An example of a code of conduct. Company Code of Ethics

Introduction

corporate team ethics

Corporate etiquette implies a set of measures of decency appropriate to the behavior of an employee in the workplace. Observing all the rules and norms of this etiquette, you can show the culture of communication, mutual understanding, and make a favorable impression on a person or employees. Etiquette also includes laws and rules that all employees must follow - it is their responsibility. Corporate etiquette has existed for a long time, but new rules have begun to be written into the laws of etiquette quite recently. But these laws acquired a certain unusual and the new kind: every year pass certification for professional suitability, keep your workplace clean, constantly go to corporate parties etc.

Corporate ethics will allow uniting employees into a family, where each will try to help and support the other, working in this way for one common cause. As soon as an employee ceases to feel like a cog in the system, with the help of which bosses and owners siphon money out for themselves, he will start working more productively and enthusiastically.

It is impossible to say that there are any corporate culture norms common to any organization. After all, just as in different families there are different approaches to raising children, each company needs to find its own approach to organizing employees. A person, as a social being, must feel that he is needed, that he is part of a team. And only in this case will he be devoted to his work as much as to his loved ones.

It is very important for a manager to develop clear norms of etiquette in the organization, as well as convey them to each of the employees. Only in this case has the right to demand their unquestioning fulfillment. If you organize the corporate culture correctly, then in fact you won't need anything from anyone, because working for the good of the company in one big family will only be a joy to all members of the team.

* compliance with all the rules of business communication, both within the company and with clients;

* care of each member of the team about the interests of the company and its reputation;

* joint work to achieve the main goals of the company;

* quality control of services provided or products;

* responsibility when working with clients.

To maintain its authority, management must also necessarily negotiate with subordinates a culture of service relationships within the company. So, bosses should not scold subordinates in front of other employees. Each of the employees, according to corporate ethics, should respect the opinions of others. All company employees must be polite to each other, excluding the use of swear words and non-normative vocabulary, etc.

In fact, all these rules of behavior are known to every adult civilized person. However, if you do not carry out explanatory work and do not control the implementation of all these norms, no result can be achieved.

It is necessary to try to create for each employee of the company such working conditions where he will feel like a part of friendly team... And only when employees stop going to work, as if to hard labor, prosperity and success await the company.

1. The concept of corporate ethics

Ethics is a set of rules and norms of behavior in a particular area of \u200b\u200bhuman communication. Corporate ethics is a system of moral principles, norms of moral behavior that have a regulatory impact on relations within one organization and on interaction with other organizations. The subjects of corporate ethics are: owners, managers and employees of the organization. Already in the Middle Ages, certain systems of corporate views began to form. Their most characteristic features were: solidarity of people of the same profession, strict regulation of rights and obligations professional activity etc. Later they were developed in the bowels of the Roman Catholic Church, and were reflected in the social encyclicals of popes that appeared in late XIX centuries as a reaction to the rapid development of socialist doctrines. In search of an effective alternative, the church turned to the idea of \u200b\u200bcorporatism. For the first time this idea is fully presented in the encyclical of Leo XIII "Rerum Novarum" (1891). It put forward the concept, which is now called "social partnership", which consists in the cooperation of wage labor and capital, which are considered as two interrelated and complementary factors in the production process. Corporate ideas were brought up to public opinion during the debate on union law to counter the development of socialist ideas in workers' unions. With regard to the activities of enterprises directly, the value-motivational, cultural components of economic life have been assessed for a long time as a secondary, not limiting economic growth and resource. Reproduction of the value environment at the enterprise took place mostly spontaneously, although the attention to it on the part of managers and scientists was constantly growing. However, since the 70s of the twentieth century, the impact on the cultural components of the activities of organizations becomes continuous and from a single - massive, acquires the features of a well-coordinated and priority strategy of their leadership. According to M.V. Dubinina, “under the influence of corporate ethics, the activities of employees are organized not so much on the basis of orders or compromises, but due to the internal consistency of the guidelines and aspirations of employees. An organization built on the unity of the worldview and values \u200b\u200bof its members is becoming the most harmonious and dynamic form of the corporate community. " Thus, the purpose of corporate ethics is to regulate the relationship between representatives of various professions, united by a common workforce, working in one organization.

Corporate ethics can be thought of as a system with two subsystems. First, these are the moral and ethical values \u200b\u200bof the organization and its development priorities. Secondly, these are the norms and rules of conduct for employees of the organization in formal and informal situations.

Corporate ethics is based on a number of principles. The principle of corporate ethics is a rule of activity in the system of norms of moral behavior of subjects of corporate ethics in the performance of their duties.

The absence of clearly formulated rules of corporate ethics inevitably leads to a lack of a certain loyalty to one's enterprise, which negatively affects both the work of a particular employee (employees) and the profit of the entire enterprise as a whole. For example, it is practically ethical to share confidential information with a competing company, as an employee does not have to take care of the community of which he is not a member. And only the introduction of the rules of corporate ethics allows a person to feel himself not just a cog in a production machine, not a tool with which someone “makes money”, but a full member of a team, almost a member of a family.

Corporate ethics stipulates collective principles of conduct. For example: caring for the common interests of the organization and each employee individually, ensuring the growth of the organization's values, adhering to the norms of business communication, creating and maintaining a business image and an impeccable reputation of the organization (while talking about how bad things are in the organization and what kind of boss is ham with outsiders become ethically impossible), support for the general strategy and priorities of the organization, non-use of the organization's image to the detriment of it for personal purposes, confidentiality of information received, etc.

Corporate ethics stipulates the ethical principles of service relationships. For example, employees of an organization must treat all people with respect, they must fulfill their promises, be tolerant of other people's opinions, be polite and correct, not interfere with another person's personal life without his personal request, etc.

Above the rules that are established by the corporate code for employees are the rules established for the organization itself. For example: building relationships with customers and partners solely on a legal basis, full responsibility for the quality of their products and fulfillment of contractual obligations, creating and maintaining mutually beneficial relationships with suppliers and consumers, recognizing employees' labor merits and providing them with fair remuneration, providing social guarantees for employees, etc. .d.

In other words, corporate ethics must comply with the SMART principles: S (specific) - specific; M (measurable) - measurable; A (acquireable) - achievable; R (realistic) - realistic; T (time bound) - executable in a limited time.

Values \u200b\u200bare at the core of corporate ethics. Values \u200b\u200bare relatively general beliefs that determine what is right and wrong and establish general preferences for people.

Values \u200b\u200bcan be positive, guiding people to such behaviors that support the achievement of the organization's strategic goals, but they can also be negative, which negatively affect the effectiveness of the organization as a whole.

Positive values \u200b\u200bexpressed by the following statements:

The work can be done excellently;

In a dispute, truth is born;

Consumer interests are paramount;

The success of the company is my success;

A mood for mutual assistance and maintaining good relationships with colleagues;

Not competition, but cooperation in working towards a common goal.

Negative values \u200b\u200bexpressed by the following statements:

You can't trust your boss, you can only trust your friends;

You are the boss - I am a fool, I am the boss - you are a fool;

Do not stick your head out;

Working well is not the most important thing in life;

All the work cannot be redone.

Values \u200b\u200bcan also be divided into individual and organizational, however, they largely coincide, but there are those that relate exclusively to either one group or another. For example, such as “well-being”, “safety”, “initiative”, “quality”, “independence” can refer to both groups, while such as “family”, “predictability”, “work”, “authority” refer to individuals , and "interchangeability", "flexibility", "change" are related to the organization.

Everyone puts their own meaning in the name of the value, therefore, when studying value orientations, it is worth asking to clarify the meaning of this value, what they mean by it.

The fundamental values \u200b\u200bon the basis of which corporate ethics are formed are usually:

Competence and professionalism. The subjects of corporate ethics should: have a quality education, work experience, the ability to make balanced and responsible decisions; strive to improve their professional level; have initiative and activity in the performance of official duties, responsibility and discipline.

Honesty and impartiality. This is the foundation of the organization's activities, its business reputation. The organization does not allow a conflict between personal interests and professional activities.

A responsibility. Responsibility is a guarantee of the quality of the organization's activities.

