Hiring Ethical People and Code of Conduct

Code of Ethics and a Code of Conduct

Hiring Ethical People & Code of Conduct

Differences between Code of Ethics and a Code of Conduct

Code of ethics describes principles related to decision making within an organization. They are simple statements that reflect the ideal steps to take in decision making on normal running of the organization (Stuart & Gilman, 2005). They also elaborate on those values of the organization that need to be upheld. Code of conduct describes standards that are firmly enforced in the organization outlining in detail the required and prohibited behaviors within an organization. A code of conduct borrows from the code of ethics and provides in detail the "do" and "do not" listing and explaining the situations they apply and legal implications. Code of conduct helps organizations build a reputation and healthy climates for work (Stuart & Gilman, 2005).

In as much both the code of ethics and code of conduct attempt to model specifically preferred forms of behavior expected of the employees, they have differences. Codes of ethics are generally wide and non-specific while, codes of conducts are specific to issues and more elaborated. Code of ethics is used to guide in decisions concerning choices, values and decision relating to moral issues. Code of conduct on the other hand, specifically requires obedience failure to there is a penalty designed for misconduct. This means that code of conduct application require no judgment since they are stipulated measures to follow. Code of conducts is fairly stipulated with the expectations on actions and conduct within the organization and the repercussions for failure (Stuart & Gilman, 2005).

Creating a code of conduct

For a code to have any authority and legitimacy it is important to refer to the membership and cross reference principles with each organization's particular requirements. A code that has been democratically produced is more likely to be accepted and honored by those subscribing to it than one that is delivered. It is strongly recommended that a process of consultation and feedback in developing a code be followed (Stephen, Robbins, & A., 2008). This will entail following the idea of enabling spaces for discussion (Collins, 2011).

When developing a code of conduct for an organization it is important to consider the following steps. Addressing and articulating the problem clearly; agreeing on objectives; identifying all stakeholders; identifying a range of solutions and potential costs and benefits. Hold Preliminary discussions with major stakeholders, test preliminary findings and options with major stakeholders.