Development and implementation of the organization's code of ethics. The need to implement the organization's code of ethics. Corporate and business ethics using the example of OJSC "Mobile Telesystems" Sample plan for a company's corporate ethics

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 compliance with corporate ethics. A company is a system with one goal. It employs a large number of employees performing different tasks and having different competencies. It’s no wonder that among them there are subordinates and superiors, and the effectiveness of the work process will depend on how communication is structured between these parties.

Peculiarities

Business etiquette is historical in nature, developing over centuries; it may vary in different countries, because it is based on local traditions, customs and rituals. For example, in Japan, business partners do not shake hands as a sign of greeting and respect, but bow slightly with their palms folded in front of their chests.

Etiquette is an external form of behavior, the reflection of which is a person’s internal morality, 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 - a set of rules that define behavior in various 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 – determining the standard of behavior of the team.

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

The features of ethical corporate activity come down to the standards adopted within the structure, these include the rules of communication, behavior, decency, politeness, and manners.

Corporate culture

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

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

Articulating the organization's intellectual vision—its values, goals, and ways of doing things—in a way that employees and customers can understand.
Demonstration by managers of commitment to the organizational culture, values and goals, thereby setting an example that employees must also accept and support the corporate culture.
Creating conditions for improving corporate culture - encouraging teamwork, creative work, mutual assistance and non-competition within the team, a friendly and positive attitude.
Taking into account the conditions and principles of the existing culture when selecting new employees - paying attention to their personal qualities. Conflicting or, conversely, too infantile employees can be a weak link in the structure.
Encouraging compliance with norms and rules of behavior, introducing 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 requirements for an employee’s professional activity, its assessment and control, methods and features of management decisions, the peculiarities and speed of adaptation of new employees, the method of hiring them, as well as the procedure for firing them.

Types of labor behavior:

Personally determined– a person’s work behavior is determined by his personal qualities (character, temperament, emotional intelligence), as well as beliefs, ideas and values, his needs and motivations. 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-based or functionally determined– behavior determines the degree of the employee’s position. From an ordinary employee to a senior manager, and here their differences are 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 commitment to the goals, values, etiquette rules and norms of behavior of the organization.
Formal labor(in accordance with norms and rules), informal labor (determined by actual working conditions), informal labor (relations not related to work activities) types of behavior that differ in the degree of participation in activities that differ in nature and goals in a particular organization.

Business Etiquette

We have already determined that any commercial company has its own corporate code - a set of rules and standards of business conduct. Let's consider the universal rules that should be followed in any corporate environment:

Following the standard of business communication with both employees and clients of the company.
Loyalty to the company and team, caring for the corporation’s reputation.
Teamwork to achieve a common corporate goal.
Compliance with quality control of the services provided or the company's products.
Responsible and friendly approach to working with clients.
Respect for subordination.
Following the established communication system in the team, using verbal, written, and non-verbal communication.
Compliance with work schedule.
Constructive solutions in conflict situations.
Continuous development of employees, participation in trainings, educational courses, training and transfer of knowledge to young and new employees.
Following work responsibilities, encouraging and rewarding employees, fair career growth.
Compliance with the business dress code (classic suit for men, formal trouser suit for women or a simple cut sheath dress, blouse with a skirt below the knees).

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

Employees should be careful how they express themselves and avoid excessive consumption of alcoholic beverages. Try not to attract the attention of your superiors, do not fawn and do not try to be too courteous.

Inviting the company of your wives or husbands to a party is not welcome, this is permitted if it has been authorized by management.

It is worth choosing a wardrobe for such evenings wisely, although some freedom in choosing an evening outfit is allowed, it still should not be vulgar or overly revealing.

Relationship rules

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

Just like a lower- and middle-level employee, a manager must base his work on business ethics and follow certain rules of relationships.

