Business Ethics Course in Sweden

Business Ethics is the set of rules followed by business professionals in order to promote standard and acceptable practices that businesses agree to follow. In this modern age, such ethics apply to both the company and its employees by holding them accountable for their actions. The impact of unethical behaviour is often understated, yet it is a major factor that promotes or inhibits the productivity of a business.

Learning about Business Ethics helps companies and businesses develop a culture of professionalism which builds the credibility of a business to the public market and showcases their willingness to engage in honest business.

In this Business Ethics course in Sweden, participants will learn the standard principles followed by businesses and their relevance in maintaining a healthy business environment and workplace. This course will tackle the use of business ethics in two major parts. The first part will discuss the practice of doing honest business, while the second part will discuss promoting professionalism in the workplace.

This Business Ethics in Sweden workshop is ideal for anyone who would like to gain a strong grasp and improve their Business Ethics.

The ideal group size for this Business Ethics course in Sweden is:

The duration of this Business Ethics in Sweden workshop is 2 full days. Knowles Training Institute Sweden will also be able to contextualised this workshop according to different durations; 3 full days, 1 day, half day, 90 minutes and 60 minutes.

Below is the list of course benefits of our Business Ethics course in Sweden

Below is the list of course objectives of our Business Ethics course in Sweden

Below is the list of course content of our Business Ethics training course in Sweden

