Western Governors University Essay Example for Free

Western Governors University Essay The APEX Company has the mission to â€Å"Exceed customers’ expectations in providing consulting services of a superior value. † To be successful in that mission, it is imperative that we are diligent in maintaining a good and solid reputation in every endeavor we undertake. Who we are and how we run our business is guided by our ethics program. The purpose of our ethics program is to identify, prevent and correct ethics issues. Our ethics program consists of our Code of Conduct, compliance auditing, two way communications between management and employees, improvement and re-current training on ethical behavior. The policy set forth after this overview is expected to be adhered to by all employees from the CEO, down to the janitorial staff. All employees should become familiar with the ethics guidelines that follow this introduction. We are firm believers that the decisions we make today, determine our success for tomorrow. Sincerely, APEX Management B. Standards and Procedures APEX Code of Conduct †¢APEX management team welcomes concerns from employees and commit to open door policies for those ethical concerns †¢APEX employees are committed to ethical behavior and shall always act in the best interest of the client. †¢APEX employees are committed to providing professional services with integrity. †¢APEX employees are committed to treating everyone fairly and respectfully. †¢APEX employees avoid the appearance of unethical or compromising practices. †¢APEX employees only accept only those assignments for which they have the qualifications, knowledge and skill in which to serve the client. †¢APEX employees disclose any conflict of interests and avoid conflicts of interest or the appearance of such. †¢ APEX employees do not accept simultaneous or competing assignments from two or more clients who have potentially conflicting interests without informing all parties in advance and securing all parties’ prior agreement. †¢APEX employees treat clients’ information as confidential and take all reasonable steps to prevent unauthorized access. †¢APEX employees do not use company assets or business relationships for personal use or personal gain. †¢APEX employees promote a trustworthy environment and support positive ethics within the company. C. Ethics Training Program New Employee Training As part of the onboarding process, all new employees are trained in APEX’s ethics program; this includes an introduction into the corporate values and codes of conduct. Employees are instructed in identifying incidents of ethical behavior and the proper methods of reporting procedures of ethical violations. This is initial training is refreshed in ninety days and then the new hire is in the training cycle with the existing employees. Current Employee Training Existing employees are trained on a continuous basis on the expected ethical behavior of APEX employees. This initial four hour classroom training is refreshed in quarterly sessions lasting one hour each and the four hour training is repeated annually. All training is conducted by the Ethics Officer D. Compliance Systems Monitor Supervisors are responsible for ensuring the adequate and efficient training for all subordinates. Signatures are obtained on the Verification of Training forms and are to be submitted to Human Resources for retention in the employee’s personnel folder. Employee misconduct will be monitored in by supervisory review of actions taken by employees, by conducting yearly surveys and also by implementing a reporting system. In our monitoring, we will be reviewing compliance and targeting deviations to our established ethical behavior. When the method of surveys is utilized, they will be nameless and must be completed within the thirty day allotted time. One feature of our reporting system is the establishment of our APEX Ethics Hotline, (800) 555-5555. This line is monitored by the Ethics Office and is open to anyone, the public, employees and customers to anonymously report unethical behavior or to ask ethics questions. With this system we are able to effectively monitor and evaluate unethical behavior and to take corrective action as required. The Ethics Officer compiles this data monthly and reports to the CEO with the trends and analysis. Audit APEX will conduct yearly audits to our Ethics program. This will determine if we are in compliance with our company’s ethics standards and will utilize the Six-Sigma model as a method of improving upon those standards. This type of model will allow APEX to spotlight areas that are outside of our goals. Auditing employee misconduct is performed by tracking our hotline calls by the types of incident, number of occurrences, general ethics questions and confirmed noncompliance. The audit are performed by the Ethics Officer on an yearly basis as well as on the spot checks to ensure that all employees are properly orientated in the company’s code of conduct and are familiar with the channels available for reporting violations. Our objective auditing processes will report our compliance and noncompliance with our ethics program and determine whether or not APEX has reached its goals. All of our internal findings will be verified by an external auditing firm, Wecheckem Auditors, LLC. Wecheckem will generate a report that will be furnished to the Ethics Committee for publishing on the company’s intranet. This third party company will use the results of this report, responses from customers, and the ratings of the surveys to audit the employees of APEX compliance with our Code of Conduct, the company’s officers compliance with our Code of Conduct, and to assess the company an overall score from 1, non-compliant, to 10, excellent, on our ethical program. Reporting Misconduct It is imperative that employees of APEX feel comfortable with bringing any issues and concerns to management’s attention. Ethical issues occurring with the staff should be communicated immediately. It is important to note APEX has a zero tolerance policy and any infractions of this code of ethics will be met with quick and decisive action. Any employee found to have violated this policy may be subject to disciplinary action, up to and including termination of employment. Often times, a concern may arise or even a simple question concerning ethical conduct. At those times, there are many different avenues whereby assistance can be sought. Some of those avenues are: †¢Management team †¢APEX Ethics Hotline (800) 555-5555 †¢Human Resources Department †¢ The Ethics Officer: Mr. Idoo Wright Esq. Suite 746 1400 Independence Avenue Corpus Christi, TX 64009 E. Ethics Program Assessment Review The Ethics Officer is responsible forming the Ethics Committee and for the continual review of APEX Company ethics program. The Ethics Officer shall conduct verifications of training records; compile a database of all reports of ethical violations and the resultant investigations and findings of same. The information gathered is then turned over to an outside firm specializing in Corporate Governance and Ethics for an independent review and assessment. Improvement The Ethics Officer and Ethics Committee shall review all ethical violations and in conjunction with the findings and recommendations of the outside audit firm,Wecheckem, LLC, to produce program improvements utilizing Lean Six Sigma methodologies. Standards and procedures shall be updated whenever there are improvements to the program.

