1. Implementing the Code of Conduct
Discussion board 5- Instructor- Jeoffrey Jenkins
Dawn M Gibson (2015) Final
Colorado Technical University
Management’s role in implementing code of conduct
Management should be the role model of the workplace. It would be like a parent to a child.
You don’t smoke and swear and tell your kids not to, they naturally will copy. This is the same
with management. If management has a no cell policy it should run across the board, no
exceptions. Management who treat their workers poorly should not be tolerated. Rules should
aplly to all in the work place from the top to the bottom. These can be enforced by verbal
warning, write-ups, and then termination of employment. There should be a back ground check
for all employees and possibly a urine and blood test for alcohol and drugs which will be an
epidemic soon.
Successful Management
Success is as good as finding the truth. Management who listens to rumors, or side with
one person over the other, will not get the whole truth (lord how I know) they need to observe all
workers and ask questions to all parties involved. (Investigate the situation). Management will
find what is good for their employees, and the workplace. The better treated the employees the
more grateful and loyal they will become.
Informing management and employees
Inform the management and employees of changes or code of conducts, by scheduling
meetings. These meeting can be held individually, in groups, shifts or scheduled for a day when

2. all employees are off work, and will be paid for coming a full day’s pay. This could include
pamphlets, booklets, movies, videos, power points which explain and show examples of why
these changes are needed, and how they will be enforced (Board, 2015). This may be like safety
issues, why chemicals have to be labeled or cannot be mixed. Explain dress codes, fire and
safety, and penalties if they are broken. A paper signed by each employee and management
stating they understand and will enforce these codes of conducts.
Accessing Compliances
What does your compliance lack and what needs to be improved to better the policy (or make
it clearer).Workers should receive a contract and all benefits packet (if there is one) It should
also include a code of conduct and information on what the company/ business is to work for.
Working for several different places no two are alike. Kmart hands an employee packet which
includes information about the company and what is to be expected. They have regular videos
which question you at the end. These include thief and security issues, safety codes and
violations, and each section is done on a monthly basis. If you have not completed it, they will
pull you off the floor. Before a person is assigned in a new department they must watch an
educational video and do the question. It has a percentage you must make and it is not limited to
how many times to pass. Cashiers learn id-ing kids and ages required for certain items such as
alcohol and penalties if they do not follow. McDonalds also have training videos which
apparently most do not watch or pay attention. I knew they once made an alcoholic beverage the
manager didn’t even know this. Some training is a co-worker to help for a certain amount of
time. It should be clear from the director down to the last employee and every shift should be
informed. New rules and policies posted on a bulletin board or where employees can visually
see. Where we work we (if lucky) are shown where the time request sheets are, many have no

3. idea about them. Request includes sick time, personal time or vacation. There should be an area
where any changes are posted and regular schedule are posted. Job opening, they are also
required to have their license of business visible from the office. Safety and Chemical book
provided by OSHA, an emergency/first aid area for flushing eyes, cuts, bruises etc. The work
contract for the work place is for all. However, if things are mishandled there are laws to protect
the workers Union or non- union, such as the National Labor Act. Whistle Blower Act, Sexual
harassment, EOC and others. The employees may have to do research but National laws super
cedes individual company laws, if they are violated. These may even include code of conduct,
ethical codes, and other violations. The employees and employers must be proactive thinkers to
avoid such issues, and reports must be investigated. These reports taken lightly may have a
higher mean to come in and investigate the whole company. The process for allegations for
misconduct should have forms to fill out or contacts to reach. There should be a certain office to
return the forms and the process should include staff and managers. There should be an
investigation board, safety board, and a grievance board.
Recommendations to a changing Management
Mistake many businesses and companies make now are hiring based on who they know and
not by education or experience. In fact many companies see workers as dispensable as there will
always be someone desperate for a job. For any company to be successful the whole operation
needs to be looked at and evaluated. You could have been in management 25 years but if you do
not keep up with newer processes you may be lost in a time warp. Perhaps this person just isn’t
suited for this position. We all may want a certain job or hobby but it doesn’t mean we would be
good at it. The stronger and more honest should head as they should treat everyone fairly. Stand
back and look at the whole operation to see what is working and what is not and change things.

4. People fear losing their jobs, reassure them and follow through, do not hide things from them and
always be honest as you want them to be to you. Set the mood, and be the example. How would
you like to be treated?
References:
Board, E. (2015). Leadership and ethical decision making. [VitalSource Bookshelf version].
Retrieved from http://legacy.vitalsource.com/books/9781938390708/epubcfi/6/2