Organizational Code of Ethics

Organizational Code of Ethics

Create a fictitious organization – Something simple? coffee shop, etc idk

Imagine your team are the chief officers for the organization, and you have been tasked with creating the organization’s code of ethics.

Research the process for creating a code of ethics.

Create a list of six to eight virtues that you all agree are most important in the workplace.

Consider the following topics as you create your organization’s code of ethics:
• How values influence behavior at work
• Value conflicts with coworkers
• How good the match is between your values and those of your organization

Justify your organization’s code of ethics.

Write a 1,400- to 1,750-word paper to discuss this process. Include the following:
• Briefly describe the fictitious organization your team created. Kayla
• Describe the methods used for determining the information to include in the code of ethics. John
• Outline the code of ethics your team created. – SHANNA
• Justify why your team believes the items in your code of ethics are necessary, and explain how they will benefit the organization. Howard

Our company used many methods for determining what should be written into the company wide code of ethics.  A code of ethics is a policy a company and their employees develop to ensure that the individuals making up the company have a guideline that details what kind of behavior is appropriate and what is not appropriate inside the workplace.  Having guidelines that employers and employees follow helps to keep the workplace professional and ensure no ethical lines are crossed between staff and employers.  Failure to abide by the guidelines stated in the company code of ethics can result in consequences for the employee or employer.  The initial method the company used for determining what should go into the company code of ethics policy was to hire a third party human resource manager to act as a mitigation between what the employees want in the company wide code of ethics and what senior management wants in the code of ethics.  The second step was to have the employees and the organizations management create a list of demands that should go into the code of ethics.  The items that each list had in common was put onto a rough draft of the initial code of ethics.  The third-party human resource manager worked with the employees and the employers to meet in the middle about issues each group found important to be included in the company code of ethics.  Once all issues were resolved and the rough copy was drafted a final copy was mass printed and employers and employees each signed a copy of the company code of ethics.  The policies developed in the code of ethics were created by bipartisanship between staff and leadership.  When employees have a say in the rules that are created they are much more inclined to follow these guidelines.Organizational Code of Ethics

 

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Organizational Code of Ethics

Introduction

Organizational Code of Ethics is a set of rules that describes what is expected from employees in the organization. The code of ethics can be written down and it should be updated regularly to keep up with changes in technology and society.

In this article we will discuss the different types of organizational codes, how they are created and modified by various organizations around the world.

Organizational Code of Ethics

An organization’s code of ethics is a set of rules that govern the actions of an organization. It can be formal or informal, but it must be written down so that everyone knows what to expect from each other. The purpose for having an organizational code is to set standards for behavior and promote ethical behavior within the company.

Organizational codes help employees understand what their role in this organization entails, whether they are hired on as permanent employees or temporary contractors; how much money should I make?; Do I have rights here? (e.g., maternity leave). They also provide guidelines on how things should be done in order to ensure that everyone involved has access to fair treatment at work

There are four types of codes of ethics.

There are four types of codes of ethics.

• Public sector codes of conduct are established by governments, federal agencies and other organizations that have the specific authority to make rules or establish policies related to an organization’s operations. These regulations can be issued by government leaders at any level, such as local, state or national levels.

• Private sector codes of conduct include those created by businesses to help them manage their internal operations in a way that benefits its employees and shareholders where appropriate (e..g., policies on sexual harassment). These guidelines may also apply to workers who work for contractors rather than directly for the company itself (e..g., if you’re working with another company through an agency).

• Management/Internal Codes Of Conduct—These documents serve as guides for employees within companies who want clear guidance on how they should act in certain situations outside their job description; they often discuss topics like diversity training or conflict resolution strategies between managers and employees within departments within larger organizations including subsidiaries within multinational corporations

Public Sector Codes of Conduct

Public sector codes of conduct are used by governments, companies and other organizations. They are designed to protect the public from harm, discrimination or other offenses. Public sector codes of conduct can also be used to protect the environment or promote human rights.

Public sector codes of conduct have been around since at least 1948 when they were established in Australia by state governments concerned about unethical behaviour within their ranks (New South Wales). Since then many countries have formed similar bodies with the goal of ensuring that public servants act ethically and responsibly towards their communities and society as a whole

Private Sector Codes of Conduct

Private Sector Codes of Conduct are voluntary. They’re not legally enforceable, and they’re not mandatory. Therefore, you can ignore them if you want to—but that’s your decision to make!

The most important thing to remember about these codes is that they’re meant only as guidelines for behavior in specific situations: when interacting with customers or employees and when making business decisions regarding your workplace environment. If a situation arises where the code conflicts with another ethical standard or law, then it doesn’t matter which one should be followed because both sides have different priorities and goals in mind when making decisions like this one (which means there will always be room for negotiation).

Internal/Management Codes of Conduct

Internal code of conduct

An internal code of conduct is a set of rules and regulations that companies establish within their own organization. It’s often called a “company” or “team” standard, because it applies to employees working in one department or location, not just the entire organization. An internal code of conduct will include things like confidentiality (not sharing information), compliance with laws and regulations, workplace safety policies for employees who perform certain duties on the job (such as construction workers), conflict resolution strategies at work sites where there are conflicts between co-workers which could lead to lawsuits against the company if they cause harm through their actions during these disagreements

International Codes of Conduct and Ethics

International codes of conduct and ethics are voluntary. They are not legally binding, nor do they have any legal effect on the parties involved.

These codes can be useful when trying to solve issues between two or more parties and establish a common ground for agreement on certain principles with respect to how the relationship should work in future situations.

As an example, one way you might use an international code of conduct would be if you were hiring someone new at your company who had worked somewhere else before—you could ask him/her what kind of behavior was expected from employees there (e.g., “Do I need to wear pants all day? What about tattoos?”).

The greatest part is that it can be modified to suit the needs of different organizations.

The code of ethics can be modified to suit the needs of different organizations. For example, an organization may choose to have a policy that states that employees should not do anything that would harm their reputation or interfere with the success of the company. However, if this same organization is located near a school and has many students who are children or teenagers, then they may want to include additional guidelines in their code (such as “no drugs”). Another example would be if an organization wanted their employees’ salaries low so they could afford health care coverage for their families—in this case it might be necessary for them to modify some rules about employee pay and benefits so as not to violate any laws related specifically around healthcare coverage requirements from state officials such as California’s Department Of Insurance (DIO).

Another interesting way we can look at these types  of modifications is through history; what we see today may not always reflect what happened back then.”

Conclusion

The most important thing to remember is that these codes of ethics exist for a reason. They’re designed to protect organizations from legal issues, public relations nightmares or even just damage from internal scandals. At the end of the day, you want your company’s ethics policy to be one that protects everything from the bottom up: workers, investors and customers alike.