• What Is Business Ethics?
  • A human being’s personal ethics determine distinct standards of right and wrong. Ethics allow people to resolve what they should do in a given situation. Each person develops ethical standards, and each individual should examine personal morals and behaviour.
• 10 Benefits of Managing Ethics
  • Operating an ethical business has several rewards. The circumstances of each company will determine the results of managing ethics. There are, however, ten common benefits that all companies have when they handle their business ethics.
• Benefits
  • We discussed the top ten benefits of maintaining ethics in the previous module. Implementing ethics in the workplace will also lead to higher profits and long-term growth. Unethical business practices can cause immediate financial gain, but they will cost companies customers and employees over time.
• Guidelines for Managing Ethics in the Workplace
  • Managing ethics in the workplace requires specific tools. Every organisation needs a Code of Ethics, a Code of Conduct, and Policies and Procedures, which we will address later. These tools direct the organisation as leaders attempt to manage ethics.
• Roles and Responsibility
  • The roles and responsibilities essential to effectively implement workplace ethics will differ with each organisation. A manager should be in place to supervise the ethics program, but he or she will need the support provided by other positions. Smaller organisations may not need to fill all of the roles listed below; determine what your company requires before executing an ethics program.
• Privacy Policies
  • Employee privacy is a complicated legal issue. Companies get detailed personal information about their employees for background checks and other reasons, and they need to declare the purpose of collecting this information and how it will be utilised in their privacy policy. Personal data must be protected and kept classified, and the employees need to agree to the background checks.
• Harassment Issues
  • Companies are legally obliged to provide a safe working environment for all of their employees. Employees can sue their employers for not shielding them from harassment. The EEOC protects the rights of individuals from discrimination and harassment, regardless of ethnicity, sex, religion, sexual orientation, disability, age, etc.
• Technology
  • As technology advances, so does the clarity about employer and employee rights. Employers have the right to expect their employees to work productively and represent the company well. However, employees have the right to personal privacy.
• Identfying Types of Responsibilities
  • There are different types of responsibilities associated to businesses. Ethical organizations need to cover different areas of responsibility and consider the social ramifications of their actions.
• Handling Conflicting Social and Business Responsibilities
  • Sometimes social and business obligations conflict with each other. This is especially true when social business practices cut into shareholder earnings. This is a struggle for most public enterprises.
• The Basics
  • People typically use five distinct ethical standards to evaluate the world around them. For the best results, put the various approaches together and choose the answers that best fit.
• Balancing Personal and Organisational Ethics
  • It is crucial to be ethical on a personal and organisational level. Personal ethics influence decision both inside and outside of work. These are based on individual beliefs and values.
• Common Dilemmas
  • There are many different ethical dilemmas in business that are specific to industries. There are, however, common dilemmas that every organisation will face.
• Making Ethical Decisions
  • Before making any conclusions, use the following steps to make sure that you are executing ethical decisions. Determine the ethics of a situation: Does the decision influence a group or have legal ramifications Gather Information: Study as much as possible about the case, and get the point of view from all parties involved.
• Overcoming Obstacles
  • There will always be the temptation to behave unethically. These obstacles are especially challenging to overcome when other people are urging you to act unethically. They may be in positions of power or merely intimidating, but you do not have to give into them.
• Criteria and Risk
  • The word “whistleblower” is British, and it comes from the whistles that the police used to carry to signal the public and other police to a felony. Whistleblowers point out serious infractions that break the law; risk public or employee health; fraud; or signs of corruption. Reporting on a co-worker who was late is not whistleblowing.
• The Process
  • There are a couple of types of whistleblowers: internal whistleblowers and external whistleblowers. Internal whistleblowers go to someone within the organisation to notify a problem. Many companies have methods of doing this anonymously so that the employee will be protected from vengeance.
• When You Should “Blow the Whistle”
  • Think carefully before blowing the whistle. Doing so is neither enjoyable nor easy. There are situations, however, when blowing the whistle is the right thing to do. If the rights, health, or safety of others is knowingly compromised, and no one will fix the problem, the whistle needs to be blown.
• Ethical Management
  • Ethical management balances the diverse responsibilities of modern business organisations. All companies are responsible for making a profit to survive and fulfil their other obligations.
• Identifying the Characteristics
  • There are various characteristics of ethical management. There are three attributes, however, that people identify with ethical management: integrity, transparency and utilitarianism.
• Ensuring Ethical Behaviour
  • Because ethics and values are incredibly personal, it is difficult to ensure that all employees will practice ethical behaviour. There are ways to promote ethical conduct, however, by merely instilling a few basic rules.
• Recognise & Identify
  • Stress can take its toll on employees, who will occasionally act out at work. When unethical behaviour begins, managers need to identify it as soon as possible. Allowing unethical behaviour to continue will have long-term consequences for the company.
• Preventing
  • Preventing unethical behaviour is much easier than dealing with the aftermath. We have already discussed ways to prevent unethical behaviour such as implementing a code of ethics and ethical policies and taking swift action. Another tactic that can deter unethical behaviour is improving job satisfaction. Employees often respond to situations they feel are unfair.
• Addressing
  • Unethical behaviour needs to be addressed carefully. It is essential to discuss the situation face-to-face. If the conduct explicitly violates company policy, remind the person about the policy. If the circumstance is a grey area, you may have to explain why it was not ethical.
• Interventions
  • Workplace interventions transpire when people are concerned about the well-being of their co-workers. Responses are typically utilised to help co-workers with addiction predicaments such as alcohol or drug abuse. They can also be held when aiding co-workers in dealing with unethical behaviour committed explicitly at work.
• Organisations Basics
  • When building an ethical business, the roles and responsibilities of each member of the company must be clearly outlined. An organisational chart will help determine how an ethics program will run. There will need to be a chain of command overseeing the ethics program.
• Addressing the Needs
  • The needs of the organisation should be determined by surveying both customers and the employees. Most companies have a plan to gauge customer satisfaction. The company culture, however, is a clue to the ethics of the business.
• Ethical Principles
  • An organisation’s ethical principles should speculate its needs. For example, a company that ranks low in personal responsibility plausibly has a bullying problem and needs to create policies that address the issue. There are a few basic business ethics principles that most companies can benefit from instituting.
• Ethical Safeguards
  • Ethical safeguards require to be in place to guarantee ethical behaviour. Safeguards take away the justification that employees do not know better. Safeguards do more than protect the company; they help bring in work.
• Developing a Code of Ethics
  • A Code of Ethics is the basis of an ethics curriculum. The Code of Ethics needs to address specific concerns. Laws and regulations: All legal obligations need to be acknowledged.
• Performing an Internal Ethics Audit
  • An internal ethics audit utilises several different sources. An auditor (or a committee, if there is no auditor) usually goes over the data to determine if any modifications need to be executed.
• Upholding the Ethics Program
  • There needs to be total buy-in for an ethics program to be successful. It is not implemented to keep employees from stealing office supplies. Managers must uphold the ethics program by adhering to it themselves and holding all of their employees to the same standards.

Each participant will receive the following materials for the Business Ethics course

Business Ethics Course in Sweden Learner’s Guide

Business Ethics Course in Sweden Handouts

Business Ethics in Course in Sweden PPT Slides Used During Course

Each course participant will receive a certification of training completion

There are 3 pricing options available for this Business Ethics training course in Sweden. Course participants not in Sweden may choose to sign up for our online Business Ethics training course in Sweden.

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