ip5 frame work of a code of conduct gibson d
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The document discusses framing a code of conduct for two merging companies, UWEAR and PALEDENIM, which currently have no set code. It identifies several issues that should be addressed in the new code, including potential conflicts of interest between employees of the companies. It recommends that Marcia Henry lead developing the code due to her experience, and outlines several topics that should be covered, such as dress codes, ethics, safety, harassment, and whistleblower protections. It stresses the importance of clear communication and compliance procedures to ensure the code's successful implementation.
![FRAMING THE CODE OF CONDUCT 7
References
Board, E. (2015). Leadership and ethical decision making. [VitalSource Bookshelf version].
Retrieved from http://legacy.vitalsource.com/books/9781938390708/epubcfi/6/2
OECD. (2000). reducing the risk of Policy Failure: Challenges for regulatory compliances,
PUMA. Retrieved from http://www.oecd.org/gov/regulatory-policy/46466287.pdf](https://image.slidesharecdn.com/c503712f-69d0-453d-8163-4c56d8af497f-151229221436/85/ip5-frame-work-of-a-code-of-conduct-gibson-d-7-320.jpg)
ip5 frame work of a code of conduct gibson d
- 1. Running head: FRAMING THE CODE OF CONDUCT 1 Framing the Code of Conduct: for UWEAR and PALEDENIM Dawn M. Gibson-IP5 Leadership and Management- Instructor Jeoffrey Jenkins Colorado Technical University
- 2. FRAMING THE CODE OF CONDUCT 2 Abstract In this case there is a merger between two companies; UWEAR and PALEDENIM. They have no set code of conduct so one is being created with both in mind. This takes a great deal of thought and time to make sure and try to have everything included. This paper will describe some issues, and how to comply with them as communicate this to all sections of both work places. These will explain how violations can be reported, and the policies in which both companies choose to add to the code of conduct. Changes will have to be made; some may not like change, however, when merging the strong but understanding mangers should be head. It takes a strong person to step forward to report violations as they know they will be treated sorely, however, one must ask themselves can you look in the mirror knowing to facts and remain silent? Or would you rather stop the violations before something happens to ruin the companies. There are times when we may be told it is none of our business but in fact it is ALL our business that can effects all involved.
- 3. FRAMING THE CODE OF CONDUCT 3 Framing the code of conduct Framing a code of conduct can be hard especially when merging two companies, with management who have separate ideals. There may be mediation needed to help them work together. They also need a mission statement, name change, and management changes. A name like Uwear denim, that promises to clean linen like they were brand –new and return them in a timely way (not the summer, not 2 weeks, but perhaps weekly). This would make their business soar as many complaints are not returned in a decent amount of time or look just as dirty as they went in. The Issues The first issue as discussed is that UWEAR and PALEDENIM do not have any codes. This must be done for the benefit of the company, management, and employees. The reason why is because this is a guideline to how people should conduct themselves (Board, 2015). This should explain what is expected and penalties for not following them. It should be suggested that Marcia Henry, HR for PALEDENIM} take the lead as she preplans, stands up for her team, and can be trusted. She has 20 years experience (3 with PALEDENIM) She has two negatives in which perhaps Sharon Rees{ HR for UWEAR} could take over communication as she has the more updated education. She feels there is no need to plan ahead and it is a waste of time, so heading the company would not be a good position for her. I would recommend that they both receive more training in the communications areas. The second issue is that Bill Bateman (CEO of Peninsula Hotel) has gifted Joe Smith, who works for UWEAR gifts such as a box of cabernet champagne which is very expensive. Bill has also asked Joe to come on his Yacht, while these may seem innocent enough and friendships have occurred while making business stuff. Bill and Joe are on the verge of making a business
- 4. FRAMING THE CODE OF CONDUCT 4 contract. This would be looked upon as poor business tactics unless Bill has also invited Samantha- CEO from Threads4U as well. This is also just before the contract is to be completed. This friendship is a conflict of interest and playing favorites. The Third issue is insider trading which is when Bill told Joe about Samantha’s offer. This is a direct violation of confidentially and playing favorites. Joe is guilty of not reporting these violations. It is hard to have friends with the competition or in a company you will be contracting with, there is no law stating you cannot be friends, however, doing so should be done wisely and no business information should be discussed. Joe would look guilty as he took the “bribe” to win the contract from Samantha. The last two should have a code of conduct stating what will be allowed and the amount of a gift if any should be accepted. I would include that while negotiations are being worked through neither party should be seen in neither, each other’s company nor talk about any business what so ever. If they are caught immediate termination would be done for those parties involved. Codes to include later in full detail These codes should be drafted and included in any final code of ethics. Dress codes : what would the company like to see their employees and management dress up as. Dress shirt, slacks, and tie/ certain colors, how do you expect the workers to wear their hair, allow beards or musctaches, hats , hair nets, type for shoes, no slip, etc. Ethic rules and regulations: What attitudes should employees have, no swearing, no fighting, who they would report to.
- 5. FRAMING THE CODE OF CONDUCT 5 Safety and Health issues; who do you report issues to and contacts should your place refuse to follow them. The state board of public health and safety section 7. Are the work places safe, health issues due to chemicals being used? Harassment - which workers have this protection, should they stand up to it. People should not be harassed sexually, verbally or physically it is the worker rights and if the work place will not address this issue there is a higher place to report it. Emergency procedures are very important. It is also very important that all emergency exits are not blocked or locked. ( a constant battle at my place of work because people park right in front of the emergency doors. This not only blocks people in case of an emergency but also all emergency vehicles should there be one. Equal opportunities (EOC) by law no one can be discriminated based on sex, race or disabilities. Whistleblower- although some companies may have them to protect them, workers are protected under this act should they see wrong doing and can report it. How to comply These should be very clear the violations and steps of compliances. Each issue that the company feels is important should be laid out in simple English. These should be reasonable compliances; everyone should follow including management as they set the example for the workers (OECD, 2000). Violations can be reported to different sectors. Most people who report violations would be protected by the workers Act sec 7, Whistle blowers policy, and so on. It would be best if it was done from the inside depending on how deep the violations and dangerous to report. You can always look them up on line
- 6. FRAMING THE CODE OF CONDUCT 6 and there are phone numbers and addresses to contact. If it is environmental the EPA could be contacted. Communicating the code of conduct Communication is very important for a workplace to run smoothly. There should be all written in a booklet or pamphlet and meetings to discuss certain issues. They should go over all new policies and also ask for feedback as many time employers do not realize some issues that workers face. The better the communication and included the workers feel the more positive the atmosphere. It should be fully understood what is to be expect and penalties that will follow. In any section of a job there are always new things to learn, everyone should be required to take them. In conclusion, if Joe does not wize up he may cause his company to be involved with illegal practices which would not make his CEO- Tom Tramlin very happy. Reputations make the company and they do not need any influences. Joe would be wise to let Bill go and just be friendly but not close mates. This company has a bright future if run correctly and all employees remain honest and loyal.
- 7. FRAMING THE CODE OF CONDUCT 7 References Board, E. (2015). Leadership and ethical decision making. [VitalSource Bookshelf version]. Retrieved from http://legacy.vitalsource.com/books/9781938390708/epubcfi/6/2 OECD. (2000). reducing the risk of Policy Failure: Challenges for regulatory compliances, PUMA. Retrieved from http://www.oecd.org/gov/regulatory-policy/46466287.pdf