Looking For Info About Organizational Ethics?There are many considerations for writing an organizational ethics code of conduct. Most major and small companies currently have an organizational ethics policy which embodies the ethical commitments expected from each employee within a company. Through an ethics policy, society knows what the company stands for. Current employees and future job applicants will know what to expect while conducting business on behalf of the company. While the content of organizational ethics codes may vary from one company to the next, there are specific standard issues to include. First, the organizational ethics code should be custom-made for the organization. What makes the organization unique also defines the specific codes that are related to the industry standards. This should involve more than the company logo. Secondly, employees should be involved in the code development process. Select representatives from each department or division if the company is large. Involving employees gives credence to the organizational ethics code, and provides a higher level of acceptance among employees when their opinion is valued. Other key stakeholders, such as customers, suppliers and local community groups, should be consulted as well. Their input will reveal what others view as the company's key obligations. Additionally, this will help to ensure that the code covers a full range of issues that the company may face in the future. A consultant may bring knowledge and experience to the organizational ethics writing process, but should not take over completely. Use consultants as a guide, not to rewrite the company's vision and focus. Consultants can offer guidelines to avoid including too little, or too much detail in the code. However, at the end of the day, the document should reflect the organization's values, principles and aspirations, not the consultant. Look at examples on the internet from similar organizations. Use these as tools for developing an organizational ethics code, not to simply duplicate what others have done. A copied code will not be effective for specific organization issues. Be clear about the scope and implementation of the organizational ethics code. Will the code cover everyone from the mail room to the board room, or is it only for senior management? Once the code is complete, will it influence policy and standard practices? Everyone who falls under the code should have a clear understanding of how the values in the code are put into practice. Employees should receive training and education about the organizational ethics code. The code is ineffective if employees are not aware of the code and its requirements. Also, it is important to communicate specific penalties related to enforcing the code. Finally, as times change, the code will need to be reviewed and updated to address new issues not previously covered. |