Questionnaire ON Islamic Relief UK International Organization

Prepared By: Syed Imtasal Shah Subject: Business Ethics Teacher: Miss Anjum

Acknowledgments

I would like to thank all the employees, security guard, and lower level staff of Islamic Relief and special thanks to , Mr. Syed Shahnawaz Ali, for the valuable advice and support he has given me in the writing of this report. I would like to thank every staff member of Islamic relief for their encouragement and guidance. And their Program Manager Aslam denarzai for answering my questions with full coordination and with out his .presence it could not be get completed I would also like to thank my teacher Mrs.Anjum, for her immaculate job and her suggestions. My deepest thanks go to my Brother, for his love, ".understanding, support and advice

SPECIAL THANKS TO ALLAH FOR MAKING .THIS WORK POSSIBLE

Summary
This Questionnaire was Basically related to our Subject Business of Ethics where we were taught about Ethics in business by our great supportive teacher. And basically a project was given that we have to make a questionnaire related to ethics and take an interview of Manager of any well known organization. It was given by our teacher Mrs. Anjum. It was requested on 18th of April 2008. The Questionnaire was prepared by me with the coordination of my teacher. And then I took the interview of Islamic relief on .24th of April 2008 Manager gave good answers and cooperated to me quite well. And I gathered the answers and then gave my conclusion to what he said. As More often than not, discussions about ethics in organizations reflect only the "individualistic approach" to moral responsibility But perhaps the greatest challenge in discussions of ethics in organizations is to find ways in which organizations can be designed to promote the interests .of both organization and individual So in order to provide Ethical atmosphere everyone must cooperate the manger so that he can held his organization in a better way to develop Ethics .and concentrate and show the responsibility towards the society

Contents Page
1. Introduction.............................................. .........................1 2. Questionnaire review............................................3 3. Questionnaire........................................... ................5 4. Conclusions.............................................. .......................11 5. Recommendations.................................... ........................13

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Introduction

This report was given by our teacher Mrs. Anjum on 18th of April and basic purpose is to check the Ethical values in today's organizations. I took the interview of Manager of Islamic relief on 24th of April and prepared the report on 25th of April 2008. This projects helps us to check the Ethical values of organization and tells us how they rate ethics Among their different priorities

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Islamic Relief established in 1984 in Birmingham , UK , as an international relief and development organization. Islamic Relief seeks to promote sustainable economic and social development by working with local communities through relief and development programme. Islamic Relief has its headquarters in Birmingham , UK and offices over 30 countries across .Europe , USA , Asia and Africa Islamic Relief Started working in Pakistan in 1992 and was registered as a Company Limited by Guarantee under Section 42 of the Company Ordinance, .1984

Islamic Relief Pakistan ( IRP ) is operational in Pakistan to achieve sustainable social and economic development in collaboration with the local communities , government and other partner organizations. This integrated .participatory approach generates greater ownership of the programme Islamic Relief is dedicated to alleviating the poverty and suffering of the worlds poorest people. In addition to emergency relief our programme cover sustainable development, emergency relief and orphan support. Our focus areas are: Afghanistan, Albania, Bangladesh, Bosnia, Egypt, Kosovo, Indonesia, Iraq, Mali, Pakistan, Palestine, Sudan, and Chechnya Whoever saved a life, it would be as if he saved the life of all mankind" Qur'an As well as responding to disasters and emergencies, Islamic Relief promotes sustainable economic and social development by working with local communities - regardless of race, religion or gender.
Islamic Relief works in four main sectors: - Emergency Relief, Development, Orphans, Waqf.

-3 Questionnaire Rewiew
1: How do you define ethics? (Manager) 2: What is code of Ethics of your organization? 3: What is your priority customer (Public) or profits or funding? 4: Do you believe in full disclosure? How? 5: Do you listen to the complains of customer or public? How? 6: Do you inform your customer or public before any step taken? 7: Where do you rate ethics among different priorities? 8: What are you doing for the betterment of your employees? 9: How do you select employees for new post? What are your priorities for that? 10: Do you have complaint handling system for your customers/employees? 11: How can you influence your staff and customers/or what ethical values can influence or motivate them? How do you interact with your customers?? Any platform or mechanism? :12 ?How it supports you

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13: How do you involve your staff/others in decision making process? 14: How do you define your culture in terms of ethics? Any example? 15: Last time you reported any ethical misconduct of your employee with senior management? 16: Any barrier you face in developing ethics in your organization? ?What asks you or attracts you to respect your manager :17 18: Has your organization been cited for violation, breaking of rules and regulations and formal action taken by government or any authority?( last three years ) 19: Do you have any procedure or program to prevent Child labor? ?Do your NGO has program to prevent discrimination :20 21: Do your NGOS have any program in place to ensure that legal compensation is Paid to all the employees? 22: Do you have any program to prevent corruption? 23:Do you have any procedure to ensure Bribes or other means of obtaining advantage are not offered or accepted? Do you have fairness in your organization or in doing competition with:24 ?other organizations 25: Do you have a facility to ensure the confidentiality and protection of workers? 26: In the end I would like to ask what do you plan or wish for future to make your organization strong ethically.

