Implementing Code of ethics.

The management has the duty to promote the code and lead the rest of the staff in the implementation and practice of the provisions of the code.

For an organization to begin the process of implementing a code of conduct, several questions have to be satisfied. One such question is the method used in the implementation. Once this has been settled upon, there is need to find out how the code will be publicised to all stakeholders within and outside the organization. The time at which this code will also be communicated and publicized is also an important issue. Another important question is what is needed to be done to ensure that the values as stipulated in the organization’s code of conduct are reflected in the practices and policies of a business nature that are relevant to the organization (Mamic, 2004).

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An organization gets its motivation from the mission and vision statement. They clearly and briefly state the purpose for the organization being in business. Therefore, in the formulation of a code of ethics, the overriding factor considered is the relationship that the provisions of the code will have with the vision statement and the vision statement. The management has to ensure that the code of conduct is relevant and in cohesion to the vision and mission statements of the organization. This will have the effect of strengthening the resolve of all the employees to work towards the goals of the organization.

In the course of its operations, an organization comes up with policy statements to provide further guidelines to the employees of the company and other stakeholders, both within the organization and outside (Barth, 2003). These policy papers are essential in determining the way the company will relate with other organizations in the course of its operations, as well as providing specific guidelines that will serve to determine interactions between the employees of the organization.

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