to in their activities. The rules contain rights, obligations and liability for non-fulfillment of duties or excess of rights.

The rules prohibit discrimination on the following grounds: race; language; color of the skin; religion; floor; sexual orientation; age; nationality; disability; work experience; beliefs; party affiliation; education; social background; property status, etc.

Also prohibited are: sexual harassment; making fun of workers; racial contempt and religious contempt; remarks, jokes and other actions that create an aggressive workplace environment; threats; coarseness; violence; use, sale of drugs; appearing at work in an alcoholic and narcotic, toxic state; loss of property of the organization; theft of the organization's property; improper, inefficient use of the property of the organization; disclosure of information that is an official, commercial secret; storage of personal materials at the workplace; refusing to inspect your workplace and the information used by employees of personnel services; use of consumables and means of communication of the organization for personal purposes; transfer of inaccurate, distorted information to the administration; fraud by overstating their expenses, for example, for travel, food, accommodation, other expenses; fraud of state, government bodies, external organizations; false statements on behalf of the organization; abuse of the power and influence of one's own organization and threats against another; execution of orders that are a violation of the law; disparaging remarks; humiliation of competitors, their goods and services; talking to outsiders about the terms of contracts and thereby making those terms public; conversations with people outside the organization about inventions used in organizations, about production plans, about market research, about production facilities, about private information; also using unworthy methods and services, such as industrial espionage, illegal entry into someone else's territory, theft, eavesdropping, hiring employees to obtain private information about employees and competitors; corrupt practices; receiving gifts and money from a supplier, client (gifts include; material values, services, for example, personal discounts when buying goods for personal use or services at reduced prices, etc.); receiving commissions; giving gifts to representatives of the supplier, etc.

There are certain statistics on the spread of corruption in different countries of the world. According to the corruption index developed by specialists from the University of Göttingen (Germany), in Table. 2.1 The 30 countries are arranged as follows;

Table 2.1. Characteristics of the level of corruption in the countries of the world

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Note. An indicator equal to 10 means correct, legal transactions, 0 - you can’t do without a bribe.

Ethical norms - the rules of ethics are adopted at the general meeting of the team so that they are perceived by employees as their own. They can be accepted by the administration, but at the same time must be approved. general meeting or workers' conference.

The following is a widely accepted structure of an organization's ethics rules, including the following sections:

• introduction;
• message from the head of the organization;
• what should be the employee of the organization;
• channels of connection;
• labor dynasties;
• private life of employees;
• the property of the organization;
• traditions and rituals of the organization;
• competitions of professional skills;
• employees' anniversaries;
• business reputation;
• honor and dignity of employees;
• relationships with other organizations;
• attitude to laws;
• social life of the organization;
• attitude to political life;
• use of trademarks;
• copyright;
• relations with state and municipal employees;
• relationships between leaders and subordinates;
• relationships between leaders;
• attitude towards women - employees of the organization;
• attitude towards young people working in the organization;
• attitude towards those who work and study;
• attitude of the organization towards pensioners;
• core values ​​of the organization;
• basic ethical principles;
• competition rules;
• social responsibility of the organization;
• principles of fairness of the organization.

The adopted rules do not have the status of a normative legal act, and legal sanctions and disciplinary measures cannot be applied for their violation. The means of protecting the norm from violation is public opinion. It can also be honor courts or divisions dealing with conflicts.

It is possible to include in the rules of ethics some norms from the moral code and give them the status of a normative legal act.

In the conditions of the formation of market relations in the country, the observance of ethical standards in the activities of the organization largely depends on the employer, whose actions in the pursuit of profit are often immoral. Not recognizing the rights of the hired person, the employer grossly violates them, restricts his freedom. The immoral behavior of the employer is as follows:

• non-recognition of the rights of an employee, failure to fulfill their direct duties;
• bringing aggressiveness into labor relations;
• maintaining hazardous working conditions;
• low level of labor organization;
• refusal to manage discipline;
• fear as the main method of controlling the behavior of the hired worker;
• management of employees through arbitrariness;
• humiliation of the honor and dignity of a person, his business reputation;
• biased attitude towards a person;
• violation labor law etc.

All the world's leading corporations constantly pay great attention to moral issues. And this is not accidental, since corporate morality makes it possible to strengthen the self-governance of a person.

In our country, there are three types of morality in organizations: Soviet, "wild" market and proper market relations.

Soviet morality manifests itself in cases where organizations try to preserve moral principles from the past, such as mutual assistance, mutual assistance, solidarity and disinterested behavior, partnership, equal pay for equal work, etc. Such a morality is quite risky and even unnecessary in cases where people enter into competitive, antagonistic relationships.

