Search Video Library for: Japanese

More Than a Gut Feeling™ IV

SOLLAH EXCLUSIVE!

World-Wide Best-Seller! Interviewers are more apt to select the best person for the job when they use this Behavior-Based Interviewing (BBI) strategy developed by Paul C. Green, PhD. More Than a Gut Feeling provides practical, easy to use instruction that helps organizations significantly enhance recruiting and hiring efforts, improve employee retention and equip managers (and others) with proven behavioral interviewing skills.

Let's T.A.L.K.™ Navigating Difficult Workplace Discussions

SOLLAH EXCLUSIVE!

Tackling difficult conversations is hard for just about everyone… especially when it comes to the trickier workplace issues that seem to pop up when you least expect it. Let's T.A.L.K.™ Navigating Difficult Workplace Discussions is designed to assist managers and supervisors in dealing with difficult workplace situations. The program provides several difficult scenarios that managers may face when dealing with employees and each scenario utilizes an easy-to- use, four-step process for working through the employee situation.

Right Side of the Line: Creating a Respectful & Harassment-Free Workplace™

Updated with the US Supreme Court decision protecting LGBTQ+ workers! Now more than ever, your employees need to know exactly where the boundaries of acceptable and legal workplace behavior are drawn. Right Side of the Line™ addresses harassment in all its form, including hazing, gossip, retaliation and more. This workshop meets federal compliance standards for harassment prevention training, giving employees the tools to resolve situations before they escalate. For your business issues on: Harassment, Discrimination, EEOC & Legal Issues.

The Oh Series™ Everyday Diversity

Diversity in today's workplace is a given... and the value of that diversity allows organizations to draw on a fuller range of experiences - allowing them to think more creatively and avoid biased decision-making. But what if that diversity is causing tension? What if inclusion and equity are slow on the uptake? Treating others with respect is paramount to a successful and inclusive workplace.

Everyday Diversity™ Recruiting, Hiring & Retaining Diverse Talent

Studies have shown that having a diverse team is more innovative. But let's be real, finding and hiring diverse talent is often easier said than done. How can we get past potential bias and get the right talent in the door? And how do we keep them? This fast and fun new series answers common questions and provides real world tips on finding and keeping diverse talent.

The Oh Series™ Everyday Ethics - The Complete Series

We are all faced with making decisions every day. Some are large and some are small. When we’re faced with a decision that involves right and wrong choices at home or at work, sometimes it's hard to figure out what's the best decision in a given situation. It’s important to remember that some of those decisions can result in actions that have major consequences - for the organization, our customers and for ourselves. By the end of this program, learners will not only be aware of and be able to recognize ‘sticky’ situations that can cause problems - they'll be better prepared to do the right thing.

Diversity 101™ Leveraging the Power of Inclusion, Equity & Respect

Our Best-Selling DEIB Program! An inclusive workplace doesn't need to be elusive! As organizations and customer bases become increasingly diverse, it is important for employees to be able to engage and work through differences in a positive manner that supports productivity, teamwork and customer satisfaction. This best-selling program addresses the “respect and inclusion” component of diversity – from the employee’s perspective. Topics include: unconscious (hidden) bias, cultural competence, diversity moments, gender & gender identity, rumors & gossip, joking and improper expressions.

Ask Open-Ended Questions (from More Than a Gut Feeling™ IV)

SOLLAH EXCLUSIVE!

One of the steps in the behavior-based interview process, asking open-ended questions is essential in getting your interview questions answered... effectively. This video provides some tips on the importance of asking the right questions - in the right way - to get the most accurate information from interviewees.

Ask for Contrary Evidence (from More Than a Gut Feeling™ IV)

SOLLAH EXCLUSIVE!

One of the steps in the behavior-based interview process, asking for contrary evidence is essential in getting your interview questions answered... effectively. This video provides some tips on the importance of asking the right questions to get the most accurate information from interviewees.

Implementing Behavior-Based Interviewing (from More Than a Gut Feeling™ IV)

SOLLAH EXCLUSIVE!

Behavior-based interviewing is a powerful tool for interviewing and hiring the best people for the job. This video gives a quick overview of how to implement/use the behavior-based process within an organization.

Control the Interview (from More Than a Gut Feeling™ IV)

SOLLAH EXCLUSIVE!

One of the steps in the behavior-based interview process, controlling the interview is essential in getting your interview questions answered... effectively. This video provides some tips on the importance of controlling the interview.

Reviewing the Process (from More Than a Gut Feeling™ IV)

SOLLAH EXCLUSIVE!

