Enterprise 2.0 is rapidly developing and spreading, in the biggest multinational companies, where is becoming a reality, and, more slowly within the PMI.
However, the application of Web 2.0 techniques and tool now bear exclusively to the business and not to the person.
It is emphasized the use of these resources to stimulate collaboration, content sharing and teamwork, but all of a watertight more formal than substantive. This brings advantages to the company in terms of ROI, because a more active and proactive employees’ work leads to a substantial reduction of costs.
But inside this box, where there is all Web 2.0 tools and so on, is there a little space reserved to the value of people and their relationships? 

The answer is simply no, and this is the problem: the Enterprise 2.0 has been so far focus uniquely on company and his interests. 

moolidoo, with its ethical and positive vision of the problems, arises as an instrument to create a space for the individual.
The ethical reputation system is a system capable of value the people relying on the positive relationships that exist between them, increasing thus, the reputation of individuals that bring more value to society and to the company itself. 

In addition to its own community moolidoo has developed the portability of its ethical approach through which it can give a value to any community, both external as Facebook and Twitter, both internal businesses.

A value of extreme importance for the construction of an ethical relationship between persons and companies is sustainability, with particular attention given to concepts of Social and Energy Budget.
Our focus is directed to the service sector, where the lack of a process production, makes complex the measurement of consumption and pollution, and so the drafting of any ethical budget.
Exploitation the versatility of community, moolidoo acting on culture, customs and habits of individual and company to develop an Ethical Budget where everyone is responsible and accountable for its network, giving a breath of fresh air the whole system.
The features which moolidoo is developing will permits the company to understand the convergence or divergence between the guidelines drawn by the company from those individual and possibly act on the individual to encourage and promote ethical behavior.

by Adam T. Wamack–A Young Influence & Rubén Harris, Dec. 06, 2008
http://www.thesocialreformer.com

To define Humanity 2.0, we must first define humanity. Humanity is the combined group of people with the qualities that accompany the act of being humane. To be humane is characterized by tenderness, compassion, and sympathy for people and animals, especially for the suffering or distressed.

The first aspect of Humanity 2.0 has its base in Web 2.0 ideals. To understand this concept one must know that Web 1.0 is the one-way flow of information through websites which contain “read-only” material. The idea was to go to the Web to get information. Web 2.0, on the other hand, is the decentralization of the production of the content on the Web; it became “user-generated”. Different social medias such as myspace, twitter, and blogs are products of Web 2.0 and are tools that are primarily used via the internet and mobile devices, and can now be used for inter-user discussions and presentations of important issues or be simply the backdrop for interpersonal recreation or networking. Now the idea is still to go to the Web to get information but has changed to include going to the Web to give information as well. It is the union of sharing and learning.

Concordantly, Humanity 2.0 is still the idea that one must be humane but is now changed to include the idea that one must act using the social media options made available by the Web 2.0 interconnectivity. Humanity 2.0 is collaborating that which is already useful in the already developed world with that which will become and is already becoming useful in the developing world.

The second aspect of Humanity 2.0 is crowdsourcing: the act of taking a task traditionally performed by a working person, and outsourcing it to an unidentified, generally large group of people in the form of an open call. Crowdsourcing is a synonym for “participatory collaboration”. Ideas without action are of little value. Changing ones thought patterns without changing how one behaves is not social reform. We need to use crowdsourcing to generate ideas and tasks via these social media options made available by Web 2.0.

“The world is very different now. For man holds in his mortal hands the power to abolish all forms of human poverty and all forms of human life. And yet the same revolutionary belief for which our forebears fought are still at issue around the globe.”
– John F. Kennedy

Kennedy may not have foreseen Web 2.0, but he did foresee the idea of Humanity 2.0—communal cooperation for the change of society and for the destruction of world poverty, of child malnutrition, of the lack of proper education, and of many other social negatives.

It is not social reform if you only change the way you think; actions need to be present for reform to even exist. Many ideas have risen throughout the years that for some reason have simply not been enacted into society. Why is it that great ideas die out over time? The reason is because there were no actions. As a history major, it is my job to study socio-philosophies and ideas that have risen and fallen, risen and fallen. There is only one of three outcomes for the teleology of any idea:
• Category 1, it will change the ideas of the society;
• Category 2, it will change the actions of the society, but only insufficiently enough to be a tainted and corrupted percentage of the original idea, having been manipulated by greed and lust for power;
• Category 3, it will change the actions of the society in its pure form based on the intelligence, integrity, and influence of those the idea impacts.

