Wk8Assgn-WMBA-6010-AuthenticEquityInclusivePart2

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Walden University *

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6010

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Nov 24, 2024

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Wk8Assgn-WMBA-6010-AuthenticEquitableInclusivePart2 Week 8 Assignment: Being an Authentic, Equitable, and Inclusive Manager, Part 2 Prepared by: Date: February 28, 2023 Walden University WMBA 6010: Managing People and Promoting Collaboration Page 1 of 6

Wk8Assgn-WMBA-6010-AuthenticEquitableInclusivePart2 Analyzing Others’ Personal Codes of Ethics A guideline for important roles in a person’s life is called personal code of ethics. This guideline is generally derived from a person’s core values including work ethics. Some of those personal ethics include loyalty, self-respect, and trust. The basic definition of self-respect is believing that you are worthy to be treated well while holding yourself responsible for your actions. This resonates to me in most cases. I absolutely believe that I hold myself at a higher standard than others making me responsible for all my actions. It is imperative to treat others respectfully and properly at the least. The most important area for me is fairness. I absolutely believe that the rules and regulations in place should be upheld without exceptions[ CITATION McC20 \l 1033 ]. This includes lying and disrespecting as well. It is important in business to tell the truth. If you start a lie, it is difficult to keep up with it. If you are discovered to have lied, this will tarnish your reputation and will lose respect. In every case, leaders, managers, and employees should all be treated the way you would like them to treat you. Loyalty is another personal code of ethics. The worse possible working environment is a hostile one full of drama and gossip. Each employee should have loyalty to the company they are working for. If you are unhappy, find another job, but do not tarnish the company with gossip and drama. This creates a poor working environment for everyone. For example, at my current workplace, an employee likes to talk about other employees. He will act like your best friend and say bad things about an employee, but then go to that employee and tell them you said those things. This makes Page 2 of 6

Wk8Assgn-WMBA-6010-AuthenticEquitableInclusivePart2 it difficult to work together. He has been written up for creating drama, but ultimately, he will lose his job over it. Because of his two-faced ways, no one wants to work with him. This is creating many problems, broken teams, lack of loyalty, lack of respect, and work not getting done. Having positive relationships with leaders, managers, and employees if very important[ CITATION McC20 \l 1033 ]. Creating Your Personal Code of Ethics The core values, principles, and beliefs that are important features to have include accountability, positivity, and responsibility. These features will guide you in decision making as well as dealing with different behaviors. Developing strengths in those areas will aid in dealing with weaknesses[ CITATION Wij19 \l 1033 ]. Accountability is accepting responsibility for your actions. Every action produced should be traceable to the person that did that action. This makes it easier to trace problems, good deeds, and work progress. Having accountability is a crucial code of ethics to make sure the proper employee gets credit for the work whether it is good or bad. This is how employees learn from their mistakes. For example, an employee used the wrong product in the blends for an order causing the chemical analysis to be off. The paperwork clearly stated who did this which allowed management to re-train the employee on understanding the difference between the products to help prevent this for future blends. Employees need to see that errors are unacceptable but teaching lessons. Without accountability, there is no learning or accepting responsibility[ CITATION Akt21 \l 1033 ]. Positivity is essential to keep morale and motivation high. If the working environment is negative, employees will feed off that and be negative which will cause Page 3 of 6

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Wk8Assgn-WMBA-6010-AuthenticEquitableInclusivePart2 poor production. If the working environment is positive, employees will work harder, faster, and better creating higher productivity. Managers and leaders should always reflect positive format. If there are any problems, work it out among the ones involved without jeopardizing the atmosphere motivation. For example, the manager is having personal issues with his spouse at home, he comes to work in a horrible mood and yells at everyone. This created a low morale working environment causing production to be poor only on the shift he worked. Even though there are home issues, leave them at home without intertwining them with work causing the positivity to turn to negativity[ CITATION Wij19 \l 1033 ]. Responsibility interlocks with quality. Being responsible for creating good quality products is an important personal code of ethics. Keeping customers happy is essential to the success of the company. Every company wants to be successful with the business which weighs heavily on producing good products and services. In order to fulfill that obligation, employees need to take responsibility for their actions. For example, in the example with the wrong product used in the blends, as soon as the analysis came back wrong, that employee should have been accountable for his actions by taking responsibility for using the wrong product. Having clearly defined values, principles, and beliefs are only important if they are enforced. All decision making relies on accountability, positivity, and responsibility to be successful and be a good leader. Personal code of ethics will help minimize confusion and allow accomplishments of goals. Page 4 of 6

Wk8Assgn-WMBA-6010-AuthenticEquitableInclusivePart2 You as a Change Agent Personal code of ethics should be part of every manager to be effective in creating social change. Employees will feed off the attitude and actions of the managers. Creating this social change includes accountability, loyalty, positivity, responsibility, self-respect, and trust. Including these things in personal code of ethics will reflect the decision-making process and ensure a good working environment. Page 5 of 6

Wk8Assgn-WMBA-6010-AuthenticEquitableInclusivePart2 References Akter, S. (2021). Vision, Mission, and core values focus on human resource management. Journal of Financial, Accounting, and Management , 2(4), 343-355. McCandless, S., & Ronquillo, J. (2020). Social equity in professional codes of ethics. Public Integrity , 22(5), 470-484. Wijethilake, C., & Lama, T. (2019). Sustaniability core values & sustainability risk management: Moderating effects of top management, commitment, and stakeholder pressure. Business Strategy and the Environment , 28(1), 143-154. Page 6 of 6

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