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It is said that for an ethical work culture, there must be code of ethics in place in every organisation. To ensure value-based and compliance-based work culture, what suitable measures would you adopt in your work place?

Q.6(a): It is said that for an ethical work culture, there must be a code of ethics in place in every organisation. To ensure value-based and compliance-based work culture, what suitable measures would you adopt in your work place? (10 marks, 150 words) 

Approach: Start the intro with a quote/definition of code of ethics and its role in guiding behaviour. In the body, explain its need (moral compass, trust, corruption prevention) and suggest measures for value-based and compliance-based culture with examples. Conclude by stressing its role in building integrity, accountability, and sustainable work culture.

 

“A code of ethics is nothing but the codification of values into action.”

A Code of Ethics is a formal document that lays down the broad values, principles, and standards of conduct expected from members of an organisation. Unlike detailed rules or laws, it provides a guiding framework for ethical decision-making, helping individuals distinguish between right and wrong in complex situations.

Need of code of ethics for every organisation: 

  • Moral compass for decision-making: A code of ethics acts as a moral benchmark when individuals face ethical dilemmas.
    • E.g.: A civil servant handling public procurement guided by a code of ethics will prioritise fair competition and transparency over personal gain.
  • Standardisation of behaviour: Codification ensures consistency and fairness in organisational behaviour, reducing arbitrariness.
    • E.g.: The Civil Services Conduct Rules (1964) require neutrality and non-partisanship, preventing officers from being swayed by political pressures.
  • Trust building and organisational legitimacy: Ethical codes strengthen credibility among citizens, clients, and employees, creating an atmosphere of trust.
    • E.g.: The Tata Group’s code of conduct (“Leadership with Trust”) emphasises honesty, fairness, and responsibility, enhancing its reputation in India and abroad.
  • Prevention of corruption and misconduct: Clear codes reduce scope for malpractices like nepotism, bribery, and favouritism.
    • E.g.: Central Vigilance Commission (CVC) issues ethical guidelines to reduce corruption risks in public procurement. 
  • Promotion of core ethical values: A code embodies universal ethical keywords integrity, objectivity, impartiality, accountability, and service orientation.
    • E.g.:  In healthcare, the Hippocratic Oath binds doctors to values of non-maleficence and beneficence.

Measures to ensure value-based and compliance-based work culture

  • Framing a code of ethics and conduct: A written set of values like integrity, transparency, impartiality, accountability, and objectivity would act as guiding standards. 
    • E.g.: Civil Services Conduct Rules or corporate codes such as Tata’s “Leadership with Trust” serve as role models.
  • Ethical leadership by example: Leaders must demonstrate honesty, fairness, and service orientation in their own actions, as this sets the cultural tone.
  • Capacity building and ethical training: Regular workshops on emotional intelligence, empathy, conflict resolution, and integrity management would help internalise values. 
    • E.g.: Training modules at LBSNAA for civil servants are a good example of such initiatives.
  • Transparency and accountability mechanisms: Ensuring openness through RTI-based disclosures, social audits, e-governance systems, and periodic reporting promotes responsibility. 
  • Rewarding ethical behaviour and whistleblower protection: Encouraging honesty, diligence, and public service orientation while safeguarding whistleblowers strengthens ethical courage.
    • E.g.: Whistle Blowers Protection Act, 2014, is a strong step in this direction.
  • Institutionalising participatory and inclusive decision-making: Respecting diverse perspectives and involving all stakeholders in decision-making enhances fairness. 
    • E.g.: Gram Sabhas in rural India exemplify participatory ethics in governance.
  • Balancing values with compliance: While compliance can be ensured through audits, vigilance units, and monitoring, value-based conduct rooted in empathy, service orientation (seva bhava), and fairness ensures that ethics are practiced even beyond rules.

Every organisation aspires to create a value-based order where integrity, fairness, and accountability guide conduct. A code of ethics acts as the foundation of this culture, translating abstract moral principles into concrete behavioural standards. It not only ensures compliance with rules but also nurtures an internalised sense of responsibility, thereby fostering a sustainable and ethical work environment.

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