Please, respond to the below classmate discussion posts. (125 words each)
The response is not an evaluation of their discussion posts. You must agree with their post and add new information on your response regarding the topic in discussion. (No citation needed)
Before I get into the topic of ethics and integrity, the first thing is that Marty has put Robert in a te
ible position. Robert cares about his job and his company, he is good with the customers, and understands the industry. With that being said I do not believe what Marty is asking Robert to do is ethical. The fact that Marty is asking a mid level employee to, in what my opinion is forge a sale, shows weak and poor leadership.
Having integrity is of the upmost importance in the business world. According to Brett Cairns, of Business.com, having integrity and conducting business in an integral manner is vital to the long-term success of your company. (Cairns, XXXXXXXXXXFor me, integrity is handling people and situations the right way, as well as being upfront and honest with playing within the “rules.” When Marty asks Robert to right up a sale that has not happened yet he
eaks the trust that he has with Robert and that Robert has with Quality Retail. Which it is known that Robert has good track record with his customers and his customer service. When you
eak that trust you could easily lose a long and lucrative relationship.
I understand the pressure that Marty is in, his boss Frank is coming down hard on their numbers and he for the sake of his job needs to turn those numbers around. However, in doing that he is asking to falsify a sale that has not happened yet. Although, Quality Retail always buys for their anniversary sale that does not mean that the sale is a guarantee. The economy is not in great shape, according to the article, and the company might have a change of heart with the supplier. That is lying to me, the way to sell or spin it to Frank could be, they always buy at this point in the year and our numbers will get better.
Lastly, he is pressuring Robert by using his disability against him. He said that Frank wants to put him on a desk job and did not think that they should’ve hired him in the first place. First off, that is fundamentally the wrong thing to say or do to someone who you hired. Marty
ought him on and Robert was upfront about everything, there is an understanding of his ability. When Marty says why should he take the heat along, he is in charge and the responsibility falls on him.
In these situations addressing the individual can be hard. You hope to higher people of integrity. Our book, Human Resources Management, talks about testing integrity during the interview stage. They use specific questions and based on the answer can help determine integrity within the individual. (Ivancevich, John, Konopaske, Robert, 2013, pg.237.) That is not a full proof system, so I think dealing with these situations is case to case. Some might call for termination while others might call for a ve
al warning. I think it is dependent on the case.
Cairns, B. (2017, November 07). The Importance of Integrity in Business. Retrieved June 17, 2020, from https:
Ivancevich, J. M, & Konopaske, R XXXXXXXXXXHuman resource management (12th ed.). New York, NY: McGraw-Hill Irwin. ISBN: XXXXXXXXXX
According to Ivancevich and Konopaske (2013), internal controls are vital in discouraging employees, clients, and vendors from committing fraudulent acts. Internal controls help companies detect fraudulent activity and evaluate whether said employees, clients, and vendors fulfill their duties. While internal controls are not the only tools companies can use to prevent theft and fraud, they help determine the causes of losses and the impact on their perform.
Small businesses are more susceptible to fraud and theft because they tend to have limited resources. According to the Association of Certified Fraud Examiners (ACFE) (2010), small companies also have fewer internal controls and other cost-effective mechanisms, such as hotlines and ethics policies, that set the culture of the company. Because they lack internal controls and other prevention measures, small businesses tend to experience a higher percentage of losses when fraud and theft occur.
Despite how the problem severely impacts smaller companies, the ACFE XXXXXXXXXXnoted that employee tips help detect occupational fraud. Thus, any size company may rely on internal and external tips when knowing that they can report incidents without fear of reprisal. While most businesses tend to rely heavily on audits, those that depend on tips must provide the training needed to sustain an ethical culture.
All companies must have a code of conduct defining fraudulent behavior in place to determine which employees will most likely steal company assets for personal gain (Association of Certified Fraud Examiners, 2010; Ivancevich & Konopaske, XXXXXXXXXXA code of conduct ensures that employees accused of engaging in fraudulent behavior will receive fair treatment. Also, the code of conduct will allow employees to observe the consequences of committing theft and fraud. Without a code of conduct, many companies, especially small ones, will incur significant losses that could go undetected until it is too late. Ultimately, a code of conduct provides employees with the confidence needed to maintain retention rates.
Association of Certified Fraud Examiners. (2010). Report To the Nations on Occupational Fraud and Abuse. https:
Ivancevich, J. M., & Konopaske, R. (2013). Human Resource Management (12th ed.). New York, NY: McGraw-Hill Irwin.