Respect for the human person. Employees of the organization have the right to be treated fairly and fairly, regardless of race, language, political and religious beliefs, gender, nationality and cultural affiliation.

Patriotism. An employee must be both a patriot of his state and a patriot of his organization. It should contribute to the development of the organization and the state.

Safety. It is expressed in the desire to preserve commercial secrets, and in concern for the preservation of the organization, and in ensuring that no harmful or dangerous conditions labor.

Well-being. Aiming at material well-being, as a condition for the realization of the needs of a person, his family, the community within which he lives.

Interchangeability. Allows the organization to respond flexibly to unexpected changes in the environment and emergency situations in the organization itself.

Harmony. Orientation on the correspondence of various aspects, aspects of the organization's life, regardless of whether these phenomena are effective or not, the main thing is not to disturb the balance, harmony of relations.

Flexibility. Focus on flexibility and motivation of employees to effective interaction, joint search for the optimal solution to the problem, acceptable for representatives of various services ways to achieve the intended goals, timely response to changes environment (especially relevant in an unstable external environment).

The moral qualities on which corporate ethics is based should also be listed: responsiveness; attentiveness; benevolence; ability to accept criticism; devotion; decency, honesty; modesty; openness, etc.

2. Types of corporate ethics

There are several types of corporate ethics. It is a traditional, highly skilled, innovative and social ethic.

· Traditional corporate ethics is an old-fashioned approach to the corporate environment. It is based on clearly defined roles and relationships among employees. Traditionally, a simple chain of commands works. Orders are given from above and are executed by subordinates without discussion or disagreement. And while this kind of ethics is outdated, it still exists. Most often, such ethics are used in companies with long-established methods of management and business conduct, and for them it is most effective.

· Highly qualified corporate ethics is called so not because other types of ethics do not imply high qualifications of personnel. The basic principle of this type of corporate ethics is the selection of talented senior people who will influence the lower level employees. This is typical for companies where risky transactions are the norm, for example, financial games on the stock exchange.

· Innovative corporate ethics is in many ways the opposite of traditional ethics. In this case, creative initiative is supported among ordinary employees... There is always a certain risk in companies with this type of corporate ethics.

· Public corporate ethics draws its strength from joint efforts, teamwork and healthy relationships of trust between company employees. Often this kind of corporate ethics focuses on caring for their employees. In this case, the company adheres to the principle that employees need to be paid a little more than usual, and people should also be encouraged and rewarded for achievements.

If you can create a productive work environment that attracts and retains talented people, it will help you maximize your business success. Those employees who feel appreciated will try to do their best. And negative corporate ethics can affect customer service, as they can sense discord and unhealthy competition among company employees.

3. How to create a positive work environment

It is very important to know how to create positive corporate ethics in your company.

The first step is to establish specific goals for the company. This will help you build your business plan correctly. It will also enable employees to be informed about the responsibilities they have and what role they play in running the business. Give your employees the opportunity to take part in drawing up a business plan, listen to their questions and suggestions.

Hire talented managers who have both specialized skills and the ability to work with people. Don't rely on a flawless resume alone. Teach your managers the basic principles of communication with employees and customers of the company.

Create an atmosphere in your company that encourages creativity and learning. Train your employees to think creatively, as this will help reduce the problems that arise in the work process and will eliminate the boredom that usually leads to a formal approach to work. Try to keep your workers in step with technological progress.

Introduce a motivation program in your company to keep your employees engaged and focus on work. You can use cash bonuses and all kinds of incentives. You can also host corporate picnics and holiday parties.

Establish open communication in your business environment. Have regular meetings to discuss the needs and goals of the company. Give your employees the freedom to speak up. You can also install special offer boxes in your office.

Everything matters to corporate ethics - the architecture of the building, the colors and the dress code of the employees. One of the main points of corporate ethics is team feeling. Employees must follow company policies and goals at all levels. Without this, business success is simply impossible.

In order to attract customers, corporate ethics is also of the utmost importance. If a prospect or customer walks into a company office that clearly lacks strong corporate ethics, it can put them off doing business with you. For example, if a company administrator sits at the counter in jeans and a T-shirt, chewing gum and typing SMS on his phone, then the person will immediately come to the conclusion that this company is not serious. And here it will no longer matter how professional other employees of the company turn out to be. But if the company adheres to a uniform free dress code, with the exception of top managers, then perhaps the potential client will not be too surprised.

Of no small importance for corporate ethics is the environment in which employees of your company work. Try to keep your office clean, tidy and smelling good at all times. Then employees of your company will be happy to come to work in the morning.

If you adhere to all of these rules and build a positive corporate ethics in your team, your employees will very likely stay working for you for a long time. If the company's management treats its employees with respect and values \u200b\u200btheir work, then employees will also value each other and work conscientiously for the good of the company.

4. Corporate ethics (image and reputation of the company)

Corporate ethics is a value system that governs ethical relationships in a given organization. Unlike the universal corporate ethics, it is determined by the characteristics of the activities and goals of the organization, as well as the prevailing stereotypes of behavior in this organization. Corporate ethics is a key element that unites people - participants in the production process at an enterprise - into a single social organism (human community) 1.

Under the influence of corporate ethics, the activities of employees are organized not so much on the basis of orders or compromises, but due to the internal consistency of the goals and aspirations of employees. An organization built on the unity of the worldview and values \u200b\u200bof its members becomes the most harmonious and dynamic form of the production community.

Modern personnel management requires new qualities from a manager. At the same time, he must be a visionary strategist, authoritative leader, social partner, courageous innovator, and spiritual mentor. The leader's behavior and management style largely determine the motivation and achievements of his subordinates. Based on the activities of the leader, subordinates draw conclusions about which achievements are rewarded and which are not, and what follows from each mode of activity. It is obvious that it is the values \u200b\u200bof the leader himself that mainly determine the ethical standards and organizational culture of the enterprise.

Compliance by employees of the organization with the norms and rules of business ethics becomes its " business card»And determines in many cases the fact whether an external partner or client wants to deal with this organization in the future, and how successfully their relationship will be built.

The use of the norms and rules of ethics of corporate relations is perceived by others favorably in any case, even if the person does not have sufficiently developed skills in applying the rules of ethics. The perceptual effect is amplified many times over if ethical behavior becomes natural and unintended.

Ethics includes a system of moral requirements and norms of behavior, i.e. business ethics is based on general rules of conduct developed by people in the process of joint life. Naturally, many norms of relationships in a business setting are valid for everyday life, and, conversely, almost all rules of interpersonal relationships are reflected in service ethics.

According to the majority of scholars, the basis of modern corporate ethics should be based on three most important provisions:

the creation of wealth in all its variety of forms is considered as initially important process;

profit and other incomes of production are considered as a result of achieving various socially significant goals;

priority in resolving problems arising in the business world should be given to the interests of interpersonal relations, and not to the production of products.

In the work of the American sociologist L. Hosmer, modern ethical principles of corporate ethics are formulated, based on the axioms of world philosophical thought, which have been tested for centuries by theory and practice. There are ten such principles and, accordingly, axioms3:

Never do what is not in your long-term interests or the interests of your company (the principle is based on the teachings of ancient Greek philosophers (in particular Democritus) about personal interests, combined with the interests of other people, and the difference between long-term and short-term interests).

Never do something that could not be said to be really honest, open and true, which could be proudly announced throughout the country in the press and on television (the principle is based on the views of Aristotle and Plato about personal virtues - honesty , openness, moderation, etc.).

Never do something that does not contribute to the formation of a feeling of being united, since we all work for one common goal (the principle is based on the commandments of world religions (St. Augustine), calling for goodness and compassion).

Never do what violates the law, because the law represents the basic moral norms of society (the principle is based on the teachings of T. Hobbes and J. Locke on the role of the state as an arbiter in competition between people for the good).

Never do what does not lead to good, and not harm to the society in which you live (the principle is based on the ethics of utilitarianism (the practical benefits of moral behavior), developed by I. Bentham and J.S. Mill).