After learning about the importance of behavior-based interviewing, this video reviews the essential components of the process for effective interviewing and hiring.

Ask Probing Questions (from More Than a Gut Feeling™ IV)

SOLLAH EXCLUSIVE!

One of the steps in the behavior-based interview process, asking probing questions is essential in getting your interview questions answered... effectively. This video provides some tips on the importance of asking the right questions to get the most accurate information from interviewees.

Wanna Bet?

SOLLAH EXCLUSIVE!

In many organizations, the use of internet, intranet and other electronic media, such as voicemail and email, is restricted to business use. If personal use is allowed, the technology must be used in accordance with policy and the law - especially when it comes to possible cybersecurity impacts.

Preparing for the Interview (from More Than a Gut Feeling™ IV)

SOLLAH EXCLUSIVE!

When it comes to effective interviewing... preparation is essential. This video walks you through the preparation needed for conducting a behavior-based interview.

The Interview Sequence (from More Than a Gut Feeling™ IV)

SOLLAH EXCLUSIVE!

There is a process when it comes to behavior-based interviewing. This video gives you look into the powerful interview process based on the world's best-selling interviewing program.

Understanding Behavior-Based Interviewing (from More Than a Gut Feeling™ IV)

SOLLAH EXCLUSIVE!

The key to effective interviewing is having a plan.. a plan that's grounded in behavior-based interviewing principles. This video gives you an introduction to the behavior-based interviewing concept.

Intro / Turnover is Costly (from More Than a Gut Feeling™ IV)

SOLLAH EXCLUSIVE!

We all know that turnover is costly. And that is what generally happens when we hire the wrong people. This video sets up the behavior-based approach - hitting on the true costs of turnover.

Maximized Leadership™ Understanding & Beating Bias

SOLLAH EXCLUSIVE!

Bias is something we all have, and by itself, it’s neither good nor bad. It’s a conscious or unconscious judgment we make based on information we have learned from our own experiences or by what we have been taught by others. To further enhance our skills as a leader we must tackle any biases that create negative relationships or impede an inclusive workplace.

Maximized Leadership™ Helping Employees Feel They Belong

SOLLAH EXCLUSIVE!

Everyone needs and wants to feel accepted, included, heard… and be a part of something bigger than themselves. It’s a basic human need - as important to us as food… clothing… or shelter. Helping others feel like they belong is the cornerstone of inclusive leadership. Part of how we define ourselves depends on what types of groups to which we belong: family units, social groups, religious affiliations, and common interest groups such as fitness, music or hobbies. The need to feel like we belong doesn’t end when we enter our place of work.

My Story™ (Understanding Racial Inequity)

This powerful program helps start the difficult (but needed) conversations around recognizing the existence of racism and its impact on relationships. My Story™ provides learners with practical thought and discussion around recognizing and responding to the deep diversity and inclusion dynamics that are often grounded in racial and cultural differences.

The Negative Impact of Unconscious Bias

SOLLAH EXCLUSIVE!

Bias refers to the persistent, harmful and unequal treatment of someone based solely on some characteristic they possess or their apparent membership in or identification with a particular group. By being self-aware and willing to engage with others when bias is unintentionally implied or expressed, we can better resolve problems and promote more effective working relationships.

Diversity 101™ Don't Know What You Got

Biases are real and we all have ‘em. Our biases describe both positive and negative mindsets towards individuals and groups. There a lot to such a little word. Bias refers to the persistent, harmful and unequal treatment of someone based solely on some characteristic they possess or group they belong to.

Diversity 101™ Seriously, At Work?

Gender and gender identity continue to present significant challenges due to strongly held traditions, beliefs and values. We need to be sure to watch out for double standards - such as, norms or “rules” applied to some groups and not to others.

Diversity 101™ An Overview

Know what a 'diversity moment' is? How about the power of inclusion in the workplace? Understand the impact of respecting others? This fun video defines key diversity, equity and inclusion terms in a way that everyone will understand.

Diversity 101™ The "PC" Police are Here

We’ve probably all heard expressions that seem harmless. But the truth is their effects can be very destructive. And when we have to let a co-worker - maybe someone we've worked with for years - know that he or she has said something that's causing a lot of friction - it can be a real challenge because it's easy to fall into sarcasm.

Diversity 101™ Merge Ahead

Organizational diversity includes work habits and values that are affected by time zone differences, commuting patterns, virtual teams and geographic distance. This can be a significant challenge when organizations merge, especially when they’re in different locations.

