Code of conduct or code of ethics are the accepted morals in an organization that govern organization activities which includes behavior, actions and relationships within the organization and to other individuals or organizations (Robert, 2016) . The code covers the rules that govern the ethical conduct of employees as well as governing a range of organization practices. Regardless of the type of the organization it is important for every organization to have a code of conduct that is in agreement with their core values, mission, vision and commitment of the organization. The codes act as a benchmark for evaluating the organization on a range of values such in as service, marketing, risk mitigation, compliance and professionalism (Robert, 2016) .
Taking the following considerations, this is the sample of the designed code of conduct:
Title: code of conduct for Midair Organization
Permeable: Midair organization that deals in healthcare provision formulates this code of conduct in relation to the mission statement, vision and the core values provided in the organization module.
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Purpose: to provide clear guidelines of behavior and rules governing activities within the organization.
Mission: to provide quality healthcare that is adaptive to technical changes in technology and attendance to casualties with the highest professionalism that guarantees safety and trust (Robert, 2016) .
Vision: to be an organization of excellence in healthcare quality.
Preliminary: refer to the labor laws act, this code is rooted to the provisions of the labor acts. Unless stated otherwise, the organization will adhere to the code provided in the labor unless where the laws are silent.
Application: This code covers all organization assets including human resources and all organizations that wish to collaborate or do business with Midair.
Compliance with the code: all workers shall comply with the provisions of the labor act as well as the provisions of this code of conduct.
Integrity: all workers shall be persons of integrity and shall carry out their duties with marked honesty and compliance (Robert, 2016) .
Benefits and favors: Midair workers shall not accept any free gift or benefits for themselves or on behalf of the organization that are intended to impair their judgement or influence their rational decision making (Bowman, 2014) .
Personal interest: workers shall avoid being in a situation that will lead to conflict between personal interest and organization interest (Bowman, 2014) .
Nepotism: a worker shall not get involved in activities that suggest or favor any person, all persons must be treated with equality and courtesy.
Outside employment: No employee shall engage in outside employment that is in conflict with his contract with our organization (Robert, 2016) .
Employee conduct: all workers shall conduct themselves that reflects dignity in all circumstances.
Respect: all workers shall treat one another with mutual respect and regard.
Discrimination: a worker shall not at any circumstance treat any person with discrimination either indirectly or directly (Bowman, 2014) .
Harassment: workers shall not engage in any form of abuse or harassment based on any facet; race, gender, sex or rank.
Core values: The code of conduct will be built upon principles and values that the organization believes in. the adopted principles are values that all stakeholders agree to and are in correlation with the constitutional laws. The principles include; integrity, loyalty, transparency, confidentiality, honesty, accountability, service for the public interest, impartiality, respect of the law, responsiveness and leadership (Bowman, 2014) . The organization will conduct its activities with professionalism and respect that will enhance public confidence and trust. Also, all employees shall uphold the highest standard competence while discharging their duties with utmost adherence to the set rules and guidelines. Workers shall distribute resources and exercise powers entrusted in them in a manner that the decision they make are justifiable and are in line with the company codes. The organization will discharge it activities considering the public interest and the welfare of the consumer rather than its own interest, public interest will come first (Bowman, 2014) .
Dress code: all workers shall be decent and in proper attires while administering duty.
Reporting: the official reporting time will be adhered to as provided in the labor laws unless stated otherwise in contract.
Penalties: misconduct will lead to penalties which may include; suspension and dismissal and any other prescribed by law (Bowman, 2014) .
Recruitment and hiring: all workers and employees must meet the minimum threshold for which they are been taken into. Recruitment will be done through an open interview and only the qualified candidates will be considered for contract (Robert, 2016) .
Enforcement of code and training: the organization has a specialized team that will audit and give reports on employee adherence of conduct. They will be responsible for enforcing and training new workers on the said conduct. The team of experts shall be responsible for training and inducting all stakeholders involved (Robert, 2016) .
