Complete 8 page APA formatted essay: Ethics in Workplace Relationships: Case of Marks and Spencer and Shell.

It is evidently clear from the discussion that the idea of Moral Agency confers the rights on a moral agent to act in an ethical and moral fashion such that the moral agent comes to be identified as being accountable or responsible for the decisions generated. Thus moral agent is an entity or individual that both have rights to conduct duties and generate decisions and thereby is held accountable or can necessarily be blamed or appreciated for the conducts displayed. Further, a moral agent apart from being a living creature is also identified to be an entity that is ruled by the power of consciousness that helps in taking of reasoned decisions involving rationale and justification based on set moral standards and value sets. The above potential thus helps the moral agent to rightly evaluate potential alternatives before taking on a concerted decision. Some potential examples of moral agents are like the Clergy in a Church, custodian of Law and legislative systems in different regions, parents of children and also like the business or organizational leaders. Marks and Spencer, a retailer based in the&nbsp.United Kingdom is identified as a moral agent such that the management of the organization constituted by rationalistic and responsible people is identified to work for the betterment of the social and environmental good. Operating in an ethical fashion, Marks and Spencer reflect effective responsibility in protecting the existing social and environmental structure thereby helping in adding value to the customers. Products and branding initiatives taken by the company are observed to be tested over time to reflect on its usability in enhancing the social and environmental good for the citizens. Launching of campaigns like Plan A Campaign generated during 2007 reflect greater accountability and responsibility of the company in serving its customers in a moral and ethical fashion. Similarly, the brand slogans carried out by the company from time-to-time like ‘Look Behind the Label’, ‘Love Food Hate Waste’ reflect on the generation of social awareness among the consumers to lead a healthy life. Similarly, another slogan generated by Marks and Spencer that encourage customers to donate their old clothes for a reward of GBP 5 is also observed to help contribute to the growth of social betterment in the region.

Hi, need to submit a 2500 words paper on the topic The Successful Business Plan for Ann Taylor. ANN TAYLOR should extend their brand to the cosmetics line as well so that they can secure their name as the complete brand for women offering from shoes, jewelry, casual dresses, and formal event dresses as well, this will give them a complete edge over the other competitors and secure a niche for them. The main objective of the introduction of the new line is to add value to the existing brand. The mission of the business is to provide any women belonging to any class to dress in a fashionable and pleasing way and be able to accessorize their personalities with the best possible dresses, jewelry, footwear and now makeup. The vision of the business is to be the world leader for women all over the world and to be the fashion leaders. As far as the stakeholders of the project are concerned, the major stakeholders include the management, employees and customers of the organization. For instance, management is highly concerned about the effectiveness of the project because it has incurred a huge fund for its success. The employees are the primary target as their skills would be improved from the entire training process and customers concern can be addressed in the sense that they would get a better delivery of products and services once the employee’s skill is improved. The development of the employees should be done at two levels. Two of the departments are responsible for this together. In the first place, it is the responsibility of the department’s manager for the employees to make sure that the employees working under him are motivated and are giving their performance as is required by the company.

The departmental head is responsible to make sure that the development of his employees is not neglected and takes place duly. The easiest way to find the gap in the requirements by the company and the kind of work that is delivered by his staff is constant research within his department. When the manger is designing the strategy that is required for the department, the core competencies for the department should be defined as per the requirement, also the skills that are required to be possessed by the employees to reach the goal task of the department. The skills and competency of the team should also be analysed on a constant basis. It is the duty of the manager to relay any kind of gaps that he discovers after the analyzing of the skills and the competencies to the Human resource department of the company and inquire if there are any kind of related training available, and be able to convince them that this sort of training can help the organization achieve better and improved results. It is necessary that the training requirements of the department are clearly identified and relayed with the exact gaps that exist so that adequate training is provided to the employees to fulfill that gap. It is a very common practice that departmental heads do consider finding and defining gaps as their own personal duties, they consider it as the duty of the Human Resource department. They consider that the HR department of their firm should identify and provide the training.&nbsp.