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Answered: - Running head: LDR 800 CODE OF ETHICS DESIGN PAPER LDR 800


Design a code of Ethics Paper ?Listed below some requirements. I have also attached and example of how the paper should be formatted and written. ?

General Requirements:

Use the following information to ensure successful completion of the assignment:

  • This assignment requires support from current, scholarly resources.
  • This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.
  • Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

Directions:

Use the information from your reading and research to design a research-based code of ethics that can be generalized to a variety of organizations. Present your research-based code of ethics in a paper of 1,000-1,250 words. Include the following in your paper:

  1. General overview of organizational ethics policies
  2. Rationale for the design of your code of ethics
  3. The written code of ethics
  4. Discussion?of?how?the?code?you?designed?relates?to?your?personal?ethical?beliefs;?compare?and?contrast?your?code?with?the?codes?of?ethics?of?at?least?two?organizations

Running head: LDR 800 CODE OF ETHICS DESIGN PAPER

 


 

LDR 800 Code of Ethics Design Paper

 

Grand Canyon University

 


 

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LDR 800 CODE OF ETHICS DESIGN PAPER

 


 

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LDR 800 Code of Ethics Design Paper

 

Ethical decisions are placed before businesses and organizations, as well as their

 

employees or members on a daily basis. The pressure to perform and create higher profit

 

margins drives the company employee to push the limits of ethics (Sekerka, 2009). To quell

 

ethical issues, organizations need to disseminate information concerning ethical standards

 

throughout the organization (Sekerka, 2009). A common way that companies try to accomplish

 

the task of increased moral behavior is to create and subsequently disseminate a Code of Ethics

 

(Johnson, 2012). The primary objective of a code of ethics is to elevate mindfulness of ethical

 

issues, hopefully preventing unethical activities (Sekerka, 2009). When an organization

 

possesses formal or informal ethics policy, ethical behavior increases (Hegarty & Sims, 1979).

 

These unambiguous sets of rules will result in a reduction of ethically undermining activities and

 

provide a path to revitalization when moral violations occur (Tjosvold, Snell, & Fang Su, 2009).

 

Although companies or organizations have set codes of ethics, which have hopefully

 

been released to all employees or members, it is still an individual choice to follow the moral

 

code. Making ethical decisions is a behavioral phenomenon and can be strengthened or

 

weakened by the surrounding environment, however, a clearly stated ethical code can actively

 

guide ethical behavior (Hegarty & Sims, 1979). ?The fit between the ethical values of the person

 

and the organization can be assessed by matching the levels of individual moral development

 

with the ethical climate? (Ambrose, Arnaud, & Schminke, 2008, p. 325). Therefore, in the

 

following pages, we will substantiate influences on the design of ethical codes. We will also

 


 

Dr. Toni Greif 4/15/14 7:49 AM

 

Comment [1]: Using analysis and synthesis

 

of what has been said in your own words with

 

in an in-text citation to give credit for theory

 

where it belongs will demonstrate your

 

application of your knowledge more

 

effectively then reporting a series of direct

 

quotes.

 


 

give rationale for creation of a personal ethical code, as well as submit a theoretical written

 

policy. A discussion will follow relating the submitted policy to our personal beliefs and will

 

compare other organizational ethical codes.

 


 

Dr. Toni Greif 4/15/14 7:49 AM

 

Comment [2]: Nicely framed.

 


 

LDR 800 CODE OF ETHICS DESIGN PAPER

 


 

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Organizational Ethics

 

The ethical principles of an organization or company are somewhat representative of the

 

leadership. The leaders use influence to build healthy ethical environments by creating a system

 

of shared values, introducing codes of ethics, and working toward continued organizational

 

moral development (Johnson, 2012). Leaders may act as the ethics officers and enforcers

 

(Johnson, 2012); however, having managers and subordinates engaged in the process is of

 

particular importance (Messikomer & Cirka, 2010) and endorses the practicality of provisions

 

(Schwartz, 2002). The focus, of course, is on codes of ethics and how they come to fruition.

 


 

Dr. Toni Greif 5/29/14 8:47 AM

 

Comment [3]: Please review your APA

 

manual on how to cite the same author(s)

 

within the same paragraph correctly.

