Complete Business Ethics Final.doc Aditi

Project Report

Hindustan Machine Tools,Limited 1953:- HMT was incorporated in 1953 by the Government of India as a machine tool manufacturing company. The products are:watches,tractors, printing machinery, metal forming presses, plastic processing machinery,Some of the trade names of the watches manufactured areJanata,Sona,Jawhar, Automatic Day and Date,Chinar,Rakhee,.The Machine Tool Division at HMT Bangalore, was the oldest manufacturing unit of the Company and the product lines consist of 16 types of metal working machines. 1961 :-The Watch Factory at Bangalore had this operating divisionThe Watch Factory Division: set up during the year, this Division started with manufacture of hand winding watches. A new plant was set up to manufacture self-winding watchesThe Watch Factory at Srinagar was set up for the manufacture of 3 lakh hand winding watches. 1963:- The HMT, in Pinjore have two operating divisions attached to itMachine Tool Division, Tractor Divisions. 1964 :-The Two operating divisions attached to HMT, Kalamassery,

The Machine Tool Division,The Printing Machine Division 1965 :-The HMT at Hyderabad had 3 operating divisions, The MachineToolDivision,The Press Division,The Lamp 1975 The HMT at Ajmer was set up by the Govt. of India as the unit of Machine Tool Corporation of India, Ltd. with effect from 1stApril, the unit was merged with 1971:-In this year the company was converted into public sector undertaking COMPANY PROFILE Type :Public Sector Undertaking

Founded :1953

Headquarter :Bangalore

Key People :A.V. Kamat (Chairman and Managing Director)

Products :Machine Tools, Tractors, Watches

COSMO FERRITES LIMITED

Year of Establishment:-1986Cosmo Ferrites limited founded in 1986 by promoters with over five decades of standing in the Indian Industry, is today the leading manufacturer in India. The Company has its unit operating in the foothills of the Himalayas at a distance of 300 kms. from Delhi. The company places overriding value on developing close and long lasting relationships with its customers.

COSMO FERRITES has a leading position in the indian market. The exports of Soft Ferrites from India in 1988 and has been the leading exporter since then. More than 70% of production is exported to U.S.A., Western Europe and East

Business type:- Exporter & Manufacturer

70% of products are exported.

In-House material development and tool designing.Primary competitive features:- Quality, Delivery, Economy

Customized Products

In-House material development

Tool designing

No of engineers.There are 60 engineers working in an organisation.

No of R&D staff and Employees

There are 10 employees working in R&D Department.

There are more than 300 employees working in an organization. LITERATURE SURVEYLiterature survey is the way to express background of ideas that come to the mind during the research formulation. I asked various employees of the company about the new technological initiatives taken by the company.

The project being conducted was Buisness ethics . Once the problem is formulated, the researcher undertakes an extensive literature review connected with the problem.

Conceptual literature:-

Conceptual literature is that which relates with concepts and theories. Help from different books should be taken for different concepts and theories.

Empirical literature:-Empirical literature consists of study made by other in same field. The published data in newspapers, books, & magazines available for discussion with people of organizationBOOKS

Kothari C.R., Research Methodology, Wishawab Parkashan, 2nd edition. From this book I have taken concept of training. Heinemann G. Herbert, Personnel HR Management, 4th edition From this book I have taken need for training. Monopod, A$ Saiyadain M. I Personnel Management. 2nd, New Delhi Tate Mc - Grow Hill, 1966. From this book I have taken importance of training. Guy, V$ Mattock J. The New International Manger From this book I have taken benefits of training to employees. Beardwell, Ian and len Helden, Human Resource Management, Macmillan, New Delhi 199 From this book I have taken benefits of ethics to employees. Beumont, P.B., Human Resource Management: Key concept and skills, Sage, New Delhi, 2001 From this book I have taken types of ethics . Bass, B..M. and V.A. Vaughan, Training in industry- the management of learning, systematic approach to training. From this book I have taken ethics techniques. Chatterjee, N.N. Management of Personnel in India Enterprises, Allied Book Agency, New Delhi,1978 From this book I have taken benefits of role play as a ethics technique. Cuming, Maurice W., Theory and practice in personnel management, Heinemann, London, 1968 From this book I have taken valuable tips for effective mentoring technique. Aggarwal, D.V. (1984), Management, Principles, Practices and Techniques, New Delhi: Deep & Deep. Publican From this book I have taken training technique. Beach, Dales S. (1975), The personnel management of people at work, New York: Macmillian Publishing Co. From this book I have taken H.R.Personnel department function. Flippo, Edwin B. (1983), Personnel Management, New York: Mcgraw Hills From this book I have taken concept of training. Jucius, Michael J. (1978), Personnel Management, Mumbai: D.B, Tara Porevala Sons & Co. Pvt. Ltd. From this book I have taken need for training. Killian, Ray A. (1976), Human Resource Management, New York: American Management Association From this book I have taken importance of training. Memorial, C.B. (1980), Personnel Management, Mumbai, Himalaya, Publishing House. . From this book I have taken H.R. Personnel department function.Websites:-

