1. DIAGNOSIS & EVALUATION
- Organizational Values – What do employees, especially mangers, perceive as the stated and operational values of the organization based on formal documents, formal and informal training, reward systems
- Organizational Conduct – What is the perception about the congruence of stated and operational values and the prevalence or frequency of questionable, improper or illegal conduct?
- Personal Values – What are the personal attitudes, opinions and beliefs of individuals, especially managers, and how compatible are these with the stated or operational values?
- Personal Conduct – How consistent is the personal conduct of individuals within the organization, especially managers, with their own values and those of the organization?
2. STRATEGY DEVELOPMENT
- Goals for Change – What changes are desirable and necessary in the operational values and behavior of the organization and individuals?
- Stakes – Clarify the stakes; what are the potential risks and rewards relating to the desired changes?
- Commitment – How committed is the leadership of the organization to accomplishing these changes?
- Time Frame – What is the time frame in which meaningful changes must be accomplished?
- Resources – What resources, expertise, credibility, personal and financial are needed to accomplish the goals in the required time?
3. STANDARDS OF CONDUCT
- Draft and promulgate standards of conduct & policies
- Articulate organizational values
- Provide guidelines for dealing with potential value conflicts
- Standards for specific functional contexts
- Mechanisms for dealing with improper conduct
4. RECRUITING & HIRING
Integrate value and behavioral goals into recruiting and hiring process so new employees are:
- Disposed to honor those goals
- Clear as to the expectations of the organization
5. EDUCATION & TRAINING
Educate new and veteran employees about organizational values and standards of conduct, principled reasoning and ethical decision making to:
- Provide an understanding of the nature and reasons for the organization’s values and rules
- Provide an Opportunity to question and challenge values for sincerity/practicality
- Teach ethical decision making skills related to commonly encountered issues
- The more specific and customized the training, the more effective it is likely to be
6. STAFF EVALUATION & PROMOTION
Integrate value and behavioral goals into:
- Performance review process
- Employee counseling
- Promotion decisions
7. SUPPORT SYSTEMS
- Mechanisms for allowing employees to get additional instruction, clarification and guidance on how to deal with issues concerning organizational values and standards of conduct
8. DISSENT/FEEDBACK CHANNELS
- Process for reporting misconduct without fear of retaliation
- Information learned through complaints and investigations should be fed back to managers and integrated into annual training programs and follow-up audits
9. AUDITING & MEASUREMENT
- Establish ongoing mechanism audit actual behaviors adherence to values
- Isolate cases that require action or discipline
- Deter improper conduct by creating likelihood that it will be discovered and appropriately sanctioned
10. COMMUNICATIONS REINFORCEMENT
- Various methods of organizational communications should reinforce both commitment to ethical principles and the core values of the organization
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