BHARTI VIDYAPEETH COLLEGE OF ENGINEERING

CASE STUDY:- CODE OF ETHICS IN BUISNESS ORGANIZATION- CORPORATE

CULTURE
2nd SENESTER (2021-2025)
BRANCH-CSE1
SUBMITTED TO:- MRS. KAUSHAL SHARMA

Name Roll Number

Dudi dhenender 02411502721
Aniket 04011502721
Priyansh 04711502721
Abhishek 04811502721
INTRODUCTION

Business ethics is the study of business activities, business policies, ethical principles, business situations and
problems that take place in the business. It is a study where issues of right and wrong are discussed.
While conducting business, traders often try to generate the highest possible returns. Similarly, landlords try to
increase their earning from house property and workers demand a higher wage. However, these actions cannot
be considered unethical or illegal provided they do not transcend the payment norms set by peer business
houses and trades.
Business profits refer to the wages received by proprietors in return of the invested capital and this is why it is
imperative to include business profits within the boundary of ethics. Business world comprises an important
aspect of our society which is concerned with the standard of living of people.
Why is Organizational Culture Important?
When you win in culture, you win everywhere. Let’s take a look at eight
reasons why organizational culture is important.
Increased employee engagement
Decreased turnover
Strong brand identity
Elevated productivity
Transformational power
Top performers
Effective onboarding
1. Healthy team environment
 1. Increased employee engagement
• A work environment that possesses organizational culture is driven by
purpose and clear expectations. This motivates and inspires
employees to be more engaged in their work duties and interactions
with others. It also leads to high levels of workforce engagement,
which drives productivity. Having a strong connection to an
organization and its people creates an atmosphere of positivity that is
hard to ignore.
 2. Decreased turnover
• People who feel valued and respected at a company are less likely to
leave it. That’s why it’s essential for brands to foster a winning
organizational culture that supports their core values and mission
statement. Happy employees mean less turnover, which saves
companies time and money in the hiring process. Companies that
achieve a strong culture must take steps to maintain and improve it.
 3. Elevated productivity
• When employees have the resources and tools they need to succeed,
it helps increase productivity and performance levels overall.
Organizational culture impacts the structure of a workplace in ways
that bring people of the same skill set together. Those who share
similar backgrounds and skills may work more quickly together when
tackling company projects.
 4. Strong brand identity
• A company’s organizational culture represents its public image and
reputation. People make assumptions about businesses based on
their interactions within and outside of the company. If it lacks
organizational culture or has a weak image, customers may hesitate
to do business with anyone who is associated with the brand.
Businesses with a strong brand identity tend to attract more business
and job candidates with similar values who support their mission.
 5. Transformational power
• Not all businesses have the power to transform ordinary employees
into total brand advocates, but those with a strong organizational
culture do. Companies that recognize their employees’ efforts and
celebrate team successes are more likely to notice a change in
employees as they experience a sense of accomplishment.
 6. Top performers
• Companies that promote community in the workplace are more likely
to retain their best employees. People who are great at their jobs and
know the value of their skills commonly leave negative work
environments where they feel undermined and unappreciated.
Organizational culture builds a high-performance culture that
strengthens the work of people within the company, resulting in a
positive employee experience overall.
 7. Effective onboarding
• More and more, businesses with an organizational culture are relying
on effective onboarding practices to train new hires. Onboarding
practices that include orientation, training and performance
management programs help new employees access the right
resources and better transition into their roles. This promotes
employee longevity and loyalty and reduces the amount of frustration
some employees experience when they don’t have the information
needed to do their job well. Onboarding is a great way for companies
to ensure new hires understand the core values of their business.
 8. Healthy team environment
• Organizational culture helps improve workflows and guides the
decision-making process. It also helps teams overcome barriers of
ambiguity. Team members who are informed and knowledgeable
about certain processes are often more motivated to finish projects.
Having a clear culture that unifies employees and promotes organized
work structures helps people work together with purpose.
 What is the purpose of organizational
culture?
Culture is the signature style in which you deliver your promise to your
customers, employees, extended channels, partners, and stakeholders.