All the information regarding the organization overview is taken from the unit of HMT and COSMO FERTILIZERS from these sites namly

From these sites, I have taken the companys profile

www.hmt.com

www.domaintools.com www.xomreviews.com www.www.siteadvisor.com/sites www.thehindubusinessline www.cosmoferrites.comThe information of the project is taken from these sites

www.worksafe.bc.com From this site I have taken training techniques. www.labour.nic.in From this site I have taken need for training

www.labour.gov.in From this site I have taken importance of training. www.hindu.com From this site I have taken benefits of training. www.wallaceFoundation.org From this site I have taken valuable tips for effective mentoring techniques. www.punjabnewsline.com From this site I have taken training techniques. www.energymanaqgertraining.com From this site I have taken concept of training.

BUSINESS ETHICS

The saying work is worship is one which attaches value as well as morality to our work. Every organization demands a set of values and accepted behavior from its employees rightly termed as work ethics.Being respectable entities, every human needs to follow certain defined social as well as moral roles so as to succeed not only on professional , but also on moral ones. Given below are such work ethics which need to be followed by every employee. If you follow certain work ethics, then you increase your chances for better positions and success in life.

Every employer needs an employee who is hard working and intelligent along with having proper work ethics.

Dont adopt it only as appearances for better positions, but embrace them so that they become ethical and a part of you.

Proper work ethics include moral qualities of honesty and integrity.

You need to follow and perform your job with utmost honesty. Try making your profession your passion and youll enjoy your job even better. You need to display proper work habits which include discipline, dressing and most importantly, communicating with seniors as well as juniors. A professional man is one who respects his seniors and guides his juniors rather than just bossing around. Humility and humbleness are amongst the prime requirements of good work ethics as no employer would like to have an employee who has negativity and negative work qualities. You need to have the qualities of becoming an efficient team leader as well as the ability to work in team. These are some of the most common work ethics desired in every company. But the questions arises in mind are:- Is it possible for an individual with strong moral values to make ethically questionable decisions in a business setting? What affects a person's to make either ethical or unethical decisions in a business organization?

There appear to be two general sets of factors that influence the standards of behavior in an organization:-

Individual factors :- Several individual factors influence the level of ethical behavior in an organization. An individual's knowledge level regarding an issue can help to determine ethical behavior. A decision maker with a greater amount of knowledge regarding an object or situation may take steps to avoid ethical problems, whereas a less-informed person may unknowingly take action that leads to an ethical conflict. One's moral values and central, value-related attitudes clearly influence his or her business behavior. Most people join organizations to accomplish personal goals. The types of personal goals an individual aspires to and the manner in which these goals are pursued have significant impact on that individual's behavior in an organization Opportunity. :-

Opportunity refers to the amount of freedom an organization gives an employee to behave ethically if he or she makes that choice. In some organizations, certain company policies and procedures reduce the opportunity to be unethicalForms of ethics :-

1. Applied ethics:- Business ethics is a field of ethics that deals with ethical questions in many fields such as medical, technical, legal and business ethics.

2. Business ethics:-

Business ethics is a form of applied ethics that examines ethical principles and moral or ethical problems that arise in a business environment. Business Ethics is the application of Ethical values to the business world. It applies to any and all aspects of business conduct. Business ethics is relevant to the conduct of individuals and also relevant to the conduct of the business organizations as a whole. In the increasingly marketplaces of the 21st century, the demand for more ethical business processes and actions is increasing. Simultaneously, pressure is applied on industry to improve business ethics through new public initiatives and laws .OVERVIEW OF ISSUES IN

BUSINESS ETHICS1. General business ethics:-

The ethical rights and duties existing between companies and society.

Ethical issues concerning relations between different companies

Law reform, such as the ethical debate over introducing a crime of corporate.

The misuse of corporate ethics policies as marketing instruments. 2. THEORETICAL ISSUES IN BUSINESS ETHICS Business ethics can be examined from various perspectives, including the the employee,enterprise, and society as a whole. The situations arise in which there is conflict between one or more of the parties, such that the interest of one party is different to the other(s). For example, a particular outcome might be good for the employee, whereas, it would be bad for the company, society, or vice versa. Some ethicists see the principal role of ethics as conflicting .3. Ethics of human resource management The ethics of human resource management (HRM) covers those ethical issues arising around the employer-employee relationship, such as the rights and duties owed between employer and employee.

Discrimination on the bases of age , gender, religion, disabilities, weight and attractiveness.

Issues arising while there is relationships between employers and employees. Issues affecting the privacy of the employee:drug testing.

Issues affecting the privacy of the employer: whistle-blowing.

Issues relating to the balance of power between employer and employee:

Occupational safety and health.

