Business organizations should have an appropriate code of conduct policies to dictate the behaviors of their employees. Such codes should be implemented professionally to support the visions and missions of the targeted company. The merger between UWEAR and PALEDENIM has been successful. However, several issues have been observed that might have significant implications for the newly-formed company’s future performance. Such policies will ensure that every employee at the organization acts diligently and ethically (Gilman, 2005). The policies will make it easier for the firm to discipline its workers. This discussion identifies the major issues affecting the merger and the best strategies to deal with them. The essay also describes the key areas to consider when implementing the code of conduct.
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Why policy is necessary
The first issue observed during my work with UWEAR and PALEDENIM is employees’ conduct. Joe Smith is a courageous and hard-working salesperson for UWEAR. His efforts have made it easier for the company to attract and retain more customers. However, Joe Smith appears to overstep his mandate, especially when dealing with different clients. He has been befriending them instead of being professional. Therefore, an effective policy should be implemented to ensure every employee acts professionally (Editorial Board, 2015).
The second issue is that of sexual harassment. Rebecca, one of the employees, has been uncomfortable whenever interacting with some of her workmates. This issue of sexual harassment should, therefore, be addressed using a powerful policy. The approach will ensure the rights and liberties of every worker are honored. The third issue is that the majority of the workers have diverse expectations and philosophies. Such philosophies can make it hard for them to focus on the targeted goals (Lieber, 2010). A new policy will ensure the workers are guided to have similar philosophies and focus on the company’s objectives.
The best policy for employee conduct is that individuals should professionally act whenever dealing with different customers. Individuals who fail to follow the policy should face disciplinary actions. This is the case because the malpractice has the potential to affect the performance of the newly-formed organization. The second issue revolves around sexual harassment. The best policy is that all forms of sexual abuse or harassment are strictly illegalized. Such abuses may result in immediate dismissal or legal action. The third policy is that employees should focus on the goals of the organization. These policies can play a positive role in addressing the major issues affecting the new company (Gilman, 2005). The next step is creating a committee to ensure the policies are implemented successfully.
Implementation of the Code of Conduct
Several measures will be needed to ensure the proposed code of conduct is implemented successfully. The first critical concern is ensuring that appropriate reporting and investigative measures are put in place. The new organization will also establish an Ethics Committee (EC). The committee should be led by a person who understands the issue of ethics much better. The chairman of the EC will be required to liaise with the company’s supervisor. The role of this supervisor will be to investigate and report every malpractice in the organization (Lieber, 2010). Employees will be encouraged to report every issue and malpractice in the firm. A hotline number should be availed to ensure any offense is reported 24/7. Every worker will be encouraged to assume the role of a whistleblower (Strahovnik & Juhant, 2014). These approaches will ensure the organization is on the right track towards realizing its potential.
The second strategy is ensuring that there are adequate enforcement and punitive measures. As mentioned earlier, the EC will ensure that all workers are educated and informed about the company’s most desirable actions. Departmental leaders will be required to enforce the code of conduct. Employees will be required to read the code of conduct and commit themselves to every policy. The EC will punish wrongdoers accordingly. The EC will be empowered to discipline different employees, depending on the nature of their malpractices (Strahovnik & Juhant, 2014). Such measures will ensure the workers act ethically and professionally.
The Ethics Committee for the two firms should be carefully constituted. This means that the leaders from the two companies should characterize the governing structure. The best proposal is ensuring that the chairman and vice-chairman come from the two companies. The supervisor should not be affiliated with any of the two companies. The companies’ CEOs should be members of the Ethics Committee. Departmental heads from the two companies should be allowed to participate in every decision-making process. This approach will ensure the Ethics Committee is unbiased. The employees from the two companies will have faith in the committee. The ultimate goal is to ensure the workers are guided and empowered to act ethically (Editorial Board, 2015). This strategy will play a positive role in ensuring that the merger is successful. Such measures will ensure the workers act responsibly and eventually make a new organization successful.
Editorial Board. (2015). Leadership and ethical decision making. Schaumberg, IL: Words of Wisdom Press.
Lieber, L. (2010). HR’s role in creating and maintaining a code of conduct to promote an ethical organizational culture. Employment Relations Today, 37(1), 99-106.
Strahovnik, V., & Juhant, J. (2014). Instructions for developing a code of ethics. Ethos, 1(1), 1-10.