Incorporating New Ethical Codes



The modern day organization includes a large number of employees that are diverse in the beliefs, characters and attitudes. As a consequence, it is impossible to predict their actions and the manner in which they respond to varied situations. As a consequence, it is necessary to have a set of guiding principles that manage individual actions and relationships. For any organization to be able to fully achieve its goals, it must have at least a set of ethical codes (Delgado, 2016, p. 30). A strong ethical code is imperative in unifying workers in an organization and rallies them towards common goals. The leaders and managers of an organization are responsible for instilling and safeguarding ethical codes. An individual employee can also reconcile existing moral codes to align with their beliefs, to achieve goals of the organization. This reconciliation can take the form of raising an ethical code, sharing information, and making use of internal and external controls. As the new Executive Director of Cooper Tire Manufacturing Company, I feel it is my responsibility to elevate ethical consciousness, through a properly structured process. This is necessary to ensure that every employee of the company is above reproach, ethically, as a means of ensuring company goals. 

Elevating Ethical Consciousness

Considering the Existing Culture

As the new Executive Director, I would employ undisputable measures that could finally lead to the cultivation of above reproach moral codes and standards within the company. As a consequence, the first thing I should have to consider is the existing culture of the organization as well as the existing moral codes, to avoid potential conflicts (Thatchenkery, 2011, p. 10). Studying the company’s manifesto, and interacting with the employees will help in achieving this. In order to ensure a clear picture of the situation, I intend to interact with workers from all levels within the company; from supervisors/ managers, to secretaries and security guards. Understanding the views of every worker will help in forming the best cause of action, and understanding problem areas within the existing work environment. 

Establishment of Information Sharing Atmosphere

Information is the epicenter in the management of any entity. In fact, for bureaucratic systems to succeed, information must fly from one rank to another, occasionally. As an Executive Director, each day I need to sacrifice an extended period of time to communicate with the 120 workers, on what is expected of them, for the institution to be in a position to move ahead. In addition to this, I will need to address matters concerning unethical incidences. Doing this consistently ensures that the workers get to understand how seriously the company takes matters relating to ethics and also helps create an environment that encourages employees to report any form of ethical maleficence. I intend to encourage the employees to see me with their problems, and thus I will implement an open door policy. Any person, whether senior or junior would be welcomed to share with the management what they consider harmful or useful for the institution, as well as possible measures the management can take to curb the situation (Delgado, 2016, p. 41). 

Setting a Code or Standard 

In my endeavor to assert my well-furnished ethical standards, I would come up with my code of conduct that should be adhered to, by everyone in the company. This would be a systematic undertaking with the establishment of one code at a time, until a wholesome synthesis is established. Introducing the rules, one at a time, ensures that everyone gets to understand the definition and operational ramifications that it holds. Furthermore, it will male it possible for everyone to understand the measures in place to curb and punish any subverting of the code.  

Establishment of a disciplinary committee will help in handling of possible ethical cases. It will also ensure that I do not take a dictatorial position in management of the process. Varied views and opinions are necessary to ensure the rules are upheld in the most honorable way, with severe punishment including fines and suspensions to those who dare break them (Delgado, 2016, p. 45). I would not want to be accused of being unfair in listening to and passing judgment on ethical issues. Besides, the committee will help in case management, giving me more time to concentrate on the business of managing the company’s operations, as is my mandate.  

The best ethical code is complete and the short. As a consequence, the one-hundred-page company constitution will be reduced to ten pages, with every employee issued with a copy. More summarized rules would be pinned at various corners of the premises (Thatchenkery, 2011, p. 14). Eventually, this should help the employees, memorize and carry the rules, to heart. Often the defense of ethical offenders is that they did not know it was against the rules. This simplification will ensure that this is eliminated.

My ethical code would be transformative and thus encompass empowerment. Employees would have more powers in their work. This would enhance accountability and better results. Creativity and adherence are more enhanced through empowerment (Thatchenkery, 2011, p. 12). Discipline would be the priority in any aspect. Violations of codes would be met with severe consequences as earlier mentioned, regardless of the offender’s rank. This duty would, however, be delegated to managers and human resource directors (Cooper, 2013, p. 157). 

Internal and External Controls

Internal and external controls would form the basis of compliance within the institution. One of the most common internal control measures would be ensuring the institution achieves targets set in the strategies. Each manager would be required to apply the required ethical standards to ensure goals are achieved (Cooper, 2013, p. 134). Economical use of resources would be a requirement for every stakeholder in the institution. Any misuse of resources would amount to misconduct, hence attracting reprimand. This would also apply in protecting the company and clients property. In case of violation of any rule, members would be expected to report to the management to take action. 

If adhered to, external control would be less stressful as the organization would be law abiding (Cooper, 2013, p. 132). The organization must adhere to legal matters in proper use of funds, disposal of wastes and so forth. Employees have to work to ensure compliance with external controls (Cooper, 2013, pp. 135-136). The organization would respect and handle with great care, any requirements by the government to avoid unnecessary conflict (Cooper, 2013, p. 138). 


In summation, in order to implement a better ethical code, one needs to understand their employees and the culture of the institution. Introducing an ethical code requires proper calculations that require employee and managers’ cooperation. First, one must create an atmosphere where information flows freely between the senior and junior members. This will ensure every problem is reported. The leader must occasionally communicate their expectations to the employees. Finally, both internal and external controls are imperative considerations in ethical codes application, for they help shape the employees’ conduct. 

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  1. Cooper, T. L. (2013). The responsible administrator: An approach to ethics for the administrative role. San Francisco, CA: Jossey-Bass. 
  2. Delgado, M. A. (2016). Technoscience and citizenship: Ethics and governance in the digital society (1st ed.). Boston: Pearson. 
  3. Thatchenkery, T. J. (2011). Appreciative sharing of knowledge: Leveraging knowledge management for strategic change (1st ed.). Chagrin Falls, OH: Taos Institute Publications. 
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