The success of the relationship between a manager and subordinates lies in the following fundamentals:

A manager must be a proactive leader who will inspire and motivate his subordinates.
He must know all the necessary information about his employees, and when communicating with them, rely on their personal and professional qualities. Be able to find individual approach to every subordinate.
Be able to delegate your work, correctly distribute tasks among subordinates.
Exercise moderate control over the work of a subordinate in such a way that it does not amount to “tutelage.”
Be able to provide employees with freedom to complete tasks.
Be able to thank a subordinate for work done.
Do not be afraid of the higher competence of a subordinate in certain issues or tasks and accept it.
Do not give empty hopes and promises that you are not going to or cannot fulfill.
Motivate subordinates not through punishment, but through material and moral rewards.
In controversial issues, be able to communicate with subordinates without raising your voice, maintain restraint and calm. Watch your speech: do not resort to irony in your assessment, do not offend feelings, do not get personal.

In relation to subordinates, be friendly, but do not allow familiarity.
Criticism and comments must be fair and only in relation to actions, not personality, and should be put forward calmly, preferably not in the presence of third parties.
A leader must be able to perceive criticism from subordinates and analyze his own behavior.
Be susceptible to flattery, adulation and adulation.
Do not create a circle of “favorites” and especially close ones.
Be an example for your employees - not be late for work, dress in accordance with the corporate dress code, and demand this from your employees.

In general, a leader must show fairness 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, maintain restraint, show firmness and calmness.

Codes of ethics contain resources to address sufficient wide range tasks. At the same time, there is currently no unified methodological approach to creating ethical codes.

A study of the ethical codes of leading foreign and domestic companies showed that they are often very different from each other: they have different formats, different styles and, moreover, perform different tasks. It depends on the tasks set what this document will be and how it will work in a particular organization.

A code of ethics is a set of rules and standards of conduct shared by group members. With the help of the code, certain models of behavior and uniform standards of relationships and joint activities are set.

The first universal codes, representing a set of universal human values, were sets of religious rules. The need for private codes (for example, codes of associations, professions) arose due to the fact that universal norms were not enough to regulate human behavior in specific situations. Private ethics specified general moral principles in relation to the characteristics of a particular activity.

Currently, the most common types of ethical codes are professional and corporate, which regulate the relations of people within these groups.

Depending on the specialist’s identity (with an organization or with a professional community), a code of professional or corporate ethics will be more significant for him. Professional codes regulate relations within the professional community and are effective for liberal professions, where professional ethical dilemmas are most pronounced. Codes regulate the behavior of a specialist in difficult ethical situations characteristic of a given profession, increase the status of the professional community in society, and build trust in representatives of this profession. The most significant ethical dilemmas are posed by an organization whose employees’ activities are regulated by a corporate code.

The root cause of ethical problems in business is conflicts in the interests of interest groups. Business involves economic relationships between many groups of people: customers, employees, shareholders, suppliers, competitors, governments and communities - stakeholders. For the most efficient management modern manager must take into account the entire set of interests, and not just the interests of shareholders.

Interest groups often make conflicting demands. For example, a conflict of interests between the company and the consumer: is it possible to sell a product that does not meet the declared quality? The company strives for the most favorable coverage of its product and attracting customers in the interests of the prosperity of the company. The consumer is interested in the most objective communication about the consumer qualities of the product in order to be fully informed.

However, not all problems have a moral dimension. For example, the question of whether a new product should be introduced in Europe before the US does not have a moral component. And the question of different quality criteria (or different standards of information openness about the quality of a product) for the products of one company exported to the USA and third world countries already affects moral standards. Therefore, the most important tasks of the code of corporate ethics are to establish priorities in relation to target groups and ways to harmonize their interests.

A code of corporate ethics can perform three main functions:

1) reputational;
2) managerial;
3) development of corporate culture.

Reputation function of the code is to build trust in the company on the part of external reference groups (description of policies traditionally enshrined in international practice in relation to clients, suppliers, contractors, etc.). Thus, the code, being a corporate PR tool, increases the investment attractiveness of the company. Having a company code of corporate ethics becomes a global standard for doing business.

Management function The code is to regulate behavior in complex ethical situations. Improving the efficiency of employees is carried out by:

regulation of priorities in interaction with significant external groups;
determining the order of decision-making in complex ethical situations;
indications of unacceptable forms of behavior.

