Feedback webinar reputational risk: the role of the code of conduct. Lists of emotion, attitude and personality
Reputation risk management, code of conduct, emotion, attitude and personality
At my Webinar on Reputational Risk: The Role of the Code of Conduct, for the Professional Risk Managers’ International Association presented on Thursday the 22nd of April 2021, I raised three questions that provided relevant answers by attendees that might be beneficial for your corporation.
The first question was, which group should assist the board in designing/redesigning the code of conduct?
Answer: A collaborative work between Human Resources and Compliance.
My comments: This is a great approach, and can be of great assistance to the board.
The second question was, what is the frequency required for communicating and providing code of conduct awareness?
Answer: Every quarter
My comments: I proposed on a weekly basis for a large corporation 10,000 employees and more, since the larger the corporation is, the higher the reputational risk & with mix groups that should include board members, executive team, senior staff & operational staff. For organizations with a workforce of less than 10,000 employees a quarterly meeting should be sufficient.
The third question was, who’s accountable for properly communicating the code of conduct?
Answer: Human Resources
My comments: I recommend accountability to be shared between Human Resources and Compliance.
At the presentation, I have proposed that the code of conduct should include guidelines for emotion, attitudes and behavior to better manage reputational risk. Out of this proposition, excellent questions were offered by attendees, which may be better answered through a tailored intervention to effectively crafting a code of conduct with guidelines for emotion, attitudes and personality.
Nevertheless, next I will provide a list of emotions, attitudes and personality that normally happen at work, these lists are based on my own research and other applied research in organizational behavior, and applied psychology (see R. Melgoza, 2006 & 2011; Ajzen 1989; Salgado, Moscoso & Alonso, 2013; Hogan & Hogan 1995).
I expect the below lists to be helpful for the better design of your code of conduct. Nonetheless, making sense of emotion, attitude and personality will depend on your operating model and frameworks, mainly (governance and risk).
List of emotions felt at work:
Alert
Angry
Pleased
Anxious
Argumentative
Bored
Burdened
Concerned
Conscientious
Critical
Praised
Depressed
Disappointed
Encouraged
Unpleased
Dominated
Envious
A success
Frustrated
Humiliated
Adequate
Effective
Generous
Optimistic
Purposeful
Empowered
Submissive
Tense
Threatened
Energized
Trapped
Troubled
Thwarted
Happy
Interested
Uptight
Useful
Worried
Guilty
Joyful
Love
Shame
Contempt
List of attitudes:
Caring
Accepting
Aspiring
Embracing
Considerate
Courageous
Gloomy
Decisive
Devoted
Determined
Perseverance
Endurance
Enthusiastic
Expansive
Flexible
Forgiving
Friendly
Focused
Frugal
Generous
Goodwill
Grateful
Hard Working
Honest
Humble
Interested
Involved
Kind
Mature
Open minded
Tolerant
Optimistic
Positive
Practical
Punctual
Realistic
Reliable
Distant
Responsible
Responsive
Apathetic
Aloof
Arrogant
Authoritarian
Callous
Cheerless
Closed
Cold
Combative
Conceited
Constricted
Controlling
Convenience
Covetous
Cowering
Cruel
Lazy
Lying
Malice
Mean
Miserly
Mistrusting
Narrow
Negative
Not viable
Pessimistic
Petty
Pretentious
Random
Rebellious
Relents
Defensive
Reluctant
Resentful
Personality
Adjustment
Ambition
Sociability
Sensitivity
Prudence
Inquisitive
Learning Approach
Excitable
Sceptical
Cautious
Reserved
Lesurely
Bold
Mischievous
Colorfoul
Imaginative
Diligent
Dutiful
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