Codes of Conduct of CQUniversity and Brisbane City Council - Assignment Example

Codes of Conduct of CQUniversity and Brisbane City Council Name Institution Lecturer Course Date Executive Summary Codes of conduct provide a basis of behavioural recommendations and improve the level of awareness of corporate unethical behaviour and illegalities and help in avoidance of corporate vices. Ethical organisations perform better financially than unethical organisations. This paper is a discussion of discussion of Codes of Conduct of CQUniversity and Brisbane City Council. Stakeholder groups identified in the Code of Conduct of CQUniversity are University Council, supervisors, employees, individuals using University facilities and volunteers. Stakeholder groups identified in the Code of Conduct of Brisbane City Council are employees (permanent, temporary, casual or part time), contractors, students, volunteers, managers, team leaders and individual team members. The emerging business ethics issues identified in the two Codes are: integrity, honesty, conflict of interest, control of sexual harassment, environmental concerns and fairness. Aspects in response to mandatory requirements mentioned in these Codes of Conduct include confidentiality, need for accountability, upholding of people’s dignity, acting within the law, workplace attendance, safety and health. Aspects which represent voluntary practices mentioned for these Codes of Conduct touch on community concerns, gift and benefits, seeking employment and self-development. The two Codes are a reflection of corporate governance and transparency. The CQUniversity Code of Conduct illustrates corporate governance and transparency by its values of engagement, leadership, a “can do” approach, openness and inclusiveness. This is further seen in its grouping of stakeholders and the demand that accountability principles be followed at all times in utilising University resources. Brisbane City Council Code of Conduct illustrates corporate governance and transparency by indicating the Council’s commitment to facilitate development of a culture that recognizes and values ethical conduct, Council’s mutual obligation of shared responsibility, recognition the supremacy of public interest and commitment not to interfere with any individual’s rights. Introduction Corporate governance is a system that optimises the contribution made to an organisation by a number of disparate parties to a purpose which they share. These parties commonly are commonly called stakeholders, and their potential for support and damage to an organisation varies depending on circumstances (Adrian 2012, p. 6). Codes of conduct provide a basis of behavioural recommendations and facilitate reduction of misconduct of both employees and managers in organisations. Codes give an overview of an organisation’s expectations regarding ethical and legal behaviour and aid in detecting illegal practices. They improve the level of awareness of corporate unethical behaviour and illegalities and help in avoidance of business corruption (Anna 2011, p.43). Codes of conduct give rise to ethical organisations whose employees are empowered to work in a culture of trust. Research has shown that, on a long term basis, ethical organisations perform better financially than unethical organisations. Ethical organisations attract high quality employees who have a high level of satisfaction and loyalty (Denis 2009, p. 7). They also attract higher quality customers, investors and suppliers. They attain goodwill with community members and authorities. The fact that they get more reliable information from stakeholders enable them achieve higher efficiency and decision making. They are noted to have higher product quality (Denis 2009, p. 8). Besides economical intends, other objectives of codes are environmental protection, greater equality between the genders and increased human and labour rights (Anna 2011, p. 43). This paper is a discussion of Codes of Conduct of CQUniversity and Brisbane City Council. Stakeholder Groups Stakeholders are groups or individuals who have an effect on realisation of an organisation’s objectives. Survival of an organisation is dependent on is stakeholders (Gregor 2008, p. 6). In the case of CQUniversity Code of Conduct, the stakeholder groups include the University Council, supervisors, employees, individuals using University facilities and volunteers. The council has an obligation to accept the Code as one of their responsibilities. Supervisors have the role of ensuring that ethical principles spelled out in the CQUniversity Code of Conduct are adhered to. They are expected to lead by example in their supervisory duties. Employees include academic and professional staff, adjunct staff, senior staff and other individuals employed by the University who have contact with students. The Code of Conduct is part of employees’ employment contracts. Acceptance of a job includes reading, understanding and committing to comply with the Code. Individuals using the University resources and volunteers in the University’s interests are considered as important stakeholder groups since their activities are linked to the University. In the case of Brisbane City Council Code of Conduct, the stakeholder groups are employees (permanent, temporary, casual or part time), contractors, students, volunteers, managers, team leaders and individual team members. Brisbane City Council requires members of all these groups be conversant and adhere to the