Code of Ethics

CODE OF ETHICS 14

Codeof Ethics

Codeof Ethics

Inthe present era, successful businesses require building ultimatepublic confidence and trust in order to gain repeat business.Unfortunately, many people and businesses are yet to attain thedesired public trust. This makes the code of ethics essential inevery organization that specializes in providing the public withhealthcare services. My personal code of conduct defines the standardfor ethical and moral conduct that I uphold in order to coexistpeacefully in every environment I go. A strong code of ethics isvaluable in my life to acquire the admiration from my friends,workmates, fellow students, and the society in general. My moralphilosophy is guided by the Kantian ethics, which states that anaction is only desirable if its maxim is to uphold a moralobligation.

Mycode of ethics has been shaped by my upbringing, as well asspecialization in the medical profession. It is valuable for thedrastic development of my life since it outlines theresponsibilities, objectives, ethics, and values that I am supposedto observe when relating with friends, relatives or even whenoffering services to the customers. In addition, the ethics arestrong in order to assist me identifying and addressing moraldilemmas easily. The code clearly stipulates my behavior style,ethos, and values that I follow when conducting givenresponsibilities. So far, I have successfully steered away from legalbattles because I handle every individual with high professionalismthat is safeguarded by an affluent culture of ethical conduct andintegrity (Butler, 2002). The ethical and moral conduct has beenvaluable to my life as it assists me to act honestly, treat eachother with the desired honest, as well as addressing the suppliers,partners, and any other person with the desired respect. The code isnot negotiable because it stipulates the core standards and valuesthat comply with Kantian ethics that requires each action I undertaketo aim at attaining moral value. Besides, my cultural andprofessional background has also shaped the values that give mepreemptive warning and behavioral rules.

Statementof Our Core Values

PersonalVision

Topursue distinction in knowledge and skills acquisition for fullcompetence in accountability, research, and financial fields and tobecome a sound and efficient decision-maker

Principles

Iuphold the integrity through acting in ways that portray my personalvalues and reputation in a positive aspect.

Values

Honesty,hard work, critical thinking, knowledge of the code, networkingskills and compliance with the ethical code, every time and anywhere,such that I can make sober judgment and refrain from making decisionsthat can reflect improper behavior

Mission

Iam committed to combining integrity, knowledge and personal skills tocreate a positive impact in the life of people, organizations, oranyone I come across when executing my duties

Trainingand communication plan

Aftergraduating from the university, my code of conduct has changedsignificantly because I learned how to network with potential clientsand customers. Previously, I thought that my personal decisions werethe best, but I learned in the university that consulting withexperienced professionals in my respective field could help toimprove my chance of success in a given endeavor. Business traininghas assisted me to acquire effective ethics for combating variousissues that affect organizations such as employee theft, bribery,harassment, conflicts of interest, conflicts, accounting fraud,defective products, and mismanagement of business resources. Besides,I have also gained knowledge for detecting and solving mismanagementof an organization’s resources (Butler, 2002).

Onmany occasions, famous people such as politicians suffer fromhumiliation caused by engaging in unethical activities. Ethicaltraining has been an ethical tool that has helped me in redefining myapproach towards challenging issues. In some cases, solving ethicalissues may require critical thinking if the persons involved getsinto an ethical dilemma (Butler, 2002).

Communicationis another vital tool that has consistently modified my code ofethics. Occasionally, laws are passed that allows people to engage ingiven activities that could previously have been prohibited. Forexample, some States in the United States recently endorsed a policythat permits an individuals who sense that they are in immense dangerto use deadly force without the risk of facing prosecution.Similarly, I can now defend my interests or myself more effectivelysince the “stand my ground act” allows it (Humphrey, 2012).Communication helps in enlighten people concerning new laws andpolicies that favor their operation. Over time, I have discoveredthat having effective personal ethics is inadequate for enabling anindividual to cope with ethical issues that occur in a businessenvironment. Effective communication has assisted me to buildnetworks with various people whom I readily contact whenever I faceethical challenges I cannot solve on my own.

Implementationplan

Thebiggest when implementing code of ethics in an organization isfailure to identify illegal or serious misconduct existing in aninstitution. Common challenges that I have identified that may hindermy code of ethics from achieving productivity in within the businessinclude bribery, accounting fraud, defective products, conflicts ofinterest, and harassment. An example of a company with establishedethical standards, but poor implementation is the British Petroleumcompany. The consequences of the ineffective code of ethicsimplementation resulted in the 2010 explosion in the Deep Sea Horizonand the Gulf Coast spills. Research indicates that individualsworking in organizations that have codes of conduct are less likelyto engage in potential misconduct when serving customers. Similarly,my personal code of conduct strictly restricts me from engaging inactivities that may contribute in hindering my progress. For example,my code stipulates that every month I should save a given amount ofmoney from my income. The next deduction is my regular bills, andluxury money is the last priority (Montiel, 2008).

