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Managing ethics requires organisations to develop ethics programmes. When these programmes are put into place, employee behaviour will become aligned with the organization's values. Of course, this requires the organization's leaders to mirror the ethical behaviour the organization is promoting.
Management Ethics guru, T.L. Stanley, believes ethics programmes are not one-time shots. They are ongoing and reinforce positive values. Ongoing attention to ethics and values creates an organization where  directness, integrity, and togetherness are promoted.
Stanley says when employees feel a strong alignment between their ethics and those of the organization and its leaders, they are motivated to be productive. In addition, as employees become comfortable with the ethical consistency of the organization, they will try hard to maximize their individual and collective talents.
Institutions both public and private face a challenge to develop policies to manage purchase, use, and disposal of electronics. Environmental considerations play an increasing role in addition to traditional factors of cost, performance and security," scientists in Rochester, United States report.
"Characterizing current disposition practices for end-of-life electronics is a key step in developing policies that prevent negative environmental and health impacts while maximizing potential for positive social and economic benefits though reuse. To provide a baseline, we develop the first characterization of quantity, value, disposition, and flows of end-of-life electronics at a major United States.
Results of the empirical study indicate that most end-of-first-life electronics were resold through public auction to individuals and small companies who refurbish working equipment for resale or sell unusable products for reclamation of scrap metal.
Survey results indicate that while auctions are still commonplace, an increasing number of institutions are responding to environmental concerns by creating partnerships with local recycling and resale entities and mandating domestic recycling. We use the analyses of current disposition practices as input to discuss institutional strategies for managing electronics," wrote C.W. Babbitt and colleagues, Rochester Institute of Technology.
Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organisation. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and training & development. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees.
This mandate is unlikely to change in any fundamental way, despite the ever-increasing pace of change in the business world. As Edward L. Gubman observed in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."
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