Code of Conduct in Ashland University - Assignment Example

Management Part Ashland s of conduct Are you uncomfortable with any of the s provisions? Why? Some of the code’s provisions do not sound fair, for example, a code number 2. It states that an employee of Ashland University, who has responsibilities with respect to education loans, or any agent, shall not accept any gift from a lender, guarantor, or servicer of education loans. This is quite unfair owing to the fact that, at times, an employee can be awarded just for services well rendered and refusal to accept it might be taken as rudeness by the giver (Holloway, 2011). A loan can also be given to an employee on the basis of need and not on any favor’s basis; hence, it turns out to be inconsiderate on the side of the employees (Holloway, 2011). Code number 6 forbids the institution from borrowing loans from various parties. This happens to be quite unfair basing on the fact that once in a while the bank may happen to be down financially and the loan might be of great help. There is no crime in asking for the loan as long as the payment is guaranteed. Is any part of the code routinely violated? The rule on accepting gifts from lenders is often violated. Why do you think these violations occur? The human part of a person finds it hard to resist a gift just because of professionalism. At times, one gets into a problem and is in a real need of a loan and the only option is the forbidden party, hence goes ahead and breaks the code. What are the usual consequences of such violations? The consequences of such violations can be tough. The most common is being sacked. When the institution finds out that one has broken any of this rules, they conclude that one is incompetent and untrustworthy; hence keeping him or her longer in the company might cause damage to them. Other consequences are like being sued by the institution in court on the basis of corruption (Holloway, 2011). When an employee accepts a gift from the restricted sources, it can be considered as having done this to favor hence facing the arm of the law. Do you think these consequences are appropriate? Although it seems unfair, I concur with the consequences, since each institution has its rules, and once one gets employed and agrees to abide by them, then there remains no other option other than abiding (Holloway, 2011). Breaking rules is always considered to be rebelliousness which cannot be allowed in an institution, hence its only by setting up the rules and consequences that order can be ensured in the institution. Part 2; Learning Organization An organization making itself a learning institution is when it starts up a program which ensures continuous learning of its employees. It does this to improve customer relations to the company and hoping for better input in the future. There are various issues surrounding these phenomena. 1) Strategic layout An employee must first form a vision and plan before starting to wok. This helps in analyzing and choosing the best plan. The employee is required to ask for opinions from colleagues to improve on the strategy before working on it. The organization should encourage its employees to choose what they want to do and not when for best choices are made out of interest and not direction (Chawla, 2006). The employees should focus on the output of their strategies and not input because final results are what really matter at the end of the day. 2) Learning from within and without the organization The organization should be able to encourage customer client relations for the betterment of its growth. Setting up a complaints department from customers is quite essential. This helps the organization correct the flaws in the company that minimize customer levels (Chawla, 2006). The employees should be able to listen more and talk less to various suggestions from customers. The organization should be able to implement suggestions from customers and not just listen. The organization should also ensure transparency occurs between them and the customers since secrecy can be quite lethal when it comes to the knowledge of the customers. 3) Goals and set standards The organization ought to instill a belief on the employees, that all of them have a responsibility of quality; hence, they have to put in their all. Nothing ever comes on a silver platter, and once the employees realize that quality is part of the work and not an addition, the better. There should also be standards and procedures for delivering services, this creates the difference hence an impressive outcome. Quality always brings satisfaction to customers, hence a better output (Chawla, 2006). Part 3; Internet Module Training 1) Goals aimed at researching customers’ needs The customer is always the most valuable part of any business. This is because, without the customer, the business cannot take place. When researching for customers needs, one must make sure that there is efficient content of the needs. Working on the needs without knowing them is a waste of time, hence knowledge of the needs is essential (Mitchell & American Society for Training and Development, 2008). Making sure that customers fully comprehend the content is noteworthy. They have to have full knowledge of the content included in the package of their needs. Evaluating what is right for everyone is also important. Taking into consideration the fact that, all learners are had different levels of grasping knowledge while others are fast learners is vital. This is necessary to cater for the needs of everyone in the whole package. 2) Goals on researching the internet for specific information sources and techniques we want to teach in our training modules When researching the internet for information sources, sieving the information to get the best matters. No client will employ the services of a company with common services. When researching in the internet, one must synthesize the information and create a new idea out of it (Fink, 2005). In the world of entrepreneurship, thinking outside the box matters, hence creating ideas out of present ones is a requirement. One must also always get information from the most reliable sources on site and not just anything posted on the internet. Flexibility of the information acquired also remarkably matters. When researching, using sources that are up to date is necessary (Fink, 2005). The up to date information is always reliable as it is in check with the latest information. 3) Goals on designing and writing the actual training modules When writing the actual training modules, accuracy is a key factor to avoid constant complaints from customers later (Cook, 1997). Avoiding conflict of interest is also essential for the training modules to be flexible for use by any institution, making it easier and more understandable by being straight to the point. Further, it ensures that the content is sufficient enough to take the customer through the whole training satisfactorily is core. References Chawla, S., Renesch, J., Handy, C. B., Kanter, R. M., Kofman, F., & Senge, P. M. (2006). Learning organizations: Developing cultures for tomorrows workplace. Boca Raton, FL: Productivity Press. Cook, J. A. (1997). The learning organization in the public services. Aldershot, Hampshire: Gower. Holloway, K. F. C. (2011). Private bodies, public texts: Race, gender, and a cultural bioethics. Durham, NC: Duke University Press. Fink, A. (2005). Conducting research literature reviews: From the Internet to paper. Thousand Oaks, Calif: Sage Publications. Mitchell, J. K., & American Society for Training and Development. (2008). Train the trainer guide. Alexandria, VA: ASTD. Read More