1996: A Turbulent Year For Israel :: essays research papers

1996: A Turbulent Year for Israel 1996 has been a very turbulent year for Israel. This lies in the assassination of Yitzhak Rabin on November 4, 1995. Rabin's great work in the peace process with it's Arab neighbors has been nearly reversed by Israel's newly elected Prime Minister, Benjamin Netanyahu, who actively opposed the peace process in the election. Netanyahu's term of service has not only affected Israel politically but also socially, intellectually, religiously, and economically. In dealing with Yasser Arafat and the Palestinians Netanyahu was originally quoted saying that he would only meet with Arafat under special circumstances and that, "the era of one-sided giving was over." Warren Christopher, Secretary of State for the U.S., was able to arrange a peace conference with Arafat on the Gaza border. One article called it a , "Psychological breakthrough" (Netanyahu meets with Clinton). The issues at hand were Israel fulfilling it's pledge to the Palestinians to redeploy it's troops stationed in the West Bank town of Hebron so that they will only guard the 440 Jews who live there, from the tens of thousands of Palestinians. Also at issue were the exit permits given to Palestinians allowing them to go from there jobs in Israel to there homes in Gaza and the and the West Bank. That leads to another issue over whether or not a rail link between Gaza and the West Bank should be formed. The major problem with that would be the cost. In the next round of Israeli-PLO peace talks, both sides could not reach a compromise and after four hours talks failed. To complicate matters further 3,000 houses were approved to be built in the West Bank by the Israeli government. "Peace Now spokesman", Alon Arnon, called the housing, "A final burial of the hope of peace." (West Bank Settlement Approved) Netanyahu also ended the month by opening a tunnel to Muslim and Jewish Holy sites that resulted in bloody riots that killed 76 people. The month of October cooled down a bit with an ice breaking summit in Washington. Netanyahu returned with a change in attitude calling Arafat a person whom he could resolve problems with. But aside from his change in demeanor no substantial agreements were made. In November Israel went on high alert in fear of an attack planned to disrupt the peace process, possibly on the one year anniversary of the Jihad's leader Fathi Shakaki. Again the peace effort was thrown back when the Israeli government announced plans to double the number of Jewish settlers in the West Bank. At one point Netanyahu asked the U. 1996: A Turbulent Year For Israel :: essays research papers 1996: A Turbulent Year for Israel 1996 has been a very turbulent year for Israel. This lies in the assassination of Yitzhak Rabin on November 4, 1995. Rabin's great work in the peace process with it's Arab neighbors has been nearly reversed by Israel's newly elected Prime Minister, Benjamin Netanyahu, who actively opposed the peace process in the election. Netanyahu's term of service has not only affected Israel politically but also socially, intellectually, religiously, and economically. In dealing with Yasser Arafat and the Palestinians Netanyahu was originally quoted saying that he would only meet with Arafat under special circumstances and that, "the era of one-sided giving was over." Warren Christopher, Secretary of State for the U.S., was able to arrange a peace conference with Arafat on the Gaza border. One article called it a , "Psychological breakthrough" (Netanyahu meets with Clinton). The issues at hand were Israel fulfilling it's pledge to the Palestinians to redeploy it's troops stationed in the West Bank town of Hebron so that they will only guard the 440 Jews who live there, from the tens of thousands of Palestinians. Also at issue were the exit permits given to Palestinians allowing them to go from there jobs in Israel to there homes in Gaza and the and the West Bank. That leads to another issue over whether or not a rail link between Gaza and the West Bank should be formed. The major problem with that would be the cost. In the next round of Israeli-PLO peace talks, both sides could not reach a compromise and after four hours talks failed. To complicate matters further 3,000 houses were approved to be built in the West Bank by the Israeli government. "Peace Now spokesman", Alon Arnon, called the housing, "A final burial of the hope of peace." (West Bank Settlement Approved) Netanyahu also ended the month by opening a tunnel to Muslim and Jewish Holy sites that resulted in bloody riots that killed 76 people. The month of October cooled down a bit with an ice breaking summit in Washington. Netanyahu returned with a change in attitude calling Arafat a person whom he could resolve problems with. But aside from his change in demeanor no substantial agreements were made. In November Israel went on high alert in fear of an attack planned to disrupt the peace process, possibly on the one year anniversary of the Jihad's leader Fathi Shakaki. Again the peace effort was thrown back when the Israeli government announced plans to double the number of Jewish settlers in the West Bank. At one point Netanyahu asked the U.