Diversity 101™ Spreading Rumors

Spreading false information or accusations concerning employees may be a violation of organization policy. Employees that engage in this type of behavior could have a disruptive effect on relationships at work and it could be seen as contributing to possible harassment or a hostile work environment.

Diversity 101™ That Wasn't Funny

Sometimes we may think it is okay to tell jokes about our own group or about other groups when we think no one will be offended. The problem is some jokes may cross the line between what’s okay and what may be a violation of a policy or work rule. Even if you are on a break...

Diversity 101™ What Did She Say?

One of the things bilingual employees often wrestle with is when is it okay to speak another language with people who share it when we’re around people who don’t. The key is to be as inclusive as possible.

L.E.A.D. with Integrity™: Promoting a Culture of Ethical Conduct and Compliance

Digitally Re-Mastered in HD Format! Help managers and supervisors step up to the daily task of promoting ethical conduct and ensuring compliance. Using the L.E.A.D. model, your managers, directors, supervisors and team leaders will develop the skills needed to foster, influence and sustain a culture of ethics and compliance.

Integrity Every Day: Real Choices. Right Decisions.

Teach your employees what it really means to consistently act with integrity—the kind of integrity that leads to organizational excellence! Designed specifically for healthcare institutions, this video-driven workshop will help create a safe environment of committed, ethical employees by giving them a common language to discuss and address today’s most challenging ethical work-related issues.

Everybody Does It

Unauthorized use of intellectual property; copying work-related software for home use.

I'm Not Signing That

When an employee refuses to sign a performance evaluation, you might be tempted to just say - okay, fine. I'll just make a note that you refused to sign, and you do what you need to do. But the truth is, when an employee won't sign it generally means there's a lot more going on that really needs to be out on the table so you can deal with it. And the best way to make that happen is to take the time to T.A.L.K.™ about it.

It's Not My Fault

When an employee refuses to take responsibility for their performance problems, there are a couple of things you need to make sure you do. A quarterly or annual review shouldn't be the first time the employee is hearing about the problem or problems. The best way to correct a problem is to deal with it immediately, and document your actions. Then, make sure you keep your focus on the employee's behavior and don't get sucked into an emotional discussion about attitudes.

When They Just Don't Care

When an employee doesn't seem to care about setting goals in their daily work, it's easy to make assumptions about why they're acting that way. The problem is... you could be way off base. And your actions can actually end up making the situation worse. So, when you find yourself in this kind of situation, take a step back, and use the T.A.L.K.™ model to help find out why... Because once I find out why... then I can usually help the employee figure out how to move forward.

You Can't Believe Anything They Say

There are two keys to working with an employee who thinks the information you're using in your discussion is biased; the first is to take extra time to really listen to the employee's perspective. And the second is to be specific about the information you're basing your evaluation on. The key is to use the T.A.L.K.™ model to help the employee identify areas that need improvement on their own.

You're Doing a Great Job, But...

A tough conversation with a top performer can be difficult, especially when you really do need to ask that person to step up and give you a little more. The key is to use the T.A.L.K.™ model to help the employee identify areas that need improvement on their own. Sometimes it takes a little longer, but the results are definitely worth it.

TrainingBytes® Looking Over My Shoulder

A conflict with a co-worker can be one of the most frustrating things we have to deal with. I used to try to avoid people I didn't get along with, and just hope they got transferred out of the department. But the truth is that costs the department and the organization big time. It's one of those "everybody loses and everybody is miserable" approaches.

TrainingBytes® Using Correct Pronouns

Pronouns, just like personal names, are connected to a person's identity. Gender pronouns are words that an individual (co-worker, customer, vendor, etc.) would like others to use when talking to or about them. The most commonly used pronouns are “he, him, his” and “she, her, hers.” People who are transgender, nonbinary, or gender nonconforming may choose to use pronouns that don't conform to binary male/female gender categorizations, such as "they, them, theirs."

E•Z START™ Tackling Illegal Stereotypes (National Origin)

Being frustrated with co-workers from time-to-time is natural and understandable. But when we perpetuate stereotypes about people based on things like their appearance or where they come from, not only is it unprofessional and disrespectful… it also can be illegal. This E•Z START™ is geared towards all employees within your organization - providing a lesson on the detrimental impact of stereotypes. Total Discussion Time: 30-60 Minutes

If You Change Your Mind…

Our working relationships are complicated for all kinds of reasons. That's why we really have to know where the lines are when it comes to managing our interactions with co workers, customers, and vendors. Take the unwanted pursuit of a relationship. It doesn't make any difference where it comes from a manager, a coworker, a vendor or a customer unwanted pursuit could be considered illegal harassment and simply can't be a part of the workplace.