Unfortunately the vast majority fall into Category 1 and we are forced to watch sadly as the idea falls out of the scope of the society to join the ranks of the illustrious—the innumerable ideas that over time have been known and understood but simply not been enacted. Some examples of this common phenomena are
• power that does not corrupt,
• honest leadership,
• and even world peace.
Ideas that we have all agreed to be beneficial for our society, but have never had the unity to put them into action in our society.

A much smaller percentage fall into Category 2 and make it into actions that unfortunately are made by corruptible, power-hungry, and greedy CEOs, politicians, and many other positions of social pull and power. Some examples of this are:
• communism,
• Christianity
• capitalism,
• and even freedom.
Ideas that, in theory, would be completely beneficial for all the members of the society, but are, upon the attempt of incorporation into society, sadly twisted through greed and the selfishness of people in positions of power.

A very miniscule amount of a very small percentage of ideas fall into Category 3 and arrive intact and whole on the side of action in a society. Some examples are:
• The Protestant Reformation,
• the Enlightenment,
• modernization
• and the Industrial Revolution,
Now although many of these ideas had faults in practice that were not directly inline with the perfect idea, the end result of the actions were close to the original intent. They make it into society and are incorporated for a time. The sad truth is that they so seldom stay for any meaningful length of time in comparison with how often those ideas of the corrupted Category 2 seem to guide our governments and civilizations. John F. Kennedy observes that “united there is little we cannot do in a host of cooperative ventures. Divided there is little we can do—for we dare not meet a powerful challenge at odds and split asunder.”

Although neither I nor JFK, I am sure, want to sound pessimistic, I cannot help but see the possibility that this failure to gain action symptom might happen to our idea. But there is only one solution to stopping the onslaught of unhealthily corrupted ideas, and that is to be a socio-unified family and coalesce together to maintain the proper leadership, proper distribution and delegation of power, and proper participation of the populace.

However our world is not in this mindset. We are fighting internally and tearing ourselves apart from the inside. The last time our country was fighting internally it was when slavery and continued misconduct of both the Northern and the Southern States drove our country from secession, and war shortly thereafter. After four years of unparalleled bloodshed up to that point, the reelection of a haggard and worried Abraham Lincoln signed the near-coming end of the war. What remained was a broken, scarred, and ununified Union. The solution was the Reconstruction. Whether radical or reserved, everyone in the country agreed that a reconstruction process was needed. Through their actions the end result of all the states entering back in the Union and their governments being rebuilt was achieved.

This time in our own personal histories right now may not be the same. We are not at war with ourselves… or are we? We are not slowly destroying our economy through greed, miscommunication, and hubris… or are we? We may not be walking up and down the streets with guns and killing the members of the opposing forces… or are we? We need to wake up and realize that although we may not be in a Second Civil War—an event that would be horrendous and frightening, but not surprising in the sense that it would be proclaimed—we are most certainly in a hidden war with ourselves, a hidden war against certain geographic locations, a hidden war against misplaced stereotypes. And what is more dangerous and self-damaging than the war that you do not even know that you are in?

There needs to be two things happening: the ending of this Hidden Civil war, and the beginning of the Second Reconstruction. Through changing our actions and unifying our minds and aspirations for Social Reform we can land the idea of a Second Reconstruction into Category 3—into actual incorporation in the physical world that we live. JFK once gave a similar call to action as he called for “a struggle against the common enemies of man: tyranny, poverty, disease, and war itself.”

These ideas of Humanity 2.0 and the Second Reconstruction are only just words if we fail to act upon them—if they become carelessly lain aside to gather dust in the inevitable tick of time. But if they are acted upon then they become more than just words—they become change, they become restoration, they become freedom, they become revolution, they become the end of segregation, they become the rights of single mothers, they become woman’s suffrage, they become peace, they become equality, they become a Second Reconstruction. Through actions and unity, anything is possible. It is up to us to see that our words become the end of poverty, that they become the end of ethnic cleansing and holocausts worldwide, that they become the beginning of a return to intellectual, responsible, and integrity-filled leadership. May we unite to bring about the changes that our family of strangers requires of us: the generation of power.

