MBA402 - Code of Conduct: National Australia Bank Analysis

This report presents a detailed Code of Conduct for the National Australia Bank (NAB), addressing critical aspects of corporate governance and ethical conduct. The report meticulously examines six key areas: discrimination, exploitation, corruption, dishonest and fraudulent behavior, whistleblower protections, and enforcement. Each section provides a comprehensive overview of NAB's policies and procedures, supported by references to relevant news articles, academic journals, and legal frameworks. The analysis includes specific examples of misconduct and the bank's responses, such as the 2019 discrimination case. The code emphasizes the importance of ethical behavior, respect in the workplace, and protection for whistleblowers. Furthermore, the report highlights the consequences of violating the code, including disciplinary actions and termination of employment. The conclusion underscores the significance of a robust code of conduct in establishing a strong ethical foundation for the organization, ensuring ethical practices, and fostering a culture of accountability and transparency within NAB.

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Code of Conduct for National Australia Bank

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A Code of conduct elaborates the anticipation of the company and also provides basics with
reference to adequate behaviour at the workplace. Code of Conducts demonstrates the
regulations and policies, which is developed by the organization. These regulations and policies
are elaborated the ethical and legal guidelines with respect to governing the relationship between
the service users and employees (Macintosh, Nielsen and Zweig, 2008).
Code of Conduct explicates noteworthy article for the association, as generally organizations and
chief observance officers of the union have taken positive step for the aim of amplifying the
significance of the code of conduct of the association. It shall be noted that ingenious code of
conduct is the support of an effective ethics and fulfilment program in the association (Abernethy
and Hollans, 2010).
This paper will entail the code of conduct of National Bank of Australia and comprise various
areas in its influence such as discrimination, exploitation, corruption, dishonest, fraudulent
behaviour, whistle blower Protections, Enforcement.

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A. Discrimination
In the National Australia Bank, every person is being treated by the management with respect
and under obligation to motivate the working environment. It majorly compels on the employees
along with employers of the organization to not get engaged in misconduct that lead them in the
harassment (Statler and Oliver, 2016). Members of the team should be aware that the conduct
which is related to the discrimination, bullying and harassment can lead member in the breach of
the provisions of the applicable regulations and it could be referred as illegal.
In the context of the discrimination at place of work:
Harassing Bullying
show matter which is insulting in
character
Misuse of language such as abusive and
offensive language
uninvited substantial contact Spreading anecdote in relation to the
person which are false and malevolent.
Offensive nature of jokes Criticizing the person without reason
any observations which are not invited Pressurize person to give time more than
working hours
In 2019, NAB faces the issue concerned to the race and sex discrimination, as the lady claimed that
she discriminated by NAB because she was a pregnant woman and Asian. The applicant offered
some proof in relation to questions that required investigating the level of the bonding that she had
with Ms. Song and AU Gold. This issue falls in the scope of disciplinary action (Dunckley, 2019).
Unauthorized discrimination is measured as a smaller amount of sympathetic behaviour of the
person or any collection of people in the relation of any explicit features. It is necessary for the

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person to be aware of their behaviour as harassment and discrimination. As this kind of feature can
be focused by the person in a number of discrimination ways like in writing, verbally, text
messaging and many more, and all these terms are cover the category of unlawful.
When a person is unable to obey with these obligations, it would provide outcome in the corrective
action against the person, which can lead the person into the termination of employment.
With respect to take the disciplinary action, the company conducts ample investigation in the
relation of any protest getting by the company. The company requires focusing on effective
investigation before taking any action of disciplinary against the person include in any such
conduct.
B. Exploitation
The key objective of this policy is to provide clarity to the employees and workers of the
company in the relation of the process, standards and deed of the association that company takes
for the purpose of protecting the task (Bromley and Orchard, 2016).
It shall be noted that there is an equal responsibility for HR as well as management to enforce
the structured policy for the workers of the organization, at the time of hiring them for the
company. Along with that, supplement the procedures to the colleagues, line managers and
workers of the company.
There are some major components of the exploitation policy of the NBA:
 Employees and managers of the organizations must be placed at workplace in order to
handle and recognize the concerns with respect to the hidden labour exploitation

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concerns, and they are also liable to entertain the issues in an effective manner so that
further issues cannot take place in the organization.
 Employees of the organization cannot use other sources and supply workers within the
company without taking permission from the top authority.
 It is required to make sure that all members of the company are liable for the straight
employment of the employees, and they should be conscious in the relation of the issue
connected to the third party labour exploitation and signs.
 Employees should obey and sign with effective principles of the
 Employees must sign and comply with the appropriate principles of the fulfillment which
are improved by the organization in this context.
C. Corruption
Corruption is explained in the term of dishonesty which is developed by any such person who
embraces the position of authority, in order to get any personal advantages. Corruption is the
notion which involves a number of performances in its scope such as embezzlement