All of the above are also related to the hiring and firing of employees. A employee or future employee can not be hired or fired based on age, gender, religion, or any other disciminatory act.. 3. International business ethics

Many new issues arose out of the international business. Theoretical issues:- such as cultural relativity of ethical values receive more emphasis in this field. Other, older issues can be grouped here as well. Issues and subfields include:

Traditions in different countries.

Varying global standards - e.g. the use of child labor.

BUSINESS ETHICS

IN

Different Fields

1. Corporate ethics policies An increasing number of companies also requires employees to attend seminars regarding business conduct, which often include discussion of the company's policies, specific case studies, and legal requirements. Some companies even require their employees to sign agreements stating that they will abide by the company's rules of conduct.

Many companies have formulated internal policies to the ethical conduct of employees. These policies can be simple exhortations in broad, highly-generalized language (typically called a corporate ethics statement), or they can be more detailed policies, containing specific behavioral requirements (typically called ethics codes). They are generally meant to identify the company's expectations of workers and to offer guidance on handling some of the more common ethical problems that might arise in the course of doing business. It is hoped that having such a policy will lead to greater ethical awareness. Many companies are assessing the environmental factors that can lead employees to engage in unethical conduct. A competitive business environment may call for unethical behavior. Not everyone supports corporate policies that govern ethical conduct2. Officers Ethics:- Ethics officers called "business conduct officers" have been appointed formally by organizations One of the new role was a series of fraud, corruption and abuse scandals that affect ethical business. the Ethics & Compliance Officer Association (ECOA) -- originally the Ethics Officer Association (EOA)-- was founded at the Center for Business Ethics as a professional association for those responsible for managing organizations' efforts to achieve ethical best practices. The membership grew rapidly (the ECOA now has over 1,100 members) and was soon established as an independent organization.

The foundation for ethical behavior goes well beyond corporate culture and the policies of any given company, for it also depends greatly upon an individual's early moral training, the other institutions that affect an individual, the competitive business environment the company is in and, indeed, society as a whole.

HANDLING ETHICS WITH EMPLOYEE :-How do small business owners deal with the real world situation when employees suddenly up to their posts? This can be troublesome to employers, because a great deal of time and expense goes into hiring and training staff. This can be handled through investigative technique and a willingness to communicate in a supportive way with an employee.In every business organization, beneficial to have a designated ethics officer. It is person's responsibly to handle communication breakdowns and unethical conduct. When an employee gives notice that they are intending to quit their job, it would be up to the ethics office to investigate why they are quitting and take measures to attempt to resolve any issues surrounding that decision. Often, once the issues are resolved, the employee determines not to quit after all and goes on to contribute a high rate of productivity to the companyWork done by ethic officers:- Details of the act his or her unethical behavior.

Exact time and location.

The effect those actions had on other employees, departments and all else involved. The ethics officer would proceed then to discover any communication breaks that had affected the employee's state of well being and productivity. The officer would seek to understand if the employee: Understood company policy,requirements of his or her post.

Knew the company system for communicating with other posts and departments.

In any area where the employee lacked information or understanding, he would promptly be trained and upgraded. Following this basic system of handling ethics has proven to be effective for small business owners in reducing employee attrition rates.

OBJECTIVES OF THE STUDYThis topic has been chosen to study the Comparative Analysis of Business Ethics In HMT & Cosmo Ferrites. This project has been a great learning experience for me; at the same time it gave me enough scope to implement my ability. Full project gives an insight about the strategies and its various aspects. All the topics have been covered in a very systematic way. The language has been kept simple so that even a layman could understand. The whole theoretical part is covered with relation to the project. It helped to understand the various aspects of business ethics. The perception of employees regarding the organizational ethics. To study that employees of organization are aware of a written ethics policy.

The level of satisfaction of employees regarding management & other employees ethics. To study the balance with the needs of business with ethical issues. To study the perception of employees regarding the organizational and personal needs.These factors are very important for my study .For this purpose, I have designed a questionnaire keeping the above stated factors in mind. My questionnaire would contain questions relating to the PERSONAL ETHICS & ORGANIZATIONAL ETHICS.

Meaning of research:-Research is systematized effort to gain new knowledge Some people consider research as a movement from known to the unknown.Research is defined as human activity based on intellectual application in the investigation of matter. The primary aim for applied research is discovering, interpreting, and the development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. Research can use the scientific method. Objectives of Research:-

The purpose of research is to discover answers to questions through the application of scientific procedures. The main aim of research is to find out the truth which is hidden and which has not been discovered as yet. Type of Research

The Research criteria I am following is Descriptive Research which involves fact finding in nature.It includes survey and fact-finding enquiries of different kinds. The major purpose of descriptive research is description of the state of affairs, as it exists at present.

I have taken data of two Organizations A structural questionnaire was designed I have contacted the employees personally and those employees fill the questionere & helped me to complete my research programe. 100 responded out of all contacted. Few of the filled questionnaires were incomplete, so were dropped off at time of analysis.