“This epic before us is going to be written by the hungry Indian masses, the peasants without land, the exploited workers. It is going to be written by the progressive masses, the honest and brilliant intellectuals, who so greatly abound in our suffering (Latin American) lands.” – Che Guevara

moolidoo sagl

ETHICAL CODE
December 2008

CONTENTS
1. ETHICS
1.1 NATURE AND OBJECTIVES
1.2 STRUCTURE, SCOPE AND BENEFICIARIES
1.3 IMPLEMENTATION
2. ETHICS AND PROFESSIONAL ETHICS
2.1 ETHICS AND BUSINESS
2.2 ETHICS AND WORK
2.3 HONOR CONTRACTS, AGREEMENTS AND RESPONSIBILITIES
2.4 RELATIONSHIP WITH CUSTOMERS AND SUPPLIERS
2.5 CONFIDENTIAL INFORMATION AND PRIVACY
2.6 PATENTS AND COPYRIGHT
2.7 END OF EMPLOYMENT
3. PRINCIPLES OF CORPORATE’S CULTURE
3.1 PASSION
3.2 COMPLIANCE
3.3 PERSON’S PROTECTION
3.4 PROPERTY BUSINESS’ PROTECTION
3.5 PROTECTION OF PLACES TO WORK
3.6 ENVIRONMENTAL COMPLIANCE
3.7 INTELLECTUAL PROPERTY
3.8 CONCRETENESS AND SPIRIT OF INITIATIVE
3.9 RESPONSIBILITY AND DELEGATION
3.10 TEAM
3.11 PROMOTE DIRECT RELATIONSHIPS
3.12 LEARNING CULTURE AND KNOWLEDGE PEERING
3.13 UNDERTAKE TO EXCELLENCE
3.14 MOOS AND REPUTATION SYSTEM
3.15 A SYSTEM BASED ON CREDIT
3.16 ACTIVITIES POLICIES
 

1. ETHICS
The term ethics means the rules by which distinguish good behavior, right or morally licit, as opposed to those considered evil or morally inappropriate. Ethics is also the search of space within which the freedom of individuals can spread.
This document, entitled “Ethical Code,” born from the need to identify, both in principle and in practice, the behaviors expected within the business community. On the one hand we talk therefore of general ethics and professional conduct (by respecting the values and practices to be implemented in the workplace), on the other of corporate culture, namely, the set of values, knowledge and behaviors that are characteristic of and which constitutes its identity. In this definition, there are two concepts that it should be stressed more emphasis.
The first is the corporate’s culture.
The corporate’s culture is formed by the values and the way they are supported and promoted. The principles in the Etichal Code are therefore, the first and most important form – in an official and institutional perspective – which is manifested in the corporate culture. moolidoo believes in these principles and want to see in their own way of acting and work. The youth of this corporate doesn’t mean the absence of established models ideals or principles, which are clearly present and constantly affirm. Knowing these principles and understanding their importance in the life business are fundamental for growth both personal and corporate.
The second is to corporate’s identity.
The corporate’s identity is closely linked to culture. More clear and identifiable is a culture and simpler is recognizes the entity that carries it. In this perspective the communication between people and between companies becomes easier, and accordingly increases the opportunities for development, growth, and mutual enrichment.

1.1 NATURE AND OBJECTIVES
The Ethical Code is a tool created independently and freely adopted by moolidoo, hand in hand with his birth. The principles expressed in it are the ethics professional and corporate’s culture that moolidoo recognizes as its own and that it compliance, starting with its employees and collaborators. The Code is therefore aimed at all those involved within moolidoo or are linked to it, so that are clear, unambiguous, and comprehensible moral norms that moolidoo assume a model. The Ethical Code is the official document in which attest to the ethical, cultural, and ethics in moolidoo draws, and you must adjust the various players with it. The Ethical Code, as the corporate culture of which he is expression, is constantly becoming. Everyone can contribute to its development, always respecting a fundamental corporate identity. The initiative to provide its input for the improvement of the Code is an index of identification with the spirit and corporate’s culture which the same code wants to give voice.
The objectives of the Ethical Code are therefore set moral norms, ethics, and cultural of moolidoo. They represent the commitment that the corporate takes against itself, the community, and among subjects which it has working relationships.
In pursuing its statutary objectives, moolidoo works following this principle base:
- act in law and note that all subjects which the Code is aimed operate in compliance with the laws and not commit crimes or any illegal activity
- avoids actions or conducts that create a suspicion of illegality, which can undermine the confidence of stakeholders (those with interest of moolidoo) or might somehow disturb the serenity of relationships and the working environment.

