Code of Conduct Values Statement

Acting as the new principal of your school, and incorporating your Clinical Field Experience information, develop an original student code of conduct that aligns to the school’s vision and mission, promotes every student’s academic and social success, and establishes a positive learning environment conducive to protecting students and school personnel.

Include the following sections in your Student Code of Conduct:

Background: A brief description of the school, including grade level range, student and staff numbers, and geographic location such as rural, urban, or suburban.
Student Code of Conduct Values Statement: A one-page outline describing specific school values that promote positive behaviors and a school culture that align to the school’s vision and mission. Include a list of 4-5 specific behavioral expectations for all students (e.g., “All students will respect the rights of others.”).
Student Code of Conduct Topics: A one-page outline listing 7-10 student code of conduct topics/policies you would include in the handbook to protect the welfare and safety of students and staff.
Write a 500-750 word narrative explaining why you developed the student code of conduct the way you did. Explain how the student code of conduct ensures academic and social success for every student by promoting integrity, fairness, social justice, equity, acceptance, and respect between and among students and faculty within the school.

Support your narrative with 2-3 scholarly resources.

Sample Solution

Whether or whether your business is required by law to have a code of conduct (as public companies are), every organization should have one. A code serves as an internal guideline as well as an external expression of corporate beliefs and commitments. A well-written code of conduct clarifies an organization’s vision, objectives, and beliefs, connecting them to professional conduct requirements. The code articulates the principles that the organization seeks to instill in its leaders and employees, as well as the intended behavior. As a result, written codes of conduct or ethics can serve as measuring sticks for individual and organizational success.

od leadership. Motivation is highly personal, and it is the leaders responsibility to understand what motivates each individual and implement policies to obtain maximum performance from a group. The importance of the leaders role in motivating individuals is highlighted in Herzberg’s Two Factor theory. The theory highlights factors that must be in place to avoid dissatisfaction, hygiene factors, and factors that promote satisfaction, motivation factors, shown in Figure 4 (Pettinger, 2007). Herzberg’s theory helps to decipher what motivates individuals, but does not advise on how to implement this to produce maximum productivity from an individual, this is achieved by using the theory in conjunction with other motivational theories such as goal setting theory.
Figure 4: Hygiene and Motivating Factors (Pettinger,, 2006)
Goal setting is not just an important part of motivation, they are essential for both teamwork and successful leadership, they provide indication on what must be achieved, how much effort they must devoted to achieve it and they act as the primary source of job motivation for individuals, therefore setting them accurately is essential (Pettinger 2007). Specific and clear goals are the most effective motivators, and will lead to optimum performance, therefore it becomes essential for a leader to understand what motivates each individual within a group (Pettinger, 2007). Motivation is highly personal, and can differ massively across a group, so the leader must adapt how they motivate to suit each individual, this highlights the need for an organisation to implement policies that allow leaders to be flexible in how they reward individuals. Issues arise when goals are not set well, if the goals are ambiguous, unachievable or too easy then the individual will lose motivation (Pettinger, 2007). Once goals have been set it becomes essential for leaders to regularly assess how individuals are progressing towards them, if well then goals should be made more challenging, if they are struggling then the goals should be made easier. Goals also allow for leader to assess how the team are performing, and how their leadership style is functioning with the group, if goals are not being met the leader must adapt how the team interact together or their leadership style to achieve them.

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