Code of Ethics
Date of Submission
Code of Ethics
A code of ethics is typically regarded as a set of principles and regulations used by different organizations, professional companies, and people in governing their daily decision-making in choosing between the right thing to do and the wrong things to avoid. Depending on the context of a particular code of ethics developed in an organization, penalties and sanctions are likely to result from a violation. These codes of ethics are strategically used in the business and professional context to convince the public that companies and members of regulated professions are behaving in a socially and professionally needed manner (Collins, 2011). Notably, institutions with an established and approved code of ethics typically possess review stages and appeals for steps with the intention of guarding them against unauthorized use of the system for personal gain. Both trade institutions and businesses strategically have some sort of ethics that its workers or members are needed to adhere to and follow. Breaking the code of ethics can lead to job termination of dismissal from the business as the code of ethics describes the rules for behavior and outlines the groundwork for a preemptive warning. Therefore, the paper will talk about a code of ethics for small business and why the statements can shape and advance conduct in the industry.
Code of Ethics
It is strategically the policy of the Heritage Company to provide the code of ethics and business conduct that will operate as a guide to the needed business conduct for all its workers. The company needs all employees to full keep and observe the highest values of ethics and integrity in their operations. Therefore, following a critical code of ethical behavior involves the following:
Build credibility and trust
The success of the Heritage business entirely relies on the trust and confidence it earns from the workers, consumers, and stakeholders. The firm acquires credibility through keeping its focus towards the commitments, displaying honesty and integrity in its operations and fulfilling the business’s goals through proper conduct (Singh, 2011). When reviewing any action within the organization, it is appropriate to inquire and ask: will this built trust and credibility for Heritage business? Will assist in coming up with a working environment in which Heritage can operate over a long term? The only chance that the organization will increase its trust and credibility is through answering “yes” to those inquiries and by working on a daily basis to build the business’s trust and credibility.
Respect for individuals
All Heritage employees need to operate in a surrounding in which they are handled with the essential dignity and respect. Heritage company is committed to coming up with such a surrounding since it displays the full the potentiality of all the workers, which, in turn, contributes immensely to the business success. Heritage is typically an affirmative action employer and is always striving to provide a workplace that does not embrace any form of discrimination or any type of abuse, unpleasant or harassing behavior. Any worker who typically feels that he or she has been harassed or discriminated against should forward the matter to his or her executive or the human resource division.
Create a state of honesty and open communication
At Heritage Company, every individual ought to feel free to share his or her ideologies, particularly concerning ethics concerns. Leaders have the mandate to come up with an open and inclusive working surrounding where all the workers feel free in addressing such questions. The business benefits fully when its workers continuously exercise their power of avoiding mistakes or wrongdoing through raising the valid concerns at the appropriate time.
Set the tone at the top
The business operation has strategically incorporated the opportunities for demonstrating via actions, the significance of this code of ethics. In any institution, ethical behavior does not merely happen; however, it is created out of vivid and direct communication of behavioral expectations, designed from the seniors and demonstrated through actions (Davidson & Stevens, 2012). Therefore, the Heritage business actions are what matters in its marketing stability and working relations with the workers. In making this code of ethics work, executives ought to be responsible for quickly highlighting ethical concerns addressed by workers and for incorporating the essential stages to handle such matters. The managers should not view the employees’ ethics concerns as intimidations or problems to the authority, but rather as a way of encouraging the business to strive and meet its intended goals. At Heritage, the group is committed to prioritizing ethics talks and becoming part of the daily operations.
Uphold the law
Heritage company’s efforts towards integrity start with strict adherence to the set laws, regulations and rules in all the business undertakings. Also, every stakeholder must have an understanding of the business set policies, practices, regulations and laws that talk about the company’s specific responsibilities. If the employees are not sure whether the law or Heritage policy approves a particular action, then they should seek directions from the resource expert. The business is committed to preventing any violations of the laws and raising concerns if there is a violation possibility.
The business is committed towards ethical, fair and dynamic competition as the employees and other stakeholders are needed to sell the Heritage goods and services centered on their merits, superior quality, operations and competitive pricing. Heritage Company will strictly make independent pricing and marketing plans and will not inappropriately take part or associate its activities with the purchase of products and services for the business.
It is essential that the business adheres to and respects the property rights of others. The firm will not acquire or seek to want unauthorized ways of a competitor’s trade secrets or other related proprietary or confidential data. The company will not be part of unwanted use, copying, distribution or change of software or other intellectual property.
Health and safety
Heritage Company is committed to keeping a healthy working surrounding as a safety manual has been created to educate employees on their safety while carrying out their daily responsibilities. If any worker does not have a copy of this manual, then please contact the human resource department.
Collins, D. (2011). Business ethics: How to design and manage ethical organizations. John Wiley & Sons.
Davidson, B. I., & Stevens, D. E. (2012). Can a code of ethics improve manager behavior and investor confidence? An experimental study. The Accounting Review, 88(1), 51-74.
Singh, J. B. (2011). Determinants of the effectiveness of corporate codes of ethics: An empirical study. Journal of Business Ethics, 101(3), 385-395.