 


 

Many organizations create and adopt codes of ethics to show legitimacy of the organization

 

(Long & Driscoll, 2008). Others establish ethical codes to set standards for employees, avoid

 

legal complications and foster public image (Schwartz, 2002). However, in development of

 

ethical codes, many different principles are considered.

 

Core values used to write ethical codes include: enablement and aspirational

 

(Messikomer & Cirka, 2010, p. 60); character, integrity and moral value (Griggs, 2009, p. 40);

 

trustworthiness, respect, responsibility, fairness, caring, and citizenship (Schwartz, 2002, p. 2930). Still other principles include: utilitarianism, justice as fairness, communitarianism, and

 

altruism (Johnson, 2012). Some indicators of highly ethical organizations are: integrity, justice,

 

focus on process, structural reinforcement, and lack of tolerance for destructive behaviors

 

(Johnson, 2012, p. 323). These values and principles set the stage for a morally courageous code

 

of ethics. Some research has focused on individual morals as a basis for organizational ethics.

 


 

Dr. Toni Greif 4/15/14 7:52 AM

 

Comment [4]: Page numbers are only

 

required for direct quotes.

 


 

The employee?s moral cognitive development, in accordance with Kohlberg, affects the

 

organizational ethical climate, and attitudes of subordinates during the work cycle (Ambrose et

 

al., 2008). However, it could be inferred that during moral development, individuals will learn

 


 

Dr. Toni Greif 4/15/14 7:53 AM

 

Comment [5]: In scholarly writing, you

 

want to avoid pontificating or preachy. If you

 

build a case based on facts and theories, your

 

argument will speak for itself without evoking

 

bias and sounding dictatorial.

 


 

LDR 800 CODE OF ETHICS DESIGN PAPER

 


 

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and understand at least some of the previously discussed principles and values. The use of these

 

values should be apparent as we move to discuss our self-devised organizational code of ethics.

 

Rationale

 

During the course of researching codes of ethics, we believe that Schwartz (2009)

 

provided an excellent representation of an outline for corporate codes of ethics:

 

1. Inclusion ? the six moral standard we noted previously are to be included

 

in the code as values, principles, or provisions

 

2. Compliance ? code content needs to be consistent with moral standards

 

3. Stakeholders ? outline obligations to stakeholders

 

4. Prioritization ? the six moral standards should take priority over other

 

concerns

 

5. Procedural ? indication of possible disciplinary consequences

 

6. Rationale ? Sufficient rationale for each provision

 

7. Comprehensible ? Use common language that is easily read and

 

understood by all employees. Examples may be necessary

 

8. Achievable ? Behavioral expectations should be realistically achievable

 


 

We believe this to be an excellent model, containing a number of good principles to help

 

formulate the basis of our particular code of ethics. It is understood that codes seek to minimize

 

risk of damage to company reputation and use legalities as compliance standards (Long &

 

Driscoll, 2008), as does ours. However, firmness of ethical standards must be evident as to

 

ensure employees knowledge and willingness to comply, creating a more congruent working

 

environment (Ambrose et al., 2008). There is also a desire to build a culture of open

 


 

Dr. Toni Greif 4/15/14 7:53 AM

 

Comment [6]: Who is we? Isn?t this your

 

paper? For scholarly papers, you want to write

 

in the third person as if you were a newspaper

 

reporter stating facts that are supported by intext citations to support your position.

 

Dr. Toni Greif 4/15/14 7:55 AM

 

Comment [7]: You are way over the word

 

count which asked for: Present your code of

 

ethics in a paper of 1,000-1,250 words.

 

It is often harder to write a concise

 

shorter paper, which is why the

 

assignments use word counts.

 


 

LDR 800 CODE OF ETHICS DESIGN PAPER

 


 

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communication so that subordinates do not feel threatened or fear retaliation if they report

 

misconduct (Tjosvold et al., 2009). Finally, we perceive that humans are mostly decent, and

 

there are moments of lapse of judgment, desperation, and the inability to discern the moral right

 

and wrong (Griggs, 2009). Employees should understand that they would be treated fairly under

 

the code of ethics. Using these principles as foundation, creation of an ethical climate is the

 

ultimate goal.

