Q Instructions: Here is the corporate culture ethics audit: A Corporate Culture Ethics Audit Answer yes or no. Part 1: Corporate Culture as Defined and Understood throughout the Organization Are codes of ethics and business practices clearly communicated to employees? Are there rules or procedures in company publications that may be consulted? Is there a value system and understanding of what constitutes appropriate behavior within the organization that is shared by members at all levels of the organization? Is there open communication going both ways between superiors and subordinates on questions concerning ethics and organizational practices and goals? Have employees ever received advice on how to bring behavior into closer alignment with the organization’s values and norms? Does the organization have methods for detecting ethical and behavioral concerns? Are there penalties that are publicly discussed for transgressions of the organization’s rules and values? Are there rewards for decisions corresponding with the organization’s culture (even if they don’t result in a profit)? Do people at work act in a way that’s consistent with what they say are the organization’s values? Do employees spend their time working in a cohesive way that is in accord with the organization’s values? Does the organization clearly and directly represent its activities and goals in its public communications? Part 2: Corporate Culture as Organic and Encompassing Does the company recognize the importance of creating a culture that is concerned about people and their self-development as participants in the organization’s values? Do employees treat each other with a respect, honesty, and fairness that correspond to the organization’s values? Are leadership decisions made with an opportunity for input from all relevant sources? To what extent does leadership, the board of trustees or executive committee, view its responsibility as one to represent the entire organization? Are leadership positions open to all members (insofar as such openness coincides with the organization’s values)? Does the professional staff provide services to all members in accordance with organizational policy and regardless of board or leadership status? Are employees satisfied that day-to-day responsibilities correspond with what the organization’s culture has led them to expect? Is turnover low? Are emotional outbursts springing from ambiguity about responsibilities within the organization rare? (I’m in charge here!) Is there an absence of open hostility and severe conflict that goes beyond the internal competition provided for by the organization’s culture? Does the organization address contract negotiations, work expectations, and compensation levels in a way that corresponds with the organization’s values? Are there shared and commonly held beliefs about how to succeed in the organization? Are there day-to-day rituals, habits, and practices within the organization that create direction and prevent confusion on ethical and business matters? Do the dress, speech, and physical work setting prevent an environment of fragmentation or inconsistency about what is right and appropriate for the organization? Does the organization’s involvement in community activities correspond with the effects of the organization’s day-to-day activities? Use the corporate ethics survey from the chapter and apply it (as much as possible) to RSU. Read employees as students and employer as professors or administrators or the school itself depending on the question. Do some things stand out that need work? Are some things being done well? (You can just focus on a couple items of particular interest.) To make it easier I’ve copied the survey into the instructions for this assignment (it is too long to post here)