The IBM Code of Conduct offers extensive descriptions of each principle so people and employees will understand clearly the company’s expectations. Companies develop a Code of Conduct to promulgate principles and ethics that will make them attractive to customers, employees, and other stakeholders. It’s okay to provide an example or examples about the meaning of a code’s provision. Provide scenarios that relate to the industry keep the situation real. Example, if you’re a hotel chain, provide an example of ‘housekeeping isn’t allowed to pocket shampoo samples’ if there happens to be excess not used. Create a scenario that explains the situation, a story if you will.
Create a diverse, multi-disciplinary team of employees and other key stakeholders to help ensure the code reflects the needs of the entire organization. An organization’s mission and values, an introductory statement from the CEO or equivalent leader, ethical conduct guidelines and guidance, rules of conduct, and information about consequences for violating the code of conduct. Periodically and continually review code of conduct e.g. through training programmes so as to ensure all employees continually uphold the values as outlined in the Code of Conduct and Mission Statement. As ambassadors for the healthcare quality profession, members of the National Association for Healthcare Quality and bearers of the Certified Professional in Healthcare Quality® designation demonstrate high standards of personal conduct.
- It also provides an opportunity to bring in different groups’ specific concerns, experiences, interactions, needs, and potential reactions.
- However, NAHQ expects that members and certificants observe the Code of Conduct for Healthcare Quality Professionals.
- The document covers topics such as health and safety, wages and benefits, child labor and harassment.
- Make sure employees know how you plan to measure their compliance with general codes of conduct, or in other words, gauge how an employee measures up to overall values.
Also having the rules written at strategic places at the workplace will also help remind people about the rules. Employers are also bound to workplace ethics and may also be tried for unethical behavior. These standards should be held high and applied to every part of an employee’s activity in the workplace. This should include the way they speak, kind of work they deliver and their relationship with coworkers and customers. Effective communication may also have an employee breaking one of the rules and regulations of the company without getting penalized for it.
Although a code of conduct is much more granular and actionable than a code of ethics, using the code of ethics template document can put the reader into a behavior-focused mindset. The business conduct and the code of ethics guide employees in their decision-making and actions. While the two codes differ in the scope and focus, they both help the company in establishing and promoting certain behaviors in line with their organizational culture, ethical principles, and professional standards. Both codes can be in separate forms or combined into one document that blends ethical principles into professional action. The business conduct and the code of ethics contain policies and guidelines which are specific to the company. While a code of ethics is a set of principles distinguishing right from wrong, a code of conduct is a set of rules that guides behavior. A professional code of conduct outlines appropriate actions for employees or members, as well as the legal consequences of breaking these rules.
Accountability for adherence to the code, with requirements for prompt internal reporting of violations to a designated person . The code should specify the consequences for breach of policy and unethical conduct and include provisions for reporting a summary of code violations to the board. Many companies have a zero-tolerance rate for sexual harassment in and outside the workplace. This may tarnish the company’s reputation and the only way to curb is to make an example of defaulters. Salespeople, for one, need to build external professional relationships with professionals from other organizations—especially those who are potential clients. These relationships will help create a contact person in another organization in case they need to sell a product to them. At the start of an employee contract, companies may need the employee to sign various documents, including the company rules and regulation agreement form.
How To Write An Effective Code Of Conduct
The code of conduct is not a silver bullet for inclusive workplaces. To be effective, codes should be designed and implemented alongside other supportive components. If such efforts fail, we are concerned that companies will blame and dismiss diversity and inclusion altogether. By acknowledging and incorporating antitrust, anti corruption and Bribery laws into our code of conduct, any employee, customer or stakeholder will be able to feel reassured that fairness is at the heart of our business. LIFELONG LEARNING. Healthcare quality professionals develop their skills through continuing education, certification, professional experience, and training.
Companies that work within the boundaries of the legal system are more credible and honorable, which can establish a strong positive reputation as an employer that encourages high-quality candidates to apply for roles. Loyalty encompasses all relationships a business has including those with staff, partners, investors and consumers. Loyalty allows a business to 5 Effective Code Of Conduct Examples make decisions benefiting these relationships and overcome influences from outside conflicting interests. This shows the business values the advancement of the company and employees over an owner’s personal gain. Companies that keep promises and fulfill commitments to their employees, business partners and customers display their commitment to business ethics.
Importance Of Code Of Conduct
It outlines the expectations from each of the stakeholders in the company and what the ground rules of the business are. The organization of Ford’s code of conduct makes it easy to read and understand. It covers a variety of topics that may affect employees, including the use of company assets, product quality and safety, intellectual property and international business practices. Questions of regulatory compliance generally are not ethical matters. The profession offers ethical principles to aid in the healthcare quality professionals’ execution of their duties as members of the profession.
They treat recipients with empathy and respect, honoring their autonomy and privacy. This purpose is often, but not always, captured in a specific quality role. A healthcare quality professional is defined by his or her purpose and not by a job description. Adherence to this Code also requires that any suspected violations of applicable standards, policies, laws or regulations be brought to the attention of the appropriate cognizant office. Raising such concerns is a service to the University and does not jeopardize the University Community member’s position or employment. Members of the University Community are expected to employ sound business practices and exercise prudent financial management in their stewardship of University resources. Refer to Section 3 of the Administrative Guide for responsibilities related to protection and management of University financial assets.
