Analyze organizational codes of ethics from a critical perspective

What will be an ideal response?

First, a code of ethics could be considered a public relations gimmick, designed
to lure stakeholders into a false sense of security and serve as a recruiting device for
highly prized recruits. Second, an organizational code of ethics could be seen as an
imposition of managerial values on organizational members, such that the particular
values that undergird the organizational code of ethics may not be the values of the
employees themselves. As a result, the employees would be constrained by values in
which they themselves may not believe. Third, the organizational code of ethics could be
considered a way of regulating the behavior of the employees, such that the interests of
management are served over the interests of the workers. When employees expend time
and energy to follow the code of ethics (in which they may not believe), it is the interests
of management that are served; they receive the praise, bonuses, and public recognition
for a well-run organization. Finally, as noted earlier, even though a code of ethics may
encourage whistleblowing, it is clear from the data that the worker that does so has the
possibility of being retaliated against. In an effort to follow the code of ethics, the
employee is working against his own best interest.