SAMPLING DESIGN SAMPLE SIZE 100 employees from HMT& Cosmo Ferrites. STATISTICAL TOOLData collection through survey was analyzed with the help of simple % Tabular & graphic method that includes both graphs & Pie Charts.

RESEARCH INSTRUMENT

Questionnaire

ReSearch Process Formulating the Research problem

SURVEY Preparing the research design

Determining the sample design

Collection the data

Analysis of data

Preparation of report

PERSONAL ETHICS ASSESSMENT

HMT:-

1. Are you honest when sharing information with others?

Category NeverSometimesUsuallyAlways

No of respondents 0144046

Interpretation: According to the graph of 50 respondents of HMT :-14% of them say they sometimes they are honest when sharing information with others, 40% of them say they usually they are honest when sharing information with others, and rests 46% of them say always they are honest when sharing information with others.

COSMO:-

1. Are you honest when sharing information with others?



Interpretation: According to the graph of 50 respondents of COSMO:- 20% of them say they sometimes they are honest when sharing information with others, 38% of them say they usually they are honest when sharing information with others, and rests 42% of them say always they are honest when sharing information with others.

HMT:-

2. Do you challenge yourself to do the right thing?



Interpretation: According to the graph of 50 respondents of HMT:- 24% of them say sometimes challenge yourself to do the right thing, 34% of them say usually challenge yourself to do the right thing, and rests 42% of them say always challenge yourself to do the right thing.

COSMO:-

2. Do you challenge yourself to do the right thing?Category NeverSometimesUsuallyAlways

No of respondents2283238

Interpretation: According to the graph of 50 respondents of COSMO:- 2% of them say never challenge yourself to do the right things, 28% of them say sometimes challenge yourself to do the right thing, 32% of them say usually challenge yourself to do the right thing, and rests 38% of them say always challenge yourself to do the right thing.HMT:-3. Does favoritism ever enter into your decision making?



Interpretation: According to the graph of 50 respondents of HMT:- 6% of them say never for favoritism into decision making 14% of them say sometimes favoritism into decision making , 38% of them say usually favoritism into decision making and rests 42% of them say always favoritism into decision making.

COSMO:-

3. Does favoritism ever enter into your decision making?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of COSMO:- 8% of them say never for favoritism into decision making, 20% of them say sometimes for favoritism into decision making ,34% of them say usually for favoritism into decision making , and rests 38% of them say always for favoritism into decision making.

HMT:-

4. Do you maintain appropriate confidentiality?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of HMT :- 4% of them say they never maintain confidentiality, 14% of them say they sometimes maintain confidentiality, 34% of them say they usually maintain confidentiality, and rests 48% of them say they always maintain confidentiality.

COSMO:-

4. Do you maintain appropriate confidentiality?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of Cosmo:- 2% of them say they never maintain confidentiality, 18% of them say they sometimes maintain confidentiality, 41% of them say they usually maintain confidentiality, and rests 39% of them say they always maintain confidentiality.

HMT:-5. Do you say no to inappropriate requests?



Interpretation: According to the graph of 50 respondents of HMT:- 8% of them say they never say no to appropriate request, 22% of them say they sometimes say no to appropriate request, 32% of them say they usually say no to appropriate request, and rests 38% of them say always no to appropriate request.

COSMO:-

5. Do you say no to inappropriate requests?

NeverSometimesUsuallyAlways

Do you say no to inappropriate requests?8184034

Interpretation: According to the graph of 50 respondents of Cosmo:- 8% of them say they never say no to appropriate request, 18% of them say they sometimes say no to appropriate request, 40% of them say they usually say no to appropriate request, and rests 34% of them say always no to appropriate request.

HMT:-6. Do you balance organizational and personal needs?



Interpretation: According to the graph of 50 respondents of HMT:- 6% of them say they never balance organizational and personal needs, 22% of them say they balance organizational and personal needs , 34% of them say they usually balance organizational and personal needs, and rests 34% of them say always balance organizational and personal needs .

COSMO:-

6. Do you balance organizational and personal needs?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of Cosmo:- 16% of them say they never balance organizational and personal needs, 20% of them say they balance organizational and personal needs , 30% of them say they usually balance organizational and personal needs, and rests 34% of them say always balance organizational and personal needs .

HMT:-7. Are you able to avoid conflicts of interest?



Interpretation: According to the graph of 50 respondents of HMT:- 14% of them say they never able to avoid conflicts of interest, 20% of them say sometimes able to avoid conflicts of interest , 26% of them say they usually able to avoid conflicts of interest, and rests 40% of them say always able to avoid conflicts of interest.

COSMO:-

7. Are you able to avoid conflicts of interest?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of Cosmo:- 4% of them say they never able to avoid conflicts of interest, 22% of them say sometimes able to avoid conflicts of interest , 30% of them say they usually able to avoid conflicts of interest, and rests 34% of them say always able to avoid conflicts of interest.

HMT:-8. Are you able to manage your personal biases?