content of the Code. All employees should adhere to the Code for the smooth running of the Council. Contractors are outside groups who the Council gives tasks to carry out on its behalf. In this sense they are linked to the council so they are required to abide by the Code. It is important that students on work experience to adhere by the Code since in during their stay at the Council they are a part of it. In their leadership roles, managers and team leaders have a responsibility to guide the people they lead in ways that will enhance adherence to the Code. Team members are required to stick to the Code requirements since this will enhance achievement of team objectives. Emerging Business Ethics Issues Stakeholders’ ethical concerns dictate the classification of actions and decisions as either ethical or unethical. Ethical decisions are made once there is recognition that an issue has an ethical component (Ferrell, Fraedrich & Ferrell 2009, p. 59). The first ethical issue addressed in the documents is integrity. It involves uncompromised adherence to ethical values. Integrity rests on enduring values of an organisation and its commitment not to deviate from behaviour standards. It requires that organisations should not intentionally cause harm to employees, customers and competitors by deceptive means (Ferrell, Fraedrich & Ferrell, 2009 p. 63). The second issue is honesty. Honesty is associated with truthfulness and trustworthiness and the truth is told to the best knowledge without anything being hidden (Ferrell, Fraedrich & Ferrell 2009, p. 60). Lack of honesty in business is associated with economic motives characterised by stealing and cheating. Its causes are complex and result from pressures from individuals and organisations (Ferrell, Fraedrich & Ferrell 2009, p.62). The third issue is conflict of interest. This arises when one is required to make a choice between personal interests and organisation’s interest. It is best avoided by employees separating private interests from their personal business undertakings (Ferrell, Fraedrich & Ferrell 2009, p. 67). The fourth issue addressed is sexual harassment. It involves unwelcome sexual approaches and degrading or sexist remarks towards and individual with hidden suggestion that benefits like promotion and favourable treatment to the targeted person is dependent on his/her response or cooperation. It is regarded as an unfair labour practice and a private nuisance (Ferrell, Fraedrich & Ferrell 2009, p. 67). The fifth issue is addressed involves environmental issues. It is an issue that is getting significant attention from the business community. Things of concern in this issue are global warming, release of greenhouse gases and coastal and underground water pollution. As a result, green revolution has flourished in some countries and it is getting global (Ferrell, Fraedrich & Ferrell, 2009 p. 74). The sixth issue is fairness. This is about justice, equitability and impartiality. Fairness in individuals is motivated by equality, optimization and reciprocity. Equality is about how resources are shared in an organisation. Reciprocity involves mutual giving and receiving and occurs when an action is expected to be reciprocated with another of equal effect. Optimisation involves a trade-off between efficiency and equity (Ferrell, Fraedrich & Ferrell 2009, p. 62). Aspects in Response to Mandatory Requirements Mandatory ethics involve complying with minimal standards that clarify dos and don’ts manner of behaving (Michael 2008, p.131). The first aspect in response to mandatory requirements for CQUniversity Code of Conduct is the need to maintain confidentiality. To emphasize on the importance of confidentiality, many organisations require that all employees sign a statement indicating their reading and understanding of confidentiality policy (Sharma 2009, p. 116). The Code stipulates that the University members have a responsibility to maintain confidentiality of official information in their control. Personal information is accessed only for relevant purposes and with reasonable operational requirement. Use of this information for personal gain is prohibited. The other aspect is demonstration of accountability and transparency. The Code requires that University members ensure that there is no wastage or abuse of its resources. Approval will be required to remove any University property from its possession. An accurate report of how the university resources are used should be kept. The other aspect is upholding of dignity of others at the work place. The University Code clarifies that any harassment, cruelty and inhumane treatment are prohibited. It states that unwelcome, humiliating and offensive behaviors are harassment. The University Code prohibits sexual harassment describing it as uninvited acts of sexual nature. Bullying is also prohibited and is described as repeated less favorable treatment to an individual unreasonably and inappropriately. In the case of Brisbane City Council Code of Conduct, the first aspect in response to mandatory requirements is acting within the law. The Code makes it mandatory that for all Council employees to comply with its ordinances besides local law. The second aspect regards handling of information. The code dictates that intellectual property of suppliers be respected. It prohibits reproduction or quoting suppliers’ materials unless if authorized. The other aspect regards attendance and absence from duty. The Code stipulates that