Occupational Health and Safety

The development of a code of conduct in organizations is highly embraced based on its contribution to clarifying values and rules necessary for promoting confidentiality. In this regard, INSHPO (2022) actively develops and examines different conduct commitments to develop better working environments. A code of conduct helps solve conflicts based on morality and religious differences. In addition, the conduct helps develop healthy working environments by regulating how individuals relate and interact. INSHPO’s (2022) code of conduct commitments includes but is not limited to loyalty, obligation to inform, integrity, confidentiality and maintenance of knowledge. Noticeably, in these conduct, I would include the maintenance of knowledge, obligation to inform, and integrity in a company’s code of conduct to require the occupational health and safety requirements to serve the health and social well-being of the individual workers. 

The Conduct Commitments I Would Include in an Organization

Recent development and advancements have led to the development of new and foreign risks in the working environment. In this regard, it is vital for employees to actively update their skills and understanding of operations in the working environment. INSHPO (2022) defines the maintenance of knowledge as the commitment employed to promote and improve professional competence. Employees with updated professional knowledge and competence are more likely to participate in promoting their well-being in the working environment. In addition, the employees are more likely to participate in developing healthy working environments by actively condemning and questioning acts that can endanger their stay in an organization. Increased knowledge and understanding about the challenges faced in the working environment can help promote how employees deal with issues that can affect their well-being. In addition, knowledge and understanding boost the employees’ self-confidence and self-awareness, developing their resilience to different challenges and problems. For example, training and education about the different ways of dealing with workplace incivility can promote the employees’ self-confidence and self-awareness in dealing with incivility behaviours in the working environment. 

In addition, it is vital to include an obligation to inform in the code of conduct to promote the health and social well-being of the workers individually and socially. INSHPO (2022) stipulates that employees are obliged to inform the appropriate parties when there are risky behaviours and occurrences in the working environment. A company’s ability to maintain safety in the working environment is based on the employees’ efforts to report risky behaviours in the working environment. Reporting helps ensure that effective measures are employed to ensure that individuals socialize productively in the working environment. In addition, it facilitates the development of solutions that can help curb unhealthy behaviours in the working environment. However, INSHPO (2022) indicates that the ability to inform is based on the organization’s commitment to protecting the confidentiality of any information acquired professionally. In most cases, mistreatment and bullying in organizations flow from the seniors to the juniors. Therefore, employees are reluctant to report risky organizational behaviours based on the fear of possible consequences.

Further, organizations need to ensure that all employees are honest and objective. In this regard, including integrity in the code of conduct is crucial. INSHPO (2022) defined integrity as the tendency to promote honesty and objectivity in working environments. Integrity can help facilitate the development of healthy working environments since it can enhance the development of healthy working relationships. Integrity promotes the levels of trust between individuals, enhancing the health and social well-being of individuals in the working environment. 

Conclusion

The development of healthy working environments in organizations is crucial since it helps promote workers’ health and social well-being individually and socially. Therefore, I would include an obligation to inform, integrity, and maintenance of knowledge in an organization’s code of conduct based on their contribution to developing healthy working environments. The obligation to inform can help promote health and social well-being by actively developing interventions to help curb unhealthy behaviours in the organization. In addition, promoting integrity can help promote honesty and objectivity, and promoting the development of trust between employees while maintaining knowledge can help promote an individual’s self-confidence in dealing with unhealthy behaviours. 

Reference

INSHPO. (2022). The OHS Professional Capability Framework: A Global Framework for Practice. https://www.inshpo.org/work

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