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Code of Conduct
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Code of Conduct
Introduction
According to Corey (2007), a code of conduct includes varied types of principles that are utilized in governing the means by which a firm is maintained when it comes to ethics and other types of codes. In the code of conduct, there are a set of rules or disciplines that leaders of the firm use in order to manage the manner in which employees are treated and behave while at work. Without the code of conduct, employees and employers are likely to act in an uncontrollable manner which affects the results of the company or the environment in which workers operate (Sadler, 2010). There are several theories that need to be understood in order to understand the various principles found in the code of conduct. Most companies’ codes of conducts are found within their Corporate Governance Framework (Carruthers, 2013). In this paper, the chosen company to discuss its Code of Conduct is Woolworths Group Limited. The company was chosen since they are constantly committed in ensuring that they practice ethical and legal integrity. Their code of conduct is perceived as rigorous and obligatory hence all stakeholders are advised to thoroughly comprehend it. Woolworths Group Limited’s Code of Conduct is found within their Corporate Governance Framework and practices. No one attached to company is exempted from form the set code of principles.
Discrimination
At the company, doing the appropriate thing means that everyone is responsible to create a working environment whereby everyone is treated with the same respect and dignity (Woolworths, 2016). This entails in one avoiding inappropriate behaviour or conducts which may lead to discrimination such as; bullying, pestering acts, harassment and any type of favouritism. Any conducts that lead to discrimination act perceived as a breach of the company’s Code of Conduct hence can face legal processes. All forms of discrimination can be carried out through; verbal means, electronically or by physical modes. Common examples of discrimination include; the stating of demeaning statements, making abusive jokes or comments, making unwelcoming remarks, creating sexual insinuations, spreading of rumours to harm other people’s reputation and limiting other people from gaining relevant privileges within Woolworths (Woolworths, 2016). Employees or clients who face discrimination are expected to; express this matter to the allocated chain managers and communicate to the Human Resource Manager. On the verge of reporting or being against discrimination, the victim is requested not to victimize the persons harming them. One should also avoid taking advantage as a means of making a complaint. Some victims against companies are known of making unnecessary lawsuits for matters that can be easily solved by line managers (James, 2013). When raising a complaint of discrimination, a victim should act honestly so that investigation can take place whereby one is later apologised to or compensated.
Exploitation
Exploitation can also be viewed as a form of discrimination which can be carried out; verbally or physical; any form of exploitation can be carried out consciously or unconsciously (Joshi et al, 2015). Exploitation is a major offense in Woolworths and this also applies to many companies aware of Code of Conduct. The most common means of exploitation that is acknowledged by the Company’s code of conduct is the unfavourable treatment of an individual or a group since they belong to a certain race or due to the fact that they have certain attributes. Common attributes that clients or employees are discriminated against include; one’s sexuality, parental status, careers, responsibilities, nationality, religion, ethnicity, physical abilities, descent or their age (Woolworths, 2016). These attributes can lead to an individual being excluded from social or other work related activities. This can lead to the individuals feeling limited in to accessing opportunities such as; promotion, training, benefits and other employment advantages. These forms of exploitation can lead to several situations of bullying or harassment. Forms of exploitation are harmful since they can lead to poor performance and the inability of some individuals not prospering while working with firms (Joshi et al, 2015). Another form of exploitation that is shunned by the company is sexual exploitation. The latter is a common act in most firms and can be brought about by the feeling of other people feeling superior over others (Napper, 2015). This type of behaviour is mostly carried out towards female counterparts due to gender insensitivity (Runyan, 2018). This unfavourable treatment is considered as unlawful discrimination and should be reported to the management instantly. In the case of the matter being severe, the matter is handled in court after investigation. Team members are advised on avoiding such acts since they contribute them losing their jobs or reputation. Appropriate workplace behaviour is encouraged in order to avoid exploitation or any forms of discrimination.
Corruption
Corruption is a prevalent matter that affects most companies which utterly reduce high ranked leaders or business activities (Fels et al, 2018). Due to corruption, some firms have ended up being closed due to offensive acts all in the name of corruption. According to Woolworths Group Limited, no individual should accept or receive any form of gift or invitation in the name of favours (Woolworths, 2016). If one receives an inappropriate gift, they should consider declaring it immediately to the leaders in charge or towards the line manager. All stakeholders are advised to inform the persons that they carry out Woolworth activities with, that it is a condition that the only gifts that should be offered should be modest or appropriate. Any other form of gift is ultimately considered as a channel of corruption. Stakeholders who do not consider this policy are in a position of being in a serious fault. Any gift ought to be received after it has been approved by the general or line manager.
Woolworths retails vast goods that are consumed by people from various demographic areas and backgrounds. However, this does not mean that the company compromises on the goods that they buy and sell. The Code of Conduct authorises that persons in charge should ‘Buy responsibly’. The products and good bought and supplied should be safe and therefore should meet various requirements. This therefore means that suppliers should not corrupt processes in order to bring in unscrupulous goods for sale. All procurement processes are expected to be transparent and should also be guided by fair trading principles. This is carried out in order to act fairly towards dealings carried out with suppliers and the firm’s loyal customers.