In addition, corporate ethics is integral part corporate culture. The Code of Corporate Ethics is a significant factor in the development of corporate culture. The code can transmit the company’s values to all employees, orient them towards common corporate goals and thereby enhance corporate identity.

I.P. Wunder

Corporate ethics of the organization

The purpose of corporate ethics is to regulate the relationship between representatives of various professions, united by a community of workers, working in the same organization.

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

Corporate ethics can be represented as a system with two subsystems. Firstly, these are the moral and ethical values of the organization and its development priorities. Secondly, these are the norms and rules of behavior of organization employees in formal and informal situations.

Corporate ethics is based on a number of principles 1 .

The absence of clearly formulated rules of corporate ethics inevitably leads to a lack of certain dedication to one’s team, which negatively affects the work of a specific employee (employees) and the entire enterprise as a whole. And only 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, almost a member of the family.
Corporate ethics stipulates collective principles of behavior. For example: caring for the general interests of the organization and each individual employee, ensuring the growth of the organization’s values, compliance with business communication standards, creating and maintaining a business image and impeccable reputation, supporting the overall strategy and priorities of the organization, not using the organization’s image to harm it for personal purposes, confidentiality information received.
Corporate ethics stipulates the ethical principles of official relations. For example, employees of an organization must treat all people with respect, they must keep their promises, be tolerant of other people's opinions, and be polite and correct.
Above the rules established by the corporate code for employees are the rules established for the organization itself. For example: building relationships with clients and partners exclusively on a legal basis, full responsibility for fulfilling contractual obligations, creating and maintaining mutually beneficial relationships with suppliers and consumers of services, recognizing the labor merits of employees and providing them with fair remuneration, providing social guarantees for employees.

Corporate ethics is a system of values 2 regulating ethical relations in a given organization. It is determined by the characteristics of the activities and goals of a given organization, as well as the prevailing stereotypes of behavior in this organization. Corporate ethics is a key element that unites people - participants in the process into a single social organism (human community).

Values can be positive, guiding people towards patterns of behavior 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.

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

The fundamental values on the basis of which corporate ethics are formed, as a rule, are:

Competence and professionalism. Subjects of corporate ethics must: have high-quality education, work experience, and the ability to make informed and responsible decisions; strive to improve your 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 any conflict between personal interests and professional activities.
Responsibility. Responsibility is a guarantee of the quality of the organization's activities.

Respect human personality. 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 background.
Patriotism. An employee must be a patriot of his organization. He must contribute to the development of the organization.
Well-being. Focus on material well-being, as a condition for meeting the needs of a person, his family, and 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.
Flexibility. Focus on flexibility and encouraging employees to interact effectively, jointly search for the optimal solution to the problem, ways to achieve the goals, timely response to changes environment.

In addition to values, corporate culture also includes beliefs, rituals, and symbols, which are its elements. To form a unified corporate culture, first of all, it is necessary to develop internal communications (both between organizations themselves and within organizations). Openness of information related to various aspects of the organization’s activities, corporate publications, and the creation of the Internet contribute to easy access for company employees to internal information. Method of personnel rotation from management company also serves effective way enhances corporate communications and helps accelerate the process of forming a unified corporate culture.

The moral qualities on which corporate ethics are based should also be listed: responsiveness; attentiveness; goodwill; ability to take criticism; devotion; decency, honesty; modesty; openness.

There are several types of corporate ethics.

Traditional corporate ethics is an old-fashioned approach to the corporate environment. It is based on clearly defined roles and relationships between employees. Traditionally, a simple chain of command works. Orders are given from above and carried out by subordinates without discussion or disagreement. Although this type of ethics is outdated, it still has its place. Most often, such ethics are used in companies with long-established management methods and for them it is most effective.
Highly qualified corporate ethics is called so not because other types of ethics do not imply highly qualified personnel. The basic principle of this type of corporate ethics is the selection of talented top-level people who will influence lower-level employees.
Innovative corporate ethics is in many ways the antipode 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 ethics derives its strength from collaborative efforts, teamwork, and healthy, trusting relationships among company employees. Often this type of corporate ethics emphasizes caring for its employees.

