INDIVIDUAL ASSIGNMENT (CHOOSE 2)

1. Code of ethics and code of conduct are one and the same thing, it’s just a matter of
semantics only. Using practical examples, demystify this assertion (Due 6 April 2021)

A Code of Ethics governs decision-making, and a Code of Conduct govern actions.

A code of ethics is important for businesses to establish to ensure that everyone in the
company is clear on the mission, values and guiding principles of the company. It provides
employees with a framework of which rules exist, from a regulatory and law-enforcement
standpoint and how to act in the gray areas of value-based ethics that aren't always clear.

Sometimes referred to as a value statement, it behaves like the "Company's Constitution"

with general principles to help guide employee behaviour. The document outlines a set of
principles that affect decision-making. For example if an organization is committed to
protecting the environment and "being green", the code of ethics will state that there is an
expectation for any employee faced with a problem, to choose the most "green" solution.

The Code of Conduct outlines specific behaviours that are required or prohibited as a
condition of ongoing employment. It might forbid sexual harassment, racial intimidation or
viewing inappropriate or unauthorized content on company computers. Codes, along with
other measures, have helped some companies dig themselves out of scandals, and have
helped many companies build a healthier workplace climate and reputation.

Both Codes are similar as they are used in an attempt to encourage specific forms of behavior
by employees. Ethics guidelines attempt to provide guidance about values and choices to
influence decision making. Conduct regulations assert that some specific actions are
appropriate, others inappropriate. In both cases, it's the organization's desire is to obtain a
healthy range of acceptable behaviors from employees.

Either way, it's critical that these documents are treated consistently in every instance of
wrongdoing. The Code needs to apply to every employee from the ground up, and no matter
how small the violation, appropriate discipline needs to take place. For example, if your code
stipulates that theft of company property is prohibited, and an employee takes home one pack
of post-it-notes from the supply inventory, that's theft, and should be treated as such.

These documents help employees understand how they can feel good about being
contributing members to the company's future success. An organization's culture differs from
industry to industry, and there's no one-size-fits-all solution for building and adopting a
strong organizational culture. Tools to help manage the expectations of employees, and
gather information on actions that challenge the code will help to build and strengthen the
internal culture.
The primary difference is that a code of conduct is less morally driven than a code of ethics.
For example, the code of conduct might require all employees to wear a specific color or a
company shirt when in the office. This is not an ethical issue, but it is a conduct issue
designed to create cohesiveness among employees.

In other words, the code of conduct may not always be ethically driven, but every code of
ethics scenario should have a corresponding set of rules in the conduct code

Business organizations often implement a code of conduct to limit or prohibit inappropriate

behavior by managers and employees

The code of conduct may operate in conjunction with the company’s employee performance
management system. Employee performance management seeks to improve the effectiveness
and efficiency with which individuals complete their jobs.

A code of conduct allows companies to promote positive goodwill among current employees,
potential employees and the general public. Companies that treat employees with respect and
provide a favorable workplace can gain a reputation as an exceptional company in the
business environment.

Implementing ethical values into a code of conduct helps employees to understand the code’s
importance. Ethical values usually promote the common good among all employees or
advance the values found in society or the business environment.

Regulatory issues are also legal issues but have more to do with processes and procedures
than actually breaking the law. For example, privacy policies require keeping client
information confidential and secure. That is a regulation. Stealing the customer's identity
goes beyond violating the regulatory portion, it breaks the law. When defining regulatory
issues in your code of ethics, state what the regulations are and how the company expects
employees to maintain ethical practices in that area. For example, mortgage brokers have to
complete a specific number of continuing education credits before license renewal. It would
be unethical for two brokers to do the continuing education together online to complete it
collaboratively rather than individually.

For example, a value-based section of your code of ethics might involve community
involvement. Another value-based code of ethics statement might involve going green with
office practices and product packaging.

The last component of a code of ethics you need to address is the level of professionalism
you expect from employees. This could include integrity, honest sales practices and
respectful conduct to co-workers. You can also include dress code, desk organization and
general office conduct rules.
Your company code of ethics should certainly stress the importance for all employees to
engage in ethical behavior. But it can do more. It can also offer guidance for steps employees
can take if they become aware of behaviors that do not live up to the company's ethical
standards and policies. These can range from simple one-on-one conversations reminding
employees of the ethical code to formal reporting mechanisms for something considered a
serious lapse in ethical behavior.

Conduct policies may also include information on disciplining employees who fail to follow
company guidelines.

A code of conduct can also be created to govern the owners and managers of large and small
businesses. These policies often include information much different than a code of conduct
policy for employees. These policies direct higher-level individuals regarding compliance
with government and regulatory agencies, conflicts of interests, business opportunities,
transparency and other various business items.

Implementing ethical values into a code of conduct can help companies strengthen these
policies. Ethical values include self-discipline, honesty, integrity, fidelity and charity.
Companies use ethical values to promote their conduct policies as individuals may have
different personal ethical values.

2. Notwithstanding globalisation and its effect, different cultures makes the universal
acceptance of ethical principles impossible. Discuss (Due 6 April 2021)

3. Using various corporate governance statutes and codes, critique the view that the
independence of directors is just a fallacy/fiction. (Due 6 April 2021)

GROUP ASSIGNMNENT
(Due towards the end of the semester or when we meet for face to face lectures)

A. Study the operations of an organisation that you are familiar with. What are the key
ethical issues that the company deals with? To what extent would you say that
organisations is living to the expectation of it being a moral agent and responsible
corporate citizen with respect to its procurement systems?

B. Select a Zimbabwean company of your choice that hit headlines because of corporate
scandals and demonstrate how that company managed to restore stakeholder
confidence and corporate governance systems. Highlight the key learning points from
that scandal that can be included in a national code of Corporate Governance.

C. Identify an organisation of your choice and draft a sustainable procurement policy.