Code of Ethics and Workplace Policies
in a Culturally Diverse Workplace like The World Bank
In today’s advance, challenging and multicultural organizational environment, Code of Ethics and workplace policies have definitely gained an undeniable and increasing significance. This is because an ethical or moral system, particularly the creation and application of policies within a specified corporate setting, serves as the underlying and guiding principles which all the members of the workforce need to adhere and for the organization to observe in general. Hence, with the notable cultural diversity in the workplace, it is empirical to say that such ethical system needs to support and adapt with the reality that corporate personnel come from various cultures thus exude different personalities and professional circumstances.
In doing so, the multicultural employees are appropriately addressed with their respective concerns thereby improving the chance for them to excel in their respective functions. The organization also benefits as its expectations are met because of the existence of an effective and workable system of standards. Ultimately, the absence of a Code of Ethics defeats the very purpose of making an organization and its people compliant with what a multicultural or diverse workplace dictates as far as ethical principles and values are concern as well as run the risk of creating an unruly and manageable workplace.
The correlation between an organization’s Code of Ethics and what it indicates about cultural diversity in the workplace was determined and realized after beneficial implications were generated. The existence of employees’ diversity as well as the formulation and eventual implementation of an organization’s Code of Ethics have proven to improve personnel development and fulfillment while enhancing production and ensuring the revenues of a corporation. Based from an ethics and diversity synergy style, it was determined that the recognition of multicultural and an ethically-guided work setting benefits both the workforce and organization (Boyer & Webb, 1992).
An evaluation of a specific moral code and organizational regulations is best exemplified by studying the organizational setting of The World Bank and what its “Code of Professional Ethics” signifies about cultural diversity of its workplace. With an objective to foster a dialogue concerning ethical issues among its member countries as well as commitment to address the moral challenges resulting from multiculturalism, The World Bank’s “Code of Professional Ethics” assists the organization to identify the functions and obligations of its personnel. Concerning cultural diversity, the said “Code of Professional Ethics” indicates the need to uphold the code’s meaning and essence, promote accountability, eliminate unjust and rude treatment of employees, inquire when faced with ethical concerns, encourage honest conversation and even debate, admit and learn lessons from mistakes, be satisfy with achievement and be humble in order to implement improvement (“Code of Professional Ethics,” 1999).
Circumstances such as the requirement to manage manifestations of extremely diverse values, personalities and professional abilities lead the employer and supervisor or manager to refer a distinct personnel or client to The World bank’s Human Resource Department for proper management. The goal to pursue the organization’s mission and vision, which will be carried out by a culturally diverse workforce, also necessitates all employees ranging from the management, to the officers and to the staff members; to act based from their “Code of Professional Ethics.” In its absence, it is an individual’s ethical and legal responsibility to propose the creation of such code and eventually be a part in its implementation. In doing so, not only are the said workplace policies be sources of professional ethical standards but it will ultimately help both the organization and its employees to address, if not solve, predicaments, events and issues resulting from a culturally diverse workplace.
References
Boyer, E.P. & Webb, T.G. (1992). Ethics and diversity: a correlation enhanced through corporate communication. Professional Communication, IEEE Transaction, 35, 1, 38-43. Retrieved January 7, 2009 from IEEE database.
The World Bank. (1999, December). Code of Professional Ethics. Retrieved January 7, 2009, from http://siteresources.worldbank.org/INTETHICS/Resources/CodeinEnglish.pdf