Morality of the third type is based on the conviction that in the conditions of market relations love, generosity, sympathy, compassion are not required, but only respect from the other person, recognizing him as an equal to himself, and refusing to violate the rights of workers is enough. This morality is increasingly conquering the world. Within its framework, moral protest causes any violation of rights, non-recognition in a person, any employee of a personality equal to the employer, manager. Increasingly, an ethic of responsibility is gaining ground in business relationships instead of an ethic of conviction.

The ethics of labor relations in Russian conditions involves their assessment using such concepts as:

right wrong;

fair - unfair;

humane - inhumane;

human - inhuman;

legally - illegally;

violates rights - does not violate rights;

restricts freedom - does not restrict freedom;

equal position - unequal position;

good evil.

This is the result of the positive influence of the ethics of the Soviet era.

The ethical level of the organization is characterized by the degree of orientation of managers and its ordinary employees in their behavior and decision-making on moral standards. business relations.

To increase the level of ethical behavior of managers and ordinary employees, the following activities are currently being carried out in organizations.

Are being developed ethical codes, describing the system of common values ​​and rules of ethics of the organization, which all employees must adhere to. They are necessary to describe the goals of the organization, create a normal ethical atmosphere and determine ethical recommendations in the decision-making process. Usually they are brought to the workers in the form of printed materials. The code of ethics can be developed for the organization as a whole, in which case it contains ethical rules common to both managers and ordinary performers. A code may also be created for certain functional units in order to address specific ethical issues. In order to make codes of ethics more effective, organizations usually also take some disciplinary measures aimed at punishing violations of the code and encouraging actions taken in accordance with the rules of the code of ethics. In terms of content and scope, codes of ethics are very diverse - from the one-page code "Formulation of Business Ethics" by Exon Corporation to the "Ethical Standard" by Citycorp, in volume of 60 pages. A characteristic feature of modern codes of ethics is that sections containing recommendations for eliminating ethical issues arising from conflicts of interest are developed in more detail and thoroughness than other sections. At the same time, emphasis is placed on the clash of interests of the organization: with government bodies; employees or shareholders of the organization; foreign governments. Obviously, it is impossible to describe in a code any ethical problem that employees may encounter, but written instructions can help resolve fairly common ethical issues. Codes of ethics are a kind of "guides" to the correct behavior, provide general guidance in controversial situations, help to professionally control those managers who sometimes ask, even order their subordinates to do not only unethical, but even illegal actions. At the same time, as practice shows, ethical codes sometimes contain too vague formulations of the rules of conduct, and it is difficult to solve a specific ethical problem with their help.

Ethics maps are being developed - a set of ethical rules and recommendations that specify the ethical code of the organization for each of its employees. They also contain the name and telephone number of the organization's ethical advisor. This method actively used in Japanese companies.

Are being created ethics committees, usually having a certain set of functions, which include the following: introducing ethical issues for discussion by the board or representatives of senior management; bringing the main requirements of the code of ethics to the attention of all managers and ordinary employees; analysis and revision of codes based on annual internal reports and depending on changes in the external conditions of operation; supporting the code by developing a system of sanctions; providing the highest level of management with advice on ethical issues. Some organizations set up standing ethics committees to assess daily practice from an ethical standpoint. Almost all members of such committees are top-level executives. Others prefer to bring in a business ethicist, a so-called ethics lawyer. The role of such a "lawyer" is the development of judgments on ethical issues related to the actions of the organization, as well as the performance of the function of se "social conscience".

Held social audits to evaluate and report on the implementation of social programs of the organization. Supporters of social audit believe that reports of this type may indicate the level of social responsibility of the organization.

Implemented ethical behavior training managers and ordinary employees. In the course of training, employees become familiar with the requirements of ethical business relations, which increases their susceptibility to ethical problems that may arise, master a set of ready-made solutions that fit within the framework of ethical requirements.

Held ethical review, which is a comprehensive analysis of a specific aspect of the organization (or a specific project) that is of concern to senior management, staff or the public and may affect the image and prospects of the organization. The result of such an examination is a system of proposals aimed at improving the moral climate and moral respectability of the organization, as well as making adjustments to the practice of the organization (or all specific projects).

Held ethical counseling then when the problems that arise cannot be solved by the organization itself due to the lack of appropriate structures, the complexity and inconsistency of the situation associated with specific moral dilemmas, for which competent independent business ethics specialists are invited from the outside.

