Thesis Statement: The lack of sufficient moral values in the code of ethics in an organization is the number one cause for unethical behavior in the workplace.
History and trends in code of ethics define the foundation upon which the importance of a code of ethics was defined, developed and standardized to moral principles used to date.
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The importance of a code of ethics at the workplace is based upon the need for having morals towards driving and organization to its objectivity.
Mid-20 th century development of code of ethics saw the affirmation of a code that is affirmed towards rules and regulations and a mechanism to enforce
The relationship between indiscipline and code of ethics continues to evolve
Recent history of codes in selected professions
Indiscipline along the lines of ethics and morals is still prevalent even after strengthening attributes in the science of code of ethics has been formulated.
The biggest ethical issues in society today range between:
Accounting – cooking the books or unethical accounting problems is still a critical issue in organizations
Social media – brings about the behavior of employees on social media platforms, both onsite and offsite.
Harassment and discrimination – sexual harassment, racial discrimination and wage inequality delude the code of ethics system.
Health and safety – where people are forced to work in deplorable conditions with amass of safety issues.
Technology/privacy – electronic surveillance does ensure efficiency, but when does it surpass the line of privacy.
People are ethical and moral despite their orientations such as culture, race and religion. However, people are also not fundamentally good or fundamentally bad. So, why do people break up the rules of engagement towards moral and ethical behavior at the workplace? (Psychology behind breaking the code of ethics)
Effectiveness of corrective measure or disciplinary strategies employed in the workplace.
Workplace interest over the code of ethics whereby the organization may have prejudice over better-performing employees.
Keeping up with the emerging industries may overtake the science of developing a custom code of ethics for that industry—for instance, Artificial Intelligence and Cryptocurrency.
Alternative solutions to making code of ethics an effective tool in the workplace.
Sometimes the code of ethics for the organization only applies to the organization. Should be established or amalgamated with national law, which can help attract legal penalties such as jail time.
Steeper repercussions like termination from employment for small misdemeanors, for instance, termination of employment for racial profiling.
The proposed foreseeable solution is to have institutional backing for the code of ethics to function effectively.
Institutions may develop complacency with the idea of just formulating a code of ethics – One that covers a wide array of issues but ends up filling the reality of aesthetic value (not used effectively). The code of ethics is not the end but the beginning.
Getting organizations to back their code of ethics should be an enforceable activity as organizations work hard to follow the rules and regulations. The formulation of a central au0thority to govern and enforce compliance under the law would suffice.
