Code of Ethics at Central Queensland University - Example

Code of ethics at Central Queensland University Xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Name Xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Course Xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Lecture Xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx 8th January, 2013. Executive summary The report consists of the central Queensland code of conduct. This is supposed to be adhered to by all the university members as they are defined later in the text. This paper creates a good view of the code and defines every concept as outlined in the policy document. The report has three main sections namely: Introduction, the stakeholders affected by the code and the emerging trends in business ethics that are discussed in the policy document, It discusses what aspects are mandatory to be accomplished by the university members and those aspects which are voluntary, It shows how the document reflects corporate responsibility of the university, conclusion and finally the references. Introduction Central Queensland University has the outlined code of conduct. This is applicable to the members of the university and other people who may be working in the organization though they are not members of the university staff. The code defines the expected behavior of the latter and the former mentioned persons. The code outlines the expectations of the university from the members and other stakeholders (Elliott & Turn 2005 pp.141-154). This is meant to promote individual respect hence enhancing social interaction between and among the stakeholders. It extensively gives a clear explanation of the code of behavior in order to create awareness to all members of the university and therefore create a good environment for all members (Anand & Rosen 2008 pp 97). Stakeholders affected The stakeholders to whom the code applies to include: One , the members of the Central Queensland University council and the whole of the council, the executive and the vice-chancellor, senior staff, the various managers and supervisors, all the academic and professional staffs regardless of whether they are employed on full time or part time employment (Indvik 2012 pp 73-77). Other stakeholders who are supposed to adhere to the code though they are not direct members of the university are: One, those persons using the university resources and facilities, other individuals who are employed by the university like the contractors who mainly have the contacts with the Central Queensland University students, people working as volunteers and representatives of the university externally as agents and finally the adjunct staff that is, those staffs who have attachments with the faculty. Emerging Trends in Business Ethics The emerging business ethics which are discussed in the code are: First, workplace bully which is the same as harassment. This may happen between staffs of the same level or different levels. This is where groups or individuals apply unreasonable behavior which is persistent leading to aggression to the one being subjected to it (Desai 2002 pp 83-95). This harassment may be nonverbal or verbal, psychological, humiliation or physical abuse. Bullying is characterized by it being repeatedly done, has a lot of aggression and the one undergoing through it is not in a position to defend oneself. The second concept is sexual harassment (Smothers 2011 pp 708-727). This is also a form bullying. This is illegal and includes sexual advances which are not welcome, physical or verbal harassment which are of sexual nature and request for sexual favors. These situations are greatly prohibited in many countries. The last but not least is the unlawful discrimination. This may based on different grounds such as race, sex or other ways by which discrimination takes place (Anand & Rosen 2008 pp 97). In business, many firms work very hard to make sure they eradicate these cases by the use of established code of behavior such as the one that the university has. This will assist in creating a point beyond which no person should step the other ones territory. Interests of those who are powerless are protected and guarded creating a good environment for all the parties. The code defines how the above trends are protected within the university and therefore all persons are able to live harmoniously in the university (Indvik 2012 pp 73-77). Mandatory Requirements These are what each and every member of the university should adhere to. Every university member is obliged to observe the following as a requirement from the administration. Respect Respect the dignity of each and every person who is a member of the university. Every member has the responsibility of respecting the rights of other persons. All the members will show courtesy, act fairly and honestly and preserve the dignity of the other members (Talukdar 2011 pp137-151). The members will treat staffs, members from the university community and students with regard to dignity and be respectful of all the people with whom the university is dealing with. For example there is a policy stating that academic staff should respond politely to comments or to clarifications from students, and they should avoid ridiculing any teaching forum such as the class email discussion groups (Smothers 2011 pp 708-727). In ensuring the dignity of other persons, every university member should avoid harassment which may include humiliation, being offensive and also unlawful discrimination. The members should avoid sexual harassment to avoid embarrassing and intimidating other persons. Workplace bullying is an offence .It is according to the university code unreasonable and inappropriate (Bergman & Henning 2002 pp152-167).). Take care for safe work place The members are also entitled to creating and maintaining effective working and learning environment in the university. This is under the duty to take care for a safe workplace. The university does this in line with the workplace health and safety act of 1995. For instance, there is a policy stating that in the case a person feels the numbers of students allocated are too many, the issue can be handled with the dean of school (Desai 2002 pp 83-95). Uphold the Public Interest Due to the fact that the university is statutory body enacted by the parliament, and due to the fact that it is receiving public funding, the university should maintain the possible highest standards of ethics (Bergman & Henning 2002 pp152-167). This may include corporate governance and public administration. The members should uphold the public sector ethics like impartiality and integrity, promote public good, transparency and accountability and committing themselves to the current system of government. In promoting integrity they should avoid encounters like conflicts of interest. For instance, in case a member one is required to participate in a selection panel and already has personal relationship with the candidate (Anand & Rosen 2008 pp 97). The staff should disclose to the chair who will in turn advice on the way forward. The members should make fair decisions like in the case of abuses of staffs. For instance there is policy stating that in case of bully, the investigators of the case should give defendant a chance to express oneself. They should embrace the corporate social responsibility of the university and promote diligence. They should adhere to the laws of the state for instance any visiting academic or volunteer must ensure that any activity they are carrying is in line with workplace health and safety act of 1995 (Wasti & Cortina 2002 pp 394-505). Act as Part of community of scholars All members are part of the community of the university scholars. The members are obliged to participate in all university activities fully for the continuity of the operations. This means they should meet the expectations of this code and the accompanying responsibility. They should respect academic freedom to exchange ideas for education purpose. They should have intellectual honesty (Anand & Rosen 2008 pp 97). For instance, a supervisor of a researching student can recognize the work of student as capable to increase earning and therefore, supervisor encourages the student to develop further and offers other additional offers in order to publish the work with the supervisor as co-author. This is breaking the intellectual honesty (Wasti & Cortina 2002 pp 394-505). Volunteering requirement These are the requirements which are guided on the basis of conscience. This is doing the correct thing. It encompasses being aware of what is happening around, determining the importance of what is happening, forecasting on the possible implications and determining what can be done to contain the situation (Bontis & Mograbi 2006 pp 327). The member should also acknowledge the responsibility one has towards the situation. For instance, if a university member is requested to participate in a committee to consider workplace grievance. University has an obligation to equip the member with the required knowledge and the member should thereby give the decision of participation if willing to participate but should not participate unwillingly (Storey 2006 pp 327). Transparency The code deflects how the university is open and depicts how the operations are conducted with no hidden information. The four principles are what show clearly the ground of the university and they show where it is mandatory or voluntary to participate (Guest 2007 pp52-65). This also gives and brings to attention of all members on the role they should play towards various scenarios that is, the corporate social responsibility of the institution. The members are alerted through the code what they should do to achieve it. For instance they are requested to adhere to the government regulations as part of the corporate social responsibility. The members are also supposed to mind public affairs in their undertaking (Elliott & Turn 2005 pp.141-154). Conclusion Code of conduct is very vital in any organization. It assists in creating friendship as it assist in defining the relationship of the members of an organization. The code is useful in orientation of persons in a new organization (Smothers 2011 pp 708-727). The above code assists in protecting the exploitation of the persons who may not be in a rank to defend and champion for their rights. This code is also vital in it that helps to know about what the organization which in this case is the university, what it expects one to do and behave. This avoids cases of offending a person without prior knowledge and also assists in solving most of the disputes (Elliott & Turn 2005 pp.141-154). A good working and learning environment thereby exists as every individual is protected. The students, lecturers and other members have thereby a reference in case an issue arises within their working and learning environment. References Anand, V.; Rosen, C. 2008. "The Ethics of Organizational Secrets". Journal of Management Inquiry 17 (2): 97. Bontis, N. and Mograbi, A. 2006 ‘The ethical leadership of business school deans’, International journal, Vol. 23 pp327 Desai, M. 2002. Issues concerning setting up of social work specializations in India. International Social Work, 34, 83–95 Elliott, C.; Turnbull, S. 2005. Critical Thinking in Human Resource Development. London: Routledge. pp. 141–154. Guest, D. E. 2007 HRM and performance: can partnership address the ethical dilemmas? Vol 3 pp. 52–65 Indvik, JR 2012, 'lawsuits walk in on two feet: the bully in the workplace', Journal of Organizational Culture, Communications & Conflict, 16, 2, pp. 73-77. Smothers, M.K. 2011 "A Sexual Assault Primary Prevention Model with Diverse Urban Youth" Journal of Child Sexual Abuse 20(6) pp.708-727 Storey, D.J. 2006. The problems facing new firms [1]". Journal of Management Studies 22 (3): 327. Wasti, S, & Cortina, L 2002, 'Coping in context: Sociocultural determinants of responses to sexual harassment', Journal of Personality and Social Psychology, 83, 2, pp. 394-405. Bergman, M, & Henning, J 2008, 'Sex and Ethnicity as Moderators in the Sexual Harassment Phenomenon: Journal of Occupational Health Psychology, 13, 2, pp. 152-167. Talukdar, D 2011, 'Patterns of Research Productivity in the Business Ethics Literature: Insights from Analyses of Bibliometric Distributions', Journal of Business Ethics, 98, 1, pp. 137-151, Read More