Explain What Is Meant By Ethics In The Domain Of Incorporated And An Incorporated Organizations.

Task 3 (1300 Words)

Having studied the details of taxation in different types of organizations, you are required to summarize in a report the relevant legislation affecting these different organizations at regional, National, and international levels where applicable. For example, at the regional level, a country can define tax-free or text-subsidized loans for Industrial Development. At the National level, a country can set rebates for export promotion are tax exemptions for foreign exchange remittance. At an international level, a country can define various cities like anti-dumping for items such as tinplate, Import of cars, paper etc.

Besides legal constraints, there are ethical considerations to be taken into account when running an organization. Paying a fair amount of tax in a country of oppression is seen as a social responsibility and moral obligation on the part of the organization providing a source of funds for public services such as Health Care, Education infrastructure, etc. These public services intern benefits this company are directly or indirectly text even been branded as Immoral and unethical practices that undermine the very integrity of the tax system.

Explain what is meant by ethics in the domain of incorporated and an incorporated organization.

One ethical consideration area for the employees in any organization is the way to balance the control of expenses with safety and health issues that affect the employees in the organization. It is the duty of every organization to ensure that their workforce is guarded against any danger that could befall them in the course of carrying out their duties. Workplaces where employees come into direct contact with dangerous tools of engagement and even chemical contact, like the manufacturing and processing plants, are some of the most obvious examples of working environments where workers need protection and insurance for their lives and any possible dangers that may arise. Industrial laws and regulations provide for legal frameworks that protect employees from exploitation by their employers and against any form of danger that may affect them during their working time[Pro01]. The company ought to provide protective clothing like earmuffs, nose caps, helmets, aprons, gloves, and goggles. If the employee is affected while working in the firm, it is the duty of the organization to cater to their medical expenses[Jam13]. Manufacturing industries and other types of workplaces need to put in place measures that eliminate accidents and that work towards bettering the conditions of working for the employees. There are laws and regulations that protect the employees against any dangers that may occur out of carrying out their duties. Insurance and Assurance of the employees against danger not only applies to the employees in the industrial workplace, standard offices and work places are also a possible danger to the health and the well-being of the employees in the organization(Greasley et al., 2006). Employees who have a duty to sit or stand for long hours might end up hurting their spines and other infections. After years of serving in the organization, the employee might fall into the need for medical care and specialized attention. Unfortunately, some organizations do not carry out their duties to their employees; instead, they try to evade the cost of keeping their workforce healthy and productive by paying bribes to the state officers that check for organization Health and safety standards (Greasley et al., 2006). Some organizations choose to avoid the cost of extra safety equipment, and training of their employees to cut out the costs and maximize the profits[Vre02]. Running away from protecting the employees against danger in the workplace is unethical behavior that might land the organization in legal battles with the employees if the employees are involved in an accident and are seriously wounded.

The code of ethics is the most widespread measure in organizations. It is necessary, even indispensable, and constitutes an important ingredient in the establishment of an ethical culture. It brings together the benefits of corrective and preventive measures. The challenge of applying such a code lies in its ownership by all employees and managers and in its consistency with the values ​​of the organization. The code of ethics is too often perceived as a simple document that is part of the employee manual, relegated to a tablet or a binder, without a clear link to the behaviors the company expects from its employees.

The code of ethics must be perceived as an essential reference that serves to guide the behavior of members of the organization. It must, therefore, cover all the moral and legal aspects required for maximum protection of the organization and its employees. Moreover, it must be a coherent reflection of the values ​​of the organization; it must be understood by all and integrated into everyone’s actions. To ensure this consistency and ownership, the code of ethics must:

• be the result of strategic thinking by senior executives;
• be developed with experts in the field;
• be broadcast according to a mobilizing communication strategy;
• be guided by corrective, preventive support and support measures (for example, provide coaching to managers to help them identify situations of risk to intervene preventively and correctively with both employees at fault and witnesses who come to open up to them);
• conduct an annual assessment of the application of the principles described, for example, by means of a survey of the company’s management;
• be integrated into managers’ performance indicators.