To create positive corporate ethics you should:

Set specific goals for the organization. This will enable employees to be informed about what responsibilities they bear and what role they play in the organization’s activities. Hire talented employees who have both specialized skills and the ability to work with people.
Creating an organization environment that promotes creativity and learning.
Introducing a motivation program into an organization to interest employees and make them focus on work, using cash bonuses and all kinds of incentives.

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

The principles of ethics in 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.

Corporate ethics is based on moral standards that allow everyone to feel like an individual. First of all, they are related to 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 organization assumes responsibility for a certain stability of employment, and in the event of forced dismissal, payment of appropriate compensation;
preventing an unjustified gap in the income levels of owners, managers and ordinary employees.

The employee’s relationship with the organization is largely determined by higher-order 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 advanced training and professional advancement;
freely expressing opinions about the activities of the organization;
participation in the preparation and adoption of decisions affecting the interests of employees;
sharp condemnation of such phenomena in the system labor relations, as denunciation, pitting one group of workers against another;
transparency of the organization’s financial activities, excluding any forms of shadow transactions.

Of course, even in corporate ethics, a certain community of corporate interests cannot eliminate the specific interests of various groups of people. Conflicts may arise in an enterprise. However, corporate ethics allows you to manage conflict situation, give it not a destructive, but a functional character, i.e. use it as the first signal of a problem that needs to be solved within the framework of the social partnership system.

Introduction

corporate team ethics

Corporate etiquette implies a set of measures of decency and appropriate behavior of an employee in the workplace. By observing all the rules and norms of this etiquette, you can show a 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 - this is their responsibility. Corporate etiquette has existed for quite a long time, but new rules began to be included in the laws of etiquette quite recently. But these laws have acquired a certain unusual and new form: every year, pass certification for professional suitability, keep your workplace clean, constantly go to corporate parties and the like.

Corporate ethics will unite employees into a family, where everyone will try to help and support the other, thus working for one common cause. As soon as an employee stops feeling like a cog in the system, with the help of which bosses and owners pump out money for themselves, he will begin to work more productively and enthusiastically.

It is impossible to say that there are any norms of corporate culture common to any organization. After all, just as different families have 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 standards of etiquette in the organization, as well as convey them to each of the employees. Only in this case does he have the right to demand their unquestioning implementation. If you organize the corporate culture correctly, then in essence you won’t need to demand anything from anyone, because working for the benefit of the company in one big family It will only be a joy for all members of the team.

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

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

* working together to achieve the main goals of the company;

* quality control of services provided or products;

* responsibility when working with clients.

Management, in order to maintain its authority, must also negotiate with its subordinates the culture of service relations within the company. Thus, management should not scold subordinates in front of other employees. According to corporate ethics, each employee must respect the opinions of others. All company employees must be polite to each other, the use of swear words and profane language, etc. is excluded.

In fact, all these rules of behavior are known to every civilized adult. However, if you do not carry out explanatory work and do not monitor the implementation of all these standards, it is impossible to achieve any result.

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

1. The concept of corporate ethics

Ethics is a set of rules and norms of behavior in one or another area of human 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. Most of them characteristic features were: solidarity of people of the same profession, strict regulation of the rights and responsibilities of professional activity, etc. Later they developed in the depths of the Roman catholic church, and were reflected in the social encyclicals of the popes, which appeared at the end of the 19th century as a reaction to the rapid development of socialist teachings. In search of an effective alternative, the church turned to the idea of corporatism. This idea was first fully presented in Leo XIII's encyclical Rerum Novarum (1891). It put forward the concept that 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 introduced to public opinion during the debates over trade union law to contrast them with the development of socialist ideas in workers' unions. As for the direct activities of enterprises, the value-motivational, cultural components of economic life for quite a long time were assessed as secondary, not limiting economic growth and resource. The reproduction of the value environment at the enterprise occurred mostly spontaneously, although the attention to it from managers and scientists was constantly increasing. However, starting from the 70s of the twentieth century, the impact on the cultural components of the activities of organizations becomes continuous and from the individual to the massive, acquiring 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 rather due to the internal consistency of the guidelines and aspirations of employees. An organization built on the unity of the worldview and value systems of its members becomes 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 community of workers, working in the same organization.

