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Essay / Research Paper Abstract
This 4 page paper responds to five questions: Can a code of conduct be an ethics code if it only restates legal requirements? Provide an example of an ethics code that goes beyond the law. What are some of the best practices for promoting an ethics code? Identify five employee behaviors that are less justifiable grounds for termination. Provide an example of a progressive discipline process. Bibliography lists 6 sources.
Page Count:
4 pages (~225 words per page)
File: MM12_PGeth2j.rtf
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Unformatted sample text from the term paper:
this question, which pertains to Jamaica. You did not provide us with any information. I am, therefore, completing the paper as well as I can with the information available. In
the U.S., you will find that very few, if any, private organizations publish their employee discipline processes. Some U.S. federal or state government agencies publish theirs but not many. Since
I have found nothing related to any company in Jamaica with employee policies, etc, I will incorporate what I have found. That is the best we can do. When students
request information that is not accessible and are unable to provide any insight about the information unavailable to us, we are not able to respond to all questions. It should
also be noted that it was not possible to comprehensively respond to the questions in the number of pages ordered. You are not being charged for the extra pages.]
1. Can a code of conduct be an ethics code if it just restates laws and rules? No, a code of conduct cannot be an ethics code if it
only restates legal rules and regulations. Laws and regulations cover only the basic standards for practicing business. While these rules may also be considered ethical or moral behaviors, an ethics
code goes beyond mere regulations. There are many actions that are legal but that are not moral. As an extreme example, the use of slaves to operate a business was
legal in many parts of the world but it certainly cannot be considered ethical or moral. Another example, it may be legal to terminate an employee who has been excessively
tardy but if that employee has legitimate reasons for the tardiness, it would not be ethical to do so. Ethical codes must consider higher values than laws. 2. Most
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