attendance arrangements at work or leave be adhered to and that unauthorized absence is not acceptable as it creates safety concerns for an individual and may result in salary deductions. Another aspect is workplace health and safety. The Council Code demands that everyone takes reasonable steps in regard to workplace safety and health. It requires that the workplace be alcohol and drug free since drugs and alcohol are associated with reduced productivity, attendance problems and safety risks. Gambling is also prohibited under this aspect. Another aspect is about public money. The Code states the need for a Council employee to have high accountability standards if public money is collected and used. It prohibits borrowing of money for private use. Aspects Which Represent Voluntary Practices Voluntary practices mostly represent the values and responsibilities that organisations take in addressing stakeholder needs and expectations (Ferrell, Fraedrich & Ferrell 2009, p. 94). The first aspect representing voluntary practices for CQUniversity Code of Conduct is corporate social responsibility. This arises from recognition that the University needs to contribute to community concerns and needs like environment protection, sustainable development, educational and economic well being. The Code stipulates that in all dealings, the University will be responsible for social and other consequences from its activities. The second aspect is gift and benefits. The Code appreciates the implication that gifts might be regarded as inducement to act in an intended way that can give rise to conflict of interest. The Code allows University members to take or give gifts on a social cultural or ceremonial context. The third aspect is regards avoidance of waste. The Code states the University’s dedication to caring for the environment and in the process enhances fiscal efficiency. The members are required to utilize resources with care to lower wastage. Other measures to achieve this are use of renewable sources and recycling. In the case of Brisbane City Council Code of Conduct, the first aspect representing voluntary practices is in seeking employment outside the Council. The Code recognizes that some of its employees may want to have some form of employment outside the Council. The council does not intend to stop this and automatically approves it as long as there is no conflict of interest and that those jobs do not affecting an employee’s official job at the Council. The second aspect regards concern for the environment. The Code states the Council’s voluntary responsibility to care for the environment. Individual responsibilities stated are good storage and disposal of chemicals and lowering energy use and waste production. The third aspect is community engagement. The Code states the strong intent for the Council to engage the community on issues of significance. The engagement with the community is by means of effective engagement practices. This form of engagement with the community enhances trust and is useful even for future engagement activities. Another aspect is self-development. The Code requires that employees enhance their work capabilities by improving their skills and knowledge. This is by learning new duties, involvement in project work and training. Reflection of the Documents on Corporate Governance and Transparency Corporate governance creates a culture of consciousness and transparency leading to maximisation of an organisation’s value (Fernando 2009, p.27). A code of conduct outlines all conduct in a manner that aids stakeholders and readers to familiarise with the ethical standards by which an organisation runs. It is worthy noting that these codes differ from organisation to organisation and according to purpose. They also differ according to the sector of the organisation and the services offered (Saleh 2013, p.46). CQUniversity Code of Conduct reflects on good governance at the University in the sense that it is a way in which it values are translated into practice. One such value is engagement. By this the university links with stakeholders forming productive relations that result to beneficial outcomes. Leadership value mentioned in the Code is demonstrated as part of corporate governance. The value of “can do” approach illustrates the University’s commitment to innovation. The value of openness is a key indicator of the University’s is commitment to good corporate governance and transparency. Openness to an organisation’s disclosures results into a trusted corporate governance (Zabihollah 2008, p. 39). Through this value, the University promotes transparency in decision making ensuring fairness to individuals and collectively. The value of inclusiveness reflects on corporate governance and transparency because it is about full participation staff, students and the community in a non discriminatory manner. The issue of corporate governance is further illustrated in the Code by grouping the stakeholders as supervisors, employees and council members. The principle of acting on the basis of a well informed conscience in the Code is applicable to corporate governance in that it requires members’ awareness of all surrounding situations, comprehension of significance of a situation, insight to possible consequences and acknowledgment of individual responsibility to act appropriately in various situations. CQUniversity Code reflects on the University’s commitment to transparency in that it requires that no wastage, abuse of