1.2 STRUCTURE, SCOPE, AND BENEFICIARIES
This Ethical Code is structured in such a way as to present all the rules in a simple sequential list. They are divided into two parts: the general ethical rules and professional ethics and principles of corporate’s culture.
While the first shall be construed as imperative that, depending on the scope which they relate, defines steps to be taken, the seconds are reported as values in which moolidoo believe, and confronting its own identity and its own way to do business.
Under the general rules of ethics and, professional conduct must be strictly adhered to all those who work with moolidoo. Principles of corporate culture are the values we want to promote as moolidoo distinctive style of action. They must be understood and endorsed, especially by stable employees and collaborators. Their compliance contributes to the strengthening of the identity of moolidoo in the market. On these values moolidoo puts particular expectations, and not sharing it poses obstacles to a successful and productive relationship with the corporate.
In the continuing effort to promote professional ethics and a positive culture, moolidoo is undertaking of:
- disclose the Code for all those with whom relations have work or business;
- review and update the Code to adapt to changing social, cultural, technological, or economic;
- become available for comparison and a correct interpretation of the rules defined.
Given the extreme importance that moolidoo assigns to Code of Ethics, it is considered which added to the framework document which governs every employment relationship. Any person (employee, contractor, customer, partner) to work with moolidoo is therefore obliged to behave in the sense described by the Code, to seek a confrontation about its correct interpretation and possibly to report violations of the same, especially as aspects of law and professional ethics. Recipients of the Code are therefore, all those who have maintained cooperative relations with moolidoo. First, employees and to follow, partners, customers, and those who have a professional relationship and not with moolidoo, in any capacity.

1.3 IMPLEMENTATION
The information and training on the Ethical Code are an important step for moolidoo and for how make its business. All corporate entourage must be informed about the vision of ethics and cultural of the corporate: moolidoo undertakes to inform the document to all those who are interested in various capacities.
This is an established tool for subscription to the Code when registering as employees of moolidoo within the community that we propose on market and moolidoo same as it exploits the enormous potential.
The objectives of the information of the Ethical Code are as follows:
- disseminate standards, rules and conduct which particularly follow- promote and strengthen the enterprise culture generally and in the moolidoo
- awareness and create consensus around the values considered essential within of moolidoo.

2. ETHICS AND PROFESSIONAL ETHICS
The role of moolidoo is to stimulate an ethics’ draft within the client companies, exploiting the potential of Web 2.0 and business collaboration, leveraging the best chance that the market provides, in compliance with the economic, time and quality established with the client. So we reserve extremely importance for innovation and upgrading of skills and abilities of each employee. This is the premise for achieving a triple goal: support the growth and development company, consolidate the strategic relations with partners and customers, create value for all those who collaborate with moolidoo.
In this perspective, the general principles of ethics and professional conduct are defined for indicate the standard of conduct for employees and collaborators of moolidoo in carrying out work activities, but also to users in their services.

