Introduction
This assignment examined the roles that organizational codes—specifically a code of ethics and a code of conduct—play in shaping ethical behavior, cultural expectations, and accountability within the workplace. It also explored how ethical hiring practices reinforce these standards and help organizations build cultures grounded in integrity, fairness, and legal compliance.

Summary of Assignment
I examined the distinctions, purposes, and organizational relevance of a code of conduct versus a code of ethics, analyzing how each document supports ethical behavior, cultural expectations, and employee accountability. I also evaluated key factors in ethical hiring decisions—such as legal ground rules, fairness criteria, and compliance requirements—and explained how these elements reduce risk and strengthen organizational integrity. This assignment required integrating ethical frameworks with HR decision-making practices to show how clear standards guide consistent, principled workforce management.

Skills and Competencies Demonstrated

• Interpretation of organizational ethics frameworks and governance documents

• Ability to distinguish and analyze codes of ethics vs. codes of conduct

• Understanding of ethical and legal considerations in hiring practices

• Skill in evaluating how policies support ethical behavior and organizational integrity

Reflection & Growth
This assignment deepened my appreciation for how codes function as practical tools—not just statements of values but enforceable expectations that shape culture and accountability. By integrating research on hiring ethics, I recognized how organizations sustain ethical cultures through both policy and personnel decisions. This reinforced my understanding that leadership must not only articulate ethical standards but also model and reinforce them consistently across all organizational processes, including recruitment.

Connection to Program Outcomes
The project strengthened my ability to apply ethical reasoning, analyze organizational governance structures, and connect policies to real-world managerial responsibilities. It directly supports MGMT program outcomes related to leadership ethics, compliance, organizational culture, and values-based decision-making.