Ethics, Conducts & Stakeholders Flashcards
(14 cards)
Policies
Policies are essential to ensuring employees conduct themselves in an appropriate way.
Staff are the most important asset of an organisation and are representations of the organisation when inside and outside of the workplace.
Therefore, it is important that staff understand the impact their behaviour has on the organisation.
•There are a several key policies that relate to employee conduct, these include:
1.human resource policies;
2. communication policies;
3.behaviour policies.
Employee’s awareness of policies
These policies set a level of expected behaviour within the organisation that employees should adhere to.
•The policies will guide conduct in the organisation, which employees should follow.
•These policies would be provided to the employees as part of their induction to the organisation and also when (or if) the policy is updated.
Employees should be fully aware of the following:
•That the policies exist.
•The content of the policies.
•Their expected behaviour.
•The consequences of poor behaviour.
Human Resources policies
1.Recruitment policy:
•This policy assists with ensuring that the most suitable candidate is selected for the job and that they are the right fit for the conduct expected in the organisation, in particular their attitude and behaviours.
2.Anti-discrimination and harassment policy.
•maximize Diversity and Inclusion within the workplace and to promote equal opportunities.
- Disciplinary and grievance policy
•This policy can be used by management in order to deal with poor employee conduct and behaviours.
Communication policies
- Use of communication channels:
This policy provides guidance to employees as to what is expected in terms of using communication channels such as social media, including their own personal social media account. - Internal communication policy:
This policy outlines the organisation’s approach to its internal communication with employees and how information will be shared such as policy updates. - External communication policy:
This policy provides guidance to employees for handling information incoming or ongoing from the organisation.
Behaviour policy
Code of conduct:
•A code of conduct is a set of rules stipulating how employees can and cannot behave during work hours. It sets an expectation of employees to behave and conduct themselves in an appropriate manner while at work and during work events.
•Contents of a code of conduct policy could include:
•Ethics.
•Dress code.
•Expectations.
•Breaks policy.
•Links to company values.
Organisation culture
Organisational culture is the way in which employees relate to each other, their work and the outside world in comparison to other organisations.
•It defines the way to behave within the organisation and what is acceptable and not acceptable.
•Culture is the collection of values, beliefs, expectations and practices which guide the actions of all staff shaping their perceptions, behaviours and understanding of the organisation and each other.
Organisational culture key areas
An organisation can build a great place to work, where employees are proud to work for the organisation and live by the organisational culture by focusing on some key areas:
•Policies and procedures.
•Leading by example (from the top of the organisation).
•Effective, open and honest communications between management and staff.
•Recognition and reward for employees.
•Training and development opportunities for employees.
•Creating collective goals across the organisation, which are cascaded to all levels of staff.
Acceptable behaviour
Acceptable behaviour will affect the social and environment factors that affect employees’ way of working and ultimately affect the organisation’s performance.
•Therefore, it is important for organisations to create a great place to work where staff live and breath the organisational culture.
Adapting behaviours
1.Self-reflection: thinking of how they behave towards others and how this behaviour could be perceived.
2.360-degree feedback: asking about and reviewing feedback that has been provided from across the organisation, and thinking as to reasons why others would be providing this feedback.
3.Formal conversations: a formal conversation may take place between an employee and their manager and/or the HR department. This will inform the employee as to why their behaviour is poor and what action they need to take to change their behaviour.
360 degree feedback
You review your progress…
•Peers in the class review your progress…
•I review your progress…
•Other teachers review your progress…
•Parents / Guardians review your progress….
Challenging poor behaviour
Poor behaviour from others can impact the organisation and its employees. Poor behaviour should be challenged within an organisation.
•If poor behaviour is not challenged and dealt with appropriately this can lead to:
•Unhappy staff and decreased staff morale.
•Increase in sickness rates.
•Decrease in staff retention.
•Poor reputation or image of the organisation.
•Loss of talent to the organisation and skill sets.
•Impact on organisation performance due to the above factors
Challenging poor behaviour
Even after challenging poor behaviour, the outcome is not always positive and the employee may not change their behaviour.
•In this case it would be likely that the organisation would look at a performance improvement plan which would document specific areas the employee needs to change. This plan would be reviewed on a regular basis.
•If the employee continues not to change their behaviour then this could lead to a disciplinary process, where the employee’s contract may be terminated.
Integrity
Integrity is the quality of being honest and having strong moral principles.
•Integrity is a value which organisations expect in all their employees.
•
•Displaying integrity is important to a business as it means employees will do the right thing because it is the right thing to do.
•Integrity is important to a business because:
1.The business is more likely to produce higher quality products/services.
2.It makes difficult decisions easier.
3.It gives the business a competitive edge.
Showing integrity
Individuals can show integrity in the workplace by:
•being dependable.
•being honest.
•having strong moral principles.
•showing commitment to the organisation.