Review: provisions is hereby made for yearly review of code of conduct and anytime when need be.
A number of concerns can be raised before formulating a code of conduct, they include; the problem that the code is intended to address, the values that are manageable by the organization and the extent intended to cover by the code. The code of conduct to be created will aim at: clarifying the required behavior for employees, consumers and any other organization intending to collaborate with our organization; offer a definite declaration on the organizations roles and duties, obligation, values and rights; act as standard in establishing an ethical conduct within the organization; mold an autonomous, consistent and preplanned set of criteria for ethical dilemmas; clarify the guide lines for dealing with misconduct; to eliminate uncertainty and imprecision; to promote public relations and public confidence in the organization and to develop public credibility and seriousness of the organizations towards serving people with dignity and regard (Robert, 2016) . The central aim of the code of conduct is to serve everyone with dignity and highest regard required for humanity and to be in strict conformity of the law.
It is also expected that the code of conduct will address the following key issues: the use of organization resources, dress code, punctuality for working days, punishment for misconduct, abuse of office or power, workplace harassment, hiring and recruitment requirements, partnership, safety and illegal undertakings within the business (Bowman, 2014) .
The code of conduct covers majorly workers. However, there are provisions for any other institution intending to with our organization. The management have a role to see that all employees hired into the organization meet the threshold, are of good conduct and are able to maintain their integrity (Robert, 2016) . They must appoint a special team of experts that is responsible of reinforcing the codes as prescribed. The employees on the other hand have a responsibility of adhering to the outlined codes of conduct at all times, discharging their duties with integrity and professionalism (Bowman, 2014) . Casualties must ensure that they respect the organization staff and their code of conduct. Other organizations willing to do business with Midair must ensure that they do not engage in activities that breach the code of conduct set by the organization (Bowman, 2014) .
To formulate a code of conduct, every organization must refer to their mission statement, vision and the core values that they stand for. The formulated code of conduct is aimed at strengthening and providing a smooth means by which the objectives of the organization of providing quality healthcare can be achieved. The general principle is to ensure that a reinforcement of accepted values and codes of behavior in a medical setup is achieved to ensure quality service and coexistence (Robert, 2016) .
To implement the code of conduct, a formal communication and training of the contents of the code is done to all parties involved. Training and communicating a code of conduct does not require specialized activity since the considered employees are qualified and understands the provisions of ethical practice from their professional training. Official communication can be made via the company website and through physical notice. The company will set out a specific period of time for a physical training of its employees on the highlighted codes and the expected behavior while stressing the penalties for gross misconduct (Bowman, 2014) . Implementation begins immediately after training and employees will be accessed to ensure that they adhere to the codes. Assessment would be through physical and video recording technology. From time to time the employees will be reminded of the required conduct through personal accounts and the organization staff website (Bowman, 2014) .
A regular employee audit will be done based on evidence, customer feedback, complaints and appraisal, security cameras and employees feedback. A strict supervision will be done on the employees to ensure that they adhere to the codes of conduct and that they maintain the integrity of business ethics. Every decision made by any employee on behalf of the company is binding to the organization and therefore all decision must be made with utmost faith and recorded, signed and checked by the relevant authorities (Robert, 2016) .
The labor laws are very clear regarding business practice and relation to different individuals. However, the laws are not sufficient enough to facilitate ethics in an organization setup. Different organization have different missions and visions and therefore, codes of conduct are more detailed in meeting specific concerns of an organization. Codes of conduct are more specific to a given organization and can be used to communicate the goodwill of the business to the general public. Also, the codes of ethics are embedded to that organization to help in implementation of the broad objectives of the business and to solve certain problems that might arise in the future that cannot be addressed by common laws (Robert, 2016) .
References
Bowman, J. S. (2014). Towards a professional Ethos: From Regulatory to Reflective Codes. International Review of Aministrative Sciences.
Robert, A. (2016). Business Ethics and Ethical Business. Oxford University Press.