Interpretation: According to the graph of 50 respondents of HMT:- 10% of them say they never able to manage your personal biases, 22% of them say sometimes able to manage your personal biases, 30% of them say they usually able to manage your personal biases, and rests 38% of them say always able to manage your personal biases.

COSMO:-

8. Are you able to manage your personal biases?



Interpretation: According to the graph of 50 respondents of Cosmo:- 22% of them say they never able to manage your personal biases, 20% of them say sometimes able to manage your personal biases, 26% of them say they usually able to manage your personal biases, and rests 32% of them say always able to manage your personal biases.

HMT:-9. Do you respect the diversity within organization?



Interpretation: According to the graph of 50 respondents of HMT:- 6% of them say they never respect the diversity within organization, 10% of them say sometimes respect the diversity within organization, 38% of them say they respect the diversity within organization, and rests 46% of them say always respect the diversity within organization. COSMO:-9. Do you respect the diversity within organization?



Interpretation: According to the graph of 50 respondents of Cosmo:- 8% of them say they never respect the diversity within your organization, 22% of them say sometimes respect the diversity within your organization, 30% of them say they respect the diversity within your organization, and rests 40% of them say always respect the diversity within your organization.

HMT:-9. Do you utilize your authority properly?



Interpretation: According to the graph of 50 respondents of HMT:- 12% of them say they never utilize your authority properly, 22% of them say sometimes utilize your authority properly, 28% of them say usually utilize your authority properly, and rests 38% of them say always they utilize your authority properly.

COSMO:-

10. Do you utilize your authority properly?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of Cosmo:-16% of them say they never utilize your authority properly, 20% of them say sometimes utilize your authority properly, 30% of them say usually utilize your authority properly, and rests 34% of them say always they utilize your authority properly.

HMT:-11. Do you follow orders regardless if they appear unethical?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of HMT:- 38% of them say never orders regardless if they appear unethical, 32% of them say sometimes orders regardless if they appear unethical, 20% of them say usually orders regardless if they appear unethical, and rests 10% of them say always orders regardless if they appear unethical.

COSMO:-11. Do you follow orders regardless if they appear unethical?



Interpretation: According to the graph of 50 respondents of cosmo:- 28% of them say never orders regardless if they appear unethical, 34% of them say sometimes orders regardless if they appear unethical, 24% of them say usually orders regardless if they appear unethical, and rests 14% of them say always orders regardless if they appear unethical.

ORGANIZATIONAL ETHICS ASSESSMENT

HMT:-1. Does your organization maintain written ethics policy?



Interpretation: According to the graph of 50 respondents of HMT:- 0% of them say they never maintain a written ethics policy, 2% of them say they sometimes maintain a written ethics policy, 22% of them say they usually maintain a written ethics policy, and rests 76% of them say they always maintain a written ethics policy

COSMO:-

1. Does your organization maintain written ethics policy?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of Cosmo:- 0% of them say they never maintain written ethics policy, 12% of them say they sometimes maintain written ethics policy, 18% of them say they usually maintain written ethics policy, and rests 70% of them say they always maintain written ethics policy.

HMT:-2. Does your company require its employees to sign a code of conduct statement?



Interpretation: According to the graph of 50 respondents of HMT :- 0% of them say they never company require its employees to sign a code of conduct statement, 4% of them say they sometimes company require its employees to sign a code of conduct statement, 14% of them say they usually company require its employees to sign a code of conduct statement, and rests 82% of them say they always company require its employees to sign a code of conduct statement.

COSMO:-

1. Does your company require its employees to sign a code of conduct statement?Category NeverSometimesUsuallyAlways

No of respondnts0121078

Interpretation: According to the graph of 50 respondents of Cosmo :- 0% of them say they never, 12% of them say they sometimes, 10% of them say they usually, and rests 78% of them say they always company require its employees to sign a code of conduct statement.

HMT:-3. Are ethical behaviors expected out of your leaders?



Interpretation: According to the graph of 50 respondents of HMT:- 2% of them say they never ethical behaviors expected out of your leaders, 14% of them say they sometimes ethical behaviors expected out of your leaders, 30% of them say they usually ethical behaviors expected out of your leaders, and rests 54% of them say they always ethical behaviors expected out of your leaders

COSMO:-

3. Are ethical behaviors expected out of your leaders?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of Cosmo:- 2% of them say they never ethical behaviors expected out of your leaders, 14% of them say they sometimes ethical behaviors expected out of your leaders, 30% of them say they usually ethical behaviors expected out of your leaders, and rests 54% of them say they always ethical behaviors expected out of your leaders.

HMT:-3. Are ethical behaviors rewarded?



Interpretation: According to the graph of 50 respondents of HMT :- 0% of them say they never ethical behaviors rewarded, 14% of them say they sometimes ethical behaviors rewarded, 20% of them say they usually ethical behaviors rewarded, and rests 66% of them say they always ethical behaviors rewarded.