Over time, that “Hello!” becomes your ‘Halo’ – a hallowed code rivals
can emulate but never copy, an insurance against the market that’s fast
becoming commoditized, and a holy password for employees who
subscribe to the tribe.
 Organizational culture statistics that can’t be
missed
↠ 90% of professionals research a
company’s culture before accepting a role.
(Robert Walters).

↠ 86% of job seekers avoid companies

with a bad reputation.

↠ Company culture is at least somewhat

important to 83% of urban workers.

↠ Millennials prioritize “people and

culture fit” above everything else.
↠ There is a correlation between
employees who say they are “happy
at work” and feel “valued by [their]
company” – and those who say their
organization has a clearly articulated
and lived culture.
↠ Almost 70% of Americans
prioritize “culture aspects” over
salaries. (Lexington Law).
↠ 69% of employees would work
harder if they received more
recognition.
↠ Team leaders have the highest
impact on company culture. 94% of
entrepreneurs and 88% of job seekers
say that healthy workplace culture is
vital for success.
↠ 83% of executives and 84% of
employees rank having engaged and
motivated employees as the top factor
contributing to a company’s success.
↠ 47% of proud professionals of their
company say it has a positive culture
that allows them to be themselves.
 What is the role of
organizational
Attracting and retaining talent
culture?
Organizational culture affects every Developing current talent
spoke that makes the wheels of
business turn – employees, suppliers, Managing performance
customers, investors, the communities
it operates in, and the broader social Creating leadership teams
and natural environment.
Making decisions
Studies have consistently proven why Reorganizing to capture value quickly
is organizational culture important in
business. It can potentially affect ALL Reducing overhead costs for the long term
the ten fundamental dimensions
which Senior McKinsey partners Mary Competitive advantage
Meaney and Scott Keller talk about in
their book, Leading Organizations Leading transformational change
• Transitioning to new leadership roles
 How to Create a Code of Ethics for Your
Business

A code of ethics and professional conduct outlines rules for proper

behavior in the workplace — usually based on a company’s core values.
It lets employees know how they should behave, and it gives guidance
for handling harassment, safety and other issues.
A code of ethics for businesses is usually broader than a code of
conduct that discusses how employees should act in specific situations.
However, many businesses use one centralized document for a code of
ethics and professional conduct.
 What is a code of ethics in business?

A business code of ethics, also known as an ethical code, is a set of principles

companies provide to employees so they can approach their job with integrity.
A code of ethics often includes a company’s core values, ways for employees
to resolve problems they encounter and the standards of performance they
need to meet.