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 dedication to one’s enterprise, which negatively affects the work of a particular employee (employees) and the profit of the entire enterprise as a whole. For example, transferring confidential information to a competing enterprise is practically an ethical norm, because an employee is not obliged to care about a society of which he is not a member. And only the introduction of the rules of corporate ethics allows a person to feel like not just a cog in a production machine, not a tool with the help of which someone “makes money,” but a full member of the team, almost a member of the family.

Corporate ethics stipulates collective principles of behavior. For example: caring for the general interests of the organization and each employee individually, ensuring the growth of the organization’s values, complying with the norms of business communication, creating and maintaining a business image and impeccable reputation of the organization (while talking about how bad things are in the organization and what kind of boss is boorish behavior with outsiders becomes ethically impossible), support for the overall strategy and priorities of the organization, non-use of the organization’s image to its detriment for personal gain, confidentiality of information received, etc.

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

Above the rules established by the corporate code for employees are the rules established for the organization itself. For example: building relationships with clients and partners exclusively 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 the labor merits of employees and providing them with fair remuneration, providing social guarantees for employees, etc. .d.

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

The basis of corporate ethics standards are values. Values are relatively general beliefs that define what is right and wrong and establish people's general preferences.

Positive values expressed by the following statements:

The work can be done perfectly;

In dispute, truth is born;

The interests of the consumer come first;

The company's success is my success;

An attitude of mutual assistance and support good relations with colleagues;

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

Negative values expressed by the following statements:

You can’t trust your bosses, you can only trust your friends;

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

Keep your head down;

Working well is not the most important thing in life;

You can't redo all the work.

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

Everyone puts their own meaning into the name of a value, so when studying value orientations, it is worth asking to clarify the meaning of a given value, what they mean by it.

The fundamental values on the basis of which corporate ethics are formed, as a rule, are:

Competence and professionalism. Subjects of corporate ethics must: have high-quality education, work experience, and the ability to make informed and responsible decisions; strive to improve your 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 and its business reputation. The organization does not allow any conflict between personal interests and professional activities.

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 background.

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 trade secrets, and in concern for the preservation of the organization, and in ensuring non-harmful and non-hazardous working conditions.

Well-being. Focus on material well-being, as a condition for meeting the needs of a person, his family, and 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. Focus on the compliance of various aspects and aspects of the organization’s life, regardless of whether these phenomena are effective or not, the main thing is not to disturb the balance and harmony of relationships.

Flexibility. A focus on flexibility and encouraging employees to interact effectively, jointly search for an optimal solution to a problem, ways of achieving goals acceptable to representatives of various services, and timely response to environmental changes (especially relevant in an unstable external environment).

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

2. Types of corporate ethics

There are several types of corporate ethics. These are traditional, highly skilled, innovative and social ethics.

· Traditional corporate ethics is an old-fashioned approach to the corporate environment. It is based on clearly defined roles and relationships between employees. Traditionally, a simple chain of command works. Orders are given from above and carried out by subordinates without discussion or disagreement. Although this type of ethics is outdated, it still has its place. Most often, such ethics are used in companies with long-established methods of management and business, and for them it is most effective.

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

· Innovative corporate ethics is in many ways the antipode 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 ethics derives its strength from collaborative efforts, teamwork, and healthy, trusting relationships among company employees. Often this type of corporate ethics emphasizes caring for its employees. In this case, the company follows the principle that employees should be paid a little more than usual, and people should also be encouraged and rewarded for their achievements.

Creating a productive work environment that attracts and retains talented employees will help you achieve maximum business success. Those employees who feel valued will try to do better. And negative corporate ethics can affect work with clients, as they may feel disagreements and unhealthy competition among the company's employees.

3. How to create a positive work environment

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

First of all, you need to establish specific company goals. This will help you build a business plan correctly. This will also ensure that employees are aware of what responsibilities they have and what role they play in running the business. Give your employees the opportunity to participate 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 solely on a perfect resume. Teach your managers the basic principles of communication with the company's employees and clients.

