Ethics in Construction
After completing my Construction Management Degree, I would like to work in KBR, Inc., an engineering and construction company. Most construction companies have a Construction Code of Conduct, which underlines the expected behaviors for all employees. A code of conduct hardly dictates every decision, but rather offers guidance to assist employee navigate challenging situations resulting from common ethical dilemmas (Mirsky and Schaufelberger 52). A code of conduct also acts as an effective communication tool for both employees and the management. Although there is no acceptable rule that offers solutions to all ethical problems, the code of conduct offers a framework under which an appropriate conduct can be sought.
KBR has established a ‘code of ethics’, which applies to every employee in the company, including all directors, officers, as well as other junior employees. The code of ethics is also guided by legal principles, which facilitates smooth connection with clients, communities, and with fellow employees. The Company will not tolerate unethical practices or illegal dealings.
Each employee has a responsibility to adhere to the standards that apply to the assigned duties. Employees are required to act ethically in all business undertakings. Any employee who violates the provisions established in the Code of Conduct should be liable to a disciplinary action that includes employment termination or a civil proceeding. Employees should seek guidance from managers when they encounter ethical or legal challenges.
Supervisors and managers should promote open communication with employees, in addition to encouraging feedback with regard to any topic, questions, or concerns. They should recognize when to report violations, as well as when to seek assistance from company experts. The company should comply with all available laws that relate to the industry, in addition to protecting health, safety, as well as security of its employees. The Company should exercise ethics based on its culture, as well as the type of ownership (Mirsky and Schaufelberger 52).
KBR has recognized the need to support social responsibility and environmental stewardship, which enhance continuous growth and to establish long-term shareholder value. The company supports projects initiated by workmates through its commitment to technologies and culture. KBR is committed to equal employment opportunity for all qualified individuals, and would strive to establish a workforce that reflects a diverse population while working environment would be free from harassment and discrimination.
To evade conflicts of interest, all employees are required to promote the Company’s legitimate interests. The Company necessitates employees to be truthful and ethical as they handle actual, apparent or potential conflict of interests. The company needs to allow for participation of political process. However, participation in political contributions among public officials should be discouraged and contribution from politicians should be taken as improper payments. Employees may be allowed to their preferred political candidates, but the company should not reimburse the amount that such employees have contributed to the politicians.
KBR should comply with the country’s law in terms of regulations that guide on international trade. Employees should ensure that all activities on export should happen in line with the company’s policy. International trade controls should be activated to regulate exports and to safeguard the national security. The company should comply with all applicable anti-trust, as well as competitive law. Lastly, the company should avoid dishonest and fraudulent acts. Employees are obliged to safeguard the company’s assets, as they look for efficient use of such applications.
Mirsky, Rebecca, and John Schaufelberger. Professional Ethics for the Construction Industry. Routledge, 2015.