Play the role of this HR person at a university. 

1. List the issues you think should be addressed in a code of ethics. 
2. Other than a code of ethics, what other elements would you unclean ethics program?
3. How will you define “success”? Are there any facts that you will need to gather to make this judgment? 
4. How would you measure success along the way? How will you measure whether your ethics program is “working” before you reach any end objective?
5. Whom will you define as primary stakeholders?
6. What are the interest go your'e stakeholders in your program and what are the impacts of your program on each stakeholder? How might the measurement of the success of the program influence the type of people attracted to the firm or people who are most motivated within your organization? 
7. How will you answer the CEO’s questions about her own role in promoting ethics? 

Imagine that you work in the Human Resources department of your company. Your CEO has asked your department to develop an ethics program for the firm, and you have been assigned responsibility for creating it. You have been asked to report back to your CEO in two weeks with a draft version of a code of ethics for the company, a summary of other elements that the ethics program will include, and a proposal for how you will be able to assess whether the program is working. Your CEO also asks that you come prepared to explain what role she can play in promoting ethics and how she can help to ensure the success of the overall ethics program. You begin your research and quickly find that there are a number of desirable and potentially overlapping outcomes of ethics programs. Successful programs can be effective in: 1. Uncovering unethical/illegal behavior and reducing meltdowns, helping your firm to either avoid or reduce fines and/or criminal charges. 2. Raising awareness of ethical and legal issues. 3. Serving as a resource for guidance and advice. 4. Ensuring more accurate reports of wrongdoing. 5. Encouraging greater customer loyalty, resulting in increased sales and better reputation. 6. Encouraging staff to incorporate firm values in decision processes. 7. Enhancing employee commitment and loyalty to the organization, resulting in higher productivity. 8. Raising satisfaction of external and internal stakeholder needs (all resulting in more effective financial performance).