The Australian Computer Society and the ICT Industry in Australia
Question:
Case Study on “Australian Computer Society”.
The Australian Computer Society generally represents all ICT practitioners existing in education, business, and the government. Being a professional association for Australia’s Information and Communication Technology industry, this organization is quite passionate about acknowledging professionalism, establishing a society with a sincere sense of belonging, and developing ICT capabilities (Brakel, 2007). The Australian Computer Society is Australia’s main representative body for the ICT workforce. Additionally, this organization is involved with young IT professionals together with students, offering a wide range of advantages and services for members. The Australian Computer Society represents special interest groups which are linked to each state branch. Notably, this organization manages the online Computer Professional Education Program targeting postgraduate education in subjects such as Strategy and IT, New Technology Alignment, among others.
The six core ethical values listed in the ACS’s code of ethics are Priorities/Primacy of the Public Interest, Competence, Honesty, Social Implications/Enhancement of Quality of Life, Professional Development, and Computing Profession/Professionalism (Helin & Sandstrom, 2007). Members of this organization are expected to respect the proprietary nature of others’ information, strive to preserve continuity of computing services and information flow in their care, and preserve the security and integrity of others’ information. They are also expected to perform diligently and competently for their employers and clients. Members are to give value for money in the services and products supplied, safeguard and respect clients’ and employers’ proprietary interests, and go beyond their brief so as to behave professionally. Additionally, members of the Australian Computer Society must be honest in their representation of products, knowledge, services and capabilities, offer opinions which are not biased and/or objective, and give credit for work performed by others where it is due (Marnburg, 2000). Notably, members must strive to enhance the quality of life of those affected by their work, desist from treating employees unjustly, and respect and consider others’ privacy which might be influenced by their work. With regards to professional development, members are expected to enhance their individual professional progression, and that of their students, employees and fellow workmates. They must also enhance the integrity of the computing profession, respecting its members for each other.
Task 1
- Looking at the current code of ethics at Express Books, there are a few shortfalls of this particular policy, for instance, where members are expected to be honest in their representation of their knowledge, products, services, and capabilities. Here, it is quite possible for a candidate to present false information regarding their capabilities and knowledge of the organization. Moreover, favoritism might exist within the company where a certain group of persons or individuals are preferred more than others. Notably, a time may come where a few members grow tired of placing the interests of the public above theirs, and might be tempted to engage in unethical behaviors simply to get ahead.
- In order to implement the code of ethics at Express Books, the management should first and foremost consider which technique will be used in the implementation process, and how and when the code will be publicized, both within and outside of the organization. The senior management needs to take part in training sessions while making ethics a common feature in representations and speeches (Avshalom & Rachman-Moore, 2004). They should also align their individual actions with organizational standards. Induction packages should be introduced as they offer an opportunity for employers and novel employees to comprehend and review various requirements and expectations. A business representative such as HR staff member or supervisor can also work through the code of ethics with existing employees. Effective implementation of the code of ethics at Express Books should be done by engaging the Board of Directors in the ethics process (Behrman, 2001). Moreover, ethical independence among employees should be encouraged in order to enable them to make suitable decisions especially when confronted with a novel and complicated challenge.
- The new policy can be distributed to the relevant stakeholders using an appropriate channel by considering the type of information being relayed, and a timeline for a required response. Appropriate channels are quite significant from a policy perspective since they tend to employ large numbers of people and are critical to the unlimited availability of services and products to consumers. Today’s technological age has allowed for the possibility of policy distribution through the Internet and stakeholders can be informed of this new policy easily. It is important for Express Books to keep in mind those stakeholders who do not have access to the Internet. In this case, they may be informed of group or individual meetings in advance in order to identify any concerns regarding the new policy. Stakeholders who are not able to attend such meetings can be contacted through conference calls or letters (Bowden, 2010).
Task 2
An updated Code of Ethics for Express Books
Introduction and Purpose of the Code of Ethics
This code of ethics has been developed by Express Books as an update to the previous one. It is important that every employee adhere to it in order to ensure the success of the organization’s business operations.
Objectives and Values of the Organization
This code of ethics aims at guiding everyday ethical practice at Express Books and when dealing with the stakeholders.
Express Books values and respects the needs of every employee. The interests of clients and other stakeholders should come first before individual interests.
Responsibilities of the Management and the Employees
Express Books does not intend to violate any laws, and employees are accountable for the utilization of precise terminology in the trade. Employees at Express Books must not trade business secrets with rival companies. They are also not to receive or offer any money, services or gifts from stakeholders that may affect business transactions or decision making at Express Books.
Key areas:
Communication
Open communication channels are to be maintained at all times. Managers should not make the employees to feel intimidated in a way that they cannot be approached with any concerns.
Conflict of interest
If there are any conflicts of interest at Express Books, employees are to bring forth their grievances to the management. It is important for employees to understand workplace diversity in order to avoid any conflicts or misunderstandings that might occur.
Usage of Organizational Resources
Employees at Express Books should make good use of organizational resources. If an employee wants to utilize the organization’s transport services, they are to follow the appropriate procedures laid out and get permission from those in charge. If an employee wants to ask for an advance or petty cash, similar procedures should be followed.
Respectful Environment at the Organization
Managers and employees should establish a conducive working environment at Express Books given the diverse workforce present. All staff should be respectful of each other and consider the needs of their colleagues.
Penalties
Any employee guilty of violating the code of ethics at Express Books automatically creates grounds for dismissal, suspension, or fine from the organization.
Grievances procedure
If any employee at Express Books has grievances, they are to follow the laid out grievances procedures in order to ensure appropriate action is taken. The Code of Practice has laid out standards of reasonable action and fairness that employees and employers are expected to adhere to. If any employee has any grievances, they should first and foremost let the employer know of the nature of the issues. The employer or manager, on the other hand should try to resolve any grievances informally. If this is not possible, then legal action can be taken.
References
Avshalom, M.A. & Rachman-Moore, D. (2004). The methods used to implement an ethical code of conduct and employee attitudes. Journal of Business Ethics, 54(3). 225 – 244.
Behrman, J.N. (2001). Adequacy of international codes of behavior. Journal of Business Ethics, 31(1). Pp. 51 – 64.
Bowden, P. (2010). Stopping corporate wrongs. Australian Journal Professional and Applied Ethics, 12(1&2). Pp. 55 – 69.
Brakel, A. (2007). The moral standard of a company: Performing the norms of corporate codes. International Journal of Business Governance and Ethics, 3(1). Pp. 95 – 103.
Griffin, R.W. & Moorehead, G. (2012). Organizational behavior: Managing people and organizations. 10th Edition. Mason, OH: Cengage.
Helin, S. & Sandstrom, J. (2007). An inquiry into the study of corporate codes of ethics. Journal of Business Ethics, 75(3). Pp. 253 – 271.
Marnburg, E. (2000). The Behavioral effects of corporate ethical codes: Empirical findings and discussion. Business Ethics, 9(3). Pp. 200 – 210.
Tompkins, J.R. (2005). Organization theory and public management. New York: Thompson Wadsworth.
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