 

Written Code of Ethics

 

Code of Ethics

 

Preamble

 

All who are employed or are members of this organization shall be thoroughly committed

 

to serving the customer. The member must respect and observe the code of ethics and conduct

 

him or herself accordingly, while using the highest moral judgment when facing decisions of

 

ethical nature.

 

Each member must have the highest respect for other members and non-members and

 

must treat each individual politely and in a manner of fairness. Above all, it is imperative that

 

we as individuals or an organization create a situation that causes harm, or cause harm as

 

individuals to no individuals or other organizations.

 

Principles

 

1. Always be ourselves

 

a. Do not emulate other organizations for purposes of characterization

 

b. All organizational implementations must reflect the character and ethics of our

 

organization and the membership

 

c. We are unique, as such; employee actions will reflect the uniqueness of our

 

organization. If actions are contrary to the ethical code, the consequences will

 

reflect the action.

 

2. Honesty

 

a. The organization shall be honest in its dealings

 

b. We shall not mislead any individual or organization as to our purpose or product

 

c. Membership will only purport the true characteristics of the organization and its

 

products

 

3. Responsible

 

a. The organization and its membership will take responsibility as needed for any

 

and all violations of this code.

 

b. The organization and its membership will take responsibility as needed for any

 

action that results in a poor light being cast upon the organization

 

c. Any member who is unwilling to correct any wrong that has been done, will be

 

subject to immediate dismissal

 

d. Communication of ethics violations to supervisors or HR is a responsible act and

 

will be treated as such, and nothing else

 


 

LDR 800 CODE OF ETHICS DESIGN PAPER

 


 

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4. Loyal

 

a. As a user of services, this organization will be loyal to our suppliers, as long as it

 

makes good business sense

 

b. This organization will be loyal to our consumers, understanding that we will do

 

our best to meet their needs, in as much as we can provide the goods or service

 

that is required

 

c. The organization will be loyal to its membership in as much as it is reciprocated

 

by the membership. This reciprocation will be established based upon the nature

 

of any violation of the ethical code

 

5. Helpful

 

a. The organization and its membership will do whatever we can to help those less

 

fortunate

 

b. The organization and its membership will strive to help those within our own

 

organization who are in need of help, either in the work environment or off the

 

job

 

6. Communication

 

a. Organizational membership, no matter what level, are encouraged to

 

communicate about ethical standards and practices

 

b. Possible changes to the code of ethics are to be done in a representative manner

 

and discussed in open forum before being adopted

 

7. Do no harm

 

a. The organization and its membership will not cause physical or emotional harm to

 

other organizations or individuals

 

b. The organization and its membership will not purposefully create an environment

 

which is of hostile nature, either within the organization or in the professional

 

arena

 

8. Punitive determinations

 

a. Violations of the ethical code will result in consequences, to be determined by a

 

council of leadership and subordinate individuals

 

b. Consequences shall be commensurate with the violation and shall be enacted in a

 

timely manner

 

c. All organizational consequences shall be secondary to local law, if those assets

 

are involved and necessary

 


 

Discussion

 

The code of ethics that is presented above (Code A) is grounded in the previously cited

 

research. We will discuss the scientific justifications for its conception. Also, there is a mirror

 

component to the authors? personal ethical standards and themes that are established in the above

 

code of ethics, that we will examine. Finally, we will provide a compare and contrast discussion

 


 

LDR 800 CODE OF ETHICS DESIGN PAPER

 


 

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of the authors? code of ethics outlined in this paper, to those of two principled and real

 

organizations.

 

The framework established by Schwartz (2002) outlined the basic moral standards and

 

dimensions of content to be included in the code of ethics. Though we did not concede all of his

 

points the concepts are congruent. The aspect of communication helps to strengthen the model.

 

When members are encouraged and openly discuss ethical issues, it leads to member

 

empowerment and confidence, as well as facilitating effective resolution if ethical situations

 

arise (Tjosvold et al., 2009). This concept can also help foster co-worker relationships, which

 

has a positive ethical impact, allowing more honest discussion with each other, thereby

 

enhancing the ethical climate of the organization (Tjosvold et al., 2009). A stronger compatible

 

between personnel and organization will lead to increased job satisfaction and longevity, which

 

will also aid in strengthening of the ethical atmosphere (Ambrose et al., 2008).