University resources is allowed. It demands that accountability principles be followed at all times in utilising its resources. Outside use of university resources requires that the member using them has prior permission from the relevant university authority. The Code regards their use without permission as misappropriation. The Code further promotes transparency by demanding accurate keeping of records of all resources at the University. It prohibits concealing of information, attempts at influencing, coercion or manipulation of auditors by any university member. Brisbane City Council Code of Conduct reflects on good corporate governance at the Council in that it recognizes the need to actively develop, support and encourage its employees work safely with a focus on customers. The Code encourages effective use of technology and assets and employee adoption to change and personal improvement so as to enhance output at the Council. The Code requires that individuals tasked with leadership at the Council facilitate development of a culture that recognizes and values ethical conduct and applies it in all operational levels. The Council Code has been developed to clarify standards ensuring that they are guided by proper ethics. The Code shows that the Council does not in way interfere with any individual’s rights. In fact, adherence to the Code enhances public trust in the Council. The Council Code implies that in the practice of governance, issues of integrity are of prime importance. In the Council’s corporate governance, it shows that there is commitment to the highest standards of ethics and running of affairs in independent and impartial manners. The Code states the Council’s acknowledgement of the supremacy of public interest and in all its engagements it is committed to honesty and respect for the community. Recognizing that public resources need effective management that is accountable, the Code insists on need for transparency. In this sense proper diligence and attention is required of Council officials. Information management is carried out in the most open way practicable but within the law. Mutual obligation of shared responsibility cited in the Code is emphasizes the need for transparency in the Council. The Code shows that the Council corporate governance is concerned in the welfare of special interests. This is demonstrated by Code’s provision for dealing with people with issues of alcoholism and smoking. These are given support services in accordance with job contract provisions. The Code also shows that the Council’s corporate governance is keen on addressing breach of Code. It provides for investigations and taking of appropriate actions. In case of any concerns, individuals are allowed to air them via internal or external channels. Conclusion Code of conduct documents are key requirements in running of any organisation. They offer guidance in running of day to day activities and how members interact in an effective way within an organisation to achieve its corporate aims. Involvement of all affected stakeholders is a major determinant in the achievement of the object of an organisation’s code of conduct. The codes address various ethical aspects that have effect on corporate environments. Having developed Codes of Conduct, CQUniversity and Brisbane City Council stand to benefit from them. The Codes for the two organisations have categorically addressed emerging business ethics issues. This ensures that they are not disadvantaged in the business arena as a result of ethical concerns. Both the mandatory requirements and voluntary practices have been described for the two Codes. With these in place, individuals in the organisations have a clear picture of what is expected of them in varied circumstances. The two Codes are also a reflection of the organisations’ corporate governance and transparency in the sense that issues articulated in the Codes guide on manner which organisational management activities are implemented. The Codes also give an indication of transparency issue in two organisations. By adhering to their respective Codes, these two organisations are guaranteed of success in achieving their corporate and social objectives. Bibliography Adrian D 2012, Best Practice in Corporate Governance: Building Reputation and Sustainable Success, Burlington: Gower Publishing Ltd. Anna M 2011, The Importance of Codes of Ethics: Examination of the Need of Business Ethics and the Efficient Usage of Codes of Ethics for Good Corporate Governance, Hamburg: Diplomarbeiten Agentur. Denis C 2009, Essentials of Business Ethics: Creating an Organisation of High Integrity and Superior Performance, Hoboken: John Wiley & Sons. Fernando AC 2009, Corporate Governance: Principles, Policies and Practices, New Delhi: Pearson Education. Ferrell OC, Fraedrich J & Ferrell L 2009, Business Ethics 2009 Update: Ethical Decision Making and Cases, Belmont: Cengage Learning. Gregor G 2008, A Stakeholder Rationale for Risk Management: Implications for Corporate Finance Decisions, New York: Springer. Michael D 2008, Psychological Consultation and Collaboration in School and Community Settings, Belmont: Cengage Learning. Saleh H 2013, Corporate Governance - Quantity versus Quality - Middle Eastern Perspective, London: I. B. Tauris. Sharma SK 2009, Handbook of HRM Practices: Management Policies and Practices, New Delhi: Global India Publications. Zabihollah R 2008, Corporate Governance and Ethics, San Francisco: John Wiley & Sons. Read More

