Question

Assume you are P&G( PROACTER AND GAMBLE) company’s ethics committee and has been tasked to put together a training manual for both new and current employees.

Commitment to Ethical Behaviour Globally; What we do and What We expect in company.IN BRIEF 500 WORDS

for example : (The answer should be like this lenght and format wise.).

When working globally, it’s

important to have a deep understanding of the respect we need to have for our fellow co-workers and

the ability to empathize with somebody else who may be different. Trust and communication are an

essential part of maintaining positive, healthy, relationships within the workplace as well as your

stakeholders globally. In order to ensure employees behave appropriately and ethically its important to

have some sort of rules or policies in place that outline how the company expects their partners to

behave.

1. Having a clearly articulated set of core values is ultimately the backbone of global

policies. This also helps when making decisions in the work place or having to describe

the purpose of a specific situation. Here at Rexall we practice our icare values; Integrity,

customer first, accountability, respect, and excellence. We believe that in order to put

your best foot forward on a daily basis it’s important to be open with your co-workers

and have a line for open or anonymous communication. At the same time, it’s important

to understand and recognize the difference in other cultures including differing values.

2. We never would want to impose our will or core values on another who may be foreign

or international so it’s important to help your international employees understand what

questions they may need to ask in order to help further their business knowledge while

maintaining sensitivity to their culture and core values. It’s very important that there is

some sort of formal discussion scheduled where companies have a chance to train their

employees of the ethics and policies they require them to follow.

3. While keeping your policies consistent it’s also important to allow room for flexibility

and imagination. You don’t want to hold back your company or your employees back

from reaching their full potential. It’s critical to have a managed balance between what

is acceptable and what is not. Establishing an approach that is open to flexibility but also

healthy is important to exercise in ensuring your employees take responsibility and

adhere to good professional judgement.

It is okay to work with somebody who shares a different set of core values or views a specific situation

differently. Sometimes the behaviour of another individual may not be fully understood initially but

keeping an open mind and helping your employees understand and value how clients and peers in other

countries approach work can help address these cultural differences. This exercise is essential for

helping your company succeed in the very competitive global market. In an environment that is

constantly changing and progressing, assuming that whatever we deem as ‘right’ or ‘wrong’ as the

ultimate approach doesn’t leave room for exploration and can lead to conflict in the workplace. Instead

helping to teach your employees to not only accept these differences but appreciate them, can be

beneficial in the long run when trying to expand your company or business globally.

Answer 1

Summary of Company approach statement

The center of the Company's business ethic is "doing the privilege thing." Additionally conforming to any pertinent legitimate requirements and the requirements described elsewhere in this Manual, you should ask the accompanying questions in deciding:

• Is my activity the "correct activity?"
• Would I feel great if my activity were accounted for comprehensively in the news, or were accounted for to a person whose principles I respect?
• Will my activity ensure the Company's notoriety for being an ethical company?
• Am I being honest and honest?
• When the answer to any of these questions about the activity you are considering is not an unfit "Yes," then simply don't make the move.

1. Harassment/Discrimination:
The Company's principal position is that all employees should approach their colleagues with respect. The Company won't draw in, or approve its employees to connect with, in discrimination or harassment. Any type of counter against a representative who reports known or suspected discrimination or harassment is restricted. By and large, discrimination is treating a person pretty much well with respect to his/her business (counting enrolling, employing, preparing, salary and advancement) than you otherwise would because of his/her race, sex, shading, religion, national starting point, age, sexual direction, disability, or another non-work related personal characteristic. For the most part, harassment is any conduct identified with a person's race, sex, shading, religion, national source, age, sexual direction, disability or some other non-work related personal characteristic that creates a scary, hostile or offensive workplace or unreasonably interferes with an employee’s work performance. Harassment may occur in many forms, including offensive remarks, unwelcome sexual advances, jokes and other verbal, graphic or physical conduct that creates an intimidating, hostile or offensive work environment.

What are some situations that raise concerns?

• A person has precluded an advancement because of claiming his or her age, race, sex, or another non-work related personal characteristic.

• A lady is made awkward when subjected to sexually offensive jokes or potentially comments by her male collaborators (possible harassment).

• A representative implies that she will give positive execution criticism to her group chief in the event that he will go out on the town with her.

• A supervisor withholds a boost in salary from a representative he suspects made a case of harassment against him

2. Working environment Violence
Summary of Company arrangement statement: Working environment savagery means threats or acts of brutality by Company employees against others, or against Company or outsider property, that they interact with in their roles as employees. The Company does not allow working environment savagery.

What are the Worldwide Business Conduct Standards?

(What do I have to do or shun doing?)

• Don't participate in working environment brutality of any sort (counting threats).

• Don't bring weapons onto Company property.

• Do promptly report in the event that you suspect that work environment viciousness may happen.

• If you are an administrator and possible working environment savagery is accounted for to you, do make strides, first (with the assistance of fitting Company Corporate Security personnel) to secure the individuals or property that were undermined and, at that point, to ensure the charge is investigated and, on the off chance that it is seen as substantiated, to ensure the conduct is addressed.

Selected working policies/procedures/practices

• Workplace Violence – Operating Guidelines and Procedures

3. Substance Abuse

Summary of Company's strategy statement

The Company does not endure the use of liquor or drugs, while a person is working or not, in a way that can adversely influence the safe and successful direct of Company business.

What are the Worldwide Business Conduct Standards?

(What do I have to do or avoid doing?)

• Don't possess unlawful drugs, or any drugs you don't have

the legitimate option to possess, while on Company property or while working.

• Don't work while affected by liquor, unlawful drugs or legitimate drugs used in an unlawful way.

• Don't take part in the sale or distribution of unlawful drugs, or then again legitimate drugs in an illicit way, on or off Company property, regardless of whether you are working or not.

• Don't take part in off-work use of liquor or drugs as it were that adversely affects your capacity to play out your activity.

• Do disclose to your administrator or proper Company clinical personnel if you are taking any substance that will adversely influence your capacity to play out your activity, regardless of whether you are using the substance legitimately (i.e., certain drugs, when used legitimately, can debilitate your capacity to drive or work substantial hardware).