Never do what you would not want to recommend to others who find themselves in a similar situation (the principle is based on the categorical imperative of I. Kant, which declares the famous rule about a universal, universal norm).

Never do anything that infringes on the established rights of others (the principle is based on the views of J.-J. Rousseau and T. Jefferson on individual rights).

Always do so to maximize profits within the limits of the law, market requirements and full cost considerations. For the maximum profit under these conditions indicates the highest efficiency of production (the principle is based on the economic theory of A. Smith and the doctrine of V. Pareto on the optimal transaction).

Never do anything that could harm the weakest in society (the principle is based on K. Rhodes's rule of distributive justice).

Never do anything that would interfere with the right of another person to self-development and self-realization (the principle is based on A. Nozick's theory of expanding the degree of individual freedom necessary for the development of society).

Corporate ethics is based on moral standards that allow everyone to feel like a person. First of all, they are associated with the basic (material) needs of the employee:

remuneration for skilled labor should not be lower than the income of the middle strata of the population;

the corporation assumes responsibility for a certain stability of employment, and in case forced dismissal - payment of appropriate compensation;

prevention of an unjustified gap in the income levels of owners, managers and ordinary workers.

The employee's relationship with the corporation is largely determined by higher ethical standards, not least such as:

respect for human dignity, regardless of the social status occupied in the hierarchical ladder of the enterprise;

guarantees of professional development and professional advancement;

free expression of judgments about the activities of the corporation;

participation in the preparation and adoption of decisions affecting the interests of employees;

harsh condemnation of such phenomena in the system of labor relations as denunciations, opposition of some groups of workers to others;

transparency of the corporation's financial activities, excluding any form of shadow transactions.

Of course, in corporate ethics, a certain community of corporate interests cannot eliminate the specific interests of various groups of people. Enterprise conflicts can arise. However, corporate ethics allows you to manage a conflict situation, to give it a functional rather than destructive character, i.e. to use it as the first signal of the appearance of a problem that needs to be solved within the framework of the social partnership system.

5. Corporate codes

The first shoots in the field business ethics in modern Russia began to break through in the 90s. A number of professional codes of ethics were adopted, among which should be mentioned: the Code of Honor of a Banker (1992), the Rules of Integrity of Members of the Professional Association of Stock Market Participants (1994), the Code of Honor of Members of the Russian Guild of Realtors (1994), the Code of Professional Ethics of Members russian society appraisers (1994). The financial and economic crisis in August 1998 became a certain milestone in the evolution of modern Russian business. It was after the notorious financial default that many public organizations of Russian entrepreneurs (at the federal and regional levels) began to develop and adopt moral codes. In October 2002, such a code was adopted by the Russian Union of Entrepreneurs and Industrialists (RUIE), one of the most influential business structures. A month later, the congress of the Union of Russian Manufacturers of Beer and Non-alcoholic Products adopted a code of honor for brewers. Moral codes already exist in large russian corporations, and at enterprises of a more modest scale.

At the level of individual enterprises, the practice of adopting corporate codes is becoming more common. Corporate codes can be different in form of presentation and heading. It depends on the specifics of specific industries, regions, enterprises, management preferences, etc.

The code of corporate ethics can perform three main functions: reputation; managerial; development of corporate culture.

The reputation function is to increase trust in the company from potential investors (shareholders, banks, investment companies) and business partners (customers, suppliers, contractors, etc.). Having a company code of business ethics is already becoming a kind of sign of its success and necessary condition high business reputation. As a result of the adoption and implementation of the code of business ethics in the company's activities, its investment attractiveness is growing, the company's image is reaching a qualitatively higher level.

However, the governance function of a code of business ethics should not be underestimated. It consists in regulating and streamlining corporate behavior in difficult and ambiguous situations in terms of compliance with the principles of ethics, honesty and integrity.

The management function is provided by:

The formation ethical aspects corporate culture between stakeholders within the corporation (shareholders, directors, managers and employees). The Code of Business Conduct, introducing corporate values \u200b\u200bwithin a company, crystallizes the corporate identity of a given company and, as a result, improves the quality of strategic and operational management in it.

Regulation of priorities in relations with external stakeholders (suppliers, contractors, consumers, creditors, etc.).

Defining the order and procedure for developing and making decisions in difficult ethical situations.

Enumeration and specification of forms of behavior that are inadmissible from the standpoint of ethics. The code of corporate ethics is a significant factor in the development of corporate culture. The Code can convey the values \u200b\u200bof the company to all employees, orient employees towards the same corporate goals and thereby enhance corporate identity.

The basic limitation of the implementation of ethical standards in an organization is the impossibility of their direct administrative regulation. The area of \u200b\u200bindividual moral attitudes is too delicate an area for direct intervention through policy levers.

Therefore, as a rule, the code does not provide for legal liability for non-compliance. At the stage of creation, it is proposed to adopt the code voluntarily, if desired and there is an appropriate procedure, each employee can make his wishes to the text and the execution system. For new members of the community, the document is already a given, mandatory for adoption. If a person strives to work in a company, then knowledge and understanding of the principles of life in this company will help, on the one hand, the new employee adapt more quickly, and on the other hand, the company will keep the integrity, “one face”.

Option of introducing the code as local normative act is also possible. For this, variants of specific violations are more carefully prescribed and a system for their detection and prevention is created. This approach, taken more in the US than in Europe, supports ethical adherence at the preconventional level (out of fear of punishment and due to group pressure). However, focusing on social control over ethical behavior simultaneously reduces intrinsic motivation to comply with the rules and regulations. In areas where social control is difficult (violations with low risk of exposure), the likelihood of violations remains high.

In professionally homogeneous organizations (banks, consulting companies), codes are often used that describe primarily professional dilemmas. These codes are derived from the codes of professional societies described earlier. Accordingly, the content of such codes primarily regulates the behavior of employees in difficult professional ethical situations. In banking, for example, this is access to confidential information about a client and information about the stability of his bank. The Code describes the rules for handling such information, prohibits the use of information for personal gain.

First of all, management tasks are solved here. Supplementing such a code with chapters on the company's mission and values \u200b\u200bcontributes to the development of corporate culture. At the same time, the code can have a significant volume and complex specific content and be addressed to all employees of the company.

In large, heterogeneous corporations, combining all three functions becomes difficult. On the one hand, there are a number of policies and situations that are traditionally enshrined in ethical codes in international practice. These are policies in relation to customers, suppliers, contractors; description of situations related to possible abuses: bribery, bribery, theft, deception, discrimination. From a managerial perspective, the code describes standards of exemplary behavior in such situations. Such a code has a significant volume and rather complex content. Addressing it to all groups of employees in the context of significant differences in the educational level and social status of employees is difficult. At the same time, the development of the corporate culture of the company requires a single code for all employees - it should establish a common understanding of the mission and values \u200b\u200bof the company for each employee.

In such a situation, two versions of the code are used - declarative and detailed.

The declarative version of the code primarily solves the problem of developing corporate culture. At the same time, to provide the code to the international community and to solve specific management tasks, it is necessary to develop additional documents.

The detailed version of the code regulates in detail the ethics of employee behavior. It lays down the specific regulation of the behavior of employees in certain areas where the risk of violations is high or complex ethical situations may arise. These regulations are described in the form of policies in relation to customers, consumers, government, political activity, conflict of interest, labor safety. Moreover, the large volume and complexity of the content of such codes determine their selective addressing.

In most companies, such codes are developed for top and middle management and are not a universal document uniting all employees.

Conclusion

Corporate ethics is a value system that governs ethical relationships in a given organization.

Corporate ethics is a key element that unites people - participants in the production process at an enterprise - into a single social organism (human community).

In foreign management practice, a number of special measures and methods have been developed aimed at forming a healthy ethical basis for labor relations.

It should be noted the increasing importance of national and international regulators of business ethics and labor relations. International codes of business conduct have been adopted by the United Nations, the International Chamber of Commerce and the Organization for Economic Cooperation and Development.

The standards developed by the International Labor Organization (ILO) and largely adopted at the national level by state legislation have a significant impact on the formation of corporate ethics.

