Policy Implementation

Posted by Jessicawatson on October 23rd, 2019

The implementation of a code of conduct is one of the most important stages in instilling a culture of appropriate behavior or conduct among organization members. A code of conduct helps in ensuring that all the organization members behave in socially acceptable manner. A code of conduct aims at influencing the behavior of employees and other stakeholders by setting values, norms and standards of behavior for the organizational members, as well as for business practices. A code of conduct usually reflects the true values and beliefs held by an organization. The organization’s code of conduct is influenced by the culture, business goals and objectives of this organization.

Management’s Roles in the Implementation of a Code of Conduct

The management of an organization plays an important role in implementation of a code as it has to provide conductive environment. For instance, the management should discourage unwanted behaviors through punishments and encourage desirable behaviors through rewarding. Similarly, the management should provide all the necessary resources, such as funds and reading materials for training of employees, that would be needed for effective implementation of the code of conduct in the organization. The management should also provide appropriate training and support to all the organization members in order to enable them cope with changes in organizational behavior that would be brought by the code of conduct during its implementation. The management should provide training and guidance that would enhance the understanding of the code of conduct among organizational members, hence, allow for smooth implementation process. Managers should also assess, monitor and control the implementation process, hence, ensure that it is carried out effectively and efficiently. They should also emphasize the importance of appropriate behavior among organizational members, promote positive perception of the code of conduct by employees, hence, ease the implementation process.

The management team must choose the most appropriate methods of delivering the code of conduct within the organization. For example, all new employees must be given proper induction about the organizational culture. Some employee handbooks and manuals to facilitate the adaptation of the code of conduct in the organization can be issued during the implementation process. Managers are responsible for promoting the acceptance of the code of conduct by organization members. This can be achieved through active involvement of employees in the implementation process.

In my view, the management should also exercise reasonable oversight over the implementation of the code of conduct. Specific members of the management team should be assigned duties and responsibilities to ensure that the code of conduct is implemented effectively. The management should assign authority to officers responsible for implementation of the code of conduct and provide appropriate leadership that facilitates the implementation process.

Successful Communication Plan for Implementing the Code of Conduct

In my view, the most suitable communication plan for implementing the code of conduct in the organization should facilitate giving of instructions, reporting the progress of the implementation process, aid employee trainings and be able to gather the concerns, complaints, feedbacks and suggestions from the employees. The communication plan should permit sharing of ideas, skills, experiences and information among all the organization members. The plan should allow confidential reporting of misconducts within the organization, for instance, it may include a whistle-blowing mechanism that permits reporting undesired behaviors to relevant authorities in the organization without revealing the identity of the whistle-blower. The communication plan must provide all the organization members with relevant information that promotes acceptable behaviors within the organization.

Educating Employees on the Code of Conduct

In order to ensure that all employees understand and adapt to the code of conduct, the management of the organization would inform the employees about the importance of such a code in the organization by continuously disseminating information to employees via e-mails, notice-boards, meetings, online trainings and classroom trainings. The senior management would also train their subordinates and other employees through mentorship and coaching in order to ensure all workers members understand, adapt to and comply with the code of conduct. Information materials, such as manuals, policy documents, booklets, posters and newsletters, would also be used to disseminate information about the code of conduct within the organization. Educating the employees would also involve the use of real-life examples to impact the behavior of workers. The organization would also carry out refreshment trainings continuously to update employees on the code of conduct. For example, all employees would be informed and trained on any new changes made in the code of conduct.

Assessing Compliance

The compliance of employees to the code of conduct would be assessed by developing appropriate Compliance Programs that would establish whether employees conform to or abide by the requirements and provisions of the code of conduct. The behaviors of employees would also be examined continuously. An appropriate Compliance Program or policy would help in detecting and preventing improper behaviors among employees. It would also help in promoting adherence to the code of conduct. There would be appointed a Compliance Officer – a person responsible for monitoring the compliance of employees with the code of conduct. The organization would conduct periodic behavioral appraisals to determine whether employees are complying with the code of conduct. Compliance would be assessed by conducting reviews on factors such as decline in conflicts in the organization, which would indicate good conducts among employees.

Recommendations for Dealing with Change Management

Change management is a major challenge to many organizations. Effective change management requires instituting appropriate ways of dealing with resistance to change and other challenges associated with changes in organizations.

In order to deal with change management effectively, I would recommend the management to share the importance and goals of new changes in the organization with all workers in order to facilitate understanding and embracement of the changes. This would help in reducing resistance to change. The anticipated benefits, that are likely to be derived from the changes, should also be communicated to all employees at an appropriate time. Employees should be incorporated in the change process. Similarly, proper planning and coordination is important when dealing with change management. Employees should be motivated and empowered accordingly towards the change. The management of the organization should minimize negative impacts such as job insecurity that would result from changes in the organization. Promoting teamwork is also essential for effective change management.

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