Employee Code of Conduct Policies Essay

Employee Code of Conduct Policies
Name
Institution
Due Date
Employee Code of Conduct Policies
What research would you need to conduct to prepare?
The first research that needs to be conducted involves the technological advancements that are likely to affect the healthcare organization. Often, companies prepare Employee Codes of Conduct without considering the impact technological advancements have on the conduct of employees. After making adjustments for the said advancements, organizations often have to set up new rules or codes of conduct in line with the said advancement. So, attention must be paid to the technological ideas that are either in the production stage or discussed in the mainstream. Sobelman and Santopietro (2018) note a need to develop a code that includes eHealth and other technology-assisted interventions. As technology is becoming a major part of healthcare, it raises the need to maintain a Code of Conduct that is up-to-date on current issues and advancements.
The next issue that needs to be considered includes policy changes that have taken place locally and nationally. The Employee Code of Conduct has to be in line with the policies in place. The healthcare organization should not be found lacking in its compliance with the laws of the land. Also, there is a need to stay up-to-date with the current legal and policy discussions both locally and nationally. Certain policy proposals are being discussed at the local and national levels. The adoption of these policies could directly impact the functioning of the healthcare organization. These policies and ideas have to be factored in while developing the Code of Conduct to avoid disruptions.
Research on the future of the organization is also key while developing a Code of Conduct. Here, there is a need to consult with the head of the healthcare organization. The management team must have a rough idea of the growth they desire for the organization. So, speaking to several management team members could help reveal the organization’s growth curve. With this information, it will be possible to project the challenges in employee conduct that could arise once the organization adapts to the new growth patterns. As Gould (2013) indicates, the management team sets the tone for the organization, especially regarding the direction the organization is taking. Therefore, there is a need to align the Code of Conduct with the management team’s vision. So, there is a need to have the perspective of the management team.
Are there leaders on your team who you would consult?
Leaders play a crucial part in the development of the Employees Code of Conduct. First, their support and commitment to the Code of Conduct is an indication that they are in support of the ideas the code will be communicating. So, there is a need to consult them while preparing the Code of Conduct document.
Some of the leaders that can be consulted include the human resources manager. The human resources manager is a person who understands the challenges employees face. This person knows the issues employees often raise and their complaints regarding internal policies and the organization’s day-to-day operations. So, the human resources manager is a crucial resource in this endeavor.
The head of the organization or the CEO is also another leader that needs to be consulted. According to the Corporate Finance Institute (2021), the CEO is the person who is held responsible when a company succeeds or fails. So, their input on how they wish their employees need to treat each other and act is a key ingredient in developing the Code of Conduct. Also, it is crucial to have the organization’s growth curve while developing the Employee Code of Conduct. As the vision bearer of the organization, the CEO is the ideal person to share the organization’s future trajectory. Such information is crucial as it helps know the position of the employees in the future and makes it easy to preempt the challenges and issues that could a...