2.1 ETHICS AND BUSINESS
In the conduct of work and development of the company, moolidoo believes inseparable excellence of the results by ethics of conduct. Some basic principles are considered essential for carrying out activities, and don’t respect these underminesz the success of activities. moolidoo believes that the law, integrity, transparency, and clarity information, respect for the dignity of people and loyalty is inalienable principles and worthy of absolute and constant respect. Not only that, moolidoo, through its service aims to implement an Ethical Code in client companies.
Legality
All persons who have working relationships with moolidoo are expected to act in compliance with the laws and be vigilant to ensure that instructions are followed. moolidoo don’t accept and rejects any practice of bribery, extortion, unlawful favoritism, payment, or illegal behavior. We considere highly prejudicial to the company the behaviors designed to obtain personal benefits (economic, grading, location of business etc.), at the expense of harmony general, and that therefore can seriously disturb the serenity of relations.
Integrity
moolidoo undertakes to act impartially, to avoid favored treatment or exert pressures that are outside the ordinary course of business. moolidoo maintains regular business relations with customers, promotes stability and positive relations with them and recognize the merit of all those involved in this achievement for the business goals.
Information transparency and clarity
Every employment relationship must respect the rules of transparency and disclosure clarity in the contractual details. moolidoo is committed to providing clear information, accurate and comprehensive about all aspects that make a particular contract or an employment relationship, and ask to its professional partners to inform the company in precise, understandable, and comprehensive about all aspects of the work.
Respect for the dignity of persons
moolidoo acting in compliance with the fundamental rights of every individual and ensure equal opportunities for their employees / collaborators, also trying to bolster their personal and professional growth. moolidoo considers essential to ensure the serenity of the work environment and therefore doesn’t tolerate behavior that is prejudicial to the dignity of the individual, including any form of isolation, exploitation, discrimination, harassment, or ridicule. Employees / collaborators of moolidoo are a key resource for the achievement of corporate goals. To them, we have a special attention to ensure full serenity and ease in relations.
Loyalty
moolidoo claims the loyalty as a fundamental value in relationships, both with staff internally and with external stakeholders. Every person who maintains relations with moolidoo must be aware that the achievement of the objectives commonly set is directly proportional to fairness and accountability in place. Even where there aren’t written agreements, moolidoo authentic to their word and promised verbally pronounced, and therefore believes that the fair is a necessary condition for fruitful professional relationship.

2.2 ETHICS IN WORK
moolidoo, for his enterprise mission, undertakes implementation of the proposed services for the benefit of its customers or its users.
moolidoo pursue objectives which are also both a technical achievement, a personal or social goal. Each employee is responsibly committed to the achievement of business goals, which must be either a business success and a personal growth. The separation of these two factors would compromise the outcome as a whole and prelude to the logic of power relations, not harmonic and not direct to a common objective.
For moolidoo, the profit must be ethical and not end in itself. The economic and business success must take care of all the factors that make up the company in a whole, starting by individuals (employees, partners, other stakeholders, users).
It follows that moolidoo is committed to moral and personal growth of its staff, investing resources in developing the skills of relations and the cultural enrichment of everyone, although first glance these matters may seem extraneous to the intended strictly professional.

2.3 HONOR THE CONTRACTS, AGREEMENTS, AND RESPONSIBILITIES
moolidoo believe deeply in trust between the people and in the positive relationship between them, as evidenced by his trade proposal. Honor the contracts, agreements, and responsibilities that everyone assumes are a fundamental principle in relations and are one of the foundation that allows the development of a relationship of mutual satisfaction. moolidoo consider taking responsibility, own and of its own employees, one of the highest values of personal dignity and therefore facilitates all the attitudes that encourage and support it. The responsibility is closely linked to the use of common sense, meaning a balance in the proceedings and an ability to discern which takes into account the needs of situations. Particularly moolidoo undertakes to observe the following behaviors, and the same require to all employees / collaborators:
- respect and honor all terms of a contract drawn up with any of corporate stakeholders (employees, employee, partner, customer, supplier, user, etc.)
- be most transparent in detail all the conditions that bind a professional agreement to avoid ambiguities or gaps in responsibility
- warn or anticipate problems in professional relations and in project management, so as to facilitate prompt and a timely remedy
- acknowledge, where reasonably possible, those critical situations that may jeopardize the success of a business
- are actively and continuously available to compare, for favour the identifications of responsibilities and the proper allocation of these
- be willing to discuss their own positions, under the constraint of good faith and in compliance with all existing contractual terms.

2.4 RELATIONSHIP WITH CUSTOMERS AND SUPPLIERS
The relationship with customers and suppliers is a core value for the enterprise act. To ensure stable, fruitful, and lasting relations, moolidoo is committed against customers and suppliers to maintain conduct fair, honest and responsible, such as:
- operate in full legality, integrity, and in full compliance with legal and ethical
- respect, at the cost of more investment or expenditure, commitments made to customers / suppliers
- adopt a style of behavior based on collaboration, efficiency, timeliness of response, and kindness
- provide accurate and truthful information
- encourage the direct relationship with the customer / supplier and deal frank and open each body work. This shouldn’t come at the expense of respect, cordiality, kindness, sense of the role, and position, which could undermine relations between people. The candor and directness have to favour communication; if make it difficult these are abused or badly interpreted.