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

Introduce an incentive program in your company to keep your employees engaged and focused on their work. You can use cash bonuses and all kinds of incentives. You can also host company picnics and holiday parties.

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

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

To attract customers, corporate ethics is also of great importance. If a potential client or customer walks into a company office that clearly lacks strong corporate ethics, it may 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 company employees turn out to be. But if the company adheres to a single free dress code, with the exception of senior managers, then perhaps the potential client will not be too surprised.

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

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

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

Corporate ethics is a value system that governs ethical relations in a given organization. In contrast to universal corporate ethics, corporate ethics is determined by the specifics of the activities and goals of a given organization, as well as the prevailing stereotypes of behavior in a given organization. Corporate ethics is a key element that unites the people involved production process at the enterprise - into a single social organism (human community) 1.

Modern management staff requires new qualities from the manager. He must simultaneously be a visionary strategist, an authoritative leader, a social partner, a courageous innovator, and a spiritual mentor. A 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 method of activity. It is obvious that it is the value ideas of the manager himself that mainly determine the ethical standards and organizational culture of the enterprise.

Compliance by the organization's employees with the norms and rules of ethical business relations becomes its “calling card” and in many cases determines whether an external partner or client will want to deal with this organization in the future, and how successfully their relationship will be built.

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

Ethics includes a system of moral requirements and standards of behavior, i.e. business ethics is based on general rules behavior developed by people in the process of joint life activity. Naturally, many norms of relationships in a business environment are true for Everyday life, and, conversely, almost all the rules of interpersonal relationships are reflected in work ethics.

The basis of modern corporate ethics, according to most scientists, should be based on three most important provisions:

the creation of material values in all its diversity of forms is considered as initially important process;

profit and other production income 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 relationships rather than to production.

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

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

Never do anything that cannot be said to be truly honest, open and true, which could be proudly announced to the whole 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 anything that does not contribute to the formation of a sense of comradeship, since we are all working towards one common goal (the principle is based on the commandments of world religions (St. Augustine), calling for kindness and compassion).

Never do anything that 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 about the role of the state as an arbiter in competition between people for the good).

Never do anything that 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 anything that you would not recommend doing 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 act in a manner that maximizes profits within the limits of the law, market requirements and full consideration of costs. For the maximum profit, subject to these conditions, indicates the greatest production efficiency (the principle is based on economic theory A. Smith and the teachings of V. Pareto on the optimal transaction).

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

Never do anything that would interfere with another person’s right 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 an individual. First of all, they are related to 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 the event of forced dismissal, payment of appropriate compensation;

preventing an unjustified gap in the income levels of owners, managers and ordinary employees.

The employee's relationship with the corporation is largely determined by higher-order 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 advanced training and professional advancement;

free expression of opinions about the activities of the corporation;

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

sharp condemnation of such phenomena in the system of labor relations as denunciation, opposition of one group of workers to another;

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

Of course, even in corporate ethics, a certain community of corporate interests cannot eliminate the specific interests of various groups of people. Conflicts may arise in an enterprise. However, corporate ethics allows you to manage a conflict situation, giving it a functional rather than a destructive nature, i.e. use it as the first signal of a problem that needs to be solved within the framework of the social partnership system.

5. Corporate codes

The first shoots on the field of business ethics in modern Russia began to make their way in the 90s. A number of professional ethical codes were adopted, among which it is worth mentioning: the Banker's Code of Honor (1992), the Rules for the Conscientious Activity of Members of the Professional Association of Stock Market Participants (1994), the Code of Honor for Members of the Russian Guild of Realtors (1994), the Code of Professional Ethics for Members of the Russian Society of Appraisers ( 1994). A definite milestone in the evolution of modern Russian business was the financial and economic crisis in August 1998. It was after the notorious financial default that many public organizations 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 (RSPP), one of the most influential business structures. A month later, the Union Congress Russian manufacturers beer and non-alcoholic products adopted a code of honor for brewers. Moral codes already exist in both large Russian corporations and smaller enterprises.

At the level of individual enterprises, the practice of adopting corporate codes is becoming increasingly widespread. Corporate codes can vary in form of presentation and headings. It depends on the specifics of specific industries, regions, enterprises, management preferences, etc.