 

Code A partially mimics the author?s personal ethics (Code B). The principles brought

 

forth in Code B include: Honesty, Trustworthiness, Responsibility, Loyalty, and Help to others.

 

The most important concept in both codes is to always be you. If the author or a

 

corporation/organization looses sight of this principle, it is doubtful that harmony will exist, as it

 

is hard to prosper when an individual or organization has no understanding of identity.

 

Code A has its identity, however, it is for a fictional company. Although the author is of

 

the belief that it has the potential to serve as a foundation for an organizational code of ethics in a

 

real organization. The concept is solid, however, additions and subtractions could be relevant to

 

any organization that may employ its use. In order to provide a better discussion of validity, we

 

will compare and contrast Code A with two codes of ethics that have been established and are

 

currently organizational provisions.

 


 

LDR 800 CODE OF ETHICS DESIGN PAPER

 


 

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The code of ethics of the National Education Association (NEA) and the code of ethics of

 

the National Athletic Trainers Association (NATA) have been selected for comparison. As we

 

consider the preamble of each code of ethics the NEA has a very strong statement about ethical

 

conduct: The educator recognizes the magnitude of the responsibility inherent in the teaching

 

process. ?The desire for the respect and confidence of one?s colleagues, of students, of parents,

 

and of the members of the community provides the incentive to attain and maintain the highest

 

possible degree of ethical conduct? ("National Education Association Code of Ethics," 2010).

 

Code A makes a similar statement that ?The member must respect and observe the code of ethics

 

and conduct him or herself accordingly, while using the highest moral judgment when facing

 

decisions of ethical nature.? Whereas the NATA code of ethics preamble, offers: ?ethical

 

behavior should be followed in the athletic training profession? ("NATA Code of Ethics," 2005).

 

In the body of the work, both the NATA and the NEA codes of ethics become very specific to

 

their respective professions. In the first three principles of the NATA code of ethics, it discusses

 

respect and rights of consumers, being understand and comply with laws and regulation of

 

governance for the profession, and promotion of high standards ("NATA Code of Ethics," 2005).

 

In comparison, the NEA code of ethics, in Principle 1, discusses the commitment to the student

 

and outlines many different violations of ethical code ("NEA Code of Ethics," 2010). In

 

contrast, Code A, discusses ethical values including responsibility, honesty, and loyalty.

 

Commitment to the profession is mentioned in Principle 2 of the NEA Code of Ethics (2010) and

 

Principle 4 of the NATA Code of Ethics (2005). Code A does mention the organization in

 

Principle 3, under Responsibility.

 

Overall, Code A has some of the same structure as the Codes of Ethics from the NATA

 

and the NEA. The codes of the NEA and NATA have undergone several revisions over their

 


 

LDR 800 CODE OF ETHICS DESIGN PAPER

 


 

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lifetimes, with many organization members submitting their input. Code A has not as of yet had

 

that luxury, but overall we feel as though it is grounded in researched principles and could be

 

used as a basic code for a start up organization, only to be reformatted to fit the ethical principles

 

of the organizational leaders and subordinates.

 

Conclusion

 

In the previous discussion we have discussed the ethical legitimacy of an organization or

 

company and one of the ways which they enhance the ethical atmosphere, a code of ethics. We

 

discussed several reasons for a code of ethics. A code of ethics can help to produce an ethically

 

positive organizational identity, which can increase member motivation, and the desire for the

 

member to remain affiliated with the organization (Verbos, Gerard, Forshey, Harding, & Miller,

 

2007). The desire of the member to be affiliated with an organization is one goal of the code of

 

ethics. However, it is the belief of the author that the ultimate goal is to create an ethical

 

atmosphere so that members and employees enjoy going to work each day, and the

 

communication is such that there is not animosity between co-workers when ethical situations

 

are discussed.

 

The hypothetical code of ethics (Code A), which was discussed earlier, is a model to

 

provide some membership satisfaction with the work environment. We compared Code A, with

 

two other codes and found some similarities, and some differences. Overall, the author was

 

pleased with the framework of Code A.