2.5 CONFIDENTIAL INFORMATION AND PRIVACY
The information and communication technologies allow a more rapid exchange information and data sharing. We must be careful and respect the privacy of everyone, especially in cases where the use of the tools can make public information that are purely personal. If where a person has for any reason access to personal information of someone else (think extensive use of chat, mail messages, shared folders, common repository, etc.) must immediately inform the directly concerned and refrain from disseminating the information. It is also necessary to honor the confidentiality of information that you hold, both among colleagues, both in relations with staff of other corpotares (clients, partners, suppliers). Are considered confidential all information that customers, suppliers, employees, collaborators, or users consider sensitive to the proper conduct of activities and the disclosures of which could jeopardize the success of a project, damage the relationship, or disturb the serenity of work. moolidoo is committed to maintain maximum restraint at this information, when it was known. For example, we consider confidential information on business development / design of the customer, the non-public economic data or information provided by individuals. These data can’t be used without the explicit agreement of who will is responsible or holder and always in compliance with the Privacy Policy. They are also considered confidential all communications from the client and the user for which there is no authorization in disclosure, except for the news public.
It’s also necessary that each employee or collaborator who has access to users’ sensitive data maintains the confidentiality and use it in compliance to our Privacy Policy.

2.6 PATENTS AND COPYRIGHT
The violation of patents and copyrights, and industrial espionage is expressly prohibited by law. So, every technological achievement, custom implementation, these is protected by one of these protections cannot be disclosed, copied or altered unless explicit authorization behind who owns the rights. moolidoo requires its employees / collaborators to respect these rules and prohibits anyone to use any technological achievement outside the terms set by licensing contracts and use.

2.7 END OF EMPLOYMENT
At the end of working relationship with moolidoo, all the property of society, including media, and documents containing proprietary information moolidoo, must be returned. The ex employee / collaborator remains subject to restrictions on the use and disclosure of proprietary information of moolidoo and sensitive data of users or customers which he knows.

3. PRINCIPLES OF CORPORATE’S CULTURE
The corporate’s culture represent the particular style which moolidoo interprets the business and go on the market. It consists of values, attitudes, and behavior that are not an obligation or duty, but represent a capital essentially for moolidoo. During recruitment and selection of personnel, moolidoo takes into account these principles, how they are regarded and the affinity existing with them. Such assessments can then be discriminating when choosing a candidate. Business development and corporate relations must be accompanied by the way these are experienced. Principles of corporate’s culture are therefore, an integral part of the corporate, and their true understanding favour the emergence of a positive value proposition and the development of the company as a whole. Therefore, moolidoo believes essential that each employee / collaborator understand the meaning of these principles, and follow them in its professional acts. To facilitate the consolidation of that culture, moolidoo established a system reputation, which is also his business proposal, which could promote a positive approach. The premium system is a foundation of the principles of corporate culture and becomes so fully in this Etichal Code that is the expression of the corporate’s culture.

3.1 PASSION
Although passion is due more to the sphere of personal, then the working, feelings, moolidoo puts it at the top level in his own subjects values. From it depends not so much quantitative enforcement activities, as the quality and the level of the result. Passion isn’t only stress to the proper result, but also identification towards people and situations and proper consideration of commitment or effort that each job entails. The passion, although is an intimacy feel of everyone, depends to some extent by rationality that is the attention over the reasons that support the work – whether personal, professional, or business.

3.2 COMPLIANCE
Compliance must be understood as transparency, sincerity, and understanding towards people who work with us. The moments of criticism should be constructive and lead to improvement: the critic is about an action or behavior never about the person. The respect you have toward the people must be given also to job’s place and to corporate assets, because they are the tools of our success.

3.3 PERSON’S PROTECTION
moolidoo is committed to protecting the integrity of its officials or employees guaranteeing the right to work in conditions that respect the dignity of the person. So we safeguard workers against acts of violence and psychological contrasts or prejudices about behavior of the person, his beliefs and preferences. Are not allowed behavior and speech may upset the sensibilities of the person.

3.4 PROPERTY BUSINESS’ PROTECTION
Each recipient is responsible for the protection and preservation of corporate assets, tangible and intangible, held in custody for the performance of their duties and their use in their own way and in accordance with corporate purposes.

3.5 PROTECTION OF PLACES TO WORK
moolidoo undertakes to ensure, inside of its draft of relocation of the workplace, in compliance with current legislation, the protection of working conditions, a proper working environment in terms of safety and health of employees, taking all the necessary measures. The recipients agree to comply with the measures prevention and security that we have.

