Introduction
In the business setting whereby management and employing of workers is inevitable, it becomes a pressing need to set up a certain mechanism to settle disputes whenever they arise. This greatly helps in keeping the business entity on track and ensuring that confidence is restored in the workers and the entire managerial team. It is a good trend in the business world today whereby a mode dispute settling is required. There are some ethics which both the employee and the management should adhere to in their day to activities to facilitate normalcy and sober working in the company. The normalcy and the facilitation of their coexisted in the company are only facilitated if there is a defined independent system which seeks to investigate and offer lasting solution in such events (Whitney & Trosten-Bloom, 2002).
Definition of a System of Inquiry
A system of inquiry has been severally defined to mean making an evaluation in decisions reached while settling the disputes and setting the code of behavior in the business environment. In other words it is a series of questions geared towards reaching solutions to different actions in the workplace. The system attempts to set the code of conduct while solving the present problems. A system of inquiry stands as the only reliable way in which managers become versed with sufficient knowledge whereby they can be at a position to determine whether the type of actions taken by the business entity are inconformity with the guiding ethics (Adam, 2012).
A system of inquiry mainly asks questions to determine the appropriate improvements to make. An effective system of inquiry highly benefits the entire company since at one hand solutions of potential or existing conflicts are identified. It therefore follows that a system of inquiry is a very important tool to any company that seeks to be successful while at the same time getting reliable solutions and conclusive decision making (Adam, 2012).
Brief Overview of the Company’s Code of Ethics
In the broadest sense, every company has a body of regulations which seek to govern the external as well as the internal dealings of the company. Different companies have distinct code of ethics but there are some ethics which cut across. The code of ethics is for making sure that the interests of both the company’s workers and the management are respected. It has been asserted that company’s ethics are a very important test in ensuring that the company’s rights and interests are withheld at all times. The guiding principle in every company in the drafting of ethics is to ensure that the behavior of different stake holders within the company is defined. Sometimes the code of ethics is not only restricted to managers and workers but it stretches to cover shareholders. General ethics are sometimes adopted by the company but it should be observed that code of ethics should reflect the circumstances to be experienced by the company depending on its line of business. The articles of association and the internal guidelines can be used in drafting the company’s code of ethics or can sometimes form part of it (Whitney & Trosten-Bloom, 2002).
The proposed system of inquiry
The drafting of the code of conduct is not enough to maintain compliance in the company. Even at a time when such ethics are in place, a strong system which investigates the violation of such ethics is crucial. Basing on the poor decision making in the company and the uncontrolled manager and workers behavior, it is imperative to have an inquiry. The System of inquiry most suitable for the company at this stage is the conclusive-oriented inquiry (Adam, 2012).
General Framework for your proposed System of Inquiry
The proposed system of inquiry is a four part inquiry whereby it will encompass the philosophy. The philosophy entails the general principles of the business done by the company. Secondly, the system of inquiry will have a theory on which to build on. Theory of the system is also known as the scientific basis. Thirdly, it is the methodology which simply means the plans on how the inquiring is to carry out its mandate. Lastly, it is the application of the inquiry. This part is the core part of the inquiry which shows whether the implementation of the inquiry was a success. In a nutshell the four elements answer the questions why, how, when and who (Adam, 2012).
Implementation of the System of Inquiry
In the implementation of the system of inquiry a lot is desired and if the first essential steps are catered for the rest becomes easy. For the system of the inquiry to be trusted by both the senior and the subordinate staff, it ought to be constituted by people of high integrity. The choosing of the members to head the commission is very vital since it ensures that other members of the company respect and have confidence in the system. In a system of inquiry it is fundamental for the concerned parties to have trust in the entire process. The said trust can be occasioned by there being a system headed by the right people (Whitney & Trosten-Bloom, 2002).
It is imperative to note that the team chosen to head the system should be free from any suspicions. The entire process of looking for parties to head the system of inquiry may be made democratically where both the subordinate and senior staff chooses their own representatives. At the end of the day the system should be well constituted to trigger investigation and coming up with reliable information (Adam, 2012).
The system of inquiry must put down the proceeding and the records of the inquiry should be handled with confidentiality. The decisions reached should be through consensus but there should be no imposition entertained. The party heading the system of inquiry should appreciate the fact that total unanimity is very unlikely in democratic constituted inquiries. The general position of the members of the committee should be recorded. Through the entire process of the inquiry the team should bear in mind that what is expected is getting the knowledge which is to assist in formulating better ways of dealing with company affairs (Treviño & Nelson, 2007).
In the team constituting the system of inquiry it is important for them to be educated that the roles they take are administrative. The investigation should be exercised with impartiality and the members should know their mandate and the desired outcome. The methods of reaching a conclusion should put the entire panel at the same footing in order to arrive at a reliable conclusion. It is essential to make sure that the system is not viewed as reflecting the opinion of a cross section of members. It should facilitate the general acceptance within the system (Whitney & Trosten-Bloom, 2002).
Implementation of the system mainly requires using the finding gathered and analysing them to fit the problems at hand. A conclusive oriented inquiry as aforementioned seeks to produce knowledge which can be relied in decision making. Therefore, the information gathered is to be analysed in order to formulate a new system which will address the problems discussed. The conclusions reached are well considered and the recommendations proposed. It essentially means that the system will be gauged according to how it will settle behaviour change problems and decision making process (Treviño & Nelson, 2007).
Possible Reactions to the System of Inquiry from Employees
The much anticipated reaction of the employees is that they will feel as partners of the company since they have been involved in generating solutions to the decision making process of the company. They will feel important hence they will tend to have loyalty and devotion in their work. There will be trust in the company and positive behaviour change may occur (Whitney & Trosten-Bloom, 2002)
Effect of the System of Inquiry on the Organization
The system will change the employee’s negative perception on the company. It will provide solutions to the problem of decision making and behaviour in the company. There will be a trusted method of settling disputes once they occasion. The running of the company will be smooth. However, the company may incur expenses in facilitating the system of inquiry which will require financing (Adam, 2012).
Conclusion
The existence of systems of inquiries in companies is inevitable. The biggest benefit is that the company improves its methods of problem solving. It is important to draw a line between the code of ethics and a system of inquiry. The challenge on implementation should be dealt with since system inquiries have numerous benefits as earlier mentioned.
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