Why A Policy Is Necessary

Unfortunately, the creation of SOX and a code of ethics in no way guarantee’s that everyone will follow the rules; people will always find a way to circumvent the system or misrepresent the code’s intentions. Even the most robust ethics program needs constant oversight to remain effective. The pressure to increase profits and market share can lead executives to push the boundaries of ethical business behavior. Despite the passage of SOX, some of the largest and most well-established companies are currently crossing those boundaries.

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

We as business owners, management and or in a role of authority must set, address and comply with a solid foundation of ethics. “A code of conduct is the single most important element of your ethics and compliance program. It sets the tone and direction for the entire function. Often, the code is a standalone document, ideally only a few pages in length. It introduces the concept of ethics and compliance and provides an overview of what you mean when you talk about ethical business conduct.”

Healthcare organizations have a moral and social responsibility to ensure that their communications are conducted using an outlined code of ethics. Whether the communication is an internal message to employees or mission outreach in the community, it must reflect the values and beliefs of the organization. Therefore, in order to establish and maintain the standard of ethical behavior and social responsibility, our organization requires all employees to complete new employee orientation sessions that define the policies and expectations. This orientation introduces our mission and values and it develops the foundation for our success as an organization. Our focus on encouraging and communicating ethical practices helps to reinforce our values to employees and the community. Furthermore, there should be a process in place that monitors and enforces the policies to safeguard against potential errors that would reflect poorly on the organization’s mission.

Our Code of Ethics Program is designed to uphold the interests of every stakeholder of Given Company. Our mission is to uphold a high level of integrity by maintaining high company standards, values and principles to ensure the company meets its mission of being a good corporate citizen who is socially responsible. Our program provides effective guidance for daily decision making for all levels of personnel in an effort to establish and promote long-term relationships within Given Company and with our customers and community. The overall goal of the program is to be diligent in establishing a culture

We found that although a code of conduct, ethics hotline, and newsletter exist, none were consistently used, enforced, or reinforced by company employees or management. For example, upon joining the company, employees must sign a code of conduct; however, management has not made a sustained effort to implement or reinforce the code.

A code of ethics highlights the responsibility and accountability standards of each and every employee within the organization. These codes are also motivating factors that guide the employees’ behavior, set the standard regarding ethical conduct, and build an organizations trustworthiness within

With the many recent sexual assaults on women in the work industry, it is imperative for us to implement solutions that will enforce and enhance professionalism and a code of conduct in the work place. Women shouldn’t have to succumb to the pressures of men belittling them through sexual gestures and actions. In addition, a woman should not have to dress a certain way in order for men to control their hormones or sexual urges. Therefore, this policy will work to ensure that women are not being manipulated or sexually harassed within the work place. The policy will work to ensure the eradication of sexual harassment against women, and that all current and previous incidences are being addressed accordingly.

In the workplace as well as one’s personal life is essential for ethics to be maintained; often taking the right action is not always the most popular choice. It is important for maintaining an upstanding ethical code of conduct to be a productive individual as well as function as an employee in the workplace.

The code of ethics and conduct is a written set of rules and regulations that provides guidance to employees of an organization on how to conduct themselves and carry out their duties in line with the organization’s principles. The code of ethics and conduct is also be backed up by suitable disciplinary actions. A code of ethics and conducts helps employees deal with ethical issues and other gray areas that they face as they execute their daily activities. An effective code of ethics and conduct is required for an organization to run smoothly and maintain a positive image. Having an ineffective code of ethics and conduct is almost like having none.

It is one thing to establish a code of ethical conduct for an organization in the public sector, but it is quite another to really impress upon all employees the importance of living up to that code of conduct. What makes a code of conduct and how can management be assured that all employees understand the code and follow it's values and guidelines? How do not-for-profit professions stack up against for-profit professionals when it comes to ethics? This paper delves into codes of conduct in the public and sector and provides a review of several scholarly articles that present specific instances where codes of conduct are part of the workplace culture.

When working in an organization, it is usually important to establish professional ethics while following consistent ethical principles. Professional ethics are personal and corporate standards of behavior that are set by businesses, associations, and organization. It creates an institution that reflects our own values and make us feel more confident about what is an acceptable behavior and what is not. This type of ethic could vary depending on the various types of situations, professions, and personal values. Many professionals that are trusted by the public like doctors, accountants, engineers and even an information technologist all have a Code of Ethics, which sets out expectations of the member’s behavior and how they operate internally and externally.

Humana’s ethical behavior is committed to maintaining high ethical standards in the conduct of its business. The key to upholding those standards is the daily decisions and actions of each and every Associate. Humana wants to make it easy for all associates to understand their ethical standards, and to promote open communication about them. The Company operates under a Code of Ethics and Business Conduct, known as Principles of Business Ethics; this consists of provisions that range from restrictions on gifts to conflicts of interest and applies to everyone in the company. The Ethics department is responsible for the design and enforcement of the Company’s ethics policies. The Ethics department has created an Ethics Plan which the goal of this is to create a workplace in which ethics is essential for day-to-day operations the plan is make ethical behavior self-enforcing. Humana’s Ethics is designed to help each associate to contribute to the company’s success through ethical behavior and by doing the right thing in the right way for the right reasons. Humana will continue to show that maintaining high ethical standards is not only the right thing to do, but that it’s also what’s best for business.

Ethical standards guide individuals and the company to act in an honest and trustworthy manner in all interactions. These standards should encourage employees to make the right decisions for the company, not the individual, and give them the courage to come forward

For such problems, the only management solution is to make explicit to the employees that expected behavior and the consequences of not correcting the inappropriate behavior. Nowadays, if the behavior continues, the manager should realize the problem is starting to get worse and be set up to follow through with organizationally approved sanctions. Besides, most