COSMO:-

4. Are ethical behaviors rewarded?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of Cosmo:- 0% of them say they never ethical behaviors rewarded, 22% of them say they sometimes ethical behaviors rewarded, 18% of them say they usually ethical behaviors rewarded, and rests 60% of them say they always ethical behaviors rewarded

HMT:-5. Do the leaders in your organization act ethically?



Interpretation: According to the graph of 50 respondents of HMT :- 2% of them say they never leaders in your organization act ethically, 6% of them say they sometimes leaders in your organization act ethically, 34% of them say they usually leaders in your organization act ethically, and rests 58% of them say they always leaders in your organizationactethically.

COSMO:- 5. Do the leaders in your organization act ethically?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of Cosmo;- 10% of them say they never leaders in your organization act ethically, 14% of them say they sometimes leaders in your organization act ethically, 30% of them say they usually leaders in your organization act ethically, and rests 46% of them say they always leaders in your organization act ethically.

HMT:-6. Are the leaders in your organization honest?



Interpretation: According to the graph of 50 respondents of HMT:- 0% of them say they never the leaders in your organization honest, 14% of them say they the leaders in your organization honest, 32% of them say they usually the leaders in your organization honest, and rests 54% of them say they always the leaders in your organization honest.

COSMO:-

6. Are the leaders in your organization honest?Categories NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of Cosmo:- 0% of them say they never the leaders in your organization honest, 22% of them say they the leaders in your organization honest, 28% of them say they usually the leaders in your organization honest, and rests 50% of them say they always the leaders in your organization honest.

HMT:-7. Is the behavior of your leaders consistent with the stated ethics and values of the organization?

Categories NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of HMT:- 4% of them say never, 18% of them say sometimes, 34% of them say they usually, and rests 44% of them say they always the behavior of your leaders consistent with the stated ethics and values of the organization.COSMO:-

7. Is the behavior of your leaders consistent with the stated ethics and values of the organization?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of Cosmo:- 16% of them say never, 14% of them say, 30% of them say they usually, and rests 40% of them say they always the behavior of your leaders consistent with the stated ethics and values of the organization.HMT:-8. Do the leaders in your organization employ favoritism?



Interpretation: According to the graph of 50 respondents of HMT:- 10% of them say they never the leaders in your organization employ favoritism, 22% of them say sometimes the leaders in your organization employ favoritism, 30% of them say they usually the leaders in your organization employ favoritism, and rests 38% of them say they always the leaders in your organization employ favoritism.

COSMO:-8. Do the leaders in your organization employ favoritism?

CategoryNeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of Cosmo:- 20% of them say they never the leaders in your organization employ favoritism, 18% of them say sometimes the leaders in your organization employ favoritism, 28% of them say they usually the leaders in your organization employ favoritism, and rests 34% of them say they always the leaders in your organization employ favoritism.

HMT:-

9. Does your organization offer training in business ethics?



Interpretation: According to the graph of 50 respondents of HMT:- 16% of them say they never offer training in business ethics, 22% of them say sometimes offer training in business ethics, 26% of them say they usually offer training in business ethics, and rests 36% of them say they always offer training in business ethics.

COSMO:-9. Does your organization offer training in business ethics?



Interpretation: According to the graph of 50 respondents of Cosmo:- 30% of them say they never offer training in business ethics, 18% of them say sometimes offer training in business ethics, 22% of them say they usually offer training in business ethics, and rests 30% of them say they always offer training in business ethics

HMT:-10. The leaders in your organization balance the needs of the business with ethical issues appropriately?



Interpretation: According to the graph of 50 respondents of HMT:- 0% of them say, 20% of them say sometimes, 34% of them say they and rests 46% of them say they always The leaders in your organization balance the needs of the business with ethical issues appropriately.

COSMO:-10. The leaders in your organization balance the needs of the business with ethical issues appropriately?Category NeverSometimesUsuallyAlways


Interpretation: According to the graph of 50 respondents of Cosmo:- 6% of them say never, 22% of them say sometimes, 30% of them say they, and rests 42% of them say they always The leaders in your organization balance the needs of the business with ethical issues appropriately.

HMT:-11. Does your organization balance its short term business goals with its long term need for success?



Interpretation: According to the graph of 50 respondents of HMT:- 0% of them say never , 22% of them say sometimes, 36% of them say they usually, and rests 42% of them say they always organization balance its short term business goals with its long term need for success.

COSMO:-

11. Does your organization balance its short term business goals with its long term need for success?



Interpretation: According to the graph of 50 respondents of Cosmo 0% of them say never, 22% of them say sometimes, 36% of them say they usually, and rests 42% of them say they always organization balance its short term business goals with its long term need for success.

