Establishing Workplace Ethics (Research Proposal Sample)

Establishing Workplace Ethics
Name
Institution
Establishing Workplace Ethics
Introduction
A recent survey indicates that codes of conduct in the management of an organization are essential in ensuring job satisfaction among employees. When an organization wants to reap maximally from its employees, it must exercise fair practices. On the other hand, the staffs and employees must exhibit ethical behaviors to maintain a long relationship with the employers. An awkward approach to duties could affect the employees’ relationship with the top management, leading to laying off or involvement in stringent legal practices. This article represents a research proposal that establishes the ethical codes at the workplace. The organization is a consultant firm that constitutes different management levels, and the role played by the junior employees in the organization.
Background
Institutionalizing core values of conducts has been a big challenge in most organization. Different policies have been established to govern the working behaviors of the organization to streamline areas where there is inadequacy of the skills and know-how to perform various tasks. On the contrary, developing harsh principalities is perceived as the exploitation of the workers, making them disappointed of having joined a given institution (Webley & Le, 2002). Therefore, it means that the working policies should be grounded on safeguarding the rights of the employees while endeavoring to achieve the goals of the organization. Successful leaders are hailed for portraying ethicality to the staff and employees (Flynn, 2008). For instance, if the manager acts in an unethical manner, the supervisors and subordinates staffs are likely to copy him. This situation leads to the creation of the rationale behind rewarding good for good. Protecting the equity securities of the company will demonstrate integrity, transparency, and competence in dealing with the financial matters of the organization. Moreover, the Employee Rights advocates for fair treatment of the employees through employees development, motivation, and good wages.
Goals
This research focuses on determining the implications of ethical conducts towards the operations of an organization. Moreover, it evaluates the significance of scheduling, budgeting, staffing, and authorization to the company. Objective analysis of the fair treatment of the employee and the role taking by organizational management is included.
Plan
The study will be taken in one of the local organizations. In this survey, the research team will present questionnaires to the staffs and employees. In order to limit bias on written information, the research team will take audio investigations on the importance of embracing ethical codes of conducts in the organizations. The employees’ perspective will be evaluated mainly through questionnaires since many organizations prohibit direct information sharing on behalf of the organizations. The significance of the ethical codes will be evaluated on matters pertaining scheduling, staffing, budget allocations, and authorization.
Schedule
The hour and cost for completing a goal are dictated by the tenacity of the job, technical aspects, and the manpower or the skills required. Regular employees will be needed to work for at least 38 hours per week, which could either increase depending on the job requirement. If this time reduces, the Human Resource Officer will take responsibility to create a flexible work arrangement, thus preventing delays or cancelation of some tasks.
The table below indicates a proposed schedule for an eligible staff member who is non-exempt/hourly:
Day of the weekWork/accessibility hoursWork site locationThursday* 5InternalFriday7External Saturday4InternalSunday3InternalMonday5ExternalTuesday3ExternalWednesday8InternalTotal Weekly Hours
35 hours

The HR will be accountable for the approval of the payroll of the non-exempt staff on Thursday’s of every week. The legitimate departments will submit reports of the activities performed during the week on Wednesdays to facilitate the preparation of weekly pays of the employees.
The table below indicates proposed schedule for an eligible staff member who is exempt/salaried:

Day of the weekAccessibility/work hoursWork site locationMonday 8InternalTuesday 5.5ExternalWednesday6InternalThursday5.5InternalFriday5ExternalSaturday3InternalSundaynoneTotal Weekly Hours*
33 hours

The full-time employees/eligible staffs will be paid binary: mid month and the end of the business month. Individual departments will submit their ACCRUALS based on the time worked over a given month. The working strategies are approved by the HR prior to settling the payments to workers.
Staffing
The eligibility of the staff members will be based on the skills, experience, and the position that an individual is holding. The corporate officers are mandated to ensure a flexible working arrangement for the employees within the workshops and the production departments. The supervisors will initiate conversions with the employees to identify areas where there are work challenges. Discussion of these challenges will provide a rationale for the best decisions. Moreover, the supervisors will be required to consult with the Human Resource Manager before approving the ongoing working procedures (Flynn, 2008). All enquiries that pertain changing the working schedules will be made through the office of the Human Resource. The Auditing team should demonstrate transparency and integrity to avoid offsetting the financial obligations of the company while maintaining equity securities of market value. Individual departments are required to submit the operation records weekly since this information is essential in settling the payments to the workers. To cultivate the culture of transparency and fairness, the recruiting body will maintain information confidentiality from the applicant to ensure that the company absorbs the dedicated members who will work with loyalty to drive the organization forward.
Budget
Relevant and sensible estimates, budgets, and forecast are essential to minimize wastage of resource, hence accountability. The managers should agree with organizational committee to pay for technology to maintain the efficiency of different operations in the company. It could amount to 15% financial equivalent of the organization. Moreover, the accountants and finance officers will consult with the managers to determine ...