Ialso understand that the stakeholder orientation is significant whenintegrated with social responsibility. I have ensured that my moralconduct does satisfy the moral conduct of the competitors, consumers,competitors, consumers, and shareholders. The personal moral conductthat I use is sensitive to the needs of the community thus, I am notprofit oriented. I can implement a strategy that I sincerely knowthat it will hurt my returns, but the Kantian philosophy that mybusiness ethics is based on demands stipulates that an action canonly be ethical if its maxim is moral. This implies that I cannotaccept a bribe, sell counterfeit products to gain higher profitmargin, or fraud unsuspecting customers. The main benefit I havegained from my code of ethics is high trust among my customers. SinceI ensure that my customers are satisfied with the services, they keepcoming back and referring others to me.

Planfor the role of leadership

Asa leader and inventor of my code of moral conduct, I feel obliged tocreate trust and credibility among the shareholders, employees, andcustomers in order to earn their confidence. I aim at achievingcredibility through upholding my commitments, showing integrity andhonesty, as well as accomplishing an organization’s objective usinghonorable strategies only. In some cases, leaders can easilystipulate their strategies of attaining given goals, but achievingthe objective using the strategies explained can be a big challenge(Humphrey, 2012).

Priorto engaging in any action, whether at work environment, leisure placeor even in a place where nobody knows me, I always contemplatewhether the action I am doing can help in building credibility andtrust among anyone who might come to know of my actions. Second, Ialso ensure to establish whether the action would be sustainable on along-term basis. I believe the past actions of a leader comeback tohim or her afterwards. This is the reason that I ensure to do good toeveryone, even if I do not a person. Third, my code of ethics demandsthat I should be capable of following up with every action I start(Humphrey, 2012). If the answers to these conditions are affirmative,then I know that the code of ethics is worthy.

Anothercritical factor required in the leadership plan is respect forindividuals. Many organizations often use hierarchicaladministration, which implies that the CEO is in charge of endorsingthe final decisions in a business. However, the leader should havethe moral respect of establishing effective communication from thetop to down such that the employees at the lowest level can easilyinform the leader of their grievances. Similarly, they can take partin making decisions that directly affects them. Besides, consultativeleaders achieve the full potential of each employee as it makeseveryone in the organization feel valued thereby, no talent can goto waste in a given institution (Montiel, 2008).

Corporatesocial issues in corporate management

Everycompany with code of ethics that is compatible with the modernbusiness environment should uphold the affirmative action. Thisimplies that the organization can hire either male or female genderfor any position in the organization, provided the employee has therelevant skills. Corporate social ethics ensures that that the workenvironment is free from harassing, abusive, or offensive behavior.The intention of the established social behaviors is protecting theemployees from discrimination or harassment from either customers orcolleagues. In case the employee feels intimidated by anyone in theorganization, he or she can report the issue to the human resourcedepartment or the manager for appropriate action to be taken on thebothersome person (Montiel, 2008).

Thecorporate managers are supposed to develop honest and opencommunication culture. This would in turn enable the employees tospeak out their mind freely, especially on the subject concerningethics. The managers have a social responsibility for providing asupportive and open environment where the employees would be relaxedwhen asking questions regarding moral issues affecting them. Theproductivity of employees is significantly improved when they havethe authority for preventing wrongdoing or mistakes through askingappropriate questions at the right times (Valente, 2012).

Onthe contrary, the code of conduct provides a platform for everybusiness to address unethical or undesirable behavior of anystakeholder in the company. The ethics code also states theconsequences that an individual will experience for breaching thestipulated regulations of a certain business. Besides, they protectthe good faith complainants from the retaliation of defendantsaccused of engaging in unethical issues (Humphrey, 2012).

Recentlaws and regulations impacting the corporation

Thegovernment has enacted various legislations that will significantlyaffect corporate businesses. One of these regulations includeschanges in job creation. Previously, the government extended thepay-roll tax cuts for two months. This implies that people withsalaries exceeding $18,350 would be required to pay higher taxes.Besides, the Obama administration passed a new bill in 2012, Obama`sJobs Bill, was effected. The objective of the extra taxation is toraise money for financing infrastructure, as well as encourage smallbusinesses and entrepreneurs to expand or start up businesses usingborrowed funds from the kitty (Valente, 2012).

Similarly,the worker classification changes effected in 2012 also changedcorporate business management as it introduced tougher penalties fororganizations that have failed to classify the employeesappropriately. This implies that the managers will be required toreevaluate the qualifications of their employees so that they canplace them in the appropriate job groups (Valente, 2012).

Inaddition, the US government revised the deficit reduction changes in2013. The Internal Revenue Authority (IRS) introduced personal andbusiness tax reforms that would help in minimizing tax collectionexpenditure (Valente, 2012).

Thereforms on the immigration department have also affected the jobavailability for the aliens. The government proposed a new regulationthat was intended to decrease the possibilities of aliens gettingjobs in the US. The revised policy will make it difficult for aliensto get formal employment in both private and public sectors. Since2013, the private employers have been using E-verify to determineeligibility status of immigrants (Rodríguez et al., 2013).

