Response 1: A code of    conduct is a guide that a company uses as a framework to shape all    of its decisions, how staff operates and how the company interacts    with its customer base. Creating a culture that is based on a strong    code of conduct, is critical to the overall success of the company.    In a situation where a company is devoid of ethics, the    company’s leadership will not operate in an ethical fashion    and decisions made may not benefit the entire company, just the    leaders. The actual code of conduct should be in a written form that    is accessible to all staff members and customers. “A formal,    well-communicated code of ethics can also help to protect a    company's reputation and legal standing in the event of a breach of    ethics by an individual employee.” (Ingram, D.) It will be    important for Mike and Theresa to foster the proper environment for    the company’s staff via an effective, clear code of conduct.    The merger brings great benefit given that the companies coming    together allows the code to be designed from the ground up. The    basic topics that cover how employees across regions will interact,    how training will be conducted should be included in the    company’s code of conduct. Items such as anti-theft,    appropriate use of company assets and resources, sexual harassment,    respect for others, safety regulations and anti-discrimination    should all be included.  Many     “Publically-held companies, issuers under the Sarbanes-Oxley    Act, are required to establish and communicate codes of    conduct.” (2009). Privately held companies are not required to    establish a code of conduct. At Johns Hopkins University, in    Baltimore, MD, the organization is big on diversity and inclusion.    The very fiber of the organization is based on this. Even though    Johns Hopkins Medicine is not a publicly traded company, the    organization establishes written guides for all of its entities, so    that there is transparency. As an institution of higher learning,    portions of the code of conduct include: ·  Bans of    opportunity loans ·  Bans on gifting    to recruit new students ·  Limitations when    it comes to employees being members of advisory boards of lenders As the    consultant and adviser to Mike and Theresa, I recommend borrowing    existing components from both companies’ code of conduct, only    using that which has worked well. The code of conduct should outline    of the rules and regulations as well as the subsequent consequences    for violations. All consequences should be consistent with the    violation. I will be working with Mike and Theresa to put a code of    conduct together and make it available via the intranet. This is an    exciting time for the newly merged company and I look forward to    assisting.  Respons 2: A    Code of Conduct outlines job expectations for performing tasks with    uncompromised ethics. It includes responsibilities to teammate ...

1. Response 1:
A code of conduct is a guide that a company uses as a
framework to shape all of its decisions, how staff operates
and how the company interacts with its customer base.
Creating a culture that is based on a strong code of conduct, is
critical to the overall success of the company. In a situation
where a company is devoid of ethics, the company’s
leadership will not operate in an ethical fashion and decisions
made may not benefit the entire company, just the leaders.
The actual code of conduct should be in a written form that is
accessible to all staff members and customers. “A formal,
well-communicated code of ethics can also help to protect a
company's reputation and legal standing in the event of a
breach of ethics by an individual employee.” (Ingram, D.)
It will be important for Mike and Theresa to foster the proper
environment for the company’s staff via an effective, clear
code of conduct. The merger brings great benefit given that
the companies coming together allows the code to be designed
from the ground up. The basic topics that cover how
employees across regions will interact, how training will be
conducted should be included in the company’s code of
conduct. Items such as anti-theft, appropriate use of company
assets and resources, sexual harassment, respect for others,
safety regulations and anti-discrimination should all be
included.
Many “Publically-held companies, issuers under the
Sarbanes-Oxley Act, are required to establish and
communicate codes of conduct.” (2009). Privately held
companies are not required to establish a code of conduct. At
Johns Hopkins University, in Baltimore, MD, the organization
is big on diversity and inclusion. The very fiber of the

2. organization is based on this. Even though Johns Hopkins
Medicine is not a publicly traded company, the organization
establishes written guides for all of its entities, so that there
is transparency. As an institution of higher learning, portions
of the code of conduct include:
· Bans of opportunity loans
· Bans on gifting to recruit new students
· Limitations when it comes to employees being members of
advisory boards of lenders
As the consultant and adviser to Mike and Theresa, I
recommend borrowing existing components from both
companies’ code of conduct, only using that which has
worked well. The code of conduct should outline of the rules
and regulations as well as the subsequent consequences for
violations. All consequences should be consistent with the
violation. I will be working with Mike and Theresa to put a
code of conduct together and make it available via the
intranet. This is an exciting time for the newly merged
company and I look forward to assisting.
Respons 2:
A Code of Conduct outlines job expectations for performing
tasks with uncompromised ethics. It includes responsibilities
to teammates, customers, and shareholders, and should
explain that each employee has a duty to report offenders to
the code, and outline the means for doing so.
The code of conduct must be written, because oral and spoken
codes and rules are easier to ignore, and inconsistent across

3. interpreters, and difficult to implement. (Editorial Board,
2015) A written code also systematizes ethics. (Editorial
Board, 2015). Codes should cover such issues as compliance
with laws, accounting rules, conflicts of interest,
discrimination and harassment, insider trading, fraud, and
protection of company information. In a merger situation, it is
especially important to focus on customer relations and the
procedures for reporting unethical behaviors, as some
employees might be trying to get a “leg up” to appear more
favorably in the new company environment.
My current company, T-Mobile, frequently touts being voted
among the “most ethical companies” and seems to post
reminders about ethics and compliance in wall posters and
intranet links. T-Mobile’s code is titled “Code of Business
Conduct” and appears in a PowerPoint slide deck format, with
clickable links and lots of colorful graphics – quite a change
from the staid sober rules lists of the past. ( T-Mobile Code
of Business Conduct , T-Mobile US Internal communications,
2016.) It begins with a message from the CEO, and then is
broken into six sections. The first, labelled “HOW WE
PLAY” explains the code itself and the reason for its
existence. It encourages employees to ask questions, and
gives a hierarchy of escalation. It also stresses that no one
should ever feel they’re being asked to bend the rules to meet
a company goal.
The second section goes into customer relations. T-Mobile
employees are to treat customers honestly and fairly, keeping
their information safe and to honor rules that apply to
governmental customers. It specifies who to inform if the
police, the government, or an attorney is asking for customer
information.
The third section deals with how to treat co-workers and the
environment. It addresses distraction and harassment, health

4. and safety, confidentiality of employee information, and
minimizing impact on the environment.
Section four calls for a “24/7” demonstration of integrity. It
explicitly prohibits lying and stealing, conflicts of interest,
excessive or unreasonable gifts, insider trading in company
stock, and outlines accurate record keeping.
The fifth section is titled “We do Business the Right Way”
and instructs the employees to uphold TMO’s anti-corruption
commitment, deal in good faith, compete fairly, engage
ethical suppliers, follow rules on campaign contributions and
lobbying, and respect trade secrets.
The sixth and final part deals with safeguarding company
information and using company assets responsibly. This last
part is a good example to show how the whole code is
structured. Company asset use rules are described as “During
your daily work, use e-mail, web-browsing, social media and
other digital resources provided by T-Mobile in a way that
meets our business needs and our Acceptable Use Policy and
Social Media Policy. When you use the company’s digital
resources, remember that we have no expectation of privacy.
When necessary, T-Mobile can monitor and use any content
that’s shared or stored on them.” Rather than list every
applicable rule, the text appeals to common sense, and refers
to policies for more information.
Overall, this format of a Code of Conduct is engaging without
being over-detailed; the employee can get overall guidelines
to answer his or her question, or delve deeper into the rules if
a specific situation needs addressing.