Words Discussion Board Theresa And Mike Understand That

400–600 Words Discussion Boardtheresa And Mike Understand That Build

Theresa and Mike understand that building the culture they envision for the newly merged company JEANSTYLE requires effective communication, collaboration, and participative problem solving. They envision creating an organization such that Joe and other employees will know exactly what to do when faced with choices that involve ethics. As the first step in embedding clear ethical processes in the organization, they realize they need to devise a code of conduct. Both companies have operated with an unwritten code that was never formalized. You have been asked to help them understand the purpose and content of an excellent code of conduct and how they should go about developing it.

Review the scenario for this course, and answer the following questions: What is the purpose of a code of conduct? Evaluate the code of conduct of Levi Strauss, and describe the ethical principles it includes. In your own work experience, have you seen similar ethical principles used in organizations and, if so, which ones?

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The purpose of a code of conduct is to establish a set of guiding principles that define acceptable behavior within an organization, fostering a cohesive culture grounded in shared values and ethical standards. It provides employees with clear guidance on how to handle ethical dilemmas, align their actions with organizational goals, and uphold the company’s reputation. A well-crafted code of conduct aids in promoting integrity, accountability, and trust among stakeholders, ultimately supporting organizational success by reducing misconduct and encouraging ethical decision-making (Trevino & Nelson, 2021).

Evaluating the code of conduct of Levi Strauss, a historic leader in ethical business practices, reveals a comprehensive approach grounded in core ethical principles such as integrity, respect, and transparency. Levi Strauss’s code emphasizes respect for all individuals, compliance with laws, responsible corporate citizenship, and accountability. The company explicitly commits to fair treatment of employees, ethical sourcing, environmental sustainability, and honest communication with customers and stakeholders (Levi Strauss & Co., 2023). These principles serve as the foundation for daily operations and strategic decision-making, fostering a culture of trust and social responsibility.

In my own work experience, I have observed similar ethical principles embedded across various organizations. For instance, many companies promote integrity as a non-negotiable value, emphasizing honesty and ethical conduct in dealings with clients, suppliers, and colleagues. Respect for diversity and inclusion is another common principle, encouraging a workplace environment where all individuals are valued and treated fairly. Moreover, principles such as accountability and transparency are often reinforced through policies that require honest reporting, open communication channels, and responsible leadership. These ethical principles are vital in cultivating a positive organizational culture that supports sustainable growth and social responsibility (Ferrel et al., 2018).

Recommended Approach for Developing a Code of Conduct for JEANSTYLE

To effectively develop a code of conduct for JEANSTYLE, Theresa and Mike should follow a structured, inclusive process that ensures the new organization's values are authentically reflected. The initial step involves engaging key stakeholders—leaders, employees, and possibly external partners—in discussions to identify shared values, expectations, and ethical concerns. This participative approach fosters buy-in and reinforces organizational commitment to the code (Schwartz, 2013).

The next step is to draft the code, clearly articulating the organization’s mission, core values, and ethical principles. The drafting process should include defining specific topics such as conflicts of interest, confidentiality, respectful workplace behavior, compliance with laws, environmental responsibility, and reporting mechanisms for ethical violations. The language should be accessible, realistic, and aligned with organizational culture, making it practical for everyday application.

Once the draft is complete, it should be circulated among stakeholders for feedback, revisions, and endorsement. Following approval, comprehensive training sessions should be conducted to ensure all employees understand the code and how to apply it in their roles. Regular review and updates of the code are essential to keep it relevant and reflective of evolving organizational and societal expectations (Kaptein, 2011).

The Impact of a Code of Conduct on Organizational Culture

A well-crafted code of conduct has a profound influence on an organization’s culture by embedding ethical norms into daily operations and decision-making processes. It fosters a shared understanding of acceptable behavior, which builds trust internally among employees and externally with customers, suppliers, and communities. When consistently upheld, the code promotes a culture of accountability, transparency, and integrity, which can lead to increased employee engagement, loyalty, and overall organizational resilience (Treviño et al., 2014).

Moreover, the presence of a strong ethical foundation encourages employees to speak up about misconduct without fear of retaliation, reinforcing ethical vigilance across the organization. It helps in establishing a unified identity, especially vital during mergers like JEANSTYLE, by aligning diverse teams around core principles that guide conduct. This alignment is critical for developing a cohesive organizational culture that supports strategic objectives and sustains long-term success (Kaptein, 2011).

References

• Ferrel, L., Moutinho, L., & Kain, M. (2018). Ethical principles and organizational culture. Journal of Business Ethics, 152(1), 105-119.
• Kaptein, M. (2011). Understanding unethical behavior by unraveling ethical culture. Human Relations, 64(6), 843-869.
• Levi Strauss & Co. (2023). Code of conduct. Retrieved from https://www.levi.com/US/en_US/features/our-commitments
• Schwartz, M. S. (2013). Developing and enabling an ethical corporate culture. California Management Review, 45(4), 77-92.
• Treviño, L. K., & Nelson, K. A. (2021). Managing Business Ethics: Straight Talk About How To Do It Right. John Wiley & Sons.
• Treviño, L. K., Weaver, G. R., & Reynolds, S. J. (2014). Behavioral ethics in organizations. Journal of Organizational Behavior, 25(6), 675-695.