The purpose of this research is to identify the differences between a code of conduct and the code of ethics are as follows: A code of ethics is a written document that outlines an organizations mission and values, such as the expectation that employees will give the organizations customers the utmost respect. An adequately framed code is, in effect, a form of law within the organization that is mandatory for its employees to adhere to specific agreements once they violate the code. Whereas a code of conduct is a written document that is consistent with the code of ethics, but it is more thorough and precise. These are the guiding principle that establishes acceptable standards for employee’s conduct at work. These rules are a recognized set of ethics, values, and morals that have no legal effect but can have legal penalties if an organization has taken unlawful actions against an employee. Organizations must enforce ethical standards because their success depends on their ability to trust employees, managers, executives, customers, vendors, and their competitors. Research indicates that unethical behavior in work environments has risen at an alarming rate because of numerous factors such as a hostile work environment, manager’s incompetence, and a lenient attitude in enforcing workplace policies. Work ethic is a cultural norm that advocates being personally accountable and responsible for the work that one does and is based on a belief that work has intrinsic value.
Employees should be loyal to his or her employer and vice versa. Codes of ethics and codes of conduct should inspire employees to report unethical behavior, allow for disciplining when they are violated, ensure employees are attentive to ethical views they otherwise might overlook. Additionally, they inform the public about the nature, roles, conduct, and reputation of the organization, and enhance their reputation in the community. Therefore, organizations must ensure that all employees are educated about their ethical obligations. Codes of ethics are aspiring because they often serve as mission statements for the profession and thus can provide vision and objectives. Analytically, a corporation’s code of ethics is the documented, formal, and legal manifestation of that organization’s expectations of ethical behaviours by its employees. It is the visibility that a code offers that enables an organization to be judged as ethical. (Adelstein & Clegg, 2016, p. 55) Codes of conduct are focused more on the employees and their professional attitude and behavior, and codes of ethics are often designed to motivate an organizations employee to behave in ethical ways. There are four primary functions of a code of conduct, to inspire, to guide, to educate, and to discipline employees.
Managers must communicate with employees one-on-one or take surveys to allow them to develop the organization’s code of conduct. The communication will encourage employees to support the code of conduct, and their participation will allow them to provide relevant and vital responses to assist in its development. Fostering collaboration throughout an organization will boost employee morale and encourage employees may begin to identify with the existing work culture. The goal ultimately is to influence the corporate culture and formal structure of firms in ways that shape managerial behavior and employee actions toward a moral ideal (Murphy 1988). Such results eventually create an environment, whereby leadership understands how to recognize and reward ethical behaviors and to ferret-out and punish unethical conduct across all layers in the company (Trevino et al. 2000). (Hill & Rapp, 2014, p. 628) When organizations are developing a code of conduct, they should use a bottom-up approach that will allow all employees to have initial input.
A bottom-up perspective allows organizational workers to exert influence over the final code of ethics and let’s their voices be heard. Instead of privileging one position relative to others, an attempt is made to even the playing field, allowing employees at all levels in the company hierarchy to explore and refine ethical beliefs without constraints associated with status or reporting structure. (Hill & Rapp, 2014, p. 628) The purposes for operating an ethical business creates an honest and open line of communication with suppliers, employees, managers, executives, stakeholders, customers, and the public to maintain an ethical reputation and a relationship. Also. It creates a positive work culture, limits financial liabilities, and it builds customer and the publics trust and confidence. Factors that I would use to make ethical hiring decisions in an organization are to interview the candidates fairly by adhering to all policies.
Rules, regulations, and laws regarding the selection process. During the interview process ask each candidate tough questions that will accurately describe what the organization is seeking. One should verify the information supplied on the application and resume, do a formal background check after receiving the candidate’s written permission, and have them report for a drug test. Select the best candidate based on what information candidate has supplied, if everything returns positive, make the selection and the job offer; determine pay rate by considering: market rate for the type of work and level of experience, and the salary ranges of existing employees. Ensuring to select the candidate who is both ideal and the best fit for the organization is an investment that can yield big returns in business’ growth is crucial to the organization’s overall mission, vision, and goals. Making an accurate hiring decision is extremely important for most employers. The cost associated with making a poor hiring decision from productivity, customer service, and liability prospective have been widely studied and has been estimated to be three times the annual salary of the individual involved. (Calvasina, Calvasina, & Calvasina, 2007)
Finally, onboard the new employee by sharing the organization’s mission, vision, goals, and values, complete the necessary paperwork, schedule orientation, assign the new employee a mentor for training purposes, get regular feedback to see how employee is adapting to the new job, the work culture, and contributing to its overall performance. In conclusion, hiring employees with good work ethic is an attitude that combines hard work with good performance, and dependable results would be idyllic. Unfortunately, that is usually not the case. So, organizations must develop strong codes of conduct and the codes of ethics and lead by example so that employees will imitate their behavior. By repeatedly communicating these codes to employs through one-on-one communication and schedule training, most will grasp their importance. Organizations envision creating a positive work culture, with limited financial liabilities, and to have an excellent reputation with customers, and to have the public’s trust and confidence based on its ethical behavior. Additionally, organizations strive to use the best recruitment and selection techniques to hire the employees who, are dependable, adhere to all guidelines, performs optimally, and adds value to the organization and its overall mission and goals.
Adelstein, J., & Clegg, S. (2016). Code of ethics: A stratified vehicle for compliance. Journal of Business Ethics, 138(1), 53-66. doi:https://dx.doi.org.ezproxy1.apus.edu/10.1007/s10551-015-2581-9
Hill, R., & Rapp, J. (2014). Codes of Ethical Conduct: A Bottom-Up Approach. Journal Of Business Ethics, 123(4), 621-630. doi:10.1007/s10551-013-2013-7
Calvasina, G. E., Calvasina, R. V., & Calvasina, E. J. (2007). MAKING MORE INFORMED HIRING DECISIONS. Allied Academies International Conference.Academy of Legal, Ethical and Regulatory Issues.Proceedings, 11(1), 9-13. Retrieved from https://search-proquest-com.ezproxy1.apus.edu/docview/192409413?accountid=8289
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