Martin Marietta Case Essay

1474 Words Feb 17th, 2011 6 Pages
Martin Marietta: Managing Corporate Ethics (A)

In an industry overwhelmed with fraud and corruption, Martin Marietta was ready to revamp their reputation to become an ethical company. This concept catapulted a decade of creating, developing, and tweaking an ethics program. Martin Marietta's goal was to maintain a work place with "descent people doing quality work" (page 1). But with this idea came a series of difficult challenges the company needed to overcome. Martin Marietta arose to the challenge and executed an elaborate ethics program. The programs successes were hard to measure at best. A SWOT analysis was designed to reflect upon all aspects of the ethics program. A case study was used to discuss Martin Marietta's
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Favoritism was shown to some employees. Martin Marietta’s Ethic Program was elaborate and intense (Sharp). I believe Martin Marietta set out with the best of intentions when creating their Ethics Program; however, they became too wrapped up in committees and guidelines and lost track of their original goal. With such an elaborate program in place it became impossible to measure the program’s successes. Rather than stepping back and reevaluating the program at this point, Martin Marietta expanded their ethics program. Educating and reporting every single act of employee misconduct for 60,000 individuals is an impossible feat. Sometimes smaller is better and Martin Marietta may have benefited greatly from a more specific ethics program. The major benefits Martin Marietta received from the implantation of an ethics program was revamping their public reputation, thus creating a positive public image. This in turn would boost sales. The program also gave employees a place to voice concerns and report misconduct. Unfortunately, the program cost the company man power and instilled fear into the employees of retaliation (Sharp). To properly assess the programs successes and failures, I would first scale back the program to a simpler point of view. Employees should only voice concerns or report misconduct in situations where the company could be put at risk. Every instance of gossip or anger from lack of promotion or raise does not need to be reported to an

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