In2013, theUnited States Department of Labor,in conjunction with several states, enacted a bill that set theminimum wage and overtime compensation plan. The policy requiresstating the least wage an employee can get when working in a givenorganization, as well as the compensation formulae that theorganization will use in determining the employees’ compensation(Rodríguez et al., 2013).

Lastly,the revised laws concerning the 401 (k) benefits package in 2012 aregiving more disclosures on the fee deducted. Besides, the new lawswill increase individuals qualified for a fiduciary plan. Moreover,it will restrict the number of loans 401 (k) employees are eligibleto get, as well as enhance accessibility of advice (Humphrey, 2012).

Monitoringand enforcement of an ethics auditing plan

OnApril 7, 2010, the United States Sentencing Commission endorsedmodification of the Federal Guidelines for Organizations. Inaddition, it passed the conditions that describe the characteristicsof efficient ethics and compliance plan. According to the regulationsthat were effected on November1, 2010, businesses that have beenconvicted for failing to pay taxes appropriately could be eligiblefor lenient penalties if they have efficient existing complianceplans. In addition, an organization may also get deferred theprosecution if it has a good compliance plan. The monitoring processand implementation of ethics auditing plan occur in seven distinctstages (Rodríguez et al., 2013).

First,a business is supposed to have controls, standards, and proceduresfor detecting and protecting unethical cases in an organization. Thestandards a company adopts should be well stipulated in writing inorder for the audit team to have a higher chance of detecting andpreventing unlawful activity from happening (Rodríguez et al.,2013).

Second,organizations should establish an effective ethics and complianceoversight that would feature several management layers. Each level ofmanagement should be effectively skilled in detecting and solving theconcerned issues (Rodríguez et al., 2013).

Third,the business owners and top management should exercise due diligencewhen recruiting junior managers in order to avoid delegatingresponsibilities to rogue and unethical persons. In case a person hasa history of engaging in non-compliant activities in the past, themanagement should refrain from delegating duties to them (Rodríguezet al., 2013).

Fourth,the management has a duty of communicating consistently to the staffin an organization concerning the ethics compliance regulations. Incase the government revises a policy, the human resource departmentshould ensure to inform the entire staff and stakeholders of theorganization concerning the revised compliance plan (Rodríguez etal., 2013).

Fifth,the organizations’ manager should consistently monitor the businessenvironment to ascertain it is compliant with the set rules andregulations (Rodríguez et al., 2013).

Lastly,the managers should execute the appropriate response in case asituation occurs. This may include resolving the incident immediatelyand establishing steps to prevent future recurrence. Besides, themanagement should educate the staff concerning the significance ofthe ethics auditing, monitoring, and enforcement plan (Rodríguez etal., 2013).

Ethicalconsiderations for working internationally

Expatriatesoften face various ethical challenges when working in othercountries. One of the challenges includes the cultural differencesbetween foreign workers with the natives. In many cases, the culturalclash can make an individual to doubt his experience thereby,forcing them to relax and watch the culture in silence in order touphold their moral integrity (Lebow, 2007).

Thelegal differences are another major difference. For example, somecountries do allow companies to give visitors to organization cashrewards, but other nations restrict businesses from giving cashtokens to their visitors. Since the policies as the U.S. ForeignCorrupt Practices Act stipulates what employers should and should notdo when working abroad, the organizations are supposed to refrainfrom taking favors that they would normally refuse at their homeland(Lebow, 2007).

Lastly,working environment of various companies does differ from one countryto the other. Managers should start by investigating the workenvironment that they would be overseeing in order to avoid beingallocated management of an organization that has below qualityworking standards. Although the US Government has established severalregulations to control, the work environment, controllingorganizations abroad can be difficult in case the host country doesnot have strict regulations for preventing establishment ofbusinesses operating in deplorable environment (Lebow, 2007).

Insummary, Kantian theory of ethics offers a suitable base forestablishing effective personal code of ethics. It states that anindividual should engage in an action whose maxim is to fulfill amoral obligation. Similarly, the strict duty for managing and solvingethical responsibilities using the theories based on Kantianphilosophy guarantees successful business.

References

Lebow,R. N. (2007). Coercion,Cooperation, and Ethics in International Relations.Taylor &amp Francis.

Butler,I. (2002), A for Social Work and Social Care Research.TheBritish Journal of Social Work,32 (2): 239-248. doi: 10.1093/bjsw/32.2.239

Montiel,I., (2008), Corporate Social Responsibility and CorporateSustainability Separate Pasts, Common Futures. SageJournal of Organization and Environment,21(3): 245-269. doi: 10.1177/1086026608321329

Rodríguez,L.C., Montiel,I. &amp Ozuna, T., (2013), A Conceptualization of HowFirms Engage in Corporate Responsibility Based on Country Risk. SageJournal, 53 (5):625-651.doi: 10.1177/0007650312475123

(Rodríguezet al., 2013)

Humphrey,C., (2012). Dilemmas in doing insider research in professionaleducation. SageJournal of Qualitative Social Work,12 (5). 572-586.

Valente,M., (2012), Indigenous Resource and Institutional Capital: The Roleof Local Context in Embedding Sustainable Community Development. SageJournal of Business Society, 51 (3), 409-449.