Ethical Dilemmas in

Performance Management

Presented By –

Anu Kohli

Sheetal Tandon

Jyotika Sood

Manpreet Singh

Deepee Danwra

Tanya Nagpal

Amit Raj Sethi

Dell
Ethics at Dell
 Dell’s direct business model influences
employees to be honest and transparent in their
interactions.
 Ethics and values issues — and the situations
that arise from these issues — are often
complex.
 We realize that people may make mistakes —
employees will not always be able to respond
ideally to all situations. So it is imperative to
communicate mistakes in a timely fashion.
Avenues for Raising
Issues & Concerns
 Open Door Policy

 Global Ethics & Compliance Team

 Ethics Helpline
CSR Efforts of Dell

“Corporate responsibility at Dell is about being a responsible

corporate citizen. Dell focuses on the ideals of environmental
responsibility, corporate accountability and social responsibility to
further bolster the notion that addressing these issues support the
attainment of financial goals and can be critical to long-term
corporate success.

Our commitment means we must continue to build trust with

customers and stakeholders by demonstrating our positive impact on
our society and planet and developing meaningful measures for
reporting our progress. Corporate responsibility is a critical
component of Dell’s overall business.”
 CSR continued
 Inspiring Today’s Youth

 Committed to the Environment

 Advancing Diversity & Inclusion

 Making Difference

 Corporate Accountability
Promoting Higher Standards
of Ethical Business
 At Dell, we know that the drive for profits,
share growth or personal success must
never trump legal and ethical behavior.
 Dell is proud to publicly show our
commitment to ethical business behavior
by joining a new initiative called the
Business Ethics Leadership Alliance (BELA).
 BELA members have signed a declaration of
key ethical business principles including
compliance, transparency, conflict
identification and accountability.
Accenture
 Stewardship
Respect and support the communities
and the environment:

Committed to protecting the environment and the health and

safety of the employees, contractors , guests and neighbors.
Comply with relevant environmental, health and safety laws.
Strive to minimize the harmful effects on the environment
caused
by their activities and to achieve continual improvement in
their
environmental performance.
Encourage employees to use resources carefully and seek
to collaborate with clients to improve their environmental
Encourage active involvement in charitable
activities:
Encourage people to give their effort and
experience by volunteering personal time and
participate in business-sponsored initiatives to help
find ways to combine technology and consulting
services with structured programs and enhance
the company’s impact.
Accenture supports community involvement by its
people.
We act like owners of the company and make
decisions within our authority:

Accenture encourages each of them to act as if we were owners—

by being vigilant and responsible with resources and to own shares in
the company.
as “business operators,” we understand our legal and business
structure and that our authority to act in the name of Accenture is
delegated to us from the board of directors and management.
Each Accenture person should help ensure that decisions are made
at the right level in the organization.
We protect and invest in Accenture's assets:
Accenture employees use the utmostcare to protect Accenture's physical
assets as well as intangible assets.
Accenture person can help the company by:
•Generating innovations that can be patented to help develop our portfolio
of world-class intellectual property assets.
• Protecting our intellectual property rights aggressively in every
engagement
contract and with third parties.
• Using our intellectual property to generate revenue for Accenture and
value for our clients and stakeholders.
We safeguard Accenture's proprietary and confidential
information:
Proprietary information results from their people's hard
work and innovation, as well as from substantial
investments in planning, research and development.
Proprietary information subject to copyright, patent or
other intellectual property or legal rights.
Current and former employees must never use Accenture
confidential information for personal gain.
Manage their archives and records to comply with the law,
contractual obligations and Accenture policy.
 Best People
Foster a fair and positive environment in
which people can grow and succeed:
Competitors can copy our strategies, but they cannot
copy our values, our ability to execute or our people.
Understand and respect the different roles that each
employee plays in the success of Accenture.
Accenture develops its people by providing an
empowering environment.
Give honest and timely feedback to each other, formally
and informally , and expect to be treated fairly and to work
in an environment free from unlawful or unfair
discrimination.
Seek to engage our people and
understand different points of view:

Welcome diverse opportunities to engage with and listen

to our people's concerns.
Encourage and support social dialogue in accordance
with local law and practices.
Look for ways to understand what is important to them
and their different points of view.
We respect prior employment obligations:

