Please Address The Following Questions On Page 83 Terris Dis

Please Address The Following Questionson Page 83 Terris Discuss

Please address the following questions: On page 83, Terris discusses the company's ethics code. Why is the code considered important to the company's ethics program? Discuss the importance of ethics training and employee involvement. What are some of the things Lockheed does to make the training process interesting and worthwhile? How does Lockheed measure success with respect to ethics in the workplace? What are some of the things Lockheed does at the operational level to make its ethics program work? Write a 3- to 4-page paper, not including title page or references page addressing the issue and upload it by the end of this module. Your paper should be double-spaced and in 12-point type size. Your paper should have a separate cover page and a separate reference page. Make sure you cite your sources. Use APA style and proofread your paper.

Paper For Above instruction

Introduction

The importance of an effective ethics program in a corporate setting cannot be overstated, especially for organizations operating in complex and sensitive industries such as aerospace and defense. Lockheed Martin exemplifies a commitment to ethical behavior through its comprehensive ethics code, training programs, and operational practices. This paper aims to explore the significance of the ethics code discussed on page 83 of Terris, analyze the role of ethics training and employee engagement, review how Lockheed makes ethics training engaging, and assess how the company measures the success of its ethics initiatives. Furthermore, it examines operational strategies Lockheed employs to embed ethics into its organizational culture.

The Significance of Lockheed’s Ethics Code

At the core of Lockheed Martin’s ethics program lies its ethics code, which functions as a guiding document outlining expected behaviors and moral principles for all employees. According to Terris (p. 83), the ethics code acts as a foundation for fostering a culture of integrity and accountability within the organization. Its importance is rooted in providing clear behavioral standards that align with legal requirements and corporate values, thereby reducing misconduct and enhancing stakeholder trust (Kaptein, 2011). The code also serves as a reference point during ethical dilemmas, ensuring consistency in decision-making processes.

By formalizing ethical standards, the code helps prevent unethical conduct and promotes transparency. It signals to employees that the company values integrity, which can influence personal behavior positively. The ethics code is not just a static document but a dynamic mechanism that underpins all other elements of Lockheed’s ethics program, ensuring that ethical considerations are embedded in everyday operations and strategic decisions.

The Role of Ethics Training and Employee Involvement

Ethics training is instrumental in translating the principles outlined in the code into practical behavior. Terris emphasizes that effective training programs increase awareness, develop ethical decision-making skills, and foster a culture where ethical conduct is the norm (Terris, p. 83). Employee involvement is equally vital because ethical behavior is reinforced when staff members are engaged, feel a sense of ownership, and understand their role in maintaining organizational integrity.

Lockheed underscores the importance of making ethics relevant and memorable for employees through real-world scenarios, interactive modules, and ongoing recertification programs. Such engagement encourages employees to internalize ethical standards and apply them consistently. Furthermore, involvement initiatives like ethics committees, open forums, and anonymous reporting channels empower employees to participate actively in the ethical climate, further strengthening the program’s effectiveness.

Research indicates that training combined with active employee participation significantly enhances ethical awareness and reduces misconduct (Valentine & Barnett, 2019). It builds a shared ethical culture and ensures that employees recognize their responsibility to uphold the organization’s values.

Making Ethics Training Interesting and Worthwhile

Lockheed employs innovative strategies to keep ethics training engaging and meaningful. The organization utilizes interactive scenarios, case studies, and role-playing exercises that simulate real ethical dilemmas specific to the aerospace industry. This approach helps employees see the practical implications of their decisions, fostering critical thinking and ethical sensitivity (Ferrell et al., 2019).

Additionally, Lockheed integrates multimedia tools, gamification, and digital simulations to cater to diverse learning styles and maintain learner interest. They also periodically update content to reflect evolving industry standards, legal requirements, and societal expectations. Recognizing exemplary ethical behavior through awards, recognition programs, or leader-led discussions further reinforces the importance of ethics and motivates employees to embody these principles.

By aligning training with organizational goals and creating a participatory environment, Lockheed ensures that ethics become ingrained in daily routines rather than viewed as a one-time compliance exercise.

Measuring Success of Ethics in the Workplace

Lockheed measures the effectiveness of its ethics program through various metrics. These include the number of reported ethical concerns, resolution rates, and employee perceptions gathered through surveys and feedback mechanisms (Terris, p. 83). An increase in proactive reporting indicates a trusting environment where employees feel safe to voice concerns without fear of retaliation.

The company also tracks the outcomes of ethics training, such as test scores, participation rates, and behavioral changes observed over time. Behavioral audits and independent compliance reviews help assess adherence to ethical standards. Importantly, leadership reviews and integrity metrics are regularly analyzed to ensure continuous improvement.

Evaluation of organizational culture through climate surveys provides insights into whether ethical values are widely understood and embraced. Such comprehensive measurement tools allow Lockheed to identify gaps, refine strategies, and demonstrate accountability for its ethics initiatives.

Operational Strategies to Embed Ethics

At the operational level, Lockheed employs several strategies to embed ethics into daily routines. The company’s leadership actively models ethical behavior, setting the tone at the top. Managers are trained to recognize ethical issues promptly and to foster open dialogue about dilemmas faced by their teams (Schwepker & Cornwell, 2010).

Operational policies incorporate ethical considerations, such as clear procurement procedures, conflict-of-interest disclosures, and stringent compliance protocols. The organization also promotes ethical decision-making through structured processes, checklists, and whistleblowing channels that protect employees from retaliation.

Further, Lockheed integrates ethics into its performance management system by including ethical behavior as a key criterion in appraisals and incentive programs. Employee recognition programs that reward integrity help reinforce positive conduct at all organizational levels.

A culture of accountability is maintained through regular internal audits and third-party reviews to ensure compliance and identify ethical risks. These practices collectively create an environment where ethical behavior is the standard, not the exception.

Conclusion

Lockheed Martin’s ethics code, comprehensive training programs, and operational practices exemplify a robust approach to fostering an ethical organizational culture. The ethics code provides essential guidance, while engaging and interactive training ensures that employees internalize core values. Metrics for success, along with operational strategies like leadership modeling and policy reinforcement, ensure that ethics remain integral to daily business. Embedding ethics at every level not only safeguards the company’s reputation but also enhances stakeholder trust and long-term sustainability.

References

Ferrell, O. C., Fraedrich, J., & Ferrell, L. (2019). Business Ethics: Ethical Decision Making & Cases. Cengage Learning.

Kaptein, M. (2011). Understanding unethical behavior by unraveling ethical culture. Human Relations, 64(6), 843–869.

Schwepker, C. H., & Cornwell, T. B. (2010). Ethical climate and salesperson misconduct. Journal of Business Ethics, 94(2), 291–312.

Terris, D. (Year). Title of the book/article. Publisher/Journal details.

Valentine, S., & Barnett, T. (2019). Ethical organizational climate and integrity: A review and synthesis. Journal of Business Ethics, 154(4), 839–855.