-5 Questionnaire
1: How do you define ethics? (Manager) It is right conduct and code to good life - the life worth living or life that is satisfying, which is held by many philosophers to be more important than moral conduct. It also broadly helps to analyze right and wrong. 2: What is code of Ethics of your organization? Well our organization is a faith based charity with the aim to alleviate the suffering of the poor people. We have set out general principles of behavior while working with community and also set up internal core values like: 1. Accountability 2. Humanitarianism 3. Integrity 4. Inclusiveness 5. Cooperation 6. Neutrality and Impartiality

3: What is your priority customer (Public) or profits or funding? Well we are non-profit organization so our priority is to benefit the society. 4: Do you believe in full disclosure? How? Well our principles says it all. We are accountable to: o our Creator in all that we do o our supporters for the way we use their contributions. o our beneficiaries to provide the assistance they need, when they need it, in an appropriate manner. o our colleagues to carry out our responsibilities to the best of our abilities. o the governing rules, laws and regulations of authorities.

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5: Do you listen to the complains of customer or public? How? We have involved community in our project activities at every stage of the project giving them right to live with dignity and have influence in decision making for ownership purposes too.

6: Do you inform your customer or public before any step taken? We believe in coordination and cooperation with others and like already explained our community is included in implementation process.

7: Where do you rate ethics among different priorities? It is integral part of our working and we really formalized it into our system. We have set core values and quality assurance system that assures its effectiveness and efficiency. 8: What are you doing for the betterment of your employees? We have dedicated HR department responsible to ensure the rights of employees are fulfilled. They are also responsible to plan and develop employees in close coordination with their respective managers. We also have appraisal system in places to ensure it effectiveness. We are already providing them better opportunity for the career development too. 9: How do you select employees for new post? What are your priorities for that? We are equal opportunity employer and go through normal recruitment process starting with the identification of place, defining job responsibilities, advertising, short listing and then final selection through tests and interviews.

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10: Do you have complaint handling system for your customers/employees?? We ensure compliant handling at grass root levels. For employees we have set HR principle and policies to guide them through. For community they are already part of the process and are responsible for the implementation of activities have conflict resolution and complaint handling system.

11: How can you influence your staff and customers/or what ethical values can influence or motivate them? We believe that money is not essential for the motivation for employees and need to provide a suitable working environment where everyone is respected and involved giving them right and ownership.

12: How do you interact with your customers?? Any platform or mechanism? How it supports you??? We work for the community and believe in their involvement through the process. We try to: Organize them Develop/enhance their skills Support in capital formation Linkages development. This allows us to ensure sustainability of the project.

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13: How do you involve your staff/others in decision making process? We have regular review and planning meetings to ensure their involvement. Every strategy developed is through participatory methods. It brings .innovation in our organization

14: How do you define your culture in terms of ethics? Any example? Well. Our culture is driven by Islamic values with to be a Global role model in: o Assisting individuals, groups and institutions to develop safe and caring communities. o Helping the poor and those who are suffering to enjoy selfreliance, with dignity. o Making it possible for those who wish to support others to reach people in need of their help.

15: Last time you reported any ethical misconduct of your employee with senior management??? There were always been minute negligence at the part of our staff but never dealt with a big event. 16: Any barrier you face in developing ethics in your organization? No. It is a part of our system. 17: What asks you or attracts you to respect your manager?? Actually he lead by example and follow the core principles facilitating our role and has got good knowledge.

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18: Has your organization been cited for violation, breaking of rules and regulations and formal action taken by government or any authority?( last three years ) Not at all, I have been part of this organization from more than last three .years but there are no such cases

19: Do you have any procedure or program to prevent Child labor? We are not directly working on child labor specifically but our Orphan welfare support programme ensures measures to prevent child labor.

20: Do your NGO has program to prevent discrimination?? Yes we ensure equal participation by giving equal opportunity to all groups of society with the aim to work for right and need based development

21: Do your NGOS have any program in place to ensure that legal compensation is paid to all the employees? Yes. Proper contract is signed with employees explaining heir rights.. Our .HR department has the responsibility to ensure effective implementation 22: Do you have any program to prevent corruption? We are not presently not working on such advocacy issues at national level

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23: Do you have any procedure to ensure Bribes or other means of obtaining advantage are not offered or accepted? .What we think that Measures to minimize it are a part of system developed

24: Do you have fairness in your organization or in doing competition with other organizations? Well we believe in coordination and cooperation and always strive to share and draw good practices.