3.6 ENVIRONMENTAL COMPLIANCE
moolidoo is affectionate to the issues concerning the environment. In an effort to reduce carbon dioxide emissions, we operate in a different way from most companies. First, despite that we have a central office in Poschiavo, CH – we all work from the comfort of our own homes. This means we avoid commutes and therefore avoid the carbon emissions that would otherwise be generated by driving to work every day. Second, we only break out our printers when it’s absolutely necessary, and it’s rarely necessary. Printing uses paper, obviously, but it also uses bleach, ink, and electricity, and generates waste that must then be recycled. To prevent these things we sign contracts digitally, we use whiteboards to sketch design ideas instead of paper, notebooks, and sticky notes (we take pictures of whiteboard sketches so they can be shared) and invoices are managed and sent online Finally, we invest in renewable energy projects to offset our remaining carbon footprint. Since some of us sometimes travel all over the world to attend to or speak at conferences, it’s vital that we offset the emissions generated by our flights to reduce our impact on the environment.

3.7 INTELLECTUAL PROPERTY
The intellectual property is, in technology world, a very important asset. moolidoo recognizes the significance of that value, especially when individual creativity and ingenuity risk of lost or blurred in a large project. They are therefore blamed the behavior in which someone tent to make their others’ ideas to obtain a more personal benefit. The insights, ideas, the outputs - partial or total – of each person must be recognized and respected by others, especially when they are immersed in a broader realization.

3.8 CONCRETENESS AND SPIRIT OF INITIATIVE
In moolidoo we are determined; we try to schedule as possible to avoid problems and loss of time. We are on become, but always check the cost and benefits of ideas that we bring, of projects to develop, and try always to give order and continuity to our work.
In our business, there is room only for people dynamic and full of initiative. The vitality and energy are the basis of the good functioning of our company.
We communicate ideas even the most simple: they could turn into a great success. Always convey a strong motivation to people who work with us. We don’t see a person only for what it is, but especially for what could become, in relation to its own expectations and attitudes.
Each employee / colaborator, as part of the team, can’t consider their personal outcome independent of that of the team and the entire enterprise. Under the mission of the corporate we encourage attitudes that lead to a greater cooperation, a frequent sharing and a mutual emergency aid. These aspects promote the growth of learning culture, at the expense of an individualistic and fragmented vision.
The company is of everyone: always use “we”, never “I”.
The learning culture wants to favour a virtuous circle in which even the mistakes, failures, or neglect should serve as a stimulus to learn something new. Everyone is responsible for their mistakes and pays the consequences: this moral law doesn’t change, but we don’t give room for blame or guilt. The error becomes rather a sign of the new learning that must be acquired. The correction – however, necessary – is not to be experienced as punishment but as greater awareness and therefore as new and more interesting responsibilities. The learning culture also needs a propensity to put into question. Don’t give anything for granted or already known. Never have any kind of presumption, knowing its own limits. We need to get the most from every experience. The comparison – that we don’t want dialectic but positively critical – must find the willingness of everyone to review their results or positions, but will not cancel roles or hierarchies, nor the reasons underlying the personal behavior. Make available to others our knowledge helps others also help ourselves, an open and positive transfer of experience creates harmony, trust, confidence, belonging to the group, so moolidoo wants to focus on work patterns involving this kind of behavior. We conserve and cultivate the curiosity. Let people grow. Training is the investment that we make on the most important resource we have: ourselves.

3.9 RESPONSIBILITY AND DELEGATION
Awareness of having to answer for their own and others actions, solve problems without download the weight on the other. If the responsibility entails discomfort you don’t have the knowledge necessary to carry it out; should not be discouraged nor deny responsibility but simply go to take the necessary expertise.
With the growth of the corporate, will become increasingly necessary to delegate responsibility and encourage people to take their own initiatives. To do this we need a big dose of tolerance: people to whom we delegate authority and responsibility, if they are good people, perform their work at their own way.
Let people make mistakes if we want they grow.

3.10 TEAM
We consider fundamental feel part of the team. It’s the team that wins not the individual. Let us never forget that our work always affects that of our colleagues.
The team must periodically meet to set goals and solve problems. Despite being favored direct reports, the team is a group where the roles are well defined and where there is an organizing director.
In the eyes of the customer is always moolidoo, that works well or badly, not the individual.