There is no doubt that a normal business can develop only in a state governed by the rule of law, on the basis of developed legislation. However, even the most perfect legal state will not remove the problem of the ethical foundations of business.

Almost all areas of corporate ethics have rules that correspond to moral and ethical standards of conduct in a broad sense. In addition, all areas of business ethics, without exception, are based on the fundamental norms of ethics. These include respect for the self-esteem and personal status of another person, understanding the interests and motives of the behavior of others, social responsibility for their psychological security, etc.

The principles of ethics of corporate relations are a generalized expression of moral requirements developed in the moral consciousness of society, which indicate the norms of behavior of participants in business relations.

Bibliography

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Vogel D.D. Business Ethics: Past and Present / Lessons in Business Relationships. - SPb., 2013

Kibanov A.Ya. Business ethics: textbook; ed. AND I. Kibanova; M .: INFRA-M, 2012.

A.V. Martirosyan What talents does a leader need? // Man and Labor. 2014. No. 3

Petrunin Yu.Yu. Business ethics: textbook. Benefit. - M: Delo, 2013.

Psychology and ethics of business communication / ed. V.N. Lavrinenko. - M .: UNITY-LANA, 2014.

Shikhirev P.N. Is business ethics possible? // Social sciences and modernity. 2013. No. 6. P. 23.

Ethical principles of doing business in Russia / Ed. ed. S.A. Smirnov. - M .: Finance and statistics, 2014.S. 156.

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Any structure, be it educational, government or political environment, has its own ethical standards. The success and prosperity of a company is determined by many factors, including adherence to corporate ethics. A company is a system with one goal. A large number of employees work inside it, performing different tasks and having different competencies. It is not surprising that there are subordinates and bosses among them, and the efficiency of the work process will depend on how the communication between these parties is structured.

Features:

Business Etiquette is historical in nature, developing over the centuries, it can differ in different countries, since it relies on local traditions, customs and rituals. For example, in Japan, business partners do not shake hands in greeting and respect, but bow slightly with their palms folded in front of their chest.

Etiquette is an external form of behavior, the reflection of which is the internal morality of a person, his education and culture. Finally, it is a beautiful display of manners. Corporate ethics is a concept that combines the values, beliefs and norms of behavior of employees of one particular company.

Each company has its own corporate code - this is a set of rules that determine behavior in different ethical situations, in relations between employees and management. It is divided into two parts: ideological - the general goal or mission of the company, its values, and normative - a list of rules and behavioral standards.

Functions of the corporate code:

• reputational - increasing the prestige of the company due to the presence of a code, which increases customer confidence;
• managerial - defining the standard of collective behavior.

Thus, the code is designed to improve the corporate culture of the company, sets common ideological goals and values \u200b\u200bfor employees, which, in turn, increases the efficiency of their work and the work of the company as a whole.

The features of ethical corporatism are reduced to the standards adopted within the structure; they include the rules of communication, behavior, decency, politeness, and manners.

Corporate culture

In a company convinced that the customer is always right, employees act according to this principle. They will invariably be respectful towards the client, even the most negative. And they will find a way out of a difficult situation, maintaining a kind attitude and calmness.

Science knows many ways to form a corporate culture, we will consider the main ones:

• Articulating the intellectual concept of the organization - its values, goals and approaches to work in such a way that employees and customers can understand it.
• Leaders' demonstration of commitment to organizational culture, to values \u200b\u200band goals, thereby setting an example that employees must also accept and support a corporate culture.
• Creation of conditions for improving corporate culture - encouraging team, creative and creative work, mutual assistance and refusal to compete within the team, friendly and positive attitude.
• Taking into account the conditions and principles of the prevailing culture in the selection of new employees - paying attention to their personal qualities. Conflicting or, conversely, too infantile employees can be a weak link in the structure.
• Encouraging adherence to norms and rules of conduct, bringing in innovative ideas and constructive solutions.

Types of behavior

The behavior of employees in an organization is determined not only by the list and set of internal corporate rules of the organization, but also by the totality of a person's own psychophysical characteristics, the distribution of labor roles, the requirement for an employee's professional activity, its assessment and control, methods and features management decisions, the peculiarity and speed of adaptation of new employees, the way they are hired, as well as the procedure for dismissal.

Types of labor behavior:

• Personally conditioned - a person's labor behavior is determined by his personal qualities (character, temperament, emotional intelligence), as well as beliefs, ideas and values, his needs and motivation. This type is divided into several subtypes of employee behavior according to the degree of motivation: proactive, formally loyal and deviant, the latter deviating from work, not obeying the rules and superiors.
• Role or functionally determined- behavior determines the degree of the employee's position. From an ordinary employee to a senior executive, and here their difference is natural, as is the difference in the standard of their behavior.
• Loyal, moderately loyal and disloyal types of employee behavior, differing in the degree of adherence to the goals, values, etiquette rules and standards of conduct of the organization.
• Formal labor(in accordance with the rules and regulations), informal labor (determined by real working conditions), informal labor (relations not related to work activity) types of behavior that differ in the degree of participation in activities, different in nature and goals that exist in a particular organization.

Business Etiquette

We have already determined that any business company has its own corporate code - a set of rules and a standard of business conduct. Consider the general rules that should be followed in any corporate environment:

• Compliance with the standard of business communication with both employees and clients of the company.
• Loyalty to the company and the team, concern for the reputation of the corporation.
• Teamwork to achieve the overall goal of the corporation.
• Compliance with quality control of the services provided or the company's products.
• Responsible and friendly approach in working with clients.
• Compliance with the chain of command.
• Adherence to the established communication system in the team, the use of verbal, written, non-verbal communication.
• Compliance with the work schedule.
• Constructive solutions in a conflict situation.
• Continuous development of employees, participation in trainings, training courses, training and transfer of knowledge to young and new employees.
• Compliance with job responsibilities, encouragement and reward of employees, fair career growth.
• Compliance with a business dress code (a classic suit for men, a formal trouser suit for women, or a simple cut dress-sheath, a blouse with a skirt below the knee).

But it is necessary to comply with ethical rules not only within the framework of the work process, but also at joint celebrations, that is, at corporate parties.

Employees should monitor how they express themselves, avoid excessive consumption of alcohol. Try not to draw the attention of your superiors to yourself, not fawn and not try to be overly courteous.

Inviting your wives or husbands to a party is discouraged,this is allowed if permitted by management.

It is wise to choose a wardrobe for such evenings, although some freedom in choosing an evening dress is allowed, but it still should not be vulgar or overly open.

Relationship rules

The relationship between the boss and the subordinate affects the quality of the subordinate's work and the work process as a whole. Correctly set tasks by the leader are half the success in their implementation by an ordinary employee.

Just like an employee of the lower and middle management, a leader must rely in his work on business ethics, and follow certain rules of relationships.

The success of a manager-subordinate relationship lies in the following foundations:

• The leader must be a proactive leader who will inspire and motivate his subordinates.
• He must know all the necessary information about his employees, when communicating with them, rely on their personal and professional qualities. To be able to find an individual approach to each subordinate.
• Be able to delegate your work, correctly distribute tasks between subordinates.
• Carry out moderate control of the work of a subordinate in such a way that it does not reach "custody".
• Be able to give the employee the freedom to complete tasks.
• Be able to thank a subordinate for the work done.
• Do not be afraid of the subordinate's higher competence in certain issues or tasks and accept it.
• Do not make empty hopes and promises that are not going to or cannot be fulfilled.
• To motivate subordinates not with the help of punishment, but thanks to material and moral incentives.
• In controversial issues, be able to communicate with subordinates without raising your voice, maintain self-control and calmness. Monitor your speech: do not resort to irony in the assessment, do not offend feelings, do not become personal.

• Be friendly towards subordinates, but not allow familiarity.
• Criticism and remarks should be fair and only in relation to actions, not personality, should be put forward calmly, preferably not in the presence of third parties.
• The leader must be able to perceive criticism from subordinates and analyze his own behavior.
• Be susceptible to flattery, sycophancy, and admiration.
• Do not create a circle of "favorites" and especially close ones.
• Be an example for your employees - not be late for work, dress in a corporate dress code, and require your employees to do so.