Despite the effectiveness of these methods confirmed by practice, managers and owners of many organizations rightly believe that attempts to ethically correct the business behavior of employees with significant life experience, as well as experience in other organizations, are far from always successful. It is difficult to retrain an adult person with a formed system of values ​​and views. More productive, according to many managers, is to recruit graduates educational institutions, where there was an extensive and extensive training program on the basics of business ethics.

1. What is the social responsibility of an organization?
2. Describe the mechanism of influence of ethics on the social responsibility of the organization.
3. List the advantages and disadvantages of an organization's social responsibility policy.
4. What is the essence of the most important principles of social responsibility of the organization?
5. Name the reasons leading to unethical actions of the organization.
6. What measures should be taken to improve the level of ethics in the activities of organizations?
7. What are ethical standards in the activities of the organization?
8. What are the main sections of the rules of ethics of the organization.
9. How is the immorality of the employer manifested in labor relations?

ss - completely agree; with - agree; not - do not agree; dream - completely disagree.

1. Workers should not be expected to report their mistakes to management ss-s-ns-sns
2. There are times when a manager must ignore contract requirements and violate safety standards in order to handle a case sssssssss
3. It is not always possible to keep accurate records of expenses for reporting, so it is sometimes necessary to give approximate figures ss-s-ns-sns
4. There are times when you need to hide unfavorable information from the authorities ss-s-ns-sns
5. We should always do what our leaders tell us, although we may doubt the correctness of these actions ss-s-ns-ss
6. Sometimes you need to take care of personal matters during working hours - there's nothing wrong with that ss-s-ns-sns
7. Sometimes it's wise to set goals that are a little higher than the norm if it helps to stimulate the efforts of workers ss-s-ns-sns
8. I would disclose the "desired" date of shipment of orders in order to get this order ss-s-ns-sns
9. You can use the service line for personal telephone calls when it is not used by the organization ss-s-ns-sns
10. Leadership should be goal oriented, so the end usually justifies the means we used sssssssss
11. If a banquet or a slight distortion of the organization's policy is required to obtain a large contract, I will give permission for this ssssssss
12. Without violating the policy of the organization and existing instructions, it is absolutely impossible to live ss-s-ns-sns
13. Inventory control reports should be drawn up so that the goods received are recorded as “shortage” and not “surplus” ss-s-ns-ss
14. It is perfectly acceptable to use the organization's copying equipment for personal or local purposes from time to time ss-s-ns-ss
15. Taking home property of the organization (pencils, paper, typewriter ribbons, etc.) is an acceptable perk sssssssss
16. If it is possible to work part-time in a competitor's organization, then this is a private matter for the employee and is quite acceptable ss-s-ns-ss
17. Doing outsiders or your own personal affairs on the premises of the organization during working hours is permissible if it does not harm the organization, does not reduce its income ss-s-ns-ss
18. To offer persons responsible for the purchase of your goods a profitable job, a deal - ss-s-ns-sns is acceptable
19. Accept gifts, money from another organization is quite acceptable ss-s-ns-sns
20. Slander, lies, disparaging remarks about competitors are acceptable if they are made in the interests of the organization ss-s-ns-sns
21. The principle of “relationship” or “you to me - I to you” is quite acceptable and strengthens relationships with partners ss-s-ns-sns
22. Deceiving colleagues, making false statements for the purposes of the organization is acceptable ss-s-ns-ss
23. If necessary, you can use the power of the organization to intimidate or threaten competitors in order to achieve your sssssssss
24. Billing an organization for unspent meals, unused gas, unused air tickets is acceptable and is a small addition to personal income sssssssss
25. Threats against employees in order to solve the problems of the organization are acceptable ss-s-ns-sns
26. The use of rudeness and violence towards subordinates in case of emergency is permissible ss-s-ns-sns
27. Carrying weapons on the territory of the organization with the consent of the administration is permissible ss-s-ns-sns
28. Sexual harassment on the territory of the organization is not too gross a violation of ethical relations ss-s-ns-sns
29. Intimidation of subordinates in the interests of increasing the level of discipline is permissible ss-s-ns-sns
30. It is impossible to work and not violate the law ss-s-ns-sns
31. Discrimination on the grounds of skin color, religion, age, nationality, disability, work experience may be allowed with various clauses ss-s-ns-sns

Key

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Result

If you have accumulated points:

10-20 - high ethical level;

21-30 - acceptable ethical level;

31-48 - average ethical level;

48-61 - moral improvement is required;

62-79 - there is a rapid slip into the abyss;

Over 80 - protect values ​​​​from yourself.