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

The reputational function is to increase confidence in the company on the part of potential investors (shareholders, banks, investment companies) and business partners (clients, suppliers, contractors, etc.). The presence of a company code of business ethics is already becoming a kind of sign of its success and a necessary condition for a 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, the company's image becomes qualitatively more high level.

However, the managerial function of a code of business ethics should not be underestimated. It consists of regulating and streamlining corporate behavior in complex and ambiguous situations from the point of view of compliance with the principles of ethics, honesty and integrity.

The management function is provided by:

Formation of ethical aspects of corporate culture between stakeholders within the corporation (shareholders, directors, managers and employees). The Code of Business Ethics, by introducing corporate values within the company, crystallizes the corporate identity of the 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.).

Determining the order and procedure for developing and making decisions in complex ethical situations.

Listing and specifying forms of behavior that are unacceptable from an ethical standpoint. The Code of Corporate Ethics is a significant factor in the development of corporate culture. The code can transmit the company's values to all employees, guide employees towards common corporate goals and thereby enhance corporate identity.

The basic limitation to the implementation of ethical standards in an organization is the impossibility of their direct administrative regulation. The area of individual moral attitudes is too sensitive an area for direct intervention through directive levers.

Therefore, as a rule, the code does not provide for legal liability for non-compliance. At the creation stage, it is proposed to adopt the code voluntarily; if desired, and if the appropriate procedure is available, each employee can add his or her wishes to the text and implementation system. For new members of the community, the document is already a given and must be accepted. 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, a new employee to adapt faster, and on the other hand, the company to maintain its integrity, “a single face.”

Option to introduce the code as local normative act is also possible. For this purpose, variants of specific violations are more carefully prescribed and a system for their detection and prevention is created. This approach, adopted more in the United States than in Europe, maintains compliance with ethical standards at a preconvective level (due to fear of punishment and due to group pressure). However, focusing on social control over ethical behavior simultaneously reduces internal motivation to comply with norms and rules. In areas where social control is difficult (violations with low risk of detection), the likelihood of violations remains high.

Professionally homogeneous organizations (banks, consulting companies) often use codes that primarily describe professional dilemmas. These codes emerged from the previously described codes of professional societies. Accordingly, the content of such codes primarily regulates the behavior of employees in complex professional ethical situations. In banking, for example, this is access to confidential information about the client and information about the stability of one’s bank. The Code describes the rules for handling such information and prohibits the use of information for personal gain.

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

In large, heterogeneous corporations, the combination of all three functions becomes difficult. On the one hand, there are a number of policies and situations traditionally enshrined in ethical codes in international practice. These are policies in relation to clients, suppliers, contractors; description of situations associated with possible abuses: bribes, bribery, theft, deception, discrimination. Based on the management function, the code describes standards of exemplary behavior in such situations. Such a code has a significant volume and quite complex content. Addressing it to all groups of employees in conditions of significant differences in the educational level and social status of employees is difficult. At the same time, the development of the company’s corporate culture requires a unified code for all employees - it must set a common understanding of the company’s mission and values for each employee.

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

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

The expanded version of the code regulates in detail the ethical behavior of employees. It sets out specific regulations for employee behavior 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, the state, political activity, conflict of interest, labor safety. At the same time, 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 that unites all employees.

Conclusion

Corporate ethics is a value system that governs ethical relations 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 creating a healthy ethical basis for labor relations.

It is worth noting the growing importance of national and international regulators of business ethics and labor relations. International codes of business practice are adopted by the United Nations, the International Chamber of Commerce and the Organization for Economic Co-operation and Development.

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

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

Bibliography

1. Botavina R.N. Management ethics: textbook / R.N. Botavina; - M.: Finance and Statistics, 2012.

Vogel D.D. Ethics of business relations: past and present / Lessons in organizing business relations. - St. Petersburg, 2013

Kibanov A.Ya. Ethics of business relations: textbook; edited by AND I. Kibanova; M.: INFRA-M, 2012.

Martirosyan A.V. 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. Smirnova. - M.: Finance and Statistics, 2014. P. 156.

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