Corporate ethics: the intricacies of the relationship between the leader and subordinates

In any structure, whether it is an educational, state or political environment, there are ethical standards. The success and prosperity of a company is determined by many factors, including corporate ethics. A company is a system that has one goal. A large number of employees are working inside it, performing different tasks and having different competencies. It is not surprising that among them there are subordinates and bosses, and the effectiveness of the working process will depend on how communication is built between these parties.

Business etiquette is historical in nature, evolving over centuries, it can vary in different countries, because it relies 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 hands folded in front of their chests.

Etiquette is an external form of behavior, a reflection of which is a person’s internal morality, his education, and culture. Finally, this is a beautiful manifestation of manners. Corporate ethics - 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 defines behavior in different ethical situations, in the relationship between employees and superiors. 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.

Corporate Code Features:

• reputation - increasing the prestige of the company due to the presence of a code, which increases customer confidence;
• managerial - the definition of a standard for collective behavior.

Thus, the code is designed to enhance 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 rules and norms of behavior common to all employees of the enterprise in different business situations, as well as ideological beliefs and goals.

Corporate culture consists of:

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

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

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

• The formulation of 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 leaders of their commitment to organizational culture, values ​​and goals, thereby showing an example of the fact that employees should also adopt and maintain a corporate culture.
• Creation of conditions for improving the corporate culture - encouraging teamwork, creative and creative work, mutual assistance and refusal of competition within the team, friendly and positive attitude.
• Taking into account the conditions and principles of the established culture in the selection of new employees - paying attention to their personal qualities. Conflict or, on the contrary, too infantile employees can be a weak link in the structure.
• Encouragement of compliance with norms and rules of conduct, 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 their own psychophysical characteristics of a person, the distribution of labor roles, the requirement for an employee's professional activity, its assessment and control, methods and features of managerial decisions, the peculiarity and speed of adaptation of new employees, the method of hiring them, as well as the procedure for dismissal.

Types of labor behavior:

• Personally conditioned - the 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: initiative, 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 manager, 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 the goals, values, etiquette rules and standards of behavior of the organization.
• Formal labor (in accordance with the norms and rules), non-formal labor (determined by the actual working conditions), informal labor (relations not related to work activity) types of behavior that vary in the degree of participation in the activity, different in nature and goals, available in a particular organization.

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

• Following the standard of business communication with both employees and customers of the company.
• Loyalty to the company and the team, concern for the reputation of the corporation.
• Teamwork to achieve the common goal of the corporation.
• Compliance with the quality control of the services provided or products of the company.
• Responsible and friendly approach to working with clients.
• Respect for subordination.
• Following the established communicative 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 knowledge transfer to young and new employees.
• Compliance with labor duties, promotion and remuneration of employees, fair career growth.
• Compliance with a business dress code (classic suit for men, a strict trouser suit for women or a simple cut sheath dress, a blouse with a skirt below the knees).

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

An invitation to a party of the company of your wives or husbands is not welcome, this is allowed if allowed by management.

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

The relationship between the boss and the subordinate affect the quality of work of the subordinate and the work process as a whole. Correctly assigned tasks by the leader are half the success in their implementation by an ordinary employee.

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

• The leader should be an initiative 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 their work, properly distribute tasks among subordinates.
• To carry out moderate control of the work of a subordinate in such a way that it does not come to the “custody”.
• Be able to give the employee freedom to complete tasks.
• Be able to thank the subordinate for the work done.
• Do not be afraid of the higher competence of the subordinate in certain issues or tasks and accept it.
• Do not give empty hopes and promises that are not going or cannot fulfill.
• Motivate subordinates not through punishment, but through material and moral incentives.
• In controversial issues, be able to communicate with subordinates without raising their voice, to maintain endurance and calm. Watch your speech: do not resort to irony in the assessment, do not insult the feelings, do not go over to the person.

• In relation to subordinates to be friendly, but not to allow familiarity.
• Criticism and comments should be fair and only with respect to actions, and not the person, should be put forward calmly, preferably not in the presence of third parties.
• The leader should be able to perceive criticism from subordinates and analyze their own behavior.
• Be receptive to flattery, toadiness and adoration.
• Do not create a circle of "favorites" and especially close ones.
• To be an example for your employees is not to be late for work, to dress, observing the corporate dress code, and demand this from your employees.

Subordinates, in turn, must respect the boss, be polite, tactful, not flatter, but behave with dignity. Employees should not be arrogant and self-righteous, 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, united with the team, have a sense of ownership in the common cause. They must have perseverance and endurance, ability to work, be diligent and diligent in everything. Respect senior employees and superiors, but at the same time maintain self-esteem.

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

See the next video about the relationship of the leader with subordinates.