People Like That…

All of us have things that we value and believe in strongly. But it's important that we make sure that we don't cross the line and allow those convictions to get in the way of treating others with respect. Most organizations have policies that prohibit harassment and discrimination based on sexual orientation.

It Wasn’t Personal or Anything…

In general, there's nothing wrong with kidding around at work. But we can step over the line when it comes to having fun at someone else's expense. Hazing, teasing, profanity, and horseplay are the kinds of unprofessional behaviors that lead to low morale, low productivity, turnover and even safety issues.

I’ve Got Another One…

Most of us like a good joke, right? The problem is, while we may think we know what's acceptable, there's a fine line between funny and disrespectful. We can't always know what may be offensive just by looking at someone. That's why we have to focus on respect when it comes to things like, jokes, off hand comments, posts, puns, texting cartoons, drawings, pictures or videos at work.

Just Being Paranoid…

Being frustrated with co-workers from time-to-time is natural and understandable. But when we perpetuate stereotypes about people based on things like their appearance or where they come from, not only is it unprofessional and disrespectful… it also can be illegal.

Nothing’s Going On…

Workplace gossip is one of those areas where it's easy to find ourselves on the wrong side of the line. While it may seem like harmless talk, it's not. Not only is gossip unprofessional because it destroys respect and trust in the workplace; it can also get you and your organization into a lot of legal trouble.

Everyday Diversity™ Three Strikes

Everyone is a combination of the many things different aspects of our lives. Daughter, engineer, team lead, brother/sister, type A personality, lover of jazz, etc. How all of these come together in the workplace is unique to all of us. Building an inclusive workplace means that people can be authentic and feel that they belong.

Everyday Diversity™ The Assertive Salesperson

When we think about other people, we need to be aware of how bias may come into play. This is particularly true when the same behavior is seen as positive or negative depending on the gender of the other person. As we think about how to put awareness into action, we must watch the words we use to describe others and strive to be fair and equitable in our descriptions.

Everyday Diversity™ Are You Speaking English?

Providing customer service over the phone can be hard, particularly when someone has an accent that is hard to understand. While it can be frustrating not being able to communicate easily, the reality is that everyone in the world has an accent. We only notice it when we are speaking with people who don’t share our native language.

Everyday Diversity™ Difficult Name

We all know the dangers that come from making assumptions based on one aspect of a person - such as their name. People want to be seen as whole people and our name is just one part of who we are. This kind of bias can be very subtle and we may not even realize that it is being done. So, as we think about putting this into action, let’s support all of employees in the appropriate pronunciation of their names and to watching any biases that start from someone’s name.

Everyday Diversity™ Happy Holidays!

When the holiday season comes around, many people - by default - wish others a "Merry Christmas." But for people who don’t celebrate Christmas, this can feel disrespectful... and even rude. A key component of being respectful includes using appropriate holiday greetings during the holiday season.

Everyday Diversity™ Hijab

People often have different religious practices based upon their faith. Some of these practices include wearing something like a crucifix. For others, it means wearing a piece of attire such as a hijab. Today’s inclusive and respectful workplace culture means that the ability to practice your religion is open to you.

Everyday Diversity™ His Husband

There are still many stereotypes and prejudices about LGBTQ+ people - and this can often make it hard to come to work depending upon the attitudes and behaviors of co-workers. While we may not agree with every aspect of all of our co-workers, what we can agree on is that people need to be treated with respect and dignity.

Everyday Diversity™ I Can Hear You!

People with disabilities live normal happy lives and most of the time are very independent and self-sufficient. Don’t offend someone by assuming that they cannot do something or that they have to have your help, but be willing to offer if it is desired.

Everyday Diversity™ Mary the Dinosaur

We can make assumptions about people based on their age – younger people will be great with technology for example or anyone over the age of 25 will have a harder time adjusting to the software changes. But, assumptions like this can have a real-life impact on our work teams.

Everyday Diversity™ More Than Meets the Eye

How we present ourselves to the world is part of our personal choices. Some people prefer a laid back styles, some prefer a buttoned up conservative look. So long as people are within the dress code, what people are wearing is personal.

Everyday Diversity™ Speak English

Speaking in a foreign language can be tiring and more challenging. Being able to speak in a native language often makes things easier and quicker - especially when describing work or tasks. It can be easy to assume that when we hear people speaking a foreign language that they are speaking about us. Sometimes this also means that we feel left out of the conversation.

