UWEAR and PALEDENIM: Policies and Code of Conduct
Instructions:
What I envision is an outline that includes the 3 policies that you have drafted during your work here, along with basic standard policies that we should implement, as follows:
Reporting violations
Compliance with laws and regulatory orders
Any additional policies that you feel are pertinent
You review the work that you have completed to date for UWEAR and PALEDENIM and consider what you should include in your final submission. Answer the following in a paper of 3–5 pages:
What would be the best possible deliverable that you could offer to your client?
What do you know about their code of conduct?
What should be included that you have not already established?
What standard policies could be incorporated for UWEAR and PALEDENIM that they can utilize?
Solution.
UWEAR and PALEDENIM: Policies and Code of Conduct
Introduction
The policies addressed entailed the issues concerned with gift-giving, whistleblowing and culture change. First, the policy on gift giving states that employees will deter from accepting any gifts under any circumstances unless they are approved by the company. The whistleblower policy will entail a clear description of the code of conduct, company values, and a description of what the company considers as misconduct. As such the policy will entail apt instructions that will help in reporting violations, ethical standards, and compliance that will aid employees to develop and uphold robust ethical standards. Culture change policy will entail a description of the actions related to ethical conduct, a unified theme, a strategic plan that is geared to the achievement of the firm’s objectives and visions, and the inclusion of feedback and participation mechanism for the employees of the company. Evidently, managers who depict ethical behavior have created an influence on the development and implementation of change in an optimistic approach [1]. Additionally, open communication between the levels of organizational management and workers is vital to the implementation of organizational culture change for a given firm[2]
The standard policies requested by Tom for execution entailed reporting of violation and compliance with the laws and regulations alongside any other orders. Regarding reporting violations, the Whistleblower Protection Act of 1989[3] stipulates the protection, procedural, and contact details that include a listing of the local, federal and state agencies as well as statutes for a particular industry. Additionally, the act describes rights of a merger as well as an inclusion of penalties for an infraction such as false statement filing. For the merger to be compliant with standards of practice, it is imperative to understand what is expected of them. As such, law and administrative orders will be defined and elucidated and for the merger’s familiarization with the materials within the policy will better explain its compliance. As such, the company must come up with Frequently Asked Question (FAQ) form to save their resources. The stakeholders at UWEAR and PALEDENIM must depict high ethical standards to act as examples of compliance. Additionally, like a merger, UWEAR and PALEDENIM must stipulate acceptable and prohibited workplace practices that cover language use, dressing code and appearance, attendance, and display of personal materials. As such, the stakeholders must conduct themselves responsibly and in a corporate-like manner.
Best Deliverable for the Client
My experience at UWEAR and PALEDENIM, I noticed that there was no whistleblower protectionist policy. Therefore, I to integrate each policy, either general or specific in the code of conduct. When a client gives a request, I ensured that it is delivered adequately. As such, to ensure the reception of material for the merger I utilized deliverables. First, I gathered intellectual material and presented it in a tangible way, for instance, I collected information on the policy and printed it out on multi-media forms. According to Jason Lunday, presenting the code of conduct in a written and digital form enhances outreach to customers as well as it gives the client the urge to read the stipulated code of conduct[4].
New Inclusions
To establish on what should be included, a thorough review of what has already been included must be undertaken. The current inclusion entails successful merging of the companies and the development, dissemination as well as the implementation of policies regarding internal stakeholders. The policies that have already been established for UWEAR and PALEDENIM are concerned with its governing laws and regulations, compliance, whistleblower protection, change of culture, giving of gifts, conflicts of interest and communication pattern. Arguably, the firm’s written code of conduct has not yet been made official, exclusive of the policies stated above. As such, I would suggest that the company must include the international trade protocol to determine the alterations in ethical standards, legalities, and organizational culture.
Incorporation of Standards Policies
As stated earlier, I would incorporate
workplace conduct as a standard policy.
Evidently, the vital issue with UWEAR and
PALEDENIM entails a successful culture change. Both companies possess exclusive attributes and would, therefore, be beneficial by this policy.
As such, when employees comprehend what is
needed of them from the company through this policy they will acclimatize accordingly.
Stakeholders’ role as an example will be
imperative in that textbook corporate conduct will be adapted by the employees. Regarding
the merger and its involvement in global businesses a standard policy entailing
international trade would be integrated
into the code of conduct. As such, if this policy
is incorporated, it would give both external and internal stakeholders apparent information and guidelines as they conduct the corporate activities globally –
outside America.
Bibliography
Jason Lunday, ‘Creating an Effective Code of Conduct (and Code Program)’ (2010) <http://www.corporatecomplianceinsights.com/creating-an-effective-code-of-conduct-and-code-program/> accessed 11 May 2017.
Levin C, ‘S.20 – 101st Congress (1989-1990): Whistleblower Protection Act of 1989’ <https://www.congress.gov/bill/101st-congress/senate-bill/20> accessed 11 May 2017
Simoes PMM and Esposito M, ‘Improving Change Management: How Communication Nature Influences Resistance to Change.’ (2014) 33 Journal of Management Development 324
Smith IH and Brief AP, ‘Managerial Ethics: Managing the Psychology of Morality’ (2012) 22 Business Ethics Quarterly 456
[1] Isaac H Smith and Arthur P Brief, ‘Managerial Ethics: Managing the Psychology of Morality’ (2012) 22 Business Ethics Quarterly 456
[2] Paula Matos Marques Simoes and Mark Esposito, ‘Improving Change Management: How Communication Nature Influences Resistance to Change.’ (2014) 33 Journal of Management Development 324..
[3] Carl Levin, ‘S.20 – 101st Congress (1989-1990): Whistleblower Protection Act of 1989’ <https://www.congress.gov/bill/101st-congress/senate-bill/20> accessed 11 May 2017.
[4] Jason Lunday, ‘Creating an Effective Code of Conduct (and Code Program)’ (2010) <http://www.corporatecomplianceinsights.com/creating-an-effective-code-of-conduct-and-code-program/> accessed 11 May 2017