In general, the leader should show justice in judgments and criticism, be attentive and sensitive to his subordinates, to their problems and experiences. He must be responsible for his team and the environment in it, as well as in the work process. In difficult situations, control your emotions, observe restraint, show firmness and calmness.

Code of Conduct and Business Conduct

security company "Waterfall"
The code of corporate and business ethics of the security company "Waterfall" establishes the values \u200b\u200bof the company and the basic principles of ethical conduct of employees in the performance of their work duties.

Compliance with this document is the responsibility of every employee, the implementation of which implies continuous self-improvement of employees, increasing their integrity, developing self-control and the ability to understand the situation. The management of the company by its example and work organization promotes the observance of the principles of corporate ethics.

Employees try to prevent illegal activities that do not comply with the principles established in this Code. The Code of Corporate and Business Conduct is mandatory for every employee and is an integral part of labor relations in our company.

Employees perform their duties, observing the goals and policies of the enterprise, rules and instructions, as well as the current legislation of the Russian Federation.

Employees carry out their duties with a sense of responsibility and the same attitude towards other people.

Employees by their ethical behavior create positive relationships, both with colleagues and with clients and partners of the company. Each employee is obliged to comply with these standards of corporate and business ethics, work in accordance with them and improve them.

1. The values \u200b\u200band beliefs that we rely on in our work:

- Respect personal rights and interests of our employees, the requirements of customers, the terms of interaction put forward by suppliers, partners, and society as a whole.

- Justice, which implies remuneration in accordance with the results achieved and equal conditions for professional growth.

- Honesty in the relationship and the information provided necessary for our work.

- Efficiencyь as a stable achievement of maximum results in everything we do.

- Courage confront what we do not accept, and also take personal responsibility for the consequences of our own decisions.

- Caringmanifested in our desire to protect people from any harm to their lives, health and business.

- The trust to employees, allowing to delegate authority and responsibility for making decisions and their implementation.

Following our valuesWe maintain the corporate culture necessary to achieve the highest level in all our business endeavors.

Our values \u200b\u200bare reflected in our success, are binding on us and offered to everyone who cooperates with us.

2. How we act based on our values \u200b\u200band beliefs:

Statement:wherever we work, we work for a common result.

How we understand it:

We welcome leadership, as the ability to make decisions at all levels.

Necessary credentials delegated to each employee who is expected to take personal responsibility for the performance of assigned tasks.

We value teamwork where every voice will be heard. If this does not happen, we have the opportunity to apply with a proposal for improving performance to the head of any link and division, up to the General Director.

We always communicate open , expressing their thoughts clearly and clearly, understanding how much feedback is necessary in our daily work.

Our organization is always performs their obligations to employees, and employees respect their obligations to the organization and to each other.

We all respect personal freedoms, human rights, we provide equal opportunity... Any kind of discrimination is not acceptable in our organization.

Our company creates conditions for the professional development of employees. Professional Development is aimed at improving the quality of work performed and achieving the goals set.

we expect initiative and maximum contribution of each of us in solving the problems facing our organization.

Our work is based on compliance legal norms.

3. External relations:

Approval: inall our relationships with customers, suppliers, competitors and society are built on the basis of partnership and mutual respect.

How we understand it:

We always we carry out our commitments and expect compliance with commitments from our partners.

We are interested in sustainable development our business and the business of our partners.

We strive for long-term and mutually beneficial cooperation .

We are all focused on the needs of our Customers, guarantee high quality of our services, stability and predictability.

we compete fair. Relationships with our competitors are built on the principles of honesty and mutual respect.

In the event of disagreements and disputes in relations with our competitors, priority is given to negotiations and search for a compromise.

We strive to build and maintain healthy, constructive and open, conflict-free, relationships with government bodies , officials and other government officials.
- We do not attempt to unfairly influence decision-making by government authorities or officials.
- We provide complete and reliable data on the activities of our organization.
- The company takes neither direct nor indirect participation in political movements or organizations.

we cherish its reputation, strictly observing the norms of business ethics and law.

4. Use of resources

Statement:the company trusts and provides us necessary resources - we use them rationally to achieve our goals.

How we understand it:

We welcome the careful attitude of employees to the property and funds of our company.

we do not use your position, funds, information and resources of our organization for personal purposes.

we strive rational use of our working time and the time of our colleagues and partners.

Information is provided to the person to whom it is necessary for work. In addition, information should not be passed on to those for whom it is not intended.

we cherish the reputation of our company as an important asset and we constantly strengthen it with our work and behavior.

All employees of our organization should take into account the difference between issues that can be discussed exclusively among colleagues at work, as well as strictly observe the confidentiality of information obtained in the course of their professional activities.

5. Health and safety at work

Statement:we value human life and health above economic results and production achievements.

How we understand it:

We do our best to achieve a complete absence of industrial injuries.

- Perfection occupational safety systems is one of the key priorities of the organization.

The company is fully aware of the need to develop the provided services that are safe for both the employee and the society and strives to comply with all officially adopted legislative norms and requirements;

6 efficiency and profitability

Statement:our company will achieve its goal - to become the most effective organization in the North-West region, in the field of its activity, if every employee - from the General Director to an ordinary employee - works effectively.

How we understand it:

Each employee sets himself ambitious goals and does everything to surpass them.

Everyone participates in determining their own goals and the goals of their subordinates.

Each employee needs to clearly understand their goals and their relationship to the goals of their unit and the goals of the entire organization.

We always ready to changes and new requirements of the security services market.

We are constantly improving our processes and methods of work, we fight unreasonable bureaucracy, increasing productivity and efficiency.

We always consistent in the decisions and actions we make.

we analyze risks associated with our activities, and we constantly minimize them.

We accept investment solutions based on proven data, ROI calculations and expected rate of return.

We are constantly are looking for and use the opportunities to optimize the resources involved.

Our choice suppliers and contractors are always built on an alternative basis.

Our company is constantly increases profit and business value, focusing on providing services that meet the needs of our customers, conquering new markets, improving the quality of services, introducing new technologies for doing business and relationships with customers.

Solving today's tasks, we always appreciate the impact of these decisions on the achievement of long-term goals.

The Code of Corporate and Business Ethics of LLC “OP“ Vodopad ”is an open document and is freely distributed among employees, customers, partners and any other interested parties.

PRACTICAL APPLICATION OF THE CODE OF CORPORATE ETHICS

SECURITY COMPANY "VODOPAD"

OBLIGATION

This Code is internal regulatory document of our company, binding on all employees, including managers. Each employee is personally responsible for complying with the Code as part of their behavior.

OPENNESS

The company encourages employees to openly discuss the Code and has a positive attitude to any constructive suggestions for improving it. For all questions, suggestions and comments arising on the Code or in connection with its application, employees can contact the HR department. In addition, employees can contact their immediate supervisor for all questions.

MAKING DECISIONS

Any decisions made by company employees, both strategic and day-to-day, must comply with the Code of Corporate and Business Conduct. When challenging ethical situations arise, the employee should ask himself:

- Are my actions legal?

- Does the decision I make comply with the Code?

- Will I feel confident if my colleagues and relatives become aware of my decision?

If you are in doubt about the correctness of your decision and are not sure what to do, seek advice from your line manager or HR department.

All employees must act in the best interest of the enterprise and avoid any conflicts of interest. In the event that a conflict of interest cannot be avoided, employees must inform their immediate supervisor about it and, in agreement with him, take measures to overcome this conflict of interest.

Requirements about the inadmissibility of a conflict of interest apply to both employees of our organization and their family members.

CODE OF HONOR
EMPLOYEE OF THE SECURITY COMPANY "VODOPAD"

Every citizen of the Russian Federation who has chosen the profession of a private security guard and who works in the security company "Waterfall" is obliged to:
- Be brave and courageous, behave honestly and with dignity in any situation, show high efficiency and initiative.

Observe the law, be convinced of the usefulness of their work for the benefit of the protected interests of society and the state.

Be self-critical, demanding of yourself, truthful, accurate and careful, do not allow personal feelings, prejudices and dislike to influence decisions.

