Next, GD Express Carrier Bhd, an investment holding company, provides express delivery services in Malaysia and Singapore. The company operates in two segments, Express Delivery and Logistics. between services offered by GD Express Carrier Bhd, is as
domestic express carriers, including day-to-day delivery, same day delivery, diplomatic, bulk, chargebacks, shipping orders, standard recruitment, late recruitment, cash dispatch, and early delivery services.
besides, the Company provides international shipping and transport services consisting of heavy and bulk deliveries.
It also offers custom logistics solutions that include security services, office space and project handling services; warehousing and distribution services; and liability protection services for businesses and individuals. the company provides prepaid products; rental of computer equipment; and the provision of asset management facilities and services, as well as insurance services. as information on June 30, 2017, it has a fleet of 831 trucks and vans. The company was established in 1997 and is headquartered in Petaling Jaya, Malaysia.

Next, suggest two (2) actions that HR should take in order to ensure an organization’s compliance with Sarbanes-Oxley. Explain the manner in which HR policies and practices are instrumental in implementing, and ensuring compliance, with legal mandates.
The two actions that I think that Hr should take in order to ensure an organization to compliance with Sarbanes-Oxley will be control deficiency and fraud exposure. HR suppose to know who is hired and getting paid by the company. It all time Hr should know what is going on within there company. HR should look at the company’s mainframe and gather what is unseen and hidden. They should check checks and balances to make sure everyone is getting paid and that there’s money to pay for other things. Check for fraud and other misuse internal wrongdoings that employee do while at work. HR suppose to be the source of the company’s control, nothing gets through unless HR admits that it does. Controlling deficiency can lead to many problems such as hiring, firing, promoting and embezzlement. When dealing with major audits HR should be cover all bases and ensuring that there’s no improperly misuses which may lead to pointe risk liability on the company. For example: When internal employees misuse company’s networks it can very so lead to fraud or identity theft. People that work for major company’s can use clients/employees personal information and misuse it for other things. At my current job, if you leave your computer screen open and another coworker comes in runs someone name that is not on supervision through your screen you will be accountable for the improperly misuse can be fine, lost of job and go to prison; because it was your computer, even if you didn’t do it.
Examine the key individual and organizational factors that influence an ethical decision making framework in resolving ethical dilemmas. Outline a guide that HR can use to implement principles and core values in ethical decision making in an organization. Provide a rationale for your response.
Morals are another individual characteristic that can affect an individual’s ethics. Morals are the rules people develop as a result of cultural norms and values and are, traditionally, what employees learn from their childhood, culture, education, religion, etc. They are usually described as good or bad behavior(Study, n.d.).
As HR professionals, we are responsible for adding value to the organizations we serve and contributing to the ethical success of those organizations. We accept professional responsibility for our individual decisions and actions. We are also advocates for the profession by engaging in activities that enhance its credibility and value(SHRM, 2018).
Intent
“To build respect, credibility and strategic importance for the HR profession within our organizations, the business community, and the communities in which we work.
To assist the organizations we serve in achieving their objectives and goals.
To inform and educate current and future practitioners, the organizations we serve, and the general public about principles and practices that help the profession.
To positively influence workplace and recruitment practices.
To encourage professional decision-making and responsibility.
To encourage social responsibility(SHRM,2018).”
Guidelines

“Adhere to the highest standards of ethical and professional behavior.
Measure the effectiveness of HR in contributing to or achieving organizational goals.
Comply with the law.
Work consistent with the values of the profession.
Strive to achieve the highest levels of service, performance and social responsibility.
Advocate for the appropriate use and appreciation of human beings as employees.
Advocate openly and within the established forums for debate in order to influence decision-making and results(SHRM, 2018).”
References
(n.d.). Retrieved from https://study.com/academy/lesson/factors-that-affect-ethical-behavior-in-the-workplace.html#
SHRM. (2018, May 03). Code of Ethics. Retrieved from https://www.shrm.org/about-shrm/pages/code-of-ethics.aspx
I’m