Accenture hires the best people and respects their different roles
through out the company.
Accenture expects employees to uphold their lawful
obligations to prior employers, employees who believe
that a job activity may conflict with these obligations
should notify their supervisors immediately.
also protect our relationships with our clients by
consulting with them before we hire any of their
employees.
Client value creation

We seek to build long term relationships

with our clients based on delivering value:

Base our advice, recommendations and

solutions on objective criteria and the needs of
the client, not on convenience or self-interest.
Understand that the organization is our client—
rather than any individual employee or officer.
Open and transparent in our relationships with
people at all levels in the organization.
Commit to what we can deliver
and deliver on what we commit:

Forge business relationships that endure and prosper

because they are based on mutual respect and trust.
Ensure we have the skills and capabilities necessary to
deliver the work we sell.
One global network
A good corporate citizen and follow consistent
global standards:

led corporate citizenship activities, both globally and

locally.
are passionate about making a difference and support
each other in doing what they believe is right for the
communities in which they work and live.
acknowledge the wide diversity among the social
customs and cultural traditions in the countries in which
we operate.
Accenture and its people comply with all applicable laws
throughout the world.
Understand and comply with laws that affect
the cross-border movement of people and goods:

abide by export control and anti-boycott laws and regulations wherever we

operate.
Laws also prohibit Accenture from discriminating against, or providing
information about, individuals or companies on the basis of race, religion,
gender, national origin or nationality.
employees must possess valid and current authorization to work in their
country of employment.
must consult first with our Global Tax group.
 Respecting Individuals

Foster an inclusive environment that values individual

uniqueness:
value each person's skills and contributions.
Accenture strives to attract and retain the best people, and
provide an environment in which they can develop
professionally and build rewarding careers.
diversity of our people is a strength that maximizes our
performance and gives us a competitive edge in the market.
Treat each other with respect and do not
tolerate harassment or intimidation:
Respecting and facilitating the different roles and
skills needed in a global business that we achieve our
best as a company.
Accenture does not condone or permit any
harassment or abusive behavior, comments, physical
touching or other inappropriate conduct.
Recognize the right of anyone to report any
inappropriate behavior without fear of retaliation.
 Avoiding harassment

Maintain a safe and nonthreatening workplace:

Accenture does not tolerate violent conduct or threats of

violence among employees, clients or others.
Accenture aims to avoid unsafe working conditions.
Accenture facilities , employees and their clients or guests
should follow all posted safety and emergency procedures.
 Integrity

Refuse to offer bribes or make questionable payments:

Accenture will not pay bribes or make improper
payments to obtain new business, to retain existing
business or to secure any improper advantage.
company's standards may be higher than local law
(although bribery is illegal in every country where
Accenture operates), and all Accenture people must
adhere to these standards, regardless of work
location.
Do not give or receive inappropriate
gifts or hospitality:

Accenture discourages providing gifts to public

officials or inviting them to attend Accenture
sponsored events.
Employees may not offer or receive anything of
value, directly or indirectly.
Protect the proprietary information
and licenses of our clients and others:
Accenture must abide by the contractual
restrictions we have agreed to with our clients and
other third parties.
Each of us is responsible for taking appropriate
precautions to make sure unauthorized people do
not have access to such information.
Wal - Mart
Wal Mart’s Statement
of Ethics
The 3 Basic Beliefs -
• Respect for the Individual
• Service to the Customer
• Striving for Excellence
Wage and Hour Policy

We are committed to complying fully with all applicable laws and regulations
dealing with wage-and-hour issues, including off-the-clock work, meal and
rest breaks, overtime pay, termination pay, minimum-wage requirements,
wages and hours of minors, and other subjects related to wage-and-hour
practices. As Walmart associates, we must:

Comply fully with all corporate policies and procedures related to wage-and-
hour issues;
Comply fully with all applicable federal, state, and local laws and regulations
pertaining to wage-and-hour issues;
Report any violations of wage-and-hour laws or policies to management.