Constantly improve your qualifications and vocational training, with honor and dignity to wear the uniform of the enterprise, take care of appearance, strictly guard your trusted firearms and special self-defense equipment.

Protect from disclosure professional secrets, official and commercial secrets.

Interact with all recognized and responsible law enforcement and government agencies.

Posted On 05/22/2018

Corporate codes.

Introduction …………………………………………………………………………… 2

1. History of the emergence of corporate codes ……………………… 3

2. The concept and components of corporate ethics. ……………………… ..6

3. The main tasks and functions of the corporate code. ……………………..eleven

Conclusion …………………………………………………………… .. ……… 14

Bibliography. ……………………………………………………………….fifteen

Introduction

In recent years, many large Russian companies have developed codes of corporate ethics. Is this fashion, a curtsey towards Western investors, or is the owner really seeking to improve the efficiency of company management with the help of the code?

A new employee who comes to the company has minimal information about it and even after receiving more complete information, over time, it may need to clarify certain points. Numerous internal documents (job descriptions, orders, regulations and schemes) are not able to form a holistic view of the company, mandatory rules and norms of behavior, and work standards among newcomers.
You can combine, structure and make information convenient for perception and effective assimilation using the corporate code (reference book) or the corporate book of the company.

The content of the corporate code depends on the size of the company, its structure, the number of personnel and, in fact, the number of rules and regulations. Thus, the content of the corporate code of a large company may differ significantly from the clauses of a similar document of an organization with a staff of 50–70 people. A more complex, multi-level structure of an enterprise, the presence of separate subcultures in regional branches and, as a result, numerous procedures and instructions, suggests the need to create a more voluminous code than with a simpler management system of a small company.

Purpose of work: To consider corporate codes.

To accomplish this task, the following tasks are set:

1. Study the history of the emergence of corporate codes

2. Define the concept and components of corporate ethics

3. Consider the main tasks and functions of the corporate code.

1. The history of the emergence of corporate codes.

The first corporate codes of ethics appeared in the United States at the beginning of the 20th century. Initially, these were short statements of key messages, such as: “The company adheres to the standards of the American free enterprise system”, as well as lists of some rules for dealing with customers and competitors.

The next stage in the development of corporate codes began in the early 50s, when, after a series of sensational trials against large companies the codes began to include some provisions of the antitrust laws adopted in the United States in 1890, 1914 and 1936. In the codes of companies of this time you can find detailed instructions how to comply with antitrust laws that prohibit imposing pricing on other firms and collusion with competitors.

According to research by scientists, the most typical questions developed in corporate codes were to punish their employees for the following violations: offering a bribe and agreeing to accept it, advising to give or accept a bribe, accepting expensive gifts, making decisions or participating in decisions that meet personal interests, intransigence in a conflict of interest, personal behavior that harmed the company's reputation, conducting illegal political activities, unjustifiably raising or lowering prices, direct or indirect use of inside information about the company's affairs, unethical behavior. In the service sector, they most often faced the problem of gifts and various kinds of "concessions".

American Managers Association publishes code of ethics various firms with an assessment of their effectiveness. Research has shown that codes made up of general provisions (such as “do not steal”) are of little use and are easily forgotten by those to whom they are addressed. Codes should reflect as fully as possible the real situation and the specifics of the organization in which they are adopted.

Studies have shown that the content of most American codes can be represented by three main provisions:

1) employees must be loyal to their organization, put its benefit above personal;

2) in private life, employees are not allowed to take actions potentially dangerous for the company;

3) employees must behave in a courteous and ethical manner towards clients.

The codes provide the most detailed coverage of potential problems in relations with clients, partners, investors and competitors, as well as conflicts of interest.

Today, nearly all large corporations (97%) and half of small US firms have detailed sets of rules governing relationships with customers, partners, government and society. Codes vary significantly in both content and scope.

Many codes, especially in large corporations, lost their meaning, as they were focused only on the needs of the company itself. They spoke a lot about the responsibility to the company and the loyalty of employees to it, and very little about the obligations of the company to its employees and the whole society. Studies show that most American codes are written in an authoritarian spirit, which convinces employees that the criterion of truth is the level of salary and rank in the management hierarchy. Only 40 of the 155 US codes surveyed provide a firm's responsibilities to its employees.

This feature of American corporate codes becomes even more obvious when you compare their content with the provisions of similar documents adopted in other countries. Outside America, corporate codes are still not widely used. A 1997 study of 200 corporations around the world found that only 30% of non-US companies have their own codes. In Canada, their number is 50%. in the United Kingdom - 42%. Of the 189 British, French and West German companies surveyed, 41% accepted the codes.

In general, European codes are much more concerned with employee relations than American ones. This topic is found in all European and only 55% of American codes.

If in the United States 42% of codes refer to public and environmental issues, then in Western Europe - 65%. We can say that American business ethics are more focused on customers, contractors and partners, and European - to employees and society in general.

2. The concept and components of corporate ethics.

Quality corporate governance today is the most sensitive problem for many russian companies... Some of them have already developed and published their corporate governance codes to the public. These companies take on the responsibility to respect the rights of shareholders and investors, and undertake to be open to creditors, partners and clients.

In practice, it is difficult to ensure high standards of corporate governance. Therefore, the adoption of our own code of corporate conduct is one of the ways to ensure information transparency and publicity of the company, for which compliance with high standards of corporate conduct is a means of increasing the attractiveness of the company.

The Corporate Code shortens the company's path to access the All-Russian and international markets, to foreign investments, to quotations of the company's shares on foreign exchanges. Therefore, sooner or later, the shareholders must insist on the appearance of such a code. If the charter of a joint stock company is a kind of constitution, then the code is a declaration. It contains the rules of internal behavior for the subjects of a joint stock company and the rules for relations with external partners. Moments that are not provided for by their "genre" by the charter are enshrined in the code. And already in order to detail it, they are developing additional "procedural" provisions, a kind of bylaws.

The Corporate Code is usually divided into sections:

1. Message from the leaders of the company;

2. Mission of the organization and corporate myths: Strategic mission

Philosophical mission Mission slogan. History of creation and activity of the company. Outstanding cases, precedents of behavior, corporate heroes

3. Organizational structure companies, key personalities;

4. Goals and objectives of the organization, basic goods and services;

5. Responsibility.

Responsibility of the company's personnel to customers, contractors, shareholders. Responsibility of the company to the team of the organization

6. Internal policy of the company: Personnel policy. Social politics. Team relationships. Obligations of employees. Responsibilities of the management. Organization of hiring. Policy in the field of remuneration of employees of the company. Social package provided to employees of the company. Relationship with the leader. The appearance and speech of employees. Attitude towards clients, partners, competitors. Customer service. Handling complaints and claims. Ethical issues arising in the handling of grievances. Position in relation to competitors

7. Requirements for personnel. Professionalism level. Loyalty. Organizational value systems. Code of conduct for personnel, standards and regulations.

So, each company defines its own tasks, for the solution of which it intends to use such a tool as a code of corporate ethics. But the creation of the code, of course, is not limited to just writing the text of the document. There is a specificity of the execution of such documents: it is impossible to force the execution of the ethical code. Therefore, in order for it to really work, even at the stage of its creation, it is necessary to provide procedures that include in the process of developing a document, if possible, all employees of the company. Only if each employee accepts a code of corporate ethics will it be actually implemented.

The concept of "ethics" was coined by the ancient Greek scientist Aristotle. Ethics helps to clarify what should and should not be done. In our time, ethical attitudes and moral norms are an integral part of life. In a professional environment, there are also written and unwritten rules that determine the appearance of employees, work style, relationships with partners, and document flow rules. All this together constitutes corporate ethics. And in order to comply with it (in any aspect), you need such qualities as responsiveness, attentiveness, benevolence, the ability to perceive criticism, and decency.