25: Do you have a facility to ensure the confidentiality and protection of workers? We have HR department to ensure privacy and confidentiality of the matters.

26: In the end I would like to ask what do you plan or wish for future to make your organization strong ethically. We have it in built in our working policies and procedure. We all need to ensure its effective implementation and monitoring/control

11Conclusion
The findings are that after visiting and observing the atmosphere of the organization I found that there is a cultural problem. And I found that the employees and staff are not finding comfortable as per security reasons just because of receiving so many threats while NGOs are basically trying to .develop the system of ethics When talking about ethics in organizations, one has to be aware that there are two ways of approaching the subject--the "individualistic approach" and what might be called the "communal approach." Each approach incorporates a different view of moral responsibility and a different view of the kinds of ethical principles that should be used to resolve ethical problems. More often than not, discussions about ethics in organizations reflect only the "individualistic approach" to moral responsibility. According to this approach, every person in an organization is morally responsible for his or her own behavior, and any efforts to change that behavior should focus on the individual. But there is another way of understanding responsibility, which is reflected in the "communal approach." Here individuals are viewed not in isolation, but as members of communities that are partially responsible for the behavior of their members. So, to understand and change an individual's behavior we need to understand and try to change the communities to which they belong. Any adequate understanding of, and effective solutions to, ethical problems arising in organizations requires that we take both approaches into account. Recent changes in the way we approach the "problem of the alcoholic" serve as a good example of the interdependence of individual and communal approaches to problems. Not so long ago, many people viewed an alcoholic as an individual with problems. Treatment focused on helping the individual deal with his or her problem. Today, however, the alcoholic is often seen as part of a dysfunctional family system that reinforces alcoholic behavior. In many cases, the behavior of the alcoholic requires that we change the entire family situation. These two approaches also lead to different ways of evaluating moral behavior. Once again, most discussions of ethical issues in the workplace take an individualistic approach. They focus on promoting the good of the individual: individual rights, such as the right to freedom of expression or the right to privacy, are held paramount. The communal approach, on the other hand, would have us focus on the common good, enjoining us to consider ways in which actions or policies promote or prohibit social justice or ways in which they bring harm or benefits to the entire community.

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When we draw upon the insights of both approaches we increase our understanding of the ethical values at stake in moral issues and increase the options available to us for resolving these issues. The debate over drug-testing, for example, is often confined to an approach that focuses on individual rights. Advocates of drug-testing argue that every employer has a right to run the workplace as he or she so chooses, while opponents of drug-testing argue that drug-testing violates the employee's right to privacy and due process. By ignoring the communal aspects of drug abuse, both sides neglect some possible solutions to the problem of drug use in the workplace. The communal approach would ask us to consider questions which look beyond the interests of the individual to the interests of the community: What kinds of drug policies will promote the good of the community, the good of both the employer and the employee? Using the two approaches to dealing with ethical problems in organizations will often result in a greater understanding of these problems. There are times, however, when our willingness to consider both the good of the individual and the good of the community leaves us in a dilemma, and we are forced to choose between competing moral claims. Affirmative Action Programs, for example, bring concerns over individual justice into conflict with concerns over social justice. When women and minorities are given preferential treatment over white males, individuals are not treated equally, which is unjust. On the other hand, when we consider what these programs are trying to accomplish, a more just society, and also acknowledge that minorities and women continue to be shut out of positions, (especially in top management), then these programs are, in fact, indispensable for achieving social justice. Dropping preferential treatment programs might put an end to the injustice of treating individuals unequally, but to do so would maintain an unjust society. In this case, many argue that a communal approach, which stresses the common good, should take moral priority over the good of the individual.

-13 Recommendations

When facing such dilemmas, the weights we assign to certain values will sometimes lead us to choose those organizational policies or actions that will promote the common good. At other times, our values will lead us to choose those policies or actions that will protect the interests and rights of the individual. But perhaps the greatest challenge in discussions of ethics in organizations is to find ways in which organizations can be designed to promote the interests of both.

What I recommend that they should develop specific educational program so that society should get literate. They should make the life of their employees assure in order to maintain the Ethical values in the organization.

Irrespective of confidentiality issues personal data must not be use to discriminate unfairly against individuals.

So in order to provide Ethical atmosphere everyone must cooperate the manger so that he can held his organization in a better way to develop Ethics and concentrate and show the responsibility towards the society.

Special Thanks to our supportive Teacher.