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MGT 445 Week 3 DQ 2

by: NUMBER1TUTOR Notetaker

MGT 445 Week 3 DQ 2 MKT421

Marketplace > Phoenix College > MKT421 > MGT 445 Week 3 DQ 2
Phoenix College
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MGT 445 Week 3 DQ 2
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This 2 page Study Guide was uploaded by NUMBER1TUTOR Notetaker on Friday November 13, 2015. The Study Guide belongs to MKT421 at Phoenix College taught by in Fall 2015. Since its upload, it has received 35 views.

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Date Created: 11/13/15
What is the role of ethics in negotiation? How does organizational culture affect ethics in a negotiation? If you are to write a code of conduct, what ethical and cultural considerations would you include and why? What is the role of ethics in negotiation? The role of ethics is to establish a way of doing what is right, fair, and honest. If your counterpart feels you are being unfair or dishonest, he or she is less likely to make any concessions—or even to negotiate with you in the first place. Along his or her career a good negotiator will build long-term relationships based on ethics and trust. How does organizational culture affect ethics in a negotiation? Negotiation practices differ from organizational culture to organizational culture and that culture can influence "negotiating style". Organizational culture affects ethics in a negotiation the way persons from different organizational cultures conduct themselves in negotiating sessions. If you are to write a code of conduct, what ethical and cultural considerations would you include and why? A code of conduct embodies the ethical commitments of your organization; it tells the world who you are, what you stand for, and what to expect when conducting business with you. The content of a Code, and the process for writing it, can vary quite a lot, but here are some of the standard issues to consider: 1. Tailor-make your code to make it specific to your organization. 2. Get employees involved who will be guided by the code should be actively involved in writing it. 3. Consult key stakeholders including, for example, customers, suppliers, and local community groups – as to what they think should be in your Code. 4. Outsource the job only carefully, a consultant can bring a wealth of knowledge and experience, and can help you avoid a whole range of pitfalls, from lack of clarity through to the inclusion of too little – or too much – detail. But at the end, this Code is still yours: it should reflect your organization’s values, principles, and aspirations. 5. Seek out good examples by looking at relevant examples, but be careful, a code that is simply copied from another organization is unlikely to provide either effective guidance or inspiration. 6. Be clear about scope, your Code should make clear who within your organization will be governed by it. 7. Be specific about implementation, an effective implementation scheme (perhaps as an appendix to the Code) will explain to all concerned how the values embodied in your Code will be put into practice. 8. Plan for education, a key aspect of implementation has to be employee training and education. A Code can only be effective if your employees know about it. 9. Be clear about enforcement establishing specific penalties for violating the Code. 10. Specify a sunset date, it is necessary to consider that times change, and new issues come to light, so consider specifying a date for revising and refreshing your Code.


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