A company could also list laws and regulations in its code of ethics depending
on the industry. For example, a banking organization might list government
regulations that employees must follow to perform effectively in their roles.
 Common types of business codes of ethics
Codes of ethics can include many different policies. Here are some examples
of common types of codes of ethics in business:
1. Being inclusive
Businesses should welcome people from all backgrounds, and they should not
discriminate against anyone based on a variety of factors, including:
Sex,Race,National Origin, sexual orientation, gender,Social or economic class
Education,Immigration status,Age,Political beliefs,Religion
 2. Being considerate and respectful
• People depend on each other to do their best and make the business
they work at successful. When managers and employees make
decisions, they should think about how those decisions could impact
clients and the team as a whole. When people discuss actions and
next steps, they need to focus on what’s best for the company. They
should speak calmly and rationally to make everyone as comfortable
and productive as possible.
 3. Acting professionally
• By acting professionally, you can increase your company’s reputation,
reduce turnover and make employees’ jobs less stressful. Make all of
your interactions positive and professional by focusing only on
business-related topics. These rules should apply to your emails and
phone calls as well. When you set a professional example, your
employees will likely follow suit.
 4. Considering your actions
• It’s important to think about what you do in the workplace and how it
affects others. Certain actions, like taking personal calls near others,
could distract employees and make it difficult for them to focus. Think
about any rules you may need to add to your code of ethics to
encourage a positive working atmosphere, such as keeping phones on
silent or having meetings in designated areas.
5. Admitting when you make a mistake
• People need to take
responsibility for their actions
and learn from their mistakes.
They should also listen to the
perspectives of others to
implement the best idea.
Acknowledge your employees’
suggestions to show you value
their opinions and suggestions.
6. Avoiding conflicts of interest
• Many companies have rules against
managers dating employees,
running for public office or investing
significant amounts of money in
competitors or companies that
employees do business with. By
asking employees to avoid conflicts
of interest, you can ensure that they
remain productive and have a
positive impact on the company.
 7. Protecting company assets
• Businesses need to protect their property, including records,
computer systems, equipment and intellectual property, such as
patents. They should have the IT and physical security they need to
prevent hacking or thefts. Consider including a rule in your code of
ethics about how to treat company assets and data.
 8. Being punctual and avoiding absences
• Most companies have an attendance policy to encourage people to
come to work on time. For example, if someone is sick and they can’t
make it to work, what steps should the employee take? Many
businesses require a doctor’s excuse for an unscheduled absence, but
you can come up with your own policies to suit your business.
How to write a code of ethics for your
business
 1. Define the company’s priorities
• Meet with your key leaders to identify how they make important
decisions. Use this discussion to identify the customers you want to
sign, the quality expected from employees and the allocation of
resources. Creating a code of ethics based on your top priorities
makes it more focused and clear to your employees and the public.
• Use your company’s core values to guide your code of ethics. For
example, if you created your business based on integrity and trust,
incorporate these values into your code by explaining how you and
your employees will follow them. If one of your company’s values is
focused on sustainability, you could include information about how
the company is working to reduce its carbon footprint.
 2. Speak with employees about content to
include
Schedule a meeting with employees to talk about what they want to
include within your business’s code of ethics. Discuss the kind of culture
they want to work in and if the current environment meets their
expectations. Use their suggestions to determine what to include in
your code to foster a positive workplace.
• Ask employees for additional feedback on how to improve your
company’s current code of ethics if you already have one. Find out if
employees are comfortable collaborating, if they have a role model or
mentor and if they believe they’re growing. The responses help your
organization live by your values and ensure consistency when
communicating this message to influential stakeholders.
 3. Underline acceptable workplace behavior
• Explain the type of behavior you expect your employees to have.
Companies with a zero-tolerance policy for misconduct show that
they have high standards for conduct in the workplace and commit
themselves to doing the right thing at all times.
 4. Note who is in charge of compliance
• Consider designating a compliance manager to hold employees
accountable. Search for someone who has a track record in upholding
ethical procedures. Either hire a dedicated compliance officer to be a
part of your human resources team or choose a current employee.
Your compliance officer needs to have a thorough understanding of
your company’s values, policies and procedures and feel comfortable
serving as a liaison between you and your employees.
 5. Get approval from management
• Ensure your managers approve of the code of ethics before
implementing it. Approval from leaders makes it more likely that
employees will follow it.
 6. Initiate a code program
• A code program outlines the steps your employees need to take to
implement your new code of ethics. Training, reinforcement and
metrics help employees understand the purpose of the code program
and how you plan to uphold it.
CONCLUSION
A business is a collection of different proprietorships. Ethics is issues of right,
wrong, fairness, and justice. Therefore, business ethics places it focus on ethical
issues that arise in the commercial world.It is coming to know what is right or
wrongs as well as what is fair or not fair in the workplace. In times of changes, such
as we go through people values are changing. What managers and others take for
granted now back then was not.The real answer to business ethics is how a
business conducts itself. All marketers has to have moral values with dealing with
others. The finance area has to have business ethics. Marketers should be aware of
how their behavior may influence or affect the behavior of others in organizational
relationships. They should not demand, encourage or apply coercion to obtain
unethical behavior, in their relationships with others, such as employees, suppliers,
or customers.
THANK YOU