6. fact sheet for employees at John Readings

  1. Requirements for organizational code of conduct.
    1. Ethical principles
    1. Disciplinary actions
    1. Values
    1. Professional standards
    1. Accountability
  2. First, the code of conduct will be written, soft and print copies. Each employee will have a copy. The code of conduct will be integrated into the company’s values, such as honesty. There will be justice and fairness, such that the reporting system for breaches is transparent. That may be through a company app or directly to the disciplinary team. A committee chosen by employees would deal the disciplinary matter. An ideal strategy to communicate the code is being persuasive through charismatic leadership qualities.
  3. I would consult all employees and staff on the relevant matter. The code is not meant to harass employees; therefore, I would inquire from them about their needs. The senior management would advise whether the code aligns with the strategic plan of the organization.
  4. I would use surveys and observation to assess the adherence to the code. Indicators such as public misbehaviour would suggest the code has not been adhered to, and vice versa. On the other hand, civil conflict resolution and respect would indicate the use of the code.
  5. I would ensure that the recruitment process makes applicants aware of the stringent measures against immoral behaviours and the value of the organization’s code of conduct. The case states that employees lack a sense of accountability and have poor awareness of organizational values. The code of conduct would help avoid that. I would also incorporate the code in hiring and retention. One will qualify for promotion if they have a good score on codes of conduct, among other metrics. For instance, in the current plan to up-skill and re-skill employees, the opportunities would also be given based on an employee’s reputation regarding adherence to the code of conduct.
  6. The first step in incorporating the code of conduct into the service level agreement is to understand it. Reviewing the SLA terms will remind me of its objectives and tailor the code to align with the objectives. It would also ensure that the SLA is implemented as planned. That would avoid issues such as delayed recruitment and failed follow-ups, as revealed in the case.
  7. Ethical codes elaborate the goals, vision, and mission of an organization. It makes clear the dos and the don’ts. Thus, employees are aware of the expectation of managers. They work together towards meeting the goals of the organization, hence success. For instance, the case illustrates that poor training has led to low morale, which will affect organization performance.
  8. I would establish strong personal contact with employees. One-on-one interaction with them would forge an ideal relationship for appealing to them to use the code.

7.  Managing Unethical Behaviour

  1. I will give written notice to the employee to warn him
  2. The incidence might damage the company’s reputation
  3. Once the business brand is tarnished, it might take a very long time to build.
  4. A constant reminder of the code of conduct and the values of the organization can help.