It is a violation of law and Walmart policy for you to work without

compensation or for a supervisor (hourly or salaried) to request that you work
without compensation. You should never perform any work for Walmart
without compensation.
In contrast to policy…
 In 2006 Wal-Mart reports full time hourly
associates received, on average, $10.11 an hour.
 Working 34 hours per week an employee earns
$17,874 per year and claimed that is about
twenty percent less than the average retail
worker. (The number of hours the "average retail
worker" worked was not specified).
 The report from Los Angeles Alliance for a New
Economy(LAANE) further opines this pay is
"over $10,000 less than what the average two-
person family needs".
 The company has hired low-skilled workers
since its inception.
 Wal-Mart founder Sam Walton once said, "I pay
low wages. I can take advantage of that. We're
going to be successful, but the basis is a very
low-wage, low-benefit model of employment."
Working conditions

 A 2005 class action lawsuit in Missouri asserted

approximately 160,000 to 200,000 people who
were forced to work off-the-clock, were denied
overtime pay, or were not allowed to take rest
and lunch breaks.
 In 2000, Wal-Mart paid $50 million to settle a
class-action suit that asserted that 69,000 current
and former Wal-Mart employees in Colorado had
been forced to work off-the-clock.
 Wal-Mart employees are gender discriminated when
trying to be hired and treated in the work area.
 On October 16, 2006, approximately 200 workers on the
morning shift at a Wal-Mart Super Centre in Florida
walked out in protest against new store policies and
rallied outside the store, shouting "We want justice"
criticizing the company's policies as "inhuman.
 Reasons for the revolt included cutting full-time hours, a
new attendance policy, and pay caps compelling workers
to be available to work any shift; shifts being assigned by
computers at corporate headquarters not by local
managers.
 The 2004 U.S. report says, in ten percent of
Wal-Mart's stores, nighttime employees were
locked inside, holding them prisoner.
 Wal-Mart said this policy was to protect the
workers, and the store's contents, in high-crime
areas.
Child labor violations

 According to the Times, there were 1,371

instances of minors working too late, during
school hours, or for too many hours in a day.
 There were 60,767 missed breaks and 15,705
lost meal times.
 The company did not respond to it in any way
internally.
Use of illegal workers
 On October 23, 2003, federal agents raided 61
Wal-Mart stores in 21 U.S. states in a crackdown
known as "Operation Rollback," resulting in the
arrests of 250 nightshift janitors who were
undocumented.
 Earlier raids in 1998 and 2001 resulted in the
arrests of 100 workers without documentation
located at Wal-Mart stores around the country.
 In November 2005, 125 alleged undocumented
immigrants were arrested while working on
construction of a new Wal-Mart distribution
center in eastern Pennsylvania.
Health Insurance

 Wal-Mart spends an average of $3,500 per

employee for health care, 27% less than the
retail-industry average of $4,800.
 Full-time Wal-Mart associates must work at
least six months before being eligible to
purchase the company's primary health
insurance.
 In March 2008, Wal-Mart sued a former Wal-
Mart employee to recover the money it spent for
her health care after she was brain-damaged in a
car accident. Wal-Mart sued the former
employee after she received a settlement from
the accident, citing that company policy forbids
employees from receiving coverage if they also
win a settlement in a lawsuit. After a wave of
bad publicity, Wal-Mart dropped its suit.
Labor Union Opposition
 In March 2005, Wal-Mart executive Tom
Coughlin was forced to resign from its Board of
Directors, facing charges of embezzlement.
 Coughlin claimed that the money was used for
an anti-union project involving cash bribes paid
to employees of the United Food and
Commercial Workers Union in exchange for a
list of names of Wal-Mart employees that had
signed union cards.
 He also claimed that the money was unofficially
paid to him, by Wal-Mart, as compensation for
his anti-union efforts.
Imports and globalization

 Wal-Mart openly uses its bargaining power to

bring lower prices to attract its customers.
 For certain basic products, Wal-Mart "has a clear
policy" that prices go down from year to year.
 If a vendor does not keep prices competitive
with other suppliers, they risk having their brand
removed from Wal-Mart's shelves in favor of a
lower-priced competitor.
 This pressures vendors to shift manufacturing
jobs to China and other third world nations,
where the cost of labor is less expensive.
 In the mid-1990s, Wal-Mart had a "Buy
American" campaign. But by 2005, about 60%
of Wal-Mart's merchandise was imported,
compared to 6% in 1995.
 In 2004, Wal-Mart spent $18 billion on Chinese
products alone, and if it were an individual
economy, the company would rank as China's
eighth largest trading partner.
Google