Everyday Diversity™ Taking Our Jobs!

Caring for ourselves and our families is something that everyone in the world worries about. And, immigrants are no exception of the rule. Often immigrants are willing to take jobs that other people find too hard or that they are willing to take because they have other opportunities. Other immigrants provide highly sought after skills and degrees that help companies to be successful. Helping immigrants to be successful at work helps everyone be a great part of a work team.

Everyday Diversity™ They Went to School...Where?

Bias and stereotypes can impact us in many ways... including assuming that just because someone didn’t go to prestigious university - they won’t be a great employee. So, when we are reviewing resumes for new hires, it is important to not let those biases keep us from seriously considering candidates for reasons like the school they attended.

Everyday Diversity™ We Need More Seats!

Cultural differences can impact how people perceive situations such as a visit to the doctor. For some cultures, this is seen as something an individual does, for other cultures, they see it as an important event which a good number of family members need to attend.

Everyday Diversity™ What Does a Girl Know?

Sometimes a department or field is dominated by one gender and it can be hard for people who aren’t that gender to be successful in that field - due to ingrained perceptions or long-standing stereotypes. Think male nurses... or female software developers.

Everyday Diversity™ What's His Problem Anyway?

When we think about people with a disability – we typically think about visible or mobility related disabilities. But, in reality, many disabilities are hidden. When someone asks for an accommodation – that is between them and their manager. It isn’t anyone else’s business.

A.C.T. with Integrity™: Real Situations for Discussion (Original)

Discrimination. Theft. Dishonesty. Are your employees prepared to face ethical issues and respond in ways that meet the high standards of your organization and adhere to the letter of the law? Equip employees to make the right choices in tough ethical situations.

Did You Hear the One About?

This vignette effectively demonstrates the the point at which workplace jokes can cross the line and become harassment.

I Will if You Will...

A very effective and to-the-point vignette that deals with anti-gay and anti-diverse behavior in the workplace.

All That Cash

An action that violates a person’s moral code may not cause someone to be fired, fined or jailed, but such actions are nevertheless wrong. Doing the wrong thing can erode trust, damage relationships and harm others.

Everyday Diversity™ An Introduction to Diversity Recruiting & Hiring

Are you curious how diversity can help your team be more innovative and impact your culture? To begin, we need to know that diversity is a term that doesn’t apply to just a few things … like race and gender… diversity also encompasses people from different cultures or regions of the country. Or, it could be people of different ages or educational backgrounds.

Everyday Diversity™ Avoiding Bias in Hiring

Bias impacts how we see candidates and often limits our ability to find and hire the best talent. Why? Because we often make assumptions about the candidates. Everyone makes assumptions about others... it's a natural part of how we interact with each other. Probably more times than we'd like to admit, we let appearances impact the way we think and treat others.

Everyday Diversity™ Exploring Filters

When it comes to interacting with others in the workplace, we all have filters. Our filters are made up of our experiences, our upbringing, beliefs… and so much more. When it comes down to it, these filters impact how we perceive and understand the world around us. The key is learning how to use these filters to our advantage!

Everyday Diversity™ Keeping Diverse Candidates

So, you hired the candidate you’ve been looking for? Well, your job’s not done. You simply can’t let them fend for themselves. You need to work on keeping them… by making a conscious effort to make them feel included – AND an integral part of the organization. How do we do that? First, introduce them to people in the company who can be of assistance – on the big and the small stuff.

Everyday Diversity™ Selecting Diverse Candidates

How important is it to select diverse candidates? Conventional wisdom says that having team members who are all alike… makes working together easier… and that may be true. But, when it comes to creative and innovative ideas, a diverse team gets better results.

Just Give Me Another Three Days

Digitally Remastered! As managers, supervisors and team leaders, there are times when we have to make some pretty tough calls. It just goes with the territory. And when we're faced with those kinds of situations, we have to make sure we don't let short-term gains, like closing a big sale, completing a big project or hitting a production quota, take priority over the long-term integrity of the organization.

Just Some Good Clean Fun

When humor goes too far and becomes inappropriate teasing and/or hazing.

Let's M.E.E.T.™ Conflict Resolution Module

Help managers meet compliance standards for harassment-prevention training by using the M.E.E.T.™ model in everyday interactions.

She's the One

Dealing with third-party sexual harassment and the fear of retaliation.

