Professional Ethics

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A briefing paper (approximately 300–400 words) for your professional colleagues, employees, or volunteers that describes best practices for compliance with professional ethics while maintaining personal responsibility. Include at least one example of a case study related to your work (real or fictional) to illustrate your points.

Sample Solution

Professional Ethics

Ethics and compliance is one of today`s highest risk concerns for businesses. This is especially true of organizations in a global marketplace where such risks become harder to identify and mitigate considering that there are often multiple subsidiaries, business units, and third parties involved. There are basic compliance elements that can be tailored to assist organizations in developing an effective compliance and ethics programs. They include: standards, policies, and procedures; compliance program administration; communication, education, and training; monitoring and auditing; internal reporting systems; discipline for noncompliance; and investigation and remediation measures. It is critical that there is demonstrated commitment to these elements.

rced and is responsible for creating job descriptions, new employee processing, and various other document creation and processing tasks. All of these internal and external departments work together in order optimize performance.

As all in-house employees sit within a few meters of each other, communication is mainly face-to-face, both verbal and non verbal. This means that decisions are made quickly and communication is done with ease as there is less noise and barriers.

How Different Functions Work Together Within MPI Brokers to Optimize Performance

In order to examine the internal workings of MPI, an example of a new hire will be used. In this example the Sales and Marketing department has raised a concern to the MD that they need a new staff member in order to keep up with increasing sales calls. The MD would then transfer this information to his PA who would contract the outsourced HR administrator. She is responsible for creating the job description which must then be approved by the MD. The job description must accurately reflect the role and attract candidates that will align with the company’s values and goals. The HR administrator for MPI does not deal with recruitment directly as this is done by an outsourced recruitment company.

Once the job description is approved, the MD would discuss the salary with the accountant who would determine whether the cost is within the company budget. The interviewing process would be led by the sales department who must select the best candidate in order to have an employee who helps to optimize company performance. Once they chose the successful candidate, the MD must sign off. He would then direct the HR administrator to create a contract and complete the necessary paperwork. Once the new hire starts, the MD would instruct the book keeper to make payments to the recruitment company and HR administrator as well as to add the new employee to the payroll. This process requires effective communication.

How the Culture of MPI Brokers Affects its Operations

The formal organisational culture is a power culture, as described by the Charles Handy model (Handy, 1993). As MPI is a

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