Betrayal and Manipulation in the Accidental Billionaires Essay

In the Accidental Billionaires, the motif of manipulation and betrayal is prevalent. Mark Zuckerburg is the prime embodiment of manipulation and betrayal throughout the course of the work. Another character also attributed with such qualities is Sean Parker. Mark and Sean are similar in this aspect; manipulating their own world to achieve their goals. In the first few chapters of the book, the reader is introduced to the Winklevoss twins. The twins turn to Mark to aid them in their social networking idea, the HarvardConnection. After trusting Mark with their program, Mark begins to manipulate the idea into his own. In a very subtle way, Mark delays the twins in time to sire his own program. This action reveals to the reader that Mark is a lone wolf. Mark, told to us in the book, is not interested in money. For example, â€Å"†¦Microsoft had offered Mark between one and two million dollars to go to work for them-and amazingly, Mark had turned them down† (Mezrich 15). This action should be noted as the aspect of working alone seems to be, to Mark, the most efficient way to achieve fame. Mark is highly influenced by Bill Gates, a man who rose out of the very same school Mark attends and manipulated his way throughout his pursuits of Microsoft, and in Mark’s point of view, individual. With his displeasing physique and social incompetence, it is easy to see why people underestimate Mark and are taken advantage of. Another character to note is Sean Parker. Sean Parker is a foil to the protagonist, Mark. Mark pairs up with Sean after he launches ‘thefacebook’. Sean has a history of manipulating his way through major companies with the agenda of getting rich only, quite the opposite of Mark. Sean is extremely energetic, whereas Mark seems to be lazy as represented by his lack variety in his attire- flipflops, jeans, etc. Sean, however, was betrayed by those companies he used to work for, but, ironically, he pursues yet another company that betrays him in the end. Betrayal, through manipulation, is in the subtitle of the book, â€Å"A tale of sex, money, genius, and betrayal. † Betrayal is mentioned last in this climax because that is to show the most important motif and a symbol of the book’s overall structure- It goes from Eduardo and Mark seeking attention to ‘get laid’, then pursue money with genius innovation of modern social networking, and finally, Mark’s betrayal is concluded when he removes Eduardo and Sean from his life because they threatened his brainchild, Facebook. The motif of betrayal is very subtle to the reader. Even after reading the subtitle that Mezrich so blatantly states before the beginning chapter, I was manipulated into completely forgetting about betrayal and instead was focused on the pursuit to fame. Even the title fools the reader in stating the plural form of billionaire, but only one billionaire is spawned at the conclusion of the book. Just as the twins, Eduardo, and Sean, Mark’s real agenda was cloaked to me, until it finally dawned in the closing chapters.

The Difference Between Material And Consumable Culture Essay

Instructions 1. Examine the difference between material and nonmaterial culture in your world. 2. Identify ten objects that are part of your regular cultural experience. a. For each, then identify what aspects of nonmaterial culture (values and beliefs) that these objects represent. 3. What has this exercise revealed to you about your culture? Material Culture versus Nonmaterial Culture â€Å"Material culture refers to the objects or belongings of a group of people. Metro passes and bus tokens are part of material culture, as are automobiles, stores, and the physical structures where people worship. Nonmaterial culture, in contrast, consists of the ideas, attitudes, and beliefs of a society† (Little, et al.,2014). Little (et al, 2014) put it succinctly, as shown above. Material culture is anything from a place of worship to a tee shirt with a band insignia displayed prominently on it. The former example, a place of worship, belongs to a particular religious group. If you go to a Baptist church, the logical leap is that you are, yourself, a Baptist tradition Christian. The latter example, of the band tee, is usually worn by a person who listens to and enjoys the band in question. A band tee can identify a given person as part of a specific, band-related subculture. Nonmaterial culture is a nonphysical form of culture. In a place of worship, the ideologies that are perpetuated there, and the specific traditions that are native to that church, are part of the nonmaterial cultureShow MoreRelatedThe Difference Between Material And Consumable Culture Essay1176 Words   |  5 PagesMaterial and Nonmaterial Culture What is the difference between material and nonmaterial culture? Material culture are items you can touch and feel, groups of people obtain them as their belongings for use on things such as public transportation passes and churches where worshipers gather. 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HR MISSION †¢ To create HR policies and processes which are employee friendly. †¢ To build a culture which is warm forthcoming and professional with a sense of ownership pride. †¢ To encourage innovative thinking. †¢ To encourage transparency teamwork. †¢ To develop leaders at all levels with general managementRead MoreAn Organisation Study in Apollo Tyres Company10707 Words   |  43 Pagessection having four subsections looking into personnel and industrial relations, employees arrival and departure, time, health and safety. HR MISSION †¢ To create HR policies and processes which are employee friendly. †¢ To build a culture which is warm forthcoming and professional with a sense of ownership pride. †¢ To encourage innovative thinking. †¢ To encourage transparency teamwork. †¢ To develop leaders at all levels with general management