Here is the synopsis of our sample research paper on Prosecuting Lower-Level Employees for Corporate Misdeeds. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 5 page report discusses the issue of corporate ethics and business practices in terms of what employees can and should be prosecuted for illegal and ethical infractions of corporate policies. What becomes clear in the report is that the issue of prosecuting employees still focuses on upper levels in the organizational structure. However, new solutions are being considered to address the situation and, hopefully, stop corporate misdeeds before another Enron, Tyco, or WorldCom situation presents itself. Bibliography lists 6 sources.
Page Count:
5 pages (~225 words per page)
File: D0_BWlowlev.rtf
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Unformatted sample text from the term paper:
be ethical or unethical lies within every individual. The actual choice belongs to that individual and nobody else. Therefore, the development of a set of guidelines must be done
in concert with the attitudes of the organization as well as the individual. One without the other will result in a situation in which neither the objectives of the agency
or the individual are not met which certainly assures that the needs of the organization are not met. However, it is absolutely essential that the individual be well-aware of the
guidelines and fully understand that he or she is fully obligated to follow them if they are to remain employed by the organization. If they are found to be participating
in some form of corporate malfeasance, they must be aware that they will face prosecution for their actions. And, the organization must apply those guidelines universally. The corporate officers must
be equally willing to enforce such guidelines. They cannot simply exist on a shelf in the human resource office as part of a regulatory compliance program. Insuring Corporate Ethics
Modern leaders in management and the people who play the key roles in determining management policy must be well-aware of their obligations and responsibilities as the arbitrators of ethical business
behavior. According to Banerjee, Cronan, and Jones (1998), when employees perceive top management as less than 100 percent honest and ethical, it often becomes a "monkey-see, monkey-do" system. To the
extent that an organization is dependent upon the behavior of its members, those in charge must convey expectations and provide guidance on how to behave. Their research showed that concerns
ranging from personal intention and moral belief systems to what locus of control the individual worker experiences in any particular situation (pp. 41). Banerjee and the others ultimately found that:
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