Corporate ethics: the subtleties of the relationship between the head and subordinates

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 adherence to corporate ethics. A company is a system with one goal. A large number of employees work inside it, performing different tasks and having different competencies. It is not surprising that there are subordinates and bosses among them, and the efficiency of the work process will depend on how the communication between these parties is structured.

Business etiquette is historical in nature, evolving over the centuries, it can differ in different countries, since it is based on local traditions, customs and rituals. For example, in Japan, business partners do not shake hands in greeting and respect, but bow slightly with their palms folded in front of their chest.

Etiquette is an external form of behavior, the reflection of which is the internal morality of a person, 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 - this is a set of rules that determine 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 company's prestige due to the presence of a code, which increases customer confidence;
• managerial - defining the standard of collective behavior.

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.

These are the same rules and norms of behavior for all employees of the enterprise in different business situations, as well as ideological beliefs and goals.

The corporate culture consists of:

• formulating a single concept that includes mission, values ​​and goals;
• compliance with the subordination, control and management of the organization;
• formation of an individual corporate style (logo, colors);
• compliance with the norms and rules of employee behavior.

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

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

• Articulating the intellectual concept of the organization - its values, goals and approaches to work in such a way that employees and customers can understand it.
• 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.
• Creation of conditions for improving corporate culture - encouraging team, creative and creative work, mutual assistance and refusal to compete within the team, friendly and positive attitude.
• Taking into account the conditions and principles of the prevailing culture when recruiting 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 the norms and rules of behavior, the introduction of innovative ideas and constructive solutions.

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 requirement for an employee's professional activity, its assessment and control, methods and features of management decisions, the peculiarity and speed of adaptation of new employees, the way they are hired, as well as the procedure for dismissal.

Types of labor behavior:

• Personally conditioned - a person's labor behavior is determined by his personal qualities (character, temperament, emotional intelligence), as well as beliefs, ideas and values, his needs and motivation. 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 or functionally determined - behavior determines the degree of the employee's position. From an ordinary employee to a senior executive, and here their difference is natural, as well as the difference in the standard of their behavior.
• Loyal, moderately loyal and disloyal types of employee behavior, differing in the degree of adherence to goals, values, etiquette rules and standards of conduct of the organization.
• Formal labor (in accordance with the rules and regulations), informal labor (determined by real working conditions), informal labor (relations not related to work activity) types of behavior, differing in the degree of participation in activities, different in nature and goals that exist in a particular organization.

We have already determined that any business company has its own corporate code - a set of rules and a standard of business conduct. Consider the general rules that should be followed in any corporate environment:

• Compliance with the standard of business communication with both employees and customers of the company.
• Loyalty to the company and the team, caring for the reputation of the corporation.
• Teamwork to achieve the overall goal of the corporation.
• Compliance with quality control of the services provided or the company's products.
• Responsible and friendly approach to work with clients.
• Compliance with the chain of command.
• Adherence to the established communication system in the team, the use of verbal, written, non-verbal communication.
• Compliance with the work schedule.
• Constructive solutions in a conflict situation.
• Continuous development of employees, participation in trainings, training courses, training and transfer of knowledge to young and new employees.
• Compliance with job responsibilities, encouragement and reward of employees, fair career growth.
• Compliance with a business dress code (a classic suit for men, a formal trouser suit for women or a simple cut dress-sheath, a blouse with a skirt below the knees).

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

Inviting your wives or husbands to a party is discouraged, this is allowed if authorized by management.

It is wise to choose a wardrobe for such evenings, although some freedom in choosing an evening dress is allowed, but it still should not be vulgar or overly open.

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

The success of a manager-subordinate relationship lies in the following fundamentals:

• The leader must be a proactive leader who will inspire and motivate his subordinates.
• He must know all the necessary information about his employees, when communicating with them, rely on their personal and professional qualities. To be able to find an individual approach to each subordinate.
• Be able to delegate your work, correctly distribute tasks between subordinates.
• Carry out moderate control of the work of a subordinate in such a way that it does not reach "custody".
• Be able to give an employee the freedom to complete tasks.
• Be able to thank a subordinate for the work done.
• Do not be afraid of the subordinate's higher competence in certain issues or tasks and accept it.
• Do not give empty hopes and promises that are not going to or cannot be fulfilled.
• Motivate subordinates not through punishment, but through material and moral incentives.
• In controversial issues, be able to communicate with subordinates without raising your voice, maintain restraint and calmness. Monitor your speech: do not resort to irony in assessment, do not offend feelings, do not become personal.

• To be friendly towards subordinates, but not to allow familiarity.
• Criticism and remarks should be fair and only in relation to actions, not personality, should be put forward calmly, preferably not in the presence of third parties.
• The leader must be able to perceive criticism from subordinates and analyze his own behavior.
• Be susceptible to flattery, sycophancy, and admiration.
• Do not create a circle of "favorites" and especially close ones.
• Be an example for your employees - not be late for work, dress in a corporate dress code, and require your employees to do so.

Subordinates, in turn, must respect the boss, be polite, tactful, not flatter, but behave with dignity. Employees should not show arrogance and self-righteousness, but at the same time be able to be proactive and executive. In a word, they must obey the rules of subordination.

Thus, for successful and effective cooperation, subordinates must be responsible, honest and conscientious, communicative with colleagues, close-knit with the team, have a sense of involvement in a common cause. They must have perseverance and endurance, ability to work, show diligence and zeal in everything. Treat senior employees and superiors with respect, while maintaining self-esteem.

The challenge for all managers is to ensure a healthy working environment in their company, to define the rules of the "game" for all its participants, to create favorable and comfortable working conditions for all. And this can be done only thanks to the formation of an internal culture, the presence of a corporate code and adherence to business ethics. These foundations are the key to the successful functioning of any company.

For the relationship between a manager and subordinates, see the following video.