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NIKE- JUST DONT DO ITNikes poor performance in complying to its own standards, still more in
depth coverage of the corporations practices is necessary. Various unethical
trade practices are carried on by Nike. In 1 of the surveys it was found that in
some of the factories, workers are paid even less than the local minimum
wage. Some of its workers have to work 80+ hours a week, just to survive,
which is not acceptable in the 21stcentury. According to another article,
significant health and safety issues still remain. Workers in some sections ofthe plants still face overexposure to hazardous chemicals, heat and noise
levels. Workers have to deal with widespread verbal and physical abuse,
sexual harassment, forced overtime, denial of sick leave, inadequate access to
medical care and workers death. But the most frightening practice employed
by nike is its use of child labour. Children, some as young as 4 to 5 years of ageare involved in production. So, in conclusion, we can say that Nike's story is
not based on good name and advertising alone but also attached to it is the
tears of tortured workers and child labour.
So, as to buying that new pair of Nike's sneakers:-JUST DONT DO
IT.
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NIKES UNETHICAL TRADE
PRACTICES
USE OF CHILD
LABOUR
AROUND THE
WORLD
CONTINUAL USE
OF UNSANITARY
AND UNSAFE
CONDITIONS IN
ITS FACTORIES
REFUSAL TO
FULLY
COMPENSATE
ITS WORKERSWITH FAIR
WAGES
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NIKE's Code of Conduct
NIKE designs, manufactures and markets products for sports and fitness
consumers. At every step in that process, we are driven to do not only
what is required, but what is expected of a leader. We expect our business
partners to do the same. Specifically, NIKE seeks partners that share our
commitment to the promotion of best practices and continuousimprovement in:
1. Occupational health and safety, compensation, hours of work andbenefits.
2. Minimizing our impact on the environment.
3. Management practices that recognize the dignity of the individual,the rights of free association and collective bargaining, and the right toa workplace free of harassment, abuse or corporal punishment.
4. The principle that decisions on hiring, salary, benefits, advancement,termination or retirement are based solely on the ability of an
individual to do the job.
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What is a Code of Ethics?
A code of ethics is a collection
of principles and practicesthat a business believes in
and aims to live by.
A code of business ethics
usually doesn't stand alone, itworks in conjunction with a
company's mission statement
and more specific .
The key in distinguishing a
code of ethics from these
other documents is to hit the
right level of specificity.
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Dimensions of an Effective Code
Publication
The following fourteen dimensions provide a framework to help to ensure thatdevelopment or revision of a code of conduct is most likely to be successful:
Leadership commitment and support
A publication type that fits the workforces characteristics and needs
Reflects and reinforces culture
Reflects operations Concept that unites content and connects to culture and codes purpose
Affirmative, aspirational and inspirational
Clear expectations of compliance
Compelling underlying principles for code and its content
Addresses the organizations risks
Coordinates with policies and other guidance tools Includes topic and code concept utilities (famous quotes, employee quotes, values
reminders)
Decision tools
Writing style
Visual style
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What Ethics Reflects and Reinforces?
A successful code will reflect the organizationscultureat least its positive and aspirational
qualities Key elements of the culture include:
MISSION AND VISIONThe organizations purpose
ValuesThe organizations collective beliefs
HERITAGEWhere the organization comes fromStyleThe way in which things are done
PRIORITIESWhat is important to leadership and
the rest of the organization.
RITUALSActivities employees engage in that
reflect a uniqueness of the business.HEROESIndividuals and their feats that others
hold in high regard.
BRANDINGHow the company presents itself
PERSPECTIVEThe companys point of view
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Communication, Disclosure
and Enforcement
Disclosure of the code of conduct has not been consistent amongcompanies. These are suggestions based on today's best practices:
Write the code in a way that all employees can understand.
Circulate the code internally to all employees on a regular basis
(annually, at a minimum). Require everyone to acknowledge that he orshe has read it, understands his or her responsibility to comply with it,and will report through appropriate channels any observed violations.
Circulate the code externally to institutional investors and otherconstituents.
Publish the code in the company's annual report and on its Web site. Conduct periodic employee training on the code and "audits" of the
staff's understanding of it.
Require periodic compliance self-assessments of selected employeesusing appropriate code provisions.
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The Code of Conduct as a Recruiting
Tool
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Employees: Recruiting the
Best and Keeping Them
A code should inform prospects of the way thecompany conducts businesswhich should be asource of pride for the company.
A code should communicate to employmentcandidates the companys high standards.
The code also can (and should) communicate the
importance of the companys expectation ofrespect for and fair treatment of employees.
A code should serve as a tool and resource forwhen employees confront ethics issues.
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Customers: Attracting them and
Serving Them WellA code can address topics like the following ones to bothensure employees understand the companysexpectations regarding proper conduct and to signal tocustomers the type of conduct that they can expect
from the company: Fair dealings
Safety and quality of products and services
Fair competition rules that relate to interactions withcustomers
Customer privacy
Exchange of gifts, entertainment and other courtesieswith customers
Customer non-discrimination and non-harassment
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Suppliers: Fostering Strong
Relationships
A code of conduct can serve these objectives in manyways. First, a code can address topics that are importantto the company/supplier relationship. Some of thesetopics may include the following:
Supplier non-discrimination and non-harassment
Fair competition that involves suppliers
Procurement/purchasing practices
Exchange of gifts, entertainment and other business
courtesies Supplier diversity
How to raise concerns regarding company employeesconduct
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