Code of Ethics Research Paper

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Module 6 – Code of Ethics Implementation Plan Paper
Edward G. Udell, Sr.
Grand Canyon University: LDR-800 Ethical Dilemmas and Stewardship April 4, 2012

Code of Ethics Implementation Plan Paper
General overview of organizational ethics policies
The organizational ethics polices of this organization is based on developing an ethical climate. This climate is one where everyone---leadership, staff, contractors, vendors, customers, and the public---is treated with the utmost respect. This organization has a zero tolerance for rude and/or discourteous actions, or any signs of disrespect. No type of aggressive behavior, whether in person, writing, by phone, computer, or any device, or failing to assist when danger is present, is acceptable. Sexual harassment, discrimination, or bribery in any form will result in serious consequences for those involved, leading to counseling, special training, and/or being released from any connection with this organization. Those who adhere to following this organization’s ethics as explained further in the organization’s Code of Ethics will earn rewards periodically. Those who do not adhere to these guidelines will suffer punishments, including employment termination.

The mission of this organization is to excel in building a strong, sustaining community development operation by developing dedicated, well-trained partner-employees using their education, training, and skills to give outstanding customer service within, and without the organization. Rationale for the design of my code of ethics

The on-going reporting of scandals of corporate executives, politicians, business people, athletes, priests, pastors, and others makes it imperative that this organization spells out its ethical standards, outlining punishments for those who do not comply, and rewards for those who do comply. Plus, the general public expects organizations to have a code of ethics, and to abide by its code of ethics as described by Johnson (2012) who stated, “Codes of ethics are among the most common ethics tools” (Johnson, 2012, 338). Johnson (2012) stated further that the public would tend to have more trust in organizations that have a code of ethics and take such a code seriously. The development of our code of ethics complement existing federal, state, county, city and Equal Employment Opportunity laws statutes of treating all with respect, as well as caring for the environment. Our entire efforts center on commitment to societal impartiality and toward rectifying inequality, at all times conscious of local, regional, national, and worldwide treatment of people, places, and things. Key issues addressed include the illicit use of bribery within, and without, the organization, employment conditions of this organization, outreach to the public, training of staff, and intellectual property. The relationship between the organization code of ethics and fair treatment of all people is not in conflict with any local, regional, or federal human rights, employment, or equal rights of any person or group. The Code of Ethics Taskforce of this organization will ensure that this organization work in close harmony with all other ethical codes of other organizations, and will be reviewed quarterly and upgraded as necessary to ensure all those connected with this organization will know that we are serious about maintaining an aura of excellence in dealing with employees, and with the general public. The leadership of this organization is dedicated to excellent treatment of all, and expects all employees to dedicate themselves to conduct their public and private life according to the ethical guidelines and principles shared in this organization’s code of ethics. When the code of ethics is in use by all and cherished, other organizations will model our behavior. The written code of ethics

1. This organization will maintain a safe working environment and encourage healthy habits among all...
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