FINDINGSOFPERSONAL & ORGANISATIONAL ETHICS ASSESSMENT HMT employees are more honest in sharing information with others as compare to Cosmo because the promotion & other schemes given to the employees equally in each department but the schemes given in cosmo on the basis of their work done by them. In Cosmo employees decisions are having favoritism as compare to HMT. So the favoritism challenge Cosmo employees to do more work for their seniors. The HMT employees keep confidentiality in their work to rise and maintain position but cosmo is having more favouritism. HMT is able to avoid more conflict because conflict arises due to dissatisfaction but employees of HMT is found much satisfied. Cosmo employees says less no to in appropriate requests because the management of cosmo using their authorities strictly. HMT employees are aware about policies and code of conduct because they are working under public firm where acts are applicable strictly The leaders behaviour are ethical,good and deciplined behaviour is rewarded in HMT by government. Cosmo do not pay more attention to behaviour due to more burden of work and this shows less interaction of employees among them during service time. The HMT employees are given training so that the employees behave ethically with others in an organization. But the cosmo employees are only given training for the work. They are only given training in the form of seminars. SUGGESTIONS & RECOMMENDATIONS Employees good work ethics are eligible for better positions and more responsibilities. Hence, it becomes important to be honest, responsible and dependable.Suggessions to an individual:-1. Honesty: Any job assigned to you should be done with utmost honesty.. 2. Efficiency: Efficiency is important for own growth as well as the betterment of the company you are working with. 3. Positive Work Habits: Coming to work late, dressing inappropriately

and shuffling jobs are considered as signs of not following good work ethics. 4. Initiative: To be successful in whatever you do, it is important to take initiatives. 5. Positive Attitude: Maintaining a positive attitude at work is very important to accomplish your tasks successfully. 6. Teamwork: Always remember that you are a part of the team in an organization.Suggessions to the organization:- Talk to individual employees about work ethics. Train the employees to maintain good ethic qualities. Keeping meetings that benefit you and the employees. Ask about individual perceptions of work ethics. Talk about how stealing affects all people in a company. If people are stealing from a company, it not only beneficial for personal and organization as well. Set work ethics rules. Be extremely clear.LIMITATIONS This study have certain limitations, so that the findings of the present study can be perceived in their correct perspective. .The limitations are mentioned below:- Due to lack of time constraint and lack of resources, the research was concentrated to Hmt & COSMO FERRITES.

The selection of respondents was based on the convenience. Although utmost care has been taken to get accurate results, but because of the risk on the part of the respondents..

Since a small size was taken. Not all the respondents were open with their view on certain questions.

The respondents might not have responded truly, as they may not want to disclose the information for fear of administrativeCONCLUSION This area of business ethics deals with the duties of a company to ensure that products and production processes do not cause that much harm to an organisations. but the areas that affect and harm the organisation a lot is business ethics. Some of The ethics that affect organisations are:-

These things affects Business Ethics:- Addictive and inherently dangerous products and services (e.g. tobacco, alcohol, weapons) affect the ethics of employees.

Ethical relations between the company and the environment: pollution,carbon. Ethical problems arising out of new technologies: genetically modified food, mobile phone radiation and health.

Product testing ethics: animal testing, use disadvantaged groups. The ethical behaviour between employee and employeer.

Ethics provide these qualities to employees:-

Honesty Efficiency Positive Work Habits.

Initiative Positive Attitude Teamwork

BIBLIOGRAPHY

Mamoria, C.B.(2006), Personnel Management, Business ethics, Himalaya Publishing.

Tripathi, P.C.(1998), Personal Management and business ethics, , Sultan Chand And Sons,.

Sahani N.K.(2004), Management Concepts And Organisational Behaviour, Business ethics, Kalyani Publishers,.

Gupta, Rosy(2005), Human Resource Management and Organisational Behaviour, Ethics, Kalyani Publishers, Internet Resources www.Google.com www.yahoo.com www.wikipedia.com

www.careers-in-hr.com

QUESTIONNAIRE:-

This questionnaire is prepared for the purpose of the project by me Comparative Analysis of business ethics,I assure you that information provided by you will be kept confidential I hope that you will be provide me with the full and correct information so that I could prepare and accurate project report.PERSONAL ETHICS ASSESSMENT:-

ORGANIZATIONAL ETHICS ASSESSMENT

Never Sometimes Usually Always

PNAL ETHICS ASSESSM

Never Sometimes Usually Always

Are you honest when sharing information with others?

Do you challenge yourself to do the right thing?

Does favoritism ever enter into your decision making?

Do you maintain appropriate confidentiality?

Do you say no to inappropriate requests?

Do you balance organizational and personal needs?

Are you able to avoid conflicts of interest?

Are you able to manage your personal biases?

Do you respect the diversity within your organization?

Do you utilize your authority properly?

Do you follow orders regardless if they appear unethical?

Does your organization have a written ethics policy?

Does your company require its employees to sign a code

of conduct statement?

Are ethical behaviors expected out of your leaders?

Are ethical behaviors rewarded?

Do the leaders in your organization act ethically?

Are the leaders in your organization honest?

Is the behavior of your leaders consistent with the stated

ethics and values of the organization?

