Organizations should design the best codes of conduct in order to outline their roles towards the welfare of different stakeholders. The codes of conduct should be founded on the firms’ cultural values and ethical approaches. The merger between PALEDENIM and UWEAR brings together employees who have diverse organizational behaviors. A powerful code of conduct should be designed to guide these employees with diverse cultural values. The management teams in each of the two firms will be informed about the new code of conduct using brochures, notice boards, e-mails, and trainings (Gilman, 2005). Direct communication will also inform the teams about the targeted organizational goals.
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The purpose of a code of conduct is to ensure all the employees and stakeholders embrace the most desirable actions. Employees use the presented code of ethics to make decisions and support the welfare of different clients. The code of conduct is a powerful managerial tool that can support the missions and visions of the targeted organization (Strahovnik & Juhant, 2014).
Companies should have a written code of conduct. The approach will ensure the workers can read it and acquaint themselves with the best practices. The written code of conduct can be availed to different stakeholders and new employees (Strahovnik & Juhant, 2014). The written document will become a useful reference that encourages the employees to focus on the best practices. The written code of ethics will clarify the values and missions of the targeted firm.
Several issues should be considered whenever drafting a code of conduct. The first thing to consider is the question of health and safety. The code should outline the best practices towards improving the safety of different workers and stakeholders. The core values and principles embraced by the firm should be considered throughout the process. The organizational goals should be aligned with the code of conduct. The issue of ethics is critical whenever drafting a code of conduct. The document should focus on the business’ integrity and strategy. Management commitment is critical during the process (Gilman, 2005). The code of conduct should indicate how the firm commits itself towards promoting its goals and social responsibilities. Human rights and labor issues should be included in the document.
After creating the most appropriate code of conduct, the next stage is disseminating and implementing it. During this process, the company should create a powerful communication strategy to deliver the message to the right people. The manager can communicate the guidelines and policies indicated on the code to all members of staff. Training programmes should be used to ensure the workers have a clear understanding of the code (Editorial Board, 2015). The managers should encourage their followers to support the code and make it part of the organization’s philosophy. Notice boards, emails, brochures, and employee handbooks are useful avenues for implementing the code of conduct. Employees and stakeholders should sign documents showing that they abide by the code.
A manager should be aware of the best approaches towards writing the best code of conduct for his or her business. The best strategy is considering the goals, values, and missions of the company. The issue of sustainability is critical during the documentation phase. Expectations such as ethical behaviors should be considered during the process. The code of conduct should be aligned with the unique aspects of the business (Editorial Board, 2015). The next stage is to write and implement the code of conduct. Finally, the employees should be part of the implementation process. The code should eventually dictate the activities and functions undertaken by every employee.
Editorial Board. (2015). Leadership and ethical decision making. Schaumberg, IL: Words of Wisdom Press.
Strahovnik, V., & Juhant, J. (2014). Instructions for developing a code of ethics. Ethos, 1(1), 1-10.