System and principles of corporate ethics

Ethics is a set of rules and norms of behavior in a particular area of \u200b\u200bhuman communication. Corporate ethics are the rules of conduct that are established by a specific company and ensure the normal operation of both individual employees and the entire organization as a whole.
Corporate ethics can be presented as a system with two main elements, where the first is the moral and ethical values \u200b\u200bof the organization and its development priorities, and the second is the norms of employee behavior in formal and informal situations. In the system of relationships, the subjects of corporate ethics are the owners, managers and employees of the organization. The introduction of the rules of corporate ethics allows a person to feel not just a cog in a production machine, but a full member of the team.
The principles of ethics of corporate relations are a generalized expression of moral requirements developed by society and determining the norms of behavior of participants in business relations. Let's list these principles.
Specificity. The lack of clearly formulated rules inevitably leads to a lack of loyalty to the enterprise, which negatively affects the work of employees, and therefore on the bottom line.
Unity. For example, taking care of the general interests of the organization and each employee individually, adhering to the norms of business communication, creating and maintaining a business image and an impeccable reputation of the organization, maintaining the confidentiality of information.
Respect and tolerance. Employees of the organization must respect those with whom they interact, show tolerance for other people's opinions, politeness, and be correct.
Reciprocity. The rules for the organization as a whole are at a level higher than the rules that are established by the corporate code for personnel: responsibility for the quality of its products and fulfillment of contractual obligations, creating and maintaining mutually beneficial relationships with suppliers and consumers, recognizing the labor merits of employees, providing them with decent remuneration , social guarantees.

Values \u200b\u200band types of corporate ethics

The core of corporate ethics is values, that is, shared beliefs that determine what is right and what is wrong. Values \u200b\u200bcan be positive, orienting people to behaviors that support the achievement of the organization's strategic goals. Such values \u200b\u200bare characterized by statements such as "The interests of the consumer are above all", "The success of the company is my success." Values \u200b\u200bcan also be negative, that is, negatively affecting the effectiveness of the organization as a whole. They are represented by relevant statements, for example: "You are the boss - I am a fool, I am the boss - you are a fool", "All work cannot be redone."
Depending on the history, attitude towards the personnel in the company and the clientele, corporate ethics will be characterized as traditional, highly qualified, innovative or social.
Traditional. Characterized by standard relationships with clearly defined roles. Decrees come from above and are carried out by subordinates without discussion.

This type of ethics is most often found in companies with long-established management and business practices, where it is most effective.
Highly qualified.

The main principle is the selection of talented senior people who can influence the lower level employees. This is often the case in companies where risky transactions such as financial games on the stock exchange are the norm.
Innovative corporate ethics are in many ways the opposite of traditional ones. Initiative and creative ideas are welcomed at all stages of a career in the company. There is also some risk.
Public corporate ethics is characteristic of organizations in which goals are achieved jointly, teamwork based on trust. The emphasis is often placed on caring for employees. In such companies, employees are often paid a little more than usual, there is a system of incentives, rewards for achievements.
The main norms of corporate behavior began to form in the countries with the most developed capital markets: England, the USA and Canada. Corporate codes were created to regulate the practice of corporate behavior, the interests of shareholders, the scope of authority of directors and company management.
The purpose of corporate ethics is to regulate the relationship of employees within a single team and is formed on the basis of generally accepted human values:
1) competence and professionalism. The presence of the subjects of corporate ethics of high-quality education, work experience, the ability to make decisions, the desire to improve their professional level;
2) honesty and impartiality. An important aspect in the activities of the organization, in preserving its business reputation and eliminating conflicts between personal interests and professional activities;
3) responsibility as a guarantee of the quality of the organization's activities;
4) respect for the person's personality. Everyone has the right to be treated honestly and justly, regardless of race, language, political and religious beliefs, gender, nationality and culture;
5) patriotism. The employee must be both a patriot of his state and a patriot of his organization, which contributes to the development of both the organization and the state;
6) safety, which is characterized by the desire to preserve commercial secrets and the provision of harmless and safe working conditions;
7) focus on material well-being as a condition for the realization of the needs of a person, his family, community, within which he lives;
8) interchangeability of employees - allows the organization to flexibly respond to unexpected changes in external conditions and emergency situations;
9) flexibility. It involves encouraging employees to effective interaction, joint search for optimal solutions to problems.

Code of Conduct

In foreign management practice, a number of special measures and methods have been developed aimed at forming a healthy ethical basis for labor relations. Among them, the ethics cards are distinguished - a set of rules and recommendations that concretize the corporate ethical code for each employee of the company. Ethics committees are created to develop the ethical policy of the organization and to address specific ethical issues that arise in the course of daily practice. Ethical behavior training for employees and managers is provided through seminars and short courses.
However, the corporate code is central to the implementation and development of corporate ethics. It can be defined as a set of public and private rules that formulate the basic principles of the organization's activities and ensure compliance with moral norms. This code regulates the behavior of employees in situations that are not spelled out in job descriptions and legislation, for example at a corporate event. As a rule, each organization has its own individual code, but each of them is based on generally accepted moral values \u200b\u200band laws.
Pros of having a corporate code:
- determines the procedure for resolving conflict or unregulated situations;
- makes uniform the norms of behavior and morality in the company;
- regulates the procedure for making decisions in difficult economic situations;
- forms a positive image of the company in the business environment;
- Allows you to address issues such as discussing the payment of remuneration or promotion of individual employees.
Thus, the code of corporate ethics is an effective tool for managing the workforce.

Conclusion

The moral and ethical climate at the enterprise for solving economic problems can play no less important role than competently organized management. The lack of corporate ethics in the company leads to the fact that the staff does not feel loyalty to it, in turn, this affects the work, and therefore the profit of the company as a whole. The moral cohesion of the team, the consciousness of responsibility to each other for the results of labor are able to maintain the enterprise even under strong pressure external environment and ensure sustainable development.
Corporate ethics is a key element that brings people together. It includes both restricting and encouraging certain behaviors in the organization. When personnel follow corporate ethics, activities are organized not only on the basis of orders, but also due to the internal consistency of the guidelines and aspirations of employees. This allows everyone to feel like a full member of the community, which ultimately increases the company's competitiveness and labor productivity.

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Corporate ethics

Modern business is a complex system with many parameters, and they all affect the final result, which provides for profit and development of the company. Any business owner invests time, energy, money, effort into its development. Some of the components that significantly affect the development of the company are corporate culture and corporate ethics. In fact, it is an important management tool that affects the development of the company and its value.

Compliance with business ethics and corporate ethics alone promises an increase in the company's income, practically without any other financial investments. Taking into account the financial and economic crisis, the possibility of such a simple additional profit without significant investments is especially attractive.

Corporate ethics concept

The corporate ethics of the company is a stable system of collective values, traditions, beliefs, and norms of employee behavior. The rules of corporate ethics of business are expressed in the symbolic, spiritual and material environment of people working in a particular organization.

The fundamentals of corporate ethics include the following attributes:

1. Common values \u200b\u200bthat employees value in their life, work - their positions, career opportunities, the job itself.
2. Belief in leadership, success, self-strength, mutual assistance and justice.
3. The communication system in the team, the language of communication, the use of oral, written, non-verbal communication, gestures, etc.
4. Awareness of time, attitude towards it, its correct use, adherence to the daily routine, work schedule.
5. Relationships between people, which differ depending on age, status, position, level of knowledge. This also includes the ways and methods of resolving conflict situations.
6. The process of employee development, conducting training procedures, trainings, training new employees, the process of transferring experience, skills and knowledge.
7. Work ethics, methods of incentives to achieve. Distribution of responsibilities, performance evaluation, remuneration, career paths.
8. The appearance of employees, business style clothes, behavior.

All these characteristics, taken together, are the formation of corporate ethics. This process is reciprocal - people working in the organization form the corporate ethics of the organization, and at the same time culture influences their behavior.

Features of corporate ethics

Corporate ethics and etiquette are manifested in material and spiritual things: the appearance of employees, the design of office premises, symbols, corporate identity, forms of incentives and awards. The culture of an organization is a common characteristic of the entire organization.

It should be noted that the principles of corporate ethics are also limitations, a process of discussing standards, norms and values \u200b\u200bthat never stops. As soon as a company introduces a document regulating corporate ethics and measures to prevent its violations, it is forced to develop a communication network specifically for it. If this does not happen, problems of corporate ethics appear - information access to management is blocked, negativity accumulates, and middle managers play a destructive role. Violations of corporate ethics must be punished - financially and administratively.