The Oh Series™ Everyday Ethics: Around and Around We Go

Most of us like to please and help other people when we can. Such efforts are usually a great thing, although in situations where we are asked to break the law, that natural inclination to please others works against us.

The Oh Series™ Everyday Ethics: Clock Me In

We’ve all been there. It’s not uncommon to be asked to do a favor that may not be against the law, but we know that if we take that action we’ll be doing something wrong. On the surface, these favors may not seem like a big deal. In reality, something like time theft can lead to severe consequences like loss of your job, financial loss and company lay-offs.

The Oh Series™ Everyday Ethics: Divide and Conquer

Dividing up a sales territory to keep a competitor out of the bidding process is an example of an illegal bidding practice known as market division. This practice usually results in higher bid prices - hurting competition and consumers.

The Oh Series™ Everyday Ethics: Freedom

Time theft hurts the company. It also breaks trust. And if an employee gets caught while telecommuting, it’s likely the company won’t let others have those privileges. Depending on company policy, the employee could even be fired.

The Oh Series™ Everyday Ethics: Greasing the Wheels

An offer of a bribe can be direct or indirect in nature. If someone says she will give you money to send business her way, that’s pretty direct. Another supplier might not specifically ask for your business, but might offer you a nice gift or a fun trip.

The Oh Series™ Everyday Ethics: I Take Care of My Friends

When we use our business position to give special privileges to a family member…or when we exclude other suppliers in favor of someone we know… or when we accept a gift or money in exchange for using our influence on behalf of a specific supplier, we have stepped over a moral and a legal line in the sand.

The Oh Series™ Everyday Ethics: It's Expected

While bribery may be more commonly accepted in some countries, people who work for U.S. companies and organizations are expected to adhere to U.S. anti-bribery laws regardless of the country in which they’re doing business.

The Oh Series™ Everyday Ethics: Just Move It to That Column

Asking a co-worker to change an item on a financial report might not seem like a big deal, but it is. Fudging the numbers is unethical, and since Susan’s request also violates Generally Accepted Accounting Principles, it is also illegal.

The Oh Series™ Everyday Ethics: Presentation Help

Sometimes people want to include us in an action that doesn’t appear to violate their moral code, but it is one that we know violates our own. Or, it is an action that is against one of our company’s policies. Maybe it’s even illegal.

The Oh Series™ Everyday Ethics: Taking Turns

We’ve all been there…when someone else acts as if violating an ethical standard or even breaking the law is just a common, everyday thing…no big deal. This is an attempt to normalize an action that is really wrong and abnormal.

The Oh Series™ Everyday Ethics: The Kickback

Asking for or receiving trips, money, or other gifts of this type in order to influence the other person’s decision is known as a kickback. This type of influence is illegal under both federal law and a number of state laws.

The Oh Series™ Everyday Ethics: The Only Game In Town

Forcing a customer to pay higher prices is known as price fixing by reducing supply. A price fixing conspiracy to reduce inventory in order to raise prices hurts the company and ultimately the customers - who end up paying higher prices.

The Oh Series™ Everyday Ethics: The Win-Win Offer

When competitors agree to inflate pricing or include unreasonable special terms in a bid resulting in the other company having a better shot at getting the contract, customers lose and reputations are damaged.

The Oh Series™ Everyday Ethics: The Write Off

Simply put, falsifying expense accounts is wrong and violates company policies. It’s not up to us to decide what should be reimbursed by the company. And requesting reimbursement for expenses that don’t meet an organization’s policy is really a form of theft or fraud.

Those People

Being frustrated from time to time with a coworker is natural and understandable. But when we perpetuate stereotypes about people based on things like their appearance or where they come from, that’s unprofessional. It's disrespectful. And, it may often be prohibited by policy.

We Know What's Going On!

An effective way to show the impact of gossip and defamation of character.

The Oh Series™ Everyday Ethics: Program Introduction

Ethical decisions creep up on us... sometimes daily. Using this program, you’ll not only be aware of and be able to recognize ‘sticky’ situations that can cause problems; you’ll be better prepared to do the right thing.

Understanding Unacceptable Work Behaviors

Provides a definition of the three types of unacceptable workplace behavior: unprofessional, prohibited & illegal.

It's Our Job to Prevent Unacceptable Workplace Behavior

Review how to avoid unprofessional, prohibited and illegal behaviors that can lead to workplace harassment and discrimination.

The Oh Series™ Everyday Ethics: What's the Bottom Line?

We’re all faced with difficult and challenging situations. As we saw, it’s not always easy doing the right thing. And that’s why we need to do our best in making RIGHT decisions.