A code of conduct is a set of rules established by an organization to help its members understand what is expected of them and how to act accordingly. Consequently, creating the code of conduct requires critical steps informed by the organization’s strategies. Following the newly merged JeanStyle organization, an even more comprehensive approach must be used to create the code of conduct to reflect the attributes of each company, even though they have joined up to form a single entity.
Creating the code of conduct would include a six-step process. The first step in creating a code of conduct is gathering information on the different aspects of the code to be included. The second step is for a member of the organization to generate a draft. After completing the initial draft, it is reviewed to ensure it meets the criteria specified in the previous phase, after which it is submitted to top management for comments. The fourth step in drafting the code of conduct is for the merging companies to adopt it. This step involves getting the code approved by the company’s board of directors. Once the code is adopted, it is introduced to members or workers. The last step is to enforce the code through process design and analysis, including reporting and investigating violations.
The code should include topics that are more specific to the organization and reflect its ideal internal environment. The first part should be an engaging title such as “living or values” so that employees have a personal connection with it. It should then have an introductory section that presents a letter or message from the managing director or chief executive officer detailing the code’s purpose. Another critical topic is the organization’s mission statement. After clarifying the organization, the code should define its scope and list its provisions. It must detail a list of expected behavior related to each provision. More importantly, the code must document a framework that gives employees appropriate guidance for decision-making when faced with a dilemma. Another essential topic to include on the list of resources for seeking assistance is grievances. Lastly, the code must contain a topic on references to disciplinary actions or the ramifications of violating codes.
The code of conduct is essential for the organization’s culture since it elucidates the organization’s specific goals and guiding principles and establishes a connection between those ideas and ethical behavior (Abbas & Ayub, 2021). The code outlines the organization’s expectations for its executives and staff members. In addition, the code serves as a primary resource for employees making daily decisions (Abbas & Ayub, 2021). Its role in directing everyday activities in the organization thus underscores its determination to the organization’s culture and employees’ commitment towards maintaining it.
The organization will reap many long-term benefits from the time and effort put into creating a code of conduct and then taking the necessary steps to ensure that it is appropriately implemented and enforced. Legally, the code aids in ensuring that the organization complies with numerous norms and rules, which can help it avoid costly fines and other punitive measures. Following the merger of the two companies, the code of conduct would provide a uniform framework that personnel may use to guide their daily decisions and activities.
Reference
Abbas, A. F., & Ayub, R. M. (2021). Moderating effect of corporate code of conduct related ethical behavior on organizational justice and employee deviance with context to banking sector of Pakistan. International Journal of Information, Business, and Management, 13(2), 72-82.