Code of Conduct of the Magnit company

In all successful companies a clear list of special measures and methods has been developed to form a healthy ethical basis for labor relations. To successfully realize the core business goal, business leaders must work to create value such as corporate ethics.

Each of us was raised from childhood, instilling some norms of behavior. Someone learned the lessons of politeness, while others remained outside the "board of civilization." Corporate codes of honor are strict documents that form the upbringing of employees within the company: if he adopted such a code as the norm for working life, he became “his own”, got a good job, stability and the opportunity to make a career. I could not "fit" into corporate norms and standards - swim on your own.

The managers know about the ethical code of the company by hearsay: alas, in many enterprises and organizations there is no such document at all. Corporate work standards presuppose the existence of a code of honor and ethics as an effective tool for managing a firm. The Code of Ethics regulates the behavior of employees, describes the ideology of the company and contains strict rules of conduct at work, outlines the policy regarding co-founders, management and clients.

Code of ethics: why is it needed?

The Code of the Builder of Communism, familiar to many of us born in the USSR, is a prototype of the corporate code of ethics that more and more companies are now incorporating into their practice. Ethical corporate codes solve a lot of managerial and personnel problemsmaking life easier for the business owner and HR. At the same time, there is no single standard for writing and creating such a code: each company, taking a methodological approach as a basis, breathes life into this document independently.

An analysis of the codes of ethics of many leading foreign companies shows that they are all written in different ways, while the tasks facing this document are also very different. It's obvious that first you need to set a clear and specific task , only then create a unique code of ethics for the enterprise. Usually, the ethical code solves several tasks at once: management (easier to manage employees), reputational (gaining market weight) and corporate (corporate culture is inculcated).

What is a code of ethics? In economic terms, it is a set of certain norms in the team that all employees of the company must adhere to. A code of ethics regulates interpersonal relationships in a company and gives moral meaning to the joint activities of people. The main task of creating a code of ethics is the formation of a positive attitude towards the company or profession in society. Another equally important task of such a document is assistance to each employee in the team within the framework of “correct” behavior towards colleagues and / or clients. At the same time, another task of the ethical code is ease of managing the team as a whole: when employees know what and how to do, adhere to uniform service standards, it is much easier to manage such a company than one where chaos, confusion and vacillation reign.

The very first codes of ethics in the history of mankind were the codes of conduct and norms of behavior of various religious denominations. The well-known "Ten Commandments" from the Old Testament are one of the earliest sources for compiling a code of ethics.

In modern society there is two types of ethical codes: professional written for workers of a certain profession, and corporate, uniting and regulating the behavior of all members of a single team. An example of a professional code of honor is a code of ethics for doctors - the Hippocratic oath... There are codes of ethics among journalists, psychotherapists, judges, lawyers, realtors, social workers, doctors and other activities. Each of these professional codes has critical tasks - building trust in the profession on the part of clients and increasing the status and respect in the profession.

For corporate codes of ethics, significant dilemmas are set by the management of an organization or an enterprise, they are needed in order to establish priorities in the relations of the entire team and regulate their interaction.

What does the code of ethics contain?

Usually codes of ethics for businesses consist of two parts: ideological, which describes the mission, goals and objectives of the company, and standard, i.e normativecontaining specific norms of behavior within the team. This is how management tasks are solved, and the part describing the company's missions is aimed at instilling a corporate culture and building a united team aimed at a global goal.

In professional codes of ethics, the ideological part may be absent, and the entire document may contain only a description of the content of ethical norms of a particular profession, regulating the behavior of employees in difficult situations.

The creation of a code of ethics is based on the following basic principles:

Determining the interests of all employees and customers of the company;

Reflection of these interests in a document in an understandable form;

Creation of a plan and draft code;

Creation of specific criteria for assessing the actions of employees in accordance with the points of the code;

Creation of systems and methods for encouraging employees who clearly and competently fulfill all the points of the code;

Creation of preventive measures to help prevent violations of the code;

Creation of penalties for violation of norms and rules of conduct;

Creation of a plan for the implementation of the code in the company and appointment of responsible employees for this process;

Organization of discussion of each clause of the code of honor at different levels of the team: among business owners, management, line personnel;

Adoption of the code of ethics at the general meeting of the collective;

Distribution of the text of the code among the entire team, placement on the company's website;

Creation of conditions for the practical implementation of the code in life.

Stages of creating a code of honor and ethics in an organization

Stages of creating a working documentdescribing ethics and behavior both within the company and in contact with clients may consist of:

Selection and appointment of a person responsible for the development of a code of ethics.

The appointment is formalized by order of the general director, which sets clear deadlines. The person developing the main document of the company must understand the benefits, importance and necessity of this guide for the company as a whole. At the same time, the employee must occupy a TOP position within the company, which gives him the opportunity to organize the compilation of a mission, an anthem, a description of internal values \u200b\u200band norms of behavior in relations with customers and clients.

Engaging employees from different departments and divisions to create a document.

Such an attraction is also fixed by a one-time order, or is entered into service job duties (in self-developing companies). Otherwise, a code of honor and ethics drawn up by one interested person or a group of people may sin with a one-sided approach and do not contain important points describing the rules and norms of behavior of other employees of the departments.

Explaining to all employees of the team the importance and need to implement the main document of the company , creating conditions for the “dead” document to “come to life”.

Stages of implementing a code of ethics in a company

Since the Code of Ethics is a fairly new tool for the Russian economy, there is an important task not only to create it, but also to teach each employee to use it. Each company resolves the issue of "defrosting" and implementation of this topic in its own way. Some, during regular trainings for line personnel, include small blocks on the formation of a corporate culture and instilling the company's values. In other organizations, such a code is mandatory for self-study by each employee at the stage of induction. Someone practices internal PR, launching an ethical topic in a variety of business games, corporate meetings and holidays.

One of the best ways to implement the code of ethics in the company is a general discussion in the form of dialogue throughout the enterprise. It is in this form that the long-term process of formation of compliance of individual and corporate norms of ethical behavior takes place. At the same time, it is very important for each owner, each manager to hear the suggestions of employees and make important changes to the text of the code, supplementing it with those points that do not contradict the internal policy of the company. The best way to implement a code of ethics is interactive seminars with feedback whose main task is to inform employees and collect expectations from them. This helps to avoid sabotage and internal resistance of employees when introducing alien to their upbringing, the formation of value systems imposed by top management.

Stages of creating and implementing a code of ethics in different companies have different fates, despite their apparent transparency. The system for enforcing ethical standards written on paper is very difficult for a Russian employee, since it is based on his internal system motivation, very different and sometimes unpredictable. The mysterious Russian soul leaves an imprint on the whole process of work, and even more so in the matter of instilling ethical education: it is impossible to re-educate adults if they themselves do not want it.

The code of ethics creates specific boundaries for behavior, its purpose is prevent unethical behavior within the team, in dealing with clients.The set guidelines to some extent limit the personal freedom of employees and extinguish the initiative. A balance can be achieved only if the company's code of ethics contains prohibitions in the field of fundamental forms of behavior and does not occupy a dominant role in the document, leaving the possibility of personal freedoms for employees to manifest, helping them to reveal their inner potential. The main thing to remember is that it is impossible to impose a corporate culture and force the implementation of the ethical code. Therefore, at each stage of the creation and implementation of this document, groups of employees whose interests are affected by this code should work. The Code of Ethics will only work when each employee takes it as a basis independently.

Today, when the market is full of numerous identical offers, when the competition in many business niches is so high that the client begins to get confused in the same offers, it is possible to stand out only the highest service... Any activity in the management of the company should be aimed at meeting the needs of customers. That is why it is so important from the first days of the life of any enterprise or organization to implement a code of ethics, a living document, a guide to action. Seminars, trainings, general meetings of the team, where in a benevolent form each employee is comfortable and unobtrusive, gradually instills an internal culture, are highly productive in the implementation of such a document in life.

Code of Conduct: Each company has its own unique code of honor, which is the same for every employee - from CEO to cleaning lady.