3.11 PROMOTE DIRECT RELATIONSHIPS
To affirm its personality and its commercial proposed moolidoo favors direct relations, as far as possible free from hierarchical influences, both within the company and in relationships with customers. This doesn’t mean that there are no hierarchies, but rather requires a greater understanding of the positive value of the hierarchy and the roles that everyone is called to interpret. Promoting direct relationships means to facilitate communication, not trivialize or reduce its quality. Facilitate communication should not mean compromising the relationship. This is particularly important when from the relationship depends, not only the personal dimension, but also the climate or the realization of business’ projects. In the case of relations with the customers, we underline that personal behavior may affect this relations, so eveyone must deal with the utmost caution and possibly meet with its representative within moolidoo.

3.12 LEARNING CULTURE AND KNOWLEDGE PEERING
moolidoo conceives the corporate as a place where everyone can develope their personality and professionalism. The learning culture wants to favour a virtuous circle in which even the mistakes, failures or neglect should serve as a stimulus to learn something new. Everyone is responsible for their mistakes and pay the consequences: this moral law doesn’t change, but we don’t give room for blame or guilt. The error becomes rather a sign of the new learning that must be acquired. The correction – however necessary – is not to be experienced as punishment but as greater awareness and therefore as new and more interesting responsibilities. The learning culture also needs a propensity to put into question. Don’t give anything for granted or already known. Never have any kind of presumption, knowing its own limits. We need to get the most from every experience. The comparison – that we don’t want dialectic but positively critical – must find the willingness of everyone to review their results or positions, but will not cancel roles or hierarchies, nor the reasons underlying the personal behavior. Make available to others our knowledge helps others and also help ourselves, an open and positive transfer of experience creates harmony, trust, confidence, belonging to the group, so moolidoo wants to focus on work patterns involving this kind of behavior. We conserve and cultivate the curiosity. Let people grow. Training is the investment that we make on the most important resource we have: ourselves.

3.13 UNDERTAKE TO EXCELLENCE
The excellence in the provision of its services is one of the most important proposition of value of moolidoo. The concept of performance wants to be distinctive of moolidoo’s action not only for customers, but also simple users. moolidoo is aware that this is possible only if everyone is personally involved in delivering a result of value. Although a popular cliché suggests the performance as anxiety, moolidoo interprets it as a personal identification and an assumption of responsibility for the tasks to do.

3.14 MOOS AND REPUTATION SYSTEM
The system of reputation, put behind our commercial propose, is also implemented within the company itself.
Working Method
Each employee / collaborator follow the track of moolidoo. The activity is realized in cooperation and mutual help, in friendship, with dynamism, and reciprocity, giving our best contribute, in respect of colleagues and clients.
Moos
At each employee / collaborator is assigned the task of consolidating and improving the quality of his work: at each, in relation to the above, is assigned the moos number of its relevance, from initiative, and determination of others. The moos receipts are stored in a report and are available for their monetization and their assignment sheet, with consequent economic , with the agreement of all the others. The monetization takes place through the purchase of products offered in the moolidoo’s business catalogue.

3.15 SYSTEM BASED ON CREDIT
moolidoo differs from the economic system based on debt and creates a new system based on the claim. The reputation grows up in relation to the moos that you received, and there is no possibility to have a negative budget.

3.16 POLICIES ACTIVITIES
moolidoo does not pay money and not give its support, either directly or indirectly to political parties, political committees, or individual politicians. For employees and collaboratores are prohibited from making political contributions on behalf of or using funds or resources of society.

ETHICAL CODE AND ITALIAN LAW

On 20th November 2008 moolidoo attended to the conference “D.lgs 231/2001: modelli di organizzazione e gestione” organized by Politec Valtellina.

Our point of view on this law is focus on the Ethical Code that Corporate must have, as base of the model of organization and management.

Corporates must have this model, not to be prosecuted for crimes provided for by “D.lgs 231/2001″ and committed by their employees.

moolidoo with his innovatives services could write and demonstrate the application of the Ethical Code by the Corporate.

This is the first step to implement the model of organization and management in every Corporate.

Read more (only italian):
www.politecvaltellina.it/home.jsp?idrub=617.