 

Some codes of ethics serve as a fa?ade, a framework to minimize risk and damage to the

 

reputation of the organization (Long & Driscoll, 2008). Companies that put forth a code for this

 

purpose have moral challenges. Companies that create and implement codes of ethics can still be

 

judged as unethical companies (Schwartz, 2002). We would hope that all companies strive to

 


 

LDR 800 CODE OF ETHICS DESIGN PAPER

 


 

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live by the code of ethics they have produced. However, a code of ethics does not guarantee that

 

membership will act in an ethical fashion (Schwartz, 2002). If companies are investing the time

 

and money to create, implement, and administer ethical codes, then hopefully, they will be

 

ethical.

 


 

LDR 800 CODE OF ETHICS DESIGN PAPER

 


 

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References

 

Ambrose, M. L., Arnaud, A., & Schminke, M. (2008). Individual moral development and ethical

 

climate: The influence of Person-Organization fit on job attitudes. Journal of Business

 

Ethics, 77, 323-333.

 

Griggs, F. E. (2009, January). New look at the code of ethics. Journal of Professional Issues in

 

Engineering Education and Practice, 135(1), 40-46.

 

Hegarty, W. H., & Sims, H. P. (1979). Organizational philosophy, policies, and objectives

 

related to unethical decision behavior: a laboratory experiment. Journal of Applied

 


 

Dr. Toni Greif 4/15/14 7:55 AM

 

Comment [8]: Missing edition number.

 

Dr. Toni Greif 4/15/14 7:55 AM

 

Deleted: issues

 


 

Dr. Toni Greif 4/15/14 7:55 AM

 

Deleted: philosopy

 


 

Psychology, 64(3), 331-338.

 

Johnson, C. E. (2012). Meeting the ethical challenges of leadership: Casting light or shadow

 

(4th ed.). [Adobe Digital Editions]. Retrieved from GCU

 

Long, B. S., & Driscoll, C. (2008). Codes of ethics and pursuit of organizational legitimacy:

 

Theoretical and empirical contributions. Journal of Business Ethics, 77, 173-189.

 

Messikomer, C. M., & Cirka, C. C. (2010). Constructing a code of ethics: An experiential case of

 

a national professional organization. Journal of Business Ethics, 95, 55-71.

 

NATA Code of Ethics. (2005). Retrieved from http://www.nata.org/codeofethics

 

National Education Association Code of Ethics. (2010). Retrieved from

 

http://www.nea.org/assets/docs/2013-NEA-Handbook-Code-of-Ethics.pdf

 

Schwartz, M. S. (2002). A code of ethics for corporate code of ethics. Journal of Business Ethics,

 

41, 27-43.

 

Sekerka, L. E. (2009). Organizational ethics education and training: a review of best practices

 

and the application. International Journal of Training and Development, 13(2), 77-95.

 


 

Dr. Toni Greif 4/15/14 7:56 AM

 

Deleted: Ethical

 

Dr. Toni Greif 4/15/14 7:56 AM

 

Deleted: Challenges

 

Dr. Toni Greif 4/15/14 7:56 AM

 

Deleted: Leadership

 

Dr. Toni Greif 4/15/14 7:56 AM

 

Deleted: Light

 

Dr. Toni Greif 4/15/14 7:56 AM

 

Deleted: Shadow

 

Dr. Toni Greif 4/15/14 7:56 AM

 

Deleted: Fourth

 

Dr. Toni Greif 4/15/14 7:56 AM

 

Comment [9]: You want to include the

 

volume, edition and page numbers for these

 

articles as well as the doi, so the reader can

 

easily find them on their own.

 


 

LDR 800 CODE OF ETHICS DESIGN PAPER

 


 

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Tjosvold, D., Snell, R., & Fang Su, S. (2009). Codes of conduct for open-minded discussion and

 

resolution of ethical issues in China. Journal of International Business Ethics, 2(2), 3-20.

 

Verbos, A. K., Gerard, J. A., Forshey, P. R., Harding, C. S., & Miller, J. S. (2007). The positive

 

ethical organization: Enacting a living code of ethics and ethical organizational identity.

 

Journal of Business Ethics, 76, 17-33.

 


 

 


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