Dishonest and Fraudulent Behaviour
Employees are advised to carry out the right activities in their day to day activities especially when dealing with clients, suppliers, and the community at large. Customers are served in a manner that they feel inclined to come back to the clothing line consistently. In the firm’s code of conduct, the company’s reputation is enhanced by shunning any type of dishonest or fraudulent behaviour in the organization. The Woolworths Group Limited is aware of the loopholes that contribute to some employees misbehaving hence the policies are divided in to different segments in order to outline the various behaviors that are considered as inappropriate. In order to attain zero cases, the firm strives towards employing individuals who are passion about serving clients in a retail shop. Considering that the firm is world class, they hire the best employees who minimize actions that comprise Woolworths group Limited values. To prevent fraudulent behaviors such as theft or corruption, workers are trained on complying with company policies that are crafted accordingly (Gray, 2010). The first step of acting appropriately is always being friendly and respectful towards other; employees, employers, leaders and other attached stakeholders to the firm.
An employee who carries out their duties unfairly or dishonestly is considered to be against the company’s Code of Conduct. In order to prevent irrelevant acts, employees are advised to never stop learning since this gives an opportunity to develop their capabilities and knowledge. Dishonesty and fraudulent behaviour experienced in the purchasing and supplies sections since they involve the intake of goods and the distribution of goods towards clients. The Code of Conduct states that ‘Every Cent Counts’ hence Woolworths takes the responsibility of ensuring that sales are carried out fairly in all stores within Australia(Woolworths, 2016). This is carried out in order to enjoy long term benefits with loyal clients and suppliers. Individuals in the offices are also advised against falsifying any documents that may encourage dishonesty. All stakeholders are advised to avoid chances of inappropriately utilizing the company’s name for malicious acts. Such acts are a disgrace and may lead to legal action against the persons carrying out such acts. In addition to that it can contribute to disciplinary actions such as; suspension or permanent termination from the organization.
Whistle blower Protections
These types of protections are important since they ensure that whistle blowers rights are protected from persons who may want to harm them (Housers et al, 2012). Speaking up in Woolworths is considered as a means of promoting integrity and ethics in the firm. Employees are advised to raise any issues that are condemned to either the line manager or to the human resource manager. The persons who receive this report are expected to take the matter with utmost urgency and address the issue immediately. The grievance procedure outlined in Woolworths’ Code of Conduct ensures that information given is protected and that the identity of the complainant is kept as a secret until investigation is completed. The Company’s headquarter has created a service known as ‘Speak Up’ whereby if protection is not offered a whistle blower can make a further report.
Enforcement
Woolworths Group limited believes that; all injuries are preventable; all accidents have opportunities of making sure that they do not reoccur, injuries are brought about by certain behaviors and lastly the aspect of destination zero is attainable (Woolworths, 2016). ‘Destination Zero’ is a plot for enforcing acts that prevents any stakeholders from receiving any harm from internal or external forces. This vision is meant to make Woolworths group limited a different company from other similar firms. Everyone is asked to pledge to a commitment towards their own safety and towards the safety of others in firms (Burch et al, 2013). Employees ought to disengage themselves from any type of act that may lead to hazardous situations. Any hazards that may arise should be communicated and addressed immediately. In order to prevent cases by which one is caught on the wrong arm of law, one should always adhere to the company’s code of conduct and safety rules (Fels, 2009). Some of basic safety rules that should involve; wearing personal protective equipment, avoiding equipment that one is not trained to utilize, reporting injuries instantly, avoiding places that one is warned to enter and lastly avoiding any type of equipment that one is not authorized to use.
‘Destination Zero’ is a journey set by most companies in order to attain world class performance with no specified end point (Griffith, 2004). Woolworths is endowed to enforce policies in order to avoid incidents that may affect the welfare of their contractors, suppliers, community members, clients or employees. This includes preventing; discrimination acts, exploitation against certain people due to their attributes, fraudulent behaviors such as corruption and offering protection to whistle blowers. With such enforcements, an enabled culture of health and safety can be developed in the firm. According to Woolworths, it is every stakeholder’s responsibility to make sure that they comply with all safety and health rules to ensure that that they protect themselves from potential dangers (Woolworths, 2016). Any latent risks should be avoided instantly and the management should be prompted on them so that they come up with solutions. Employees and branch managers are prompted on the fact that no activity or duty is very urgent or important to an extent that one cannot take their time to carry it out safely.
Conclusion
An articulate code of conduct should clarify an organization’s vision and principles that should foster the firm’s prosperity (Zumbo, 2001). Line managers in Woolworths have an alert status to always be ready to handle upcoming risks, dishonest and unnecessary behaviour within the cloth line stores in Australia and in other chains in the world (Woolworths, 2016). The code of conduct and ethics are developed in the firm in order to express values its culture believes in. Woolworths is absolutely dedicated towards making sure that it serves all stakeholders with the right standards. The Code of Conduct is one of the channels used is achieving the latter.
References
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