• Setting a good example;
• Keeping promises and commitments; and
• Supporting others in adhering to ethics standards.

The NBES demonstrated that these ERAs had a particularly strong impact on the success of corporate ethics programs.

In this article we'll look at limiting behaviors and outline specific ways to help managers reduce risk in their organizations by targeting those behaviors. (Read part one)

On a day-to-day basis, managers practice -- or don't practice -- behaviors that help ensure compliance and ethical workplace behavior. Addressing concerns at this level is the first line of defense in managing risk and maintaining an ethical culture. This core group is the most important to train in leadership skills and open communication as they are best able to control and affect their environment.
 
Three specific limiting behaviors at the managerial level can be directly targeted:

• Retaliation for reporting issues or problems;
• Inconsistent or selective enforcement of standards, rules and policies; and
• Communication that conflicts with the stated values of the organization.

Fear of retaliation is the main reason employees don't come forward with ethics issues. Employees fear retaliation when they perceive that reporting leads to reassignment or firing. Whether or not the facts of a given situation bear this out, perception is reality. If employees believe there is retaliation, they believe they'll receive the same treatment. When people are afraid to report issues, the company is at risk.

The second limiting behavior is the inconsistent or selective enforcement of standards, rules and policies. This limiting behavior is a direct result of a lack of leadership at the managerial level. If a company's concerns are bottom line profits "at any cost," the temptation to cut corners or ignore behavior that violates company policy or regulations may be too great to resist. A high performing sales person who gives clients expensive gifts may never be reprimanded because this behavior enhances the bottom line. Yet another employee in another department could face disciplinary action for giving or accepting a gift in violation of the company's gift and entertainment policy. When managers inconsistently or selectively enforce policies and rules, employees do not feel compelled to abide by them.
 
Communication that conflicts with the stated values of the organization is the third limiting behavior. Even if the company displays Integrity and Accountability as core values, senior leadership may still make it clear that managers must get the job done at any cost and that "excuses" aren't acceptable. This kind of pressure can lead managers to avoid situations where they need to resolve problems, settle issues or receive bad news. They don't want to face the consequences of actions or decisions that may put their position in jeopardy.

Organizations must move beyond the standard limited classroom training usually provided. In order for ethics-related actions to take firm hold, companies must invest time, effort and money to develop managers by instituting a curriculum especially designed to build communication and leadership skills. Companies must also provide an infrastructure for managers by giving them the tools, coaching and support they need to succeed.

Once the ethics curriculum and the infrastructure are in place, companies can build specific ethical leadership responsibilities into the compensation and reward structure as well as managers' performance reviews. Ethical behavior is then woven into the fabric of the organization so it can better manage risk and maintain an ethical culture.

WORKING VALUES LTD. is a business ethics and training company. Through a variety of products and services, including Web-based compliance and ethics programs, on-site training, video and award-winning ethics games for employees, Working Values aims to align employee behavior with company values. For more information as to how Working Values can narrow your company's Behavior-Standards Gap, visit www.workingvalues.com or contact cgebler@workingvalues.com. For news on ethics in the workplace, visit SmartPros Ethics & Compliance.