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Week 6 7 Activity

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12 views2 pages

Week 6 7 Activity

Uploaded by

Geraldine Millar
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Week 6-7

MY ETHICAL REFLECTION
What are the Pros & Cons to having a Written Code of Ethics? By: Debra Kraft
Source: https://work.chron.com/pros-cons-having-written-code-ethics-18187.html

An organization's written code of ethics should outline the integrity of the business by embracing
common, core values. Company cultures that are grounded in ethical business practices help
build trust among various stakeholders, explains Finance Notes.com. Internally, trust builds a
positive workplace environment among employees. Externally, trust builds solid relationships
with customers, suppliers, investors and the communities in which companies operate. A code of
ethics sets the stage for such a culture. But if it's too vague, not followed properly or improperly
used, a code of ethics can have the opposite effect.

Writing vs. Living the Code

Writing a code of ethics does not automatically mean employees will adhere to it, especially if
you overburden employees with a long list, points out learning solutions provider, Valamis.
Managers should never believe the real work is done after the code of ethics has been written.
Releasing the document into the workplace is only the first step. Employees need to be aware it's
out there. They then need to read it, understand it and follow it. There is no value in a code of
ethics that isn't followed. It is up to management to ensure that employees are educated on proper
conduct as it pertains to their jobs and work relationships.

Using vs. Abusing the Code

Using the code of ethics properly builds a professional, ethical workplace, but abusing it builds
distrust that can contradict everything it stands for. Employees can abuse the code of ethics if
they use it to engage in personal agendas and vendettas, such as accusing colleagues they dislike
of working against the code. Managers can abuse the code by accusing employees of failing to
live up to it during performance reviews, even if the employees have followed it properly. To
prevent abuse, all reports and accusations of ethics violations should be investigated thoroughly
and include tangible evidence that a code has been violated.

Personal Values vs. the Code

Personal values and integrity should augment and build upon the code, not stand apart from it. A
code of ethics is not a complete play-by-play rule book. It does not clearly define everything
everyone needs to make an ethical decision.

If employees are not made aware of this limitation, they could come to believe that something is
ethical because it is not expressly covered in the code. Training and awareness programs should
make it clear that questions should be brought to management or human resources
representatives if the code of ethics in unclear with regard to specific situations.

Local vs. Global Code

A code of ethics that does not provide standards for doing business outside the U.S. could allow
for unethical business practices to occur during global projects. For example, employees might
be led to believe that standard modes of business in some parts of the require undisclosed cash
payments to government agents or other practices that lead to unfair competition.

Transacting such business opens the door to practices that can ruin a company's reputation. A
code of ethics must be specific and consistent across all known variables. For companies that
already have a global footprint, the same code must apply to all locations, worldwide.

MY REACTION ON THE ARTICLE:


Name: ____________________________________ Date: _________________
Yr./Course/Section: __________________ Schedule: _____________________

Direction: Read the article and make a reaction. Please respond with a minimum of 5 sentences
and a maximum of 10 sentences.

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