Building An Ethical Organization Part II: Case Study
Building an Ethical Organization Part II
This written communication provides a basis for the Female Health Services Group (FHSG) to satisfy the mandates of its mission statement as described in "Building an Ethical Organization Part I." A review of this document will provide a clear picture of what FHSG is all about, its central purpose, its principles, standards and moral codes.
As discussed in "Building an Ethical Organization Part I," I manage the Female Health Services Group (FHSG). This group offers assistance to women in need and it also helps families deal with events that typically occur in their daily lives. In addition the group offers OB GYN services. FHSG is not for profit and it leads the health care industry in its specialty …show more content…
FHSG employees must continually study their field of knowledge and remain up to date with the latest discoveries in their areas. This is necessary because of the forward march of technology and culture.
Moral Code 7: Working Associations
FHSG employees must act in a professional matter, not only in their relationships with various clients, but also in their dealings with other FHSG employees.
Moral Code 8: Supervisor Relationships to Direct Reports
Supervisors must care deeply about the performance of the employees that report to them. They must ensure that performance is top-notch while at the same time maintaining a professional relationship with those that report to them.
Moral Code 9: Standards pertaining to the law and ethics
FSHG employees must understand legalities and ethics related to their field of work. A good understanding of HIPAA rules helps in this regard.
Moral Code 10: Accountability
FHSG employees offer the highest quality health care possible. In order to do this they take their jobs seriously, work hard, and obey all applicable rules. If the FHSG employees make an error when dealing with clients, they are held accountable. Furthermore they try to learn from the error so that it is not repeated in the …show more content…
This organizational culture impacts all activities and goals, both near and future term. The organizational culture places specific constraints on thoughts and behavior of the employees. For example, if the central focus of the mission statement is "the client comes first" and the employees fervently believe this (these are elements of organizational culture) then it is impossible for the organization to make a future set of goals based on profiting at the expense of their clients. This is not moral and it is not client centric. As a result the long-term goals are in-sync with the values of the
This written communication provides a basis for the Female Health Services Group (FHSG) to satisfy the mandates of its mission statement as described in "Building an Ethical Organization Part I." A review of this document will provide a clear picture of what FHSG is all about, its central purpose, its principles, standards and moral codes.
As discussed in "Building an Ethical Organization Part I," I manage the Female Health Services Group (FHSG). This group offers assistance to women in need and it also helps families deal with events that typically occur in their daily lives. In addition the group offers OB GYN services. FHSG is not for profit and it leads the health care industry in its specialty …show more content…
FHSG employees must continually study their field of knowledge and remain up to date with the latest discoveries in their areas. This is necessary because of the forward march of technology and culture.
Moral Code 7: Working Associations
FHSG employees must act in a professional matter, not only in their relationships with various clients, but also in their dealings with other FHSG employees.
Moral Code 8: Supervisor Relationships to Direct Reports
Supervisors must care deeply about the performance of the employees that report to them. They must ensure that performance is top-notch while at the same time maintaining a professional relationship with those that report to them.
Moral Code 9: Standards pertaining to the law and ethics
FSHG employees must understand legalities and ethics related to their field of work. A good understanding of HIPAA rules helps in this regard.
Moral Code 10: Accountability
FHSG employees offer the highest quality health care possible. In order to do this they take their jobs seriously, work hard, and obey all applicable rules. If the FHSG employees make an error when dealing with clients, they are held accountable. Furthermore they try to learn from the error so that it is not repeated in the …show more content…
This organizational culture impacts all activities and goals, both near and future term. The organizational culture places specific constraints on thoughts and behavior of the employees. For example, if the central focus of the mission statement is "the client comes first" and the employees fervently believe this (these are elements of organizational culture) then it is impossible for the organization to make a future set of goals based on profiting at the expense of their clients. This is not moral and it is not client centric. As a result the long-term goals are in-sync with the values of the