Federal Sentencing Guidelines clearly specify that organizations that do not respond strongly to violations of basic values invite further violations and foster an environment where business ethics exist in writing only. Lessons learned from such violations should be communicated to employees and reinforced through training. An internal reporting mechanism should be put in place for employees to ask questions concerning ethics issues and report ethical violations or breaches of company policy without fear of retribution. When developing a code of conduct, it can be helpful for a business owner or Human Resources department to look at the company’s code of ethics template document.
The written code of conduct provides guidance for employees, customers, and any other stakeholders as to what is deemed most significant, valued, and desirable in relationships, interactions, and the organization’s worldview. The purpose of this document isn’t to provide night time reading-in-order-to-get-to-sleep!
Communicate And Disclose The Code
The Code of Conduct will more likely achieve full implementation and integration within the organization when more stakeholders are actively involved in its creation. Employee involvement creates employee ownership which is the soul of an organization’s implementation of a Code of Conduct. Think of a Code of Conduct as an in-depth view of what an organization normal balance believes and how the employees of an organization see themselves and their relationship with each other and the rest of the world. The Code of Conduct paints a picture of how employees, customers, partners, and suppliers can expect to be treated as a result. Oh, we’ll also mention, get that code translated into your employees’ spoken language.
The most effective codes are clear, concise, and accessible to all employees and to those conducting business on behalf of an organization. BODY OF KNOWLEDGE. Healthcare quality professionals support the body of knowledge through careful study and application of evidence-based practices. They protect the integrity of the processes and procedures within the body of knowledge, guide colleagues outside of the profession to use quality tools effectively, and consult on the appropriate application of quality tools. They seek to fully understand how quality tools and processes apply to the healthcare industry. They contribute to the body of knowledge and to the evidence that supports evolving best practices.
However, when employees are placed under undue pressure, they end up trading quality for on-time delivery. Some common causes of corruption can be seen during the employment process of an organization. They invite so many people to send their CVs and come for interviews but only people with the same political affiliation with them get the job. This act is detrimental to the company because employees who steal sometimes replace quality products with counterfeits What is bookkeeping which are cheaper but causes damage in the future. Companies give lunch breaks to employees and people take advantage of these breaks to do other things outside office work like, go for interviews, meet with friends or even work on their side hustles. Similar to verbal harassment, employees should not be violent when dealing with coworkers and customers. Customers may likely provoke you, but it is better to keep shut and walk away rather than turn violent.
Thus, the tone of the document will vary across different industries as some require more attention and comprehensiveness of the contents of a code of conduct. No matter what type of conduct code you’re using, it represents a set of behaviors and consequences.
The Purpose Of The Code Of Conduct
Standards must not fall prey to the many challenges that would otherwise thwart their success. Do not provide employees with effective ways to address business challenges. Since my identity is based on the values collected by my parents and educational institutions, it should not be particularly difficult for me to follow. However, as I grow personally and professionally and as new moral conflicts arise that cannot be resolved in accordance with my code, I will amend and expand this document. Another overarching purpose for my professional work is to achieve a comfortable and nurturing lifestyle for me and my family. Although I refuse to compromise my other values for wealth and am not interested in the state in which wealth comes, prosperity serves as a motivation for two reasons in my professional life.
For multinational organizations, this discussion may address relevant international considerations. Business ethics go beyond the moral code most are taught from childhood that differentiates between what is good and what is bad. Business ethics are the principles of conduct governing an organization and the individuals within it. These principles are defined through the day-to-day behaviors of managers and employees, creating a culture in which everyone is able to observe management’s actions and reactions in response to events. These observations lead, in turn, to an understanding of how individuals throughout the organization are expected to behave in similar situations. However, we notice that employees lie due to fear of their employer—an employee will call in sick to go for interviews because companies frown against employees interviewing at another company. HR should put up a more friendly culture that will encourage people to progress in their careers taking up other jobs and even support them throughout the process.
The company has also dedicated an entire section of the code to explaining how the code will be administered. This includes information on investigations related to misconduct and disciplinary actions the company may take. PepsiCo’s code of conduct also encourages employees to report bribery, violence or other misconduct by contacting the company’s hotline. is an extensive document that covers a variety of topics including responsibilities of individual employees, respect in the workplace and responsibilities of the company to its shareholders. As a massive global entity, PepsiCo has ensured that its code of conduct is easy to understand and very clear in its expectations for employees.
Organizations should regularly monitor and audit the implementation of their codes of conduct, paying close attention to levels of compliance and effectiveness of enforcement mechanisms. Organizations should share the results of these audits with their employees in ways that respect the privacy of those involved. Companies could report on metrics such as suspected breaches, mechanisms for reporting, whether reports were substantiated, and the company’s response. Anti-harassment policies should explicitly define what is not appropriate, outline the steps for reporting an incident, and explain what to expect after a report has been filed. They should address all forms of unacceptable activity in a single document, rather than having separate policies for different kinds of harassment (racial, gender, sexual, etc.). Singling out specific forms of harassment with their own policies can minimize others and make employees uncertain about which situations count as harassment. Some interactions do not arise to the level of overt exclusion or harassment, but still communicate bias, perpetuate stereotypes, or emphasize differences.
An effective code of conduct is one that leaves no room for confusion. A clear, somewhat uninteresting code of conduct is a far better choice than a creative yet confusing one. It answers many of the questions employees have about working with the employer and eliminates “gray area” challenges managers might face. By this point in the process, you have become your organization’s expert on the code of conduct.
Author: Craig W. Smalley, E.A.