Code of Conduct and Conflict with Ethics and Values of Todays Leaders - Report Example

of conduct and conflict with ethics and values of today’s leaders al affiliation of conduct and conflict withethics and values of today’s leaders Code of conduct and influence leaders’ values In the context of businesses, there have been numerous debates on the implications of codes of conduct on contemporary leaders. Numerous analysts and researchers have made their proposals on the need to incorporate ethics in the business organizations. However, it is imperative to note that the codes of conduct have had massive impacts on the leaders of various organizations today. Kennedy, Hydon and Lennie (2008) indicate that, a majority of the business leaders are well conversant with the need to put ethics into practice in the organization. In the contemporary business world, most leaders have made numerous attempts to incorporate ethics in the business. This case study shall aim at discussing how the code of conduct within organizations influences or conflict with ethics of today’s leaders. The essay shall also go beyond investigating the implications of business ethics in speeding up the successful operations of business organizations, and also use the example of Professional Code in the educational setting. Incorporation of ethics in the organizations has been credited for its ability to discourage unethical behavior in organizations. For instance, the leaders can be in a better situation to handle tough situations that may force them to breach the terms and conditions of the organizations. Organizations in today’s contemporary world are so undeniable, in such a manner that, leaders’ attention to follow up ethics is almost diminished. With the inclusion of stringent measures on ethics, the organization tends to be in an easier position to evaluate the right and wrong in the organization. In the case where the manager is challenged, in terms of going away from the rules and regulations of the organization, they may apply the ethics within the organization. The morals within an organization have over the years been credited for their inability to be subjective and offer quantitative performance. In such contexts, Goodwin (2002) indicates that various ills are likely to take shape in the institution. In this perspective, therefore, the leaders must incorporate ethical behavior in the organization, in an endeavor, to eliminate the chances that, unethical behavior is likely to stamp it implications on the organization. According to Cane and Kritzer (2010), if unethical behaviors are not detected and eliminated with immediate effect, they are likely to derail the progress of an organization. Code of conducts in this case, influence today’s leaders to maintain the ethical behaviors within an organization. The leaders are also influenced to ensure that, they positively impact their organizations on the importance of the employees to follow the codes of conduct. It is important that, according to Cane and Kritzer (2010), organizations make it clear that, organizations to operate within the confines of the codes of conduct. It is, therefore, defensible to argue that, codes of conduct influence leaders to at all times, ensure that constructive and ethical culture thrives in the organizations. In the case of the organization, the leaders attest to the fact that, it is unethical to collect bribes whilst on duty. The leaders are influenced by the fact that, the definitions of good and bad are well stipulated in the codes of ethics. Vices such as nepotism, corruption are eliminated by the inclusion of codes of ethics in the organization. A leader, who is of good morals is motivated to ensure that the employees work in tandem with the code of conduct, thus their values of good virtue are boosted. Deckop (2006) indicates that, unethical behavior is the major malady that may impact the organization’s functionality. Code of Professional Practice in the Educational Sector In the educational sector, the Code of Professional Practice applies to all instructors in the confines of Educational and Training. Teachers have been ascribed to a myriad of imperative roles in the organization. In this context, it is important, that teachers work within the confines of provision of quality education to the concerned beneficiaries. The society, over the years has expected a lot from teachers. In relation to the need to regulate the educational system, the Code of Professional Practice was devised, to control the operations of all teachers in the educational system. The Professional Code of Educational Practice works on the basis that all teachers must work towards meeting the needs of the learners. This Code works on the basics that, all teachers must provide endless service to the public. Whilst on duty; the teachers must ensure that, they respond to the regulations by the government to meet the needs of the public at large. In the course of carrying out their roles, they must always be accountable for their actions. The Professional Code of Educational Practice also indicates that, they act in fairness and all integrity that pertains to the Educational Practice. In additional, the Code also ensures that, teachers provide efficient and effective services to its beneficiaries. The ramification of this code of conduct ensures that the teachers act in agreement with the rules and regulations of the teaching profession (Cobbin and Farrell, 2002). The Code also allows the teachers know what to do and what not to do. The ethical practices determine how teachers should handle tough situations in the educational context. The teachers are also able to make the correct resolutions while dealing with learners in the organization. All the principles by the Code allow organizations be obliged to the ensuring that they perform their roles in accordance to the requirements of the organization. The Explanatory Guidelines of the Code also elaborate the fact that, the guidelines of the Code have to be followed by all teachers whilst in practice. According to Dresscher (2008) it is mandatory that teachers ensure that they attain all the goals and objectives of the Educational practice. The Code also ensures that, all teachers attain all the expectations of their area of operation. In the event of breaching the terms and conditions of the Code, Campbell (2008) indicates that, just like other public servants, teachers must face the law in the event of not following rules and regulations of the Code. This is an interpretation of the fact that teachers must be accountable of their actions in their course of duty. All disciplinary cases on teachers must be based on the fact that, justice must be served and allowed to take its course according to the guidelines of the policy. The Code aims to ensure that justice is served despite the severity of punishment by the Code. The punishments may take the form of counseling financial penalty, loss of one’s job or salary denunciation. All in all it is imperative to understand that disciplinary actions go hand in hand with the code of conduct, in order to, streamline the activities of the teachers, while in duty. Conclusion In conclusion, it is justified to argue that, ethical behaviors in the organization play a major role in creating a sensible organizational culture. Corey, Callanan and Schneider (2010) indicate that, leaders must ensure that, their employees develop positive ethical cultures. Positive ethical cultures reduce the chances that employees, as well as, the leaders may indulge in unethical actions. Employees and employers are conversant with the confines they should operate within; thus, avoid situations whereby unethical behaviors take place in the organization. Codes of conducts reduce ethical dilemmas that may be posed on leaders of the organization. In essence, codes of conduct ensure that, employees and employers are on the look out for unethical behaviors that may be taking root in the organizations. References Campbell, E. (2008). Review of literature: the ethics of teaching as a moral profession. Curriculum Inquiry 38(4), 358-385. Cane, P. and Kritzer, H. (2010).The Oxford handbook of empirical legal research. Oxford: Oxford University Press. Cobbin, D.M. and Farrell, B. J. (2002). Codes of ethics: their evolution, development and controversies. The Journal of Management Development 21(2), 152-163. Corey, G., Callanan, P. and Schneider, M. (2010). Issues and Ethics in the Helping. London: Cengage Learning. Deckop, J. (2006). Human resource management ethics. Ethics in practice. London: IAP Publishers. Dresscher, E. (2008). Professional ethics in teaching and professional teachers’ organizations. Brussels: Education International. Goodwin, B. (2002). Ethics at Work. Volume 16 of Issues in Business Ethics Series. New York: Springer Publisher. Kennedy, A., Hydon, C. and Lennie, B. (2008).The code of ethics: a guide for everyday practice. Australia: Early Childhood Australia. Read More