Codes of conduct provide a basis of behavioural recommendations and facilitate reduction of misconduct of both employees and managers in organisations. Codes give an overview of an organisation’s expectations regarding ethical and legal behaviour and aid in detecting illegal practices. They improve the level of awareness of corporate unethical behaviour and illegalities and help in avoidance of business corruption (Anna 2011, p.43). Codes of conduct give rise to ethical organisations whose employees are empowered to work in a culture of trust.

Research has shown that, on a long term basis, ethical organisations perform better financially than unethical organisations. Ethical organisations attract high quality employees who have a high level of satisfaction and loyalty (Denis 2009, p. 7). They also attract higher quality customers, investors and suppliers. They attain goodwill with community members and authorities. The fact that they get more reliable information from stakeholders enable them achieve higher efficiency and decision making.

They are noted to have higher product quality (Denis 2009, p. 8). Besides economical intends, other objectives of codes are environmental protection, greater equality between the genders and increased human and labour rights (Anna 2011, p. 43). This paper is a discussion of Codes of Conduct of CQUniversity and Brisbane City Council. Stakeholder Groups Stakeholders are groups or individuals who have an effect on realisation of an organisation’s objectives. Survival of an organisation is dependent on is stakeholders (Gregor 2008, p. 6). In the case of CQUniversity Code of Conduct, the stakeholder groups include the University Council, supervisors, employees, individuals using University facilities and volunteers.

The council has an obligation to accept the Code as one of their responsibilities. Supervisors have the role of ensuring that ethical principles spelled out in the CQUniversity Code of Conduct are adhered to. They are expected to lead by example in their supervisory duties. Employees include academic and professional staff, adjunct staff, senior staff and other individuals employed by the University who have contact with students. The Code of Conduct is part of employees’ employment contracts.

Acceptance of a job includes reading, understanding and committing to comply with the Code. Individuals using the University resources and volunteers in the University’s interests are considered as important stakeholder groups since their activities are linked to the University. In the case of Brisbane City Council Code of Conduct, the stakeholder groups are employees (permanent, temporary, casual or part time), contractors, students, volunteers, managers, team leaders and individual team members.

Brisbane City Council requires members of all these groups be conversant and adhere to the content of the Code. All employees should adhere to the Code for the smooth running of the Council. Contractors are outside groups who the Council gives tasks to carry out on its behalf. In this sense they are linked to the council so they are required to abide by the Code. It is important that students on work experience to adhere by the Code since in during their stay at the Council they are a part of it.

In their leadership roles, managers and team leaders have a responsibility to guide the people they lead in ways that will enhance adherence to the Code. Team members are required to stick to the Code requirements since this will enhance achievement of team objectives. Emerging Business Ethics Issues Stakeholders’ ethical concerns dictate the classification of actions and decisions as either ethical or unethical. Ethical decisions are made once there is recognition that an issue has an ethical component (Ferrell, Fraedrich & Ferrell 2009, p. 59). The first ethical issue addressed in the documents is integrity.

It involves uncompromised adherence to ethical values. Integrity rests on enduring values of an organisation and its commitment not to deviate from behaviour standards.

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