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Next, suggest two (2) actions that HR should take in order to ensure an organization’s compliance with Sarbanes-Oxley. Explain the manner in which HR policies and practices are instrumental in implementing, and ensuring compliance, with legal mandates.
The two actions that I think that Hr should take in order to ensure an organization to compliance with Sarbanes-Oxley will be control deficiency and fraud exposure. HR suppose to know who is hired and getting paid by the company. It all time Hr should know what is going on within there company. HR should look at the company’s mainframe and gather what is unseen and hidden. They should check checks and balances to make sure everyone is getting paid and that there’s money to pay for other things. Check for fraud and other misuse internal wrongdoings that employee do while at work. HR suppose to be the source of the company’s control, nothing gets through unless HR admits that it does. Controlling deficiency can lead to many problems such as hiring, firing, promoting and embezzlement. When dealing with major audits HR should be cover all bases and ensuring that there’s no improperly misuses which may lead to pointe risk liability on the company. For example: When internal employees misuse company’s networks it can very so lead to fraud or identity theft. People that work for major company’s can use clients/employees personal information and misuse it for other things. At my current job, if you leave your computer screen open and another coworker comes in runs someone name that is not on supervision through your screen you will be accountable for the improperly misuse can be fine, lost of job and go to prison; because it was your computer, even if you didn’t do it.
Examine the key individual and organizational factors that influence an ethical decision making framework in resolving ethical dilemmas. Outline a guide that HR can use to implement principles and core values in ethical decision making in an organization. Provide a rationale for your response.
Morals are another individual characteristic that can affect an individual’s ethics. Morals are the rules people develop as a result of cultural norms and values and are, traditionally, what employees learn from their childhood, culture, education, religion, etc. They are usually described as good or bad behavior(Study, n.d.).
As HR professionals, we are responsible for adding value to the organizations we serve and contributing to the ethical success of those organizations. We accept professional responsibility for our individual decisions and actions. We are also advocates for the profession by engaging in activities that enhance its credibility and value(SHRM, 2018).
Intent
“To build respect, credibility and strategic importance for the HR profession within our organizations, the business community, and the communities in which we work.
To assist the organizations we serve in achieving their objectives and goals.
To inform and educate current and future practitioners, the organizations we serve, and the general public about principles and practices that help the profession.
To positively influence workplace and recruitment practices.
To encourage professional decision-making and responsibility.
To encourage social responsibility(SHRM,2018).”
Guidelines

“Adhere to the highest standards of ethical and professional behavior.
Measure the effectiveness of HR in contributing to or achieving organizational goals.
Comply with the law.
Work consistent with the values of the profession.
Strive to achieve the highest levels of service, performance and social responsibility.
Advocate for the appropriate use and appreciation of human beings as employees.
Advocate openly and within the established forums for debate in order to influence decision-making and results(SHRM, 2018).”
References
(n.d.). Retrieved from https://study.com/academy/lesson/factors-that-affect-ethical-behavior-in-the-workplace.html#
SHRM. (2018, May 03). Code of Ethics. Retrieved from https://www.shrm.org/about-shrm/pages/code-of-ethics.aspx

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Next, the team moves into the storming phase, where people start to push against the boundaries established in the forming stage. This is the stage where many teams fail.
Storming often starts where there is a conflict between team members’ natural working styles. People may work in different ways for all sorts of reasons but, if differing working styles cause unforeseen problems, they may become frustrated.
Storming can also happen in other situations. For example, team members may challenge your authority, or jockey for position as their roles are clarified. Or, if you haven’t defined clearly how the team will work, people may feel overwhelmed by their workload, or they could be uncomfortable with the approach you’re using.
Some may question the worth of the team’s goal, and they may resist taking on tasks.
Team members who stick with the task at hand may experience stress, particularly as they don’t have the support of established processes or strong relationships with their colleagues.

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