Introduction to Ethical Management and Governance
In the realm of business and organizational practices, ethical management and governance play pivotal roles in establishing principles and standards that guide responsible decision-making. Ethical considerations are fundamental in ensuring that entities operate with integrity, transparency, and a commitment to societal well-being.
Effective management and governance require a framework that goes beyond mere compliance with laws and regulations. Ethical principles serve as a compass, guiding leaders and organizations to make decisions that prioritize fairness, honesty, and accountability. In this context, ethical management involves aligning business strategies with values, fostering a culture of integrity, and promoting ethical behavior at all levels.
Governance, on the other hand, refers to the structures and processes through which organizations are directed and controlled. Ethical governance emphasizes the importance of ethical considerations in shaping policies, overseeing operations, and holding decision-makers accountable. It involves establishing frameworks that not only meet legal requirements but also reflect a commitment to ethical standards that contribute to the greater good.
This exploration of ethical management and governance delves into the significance of integrating ethical principles into organizational practices. It underscores the importance of fostering a culture where ethical considerations are not just a checkbox but an integral part of decision-making and governance processes.
Class Sessions
1- Introduction
2- Performance Metrics: Understand and track key performance indicators (KPIs) to measure team performance and identify areas for improvement.
3- Goal Setting: Set clear and measurable goals for team members that align with the overall strategy and vision of the organization.
4- Communication: Establish open and effective communication channels to ensure team members are aware of expectations, feedback, and progress towards.
5- Coaching and Feedback: Provide regular coaching and feedback to team members to help them improve their performance and achieve their goals.
6- Recognition and Rewards: Develop a system for recognizing and rewarding high-performing team members to motivate and retain top talent.
7- Training and Development: Provide ongoing training and development opportunities to help team members acquire new skills and knowledge to support.
8- Performance Reviews: Conduct regular performance reviews to evaluate team members' progress towards goals and identify areas for improvement.
9- Accountability: Hold team members accountable for their performance and ensure they take ownership of their work and responsibilities.
10- Introduction
11- Importance of management information on strategic decisions: identifying features of data and information, selecting appropriate data, evaluating impact.
12- Importance of information sharing within an organization: legal responsibilities, when to offer information, formats for providing information.
13- Using information to support strategic decision making: analyzing information for patterns and trends, evaluating decision making tools, determining.
14- Monitoring and reviewing management information: evaluating methods for analyzing information, formulating processes for analyzing impact, developing.
15- Introduction
16- Identifying a strategic investigative project: Determine a topic, aim, scope, and objectives.
17- Conducting research: Assess data sources, synthesize data, and evaluate options.
18- Drawing conclusions and making recommendations: Evaluate research, recommend a course of action, and analyze impact.
19- Developing and reviewing project results: Determine presentation medium, take responsibility for results, and evaluate impact and success.
20- Introduction
21- Strategic Analysis: Critically evaluate existing strategic aims and objectives, components of current strategy, and factors affecting strategic aims.
22- Progress Evaluation: Use diagnostic and analytical tools to assess progress towards existing strategic aims, consider stakeholder expectations.
23- Strategic Options: Develop alternative strategic options to meet organisational aims and objectives, and determine and justify the existing strategic.
24- Introduction
25- Strategic Planning: Learn how to conceive, formulate, and implement a strategic plan.
26- Analyzing Strategic Options: Critically evaluate the organization's strategic aims and objectives, determine alternative strategic options, and evaluate.
27- Formulating a Strategic Plan: Evaluate strategic options, assess priorities and feasibility, carry out a risk assessment, identify and articulate.
28- Implementing, Evaluating, Monitoring, and Reviewing the Strategic Plan: Review organizational and market factors, apply tools and concepts to monitor.
29- Introduction
30- Identifying Personal Skills: Analyze strategic direction, evaluate required skills, assess future skills.
31- Managing Leadership Development: Discuss opportunities, design a plan, devise an implementation process.
32- Evaluating Leadership Development: Evaluate outcomes, impact on objectives, review and update plan.
33- Advocating Employee Welfare: Evaluate corporate commitment, discuss impact, determine influence on values.
34- Introduction and Background: Provide an overview of the situation, identify the organization, core business, and initial problem/opportunity.
35- Consultancy Process: Describe the process of consultancy development, including literature review, contracting with the client, research methods.
36- Literature Review: Define key concepts and theories, present models/frameworks, and critically analyze and evaluate literature.
37- Contracting with the Client: Identify client wants/needs, define consultant-client relationship, and articulate value exchange principles.
38- Research Methods: Identify and evaluate selected research methods for investigating problems/opportunity and collecting data.
39- Planning and Implementation: Demonstrate skills as a designer and implementer of an effective consulting initiative, provide evidence of ability.
40- Principal Findings and Recommendations: Critically analyze data collected from consultancy process, translate into compact and informative package.
41- Conclusion and Reflection: Provide overall conclusion to consultancy project, reflect on what was learned about consultancy, managing the consulting.
42- Understand how to apply solutions to organisational change.
43- Introduction
44- Strategic Objectives: Understand how an HR plan supports strategic objectives.
45- Legal Frameworks: Understand legal and organisational frameworks for employment of staff.
46- Recruitment and Selection: Identify approaches and methodologies to support recruitment and selection of staff.
47- Organisational Culture: Critically evaluate how organisational culture affects recruitment and retention of employees.
48- Work Environment: Discuss how work environment influences motivation and commitment.
49- HR Requirements: Critically assess the strategic importance of current, future and anticipated HR requirements.
50- Legislation Impact: Analyse the impact of current legislation and organisation requirements on HR planning.
51- Personal Work Life Balance: Discuss how changing patterns of work practices determine motivation and commitment.
52- Introduction
53- Relationship between marketing plan and strategic objectives: Understand how marketing techniques and tools support an organization's strategy and important.
54- Producing a strategic marketing plan: Critically analyze the components of a marketing plan and their importance to achieving strategic objectives.
55- Promoting the marketing plan in support of strategic objectives: Discuss how the plan supports strategic objectives. Develop an approach to gain.
56- Introduction
57- Introduction
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