Do the leaders in your organization employ favoritism?

Does your organization offer training in business ethics?

Do the leaders in your organization balance the needs of the

business with ethical issues appropriately?

Does your organization balance its short term business

goals with its long term need for success?

12. Do the executives in your organization lead by example?

Never

0%

Sometimes

14%

Usually

40%

Always

46%

Never

Sometimes

Usually

Always

Never

0%

Sometimes

20%

Usually

38%

Always

42%

Never

Sometimes

Usually

Always

Never

0%

Sometimes

24%

Usually

34%

Always

42%

Never

Sometimes

Usually

Always

Never

2%

Usually

32%

Sometimes

28%

Always

38%

Never

Sometimes

Usually

Always

Never

6%

Usually

38%

Sometimes

14%

Always

42%

Never

Sometimes

Usually

Always

Never

8%

Usually

34%

Sometimes

20%

Always

38%

Never

Sometimes

Usually

Always

Never

4%

Sometimes

14%

Usually

34%

Always

48%

Never

Sometimes

Usually

Always

Never

2%

Sometimes

18%

Usually

41%

Always

39%

Never

Sometimes

Usually

Always

Never

8%

Usually

32%

Sometimes

22%

Always

38%

Never

Sometimes

Usually

Always

Never

6%

Usually

34%

Sometimes

22%

Always

38%

Never

Sometimes

Usually

Always

Never

16%

Usually

30%

Sometimes

20%

Always

34%

Never

Sometimes

Usually

Always

Never

14%

Usually

26%

Always

40%

Sometimes

20%

Never

Sometimes

Usually

Always

Never

14%

Usually

30%

Sometimes

22%

Always

34%

Never

Sometimes

Usually

Always

Never

10%

Usually

30%

Sometimes

22%

Always

38%

Never

Sometimes

Usually

Always

Never

22%

Usually

26%

Sometimes

20%

Always

32%

Never

Sometimes

Usually

Always

Never

6%

Sometimes

10%

Usually

38%

Always

46%

Never

Sometimes

Usually

Always

Never

8%

Usually

30%

Sometimes

22%

Always

40%

Never

Sometimes

Usually

Always

Usually

28%

Never

12%

Sometimes

22%

Always

38%

Never

Sometimes

Usually

Always

Usually

30%

Sometimes

20%

Never

16%

Always

34%

Never

Sometimes

Usually

Always

Sometimes

32%

Never

38%

Usually

20%

Always

10%

Never

Sometimes

Usually

Always

Never

28%

Sometimes

34%

Always

14%

Usually

24%

Never

Sometimes

Usually

Always

Usually

22%

Always

76%

Never

0%

Sometimes

2%

Never

Sometimes

Usually

Always

Never

0%

Sometimes

12%

Always

70%

Usually

18%

Never

Sometimes

Usually

Always

Sometimes

4%

Usually

14%

Always

82%

Never

0%

Never

Sometimes

Usually

Always

Never

0%

Sometimes

12%

Always

78%

Usually

10%

Never

Sometimes

Usually

Always

Never

2%

Sometimes

14%

Usually

30%

Always

54%

Never

Sometimes

Usually

Always

Never

8%

Usually

22%

Sometimes

20%

Always

50%

Never

Sometimes

Usually

Always

Never

0%

Sometimes

14%

Usually

20%

Always

66%

Never

Sometimes

Usually

Always

Never

0%

Sometimes

22%

Usually

18%

Always

60%

Never

Sometimes

Usually

Always

Never

2%

Sometimes

6%

Usually

34%

Always

58%

Never

Sometimes

Usually

Always

Usually

30%

Sometimes

14%

Never

10%

Always

46%

Never

Sometimes

Usually

Always

Never

0%

Sometimes

14%

Usually

32%

Always

54%

Never

Sometimes

Usually

Always

Never

0%

Usually

28%

Sometimes

22%

Always

50%

Never

Sometimes

Usually

Always

Never

4%

Usually

34%

Sometimes

18%

Always

44%

Never

Sometimes

Usually

Always

Never

16%

Usually

30%

Sometimes

14%

Always

40%

Never

Sometimes

Usually

Always

Never

10%

Usually

30%

Sometimes

22%

Always

38%

Never

Sometimes

Usually

Always

Never

20%

Usually

28%

Sometimes

18%

Always

34%

Never

Sometimes

Usually

Always

Never

30%

Sometimes

18%

Usually

22%

Always

30%

Never

Sometimes

Usually

Always

Never

0%

Sometimes

20%

Usually

34%

Always

46%

Never

Sometimes

Usually

Always

Never

6%

Sometimes

22%

Usually

30%

Always

42%

Never

Sometimes

Usually

Always

Never

0%

Usually

36%

Always

42%

Sometimes

22%

Never

Sometimes

Usually

Always

Never

6%

Usually

34%

Sometimes

22%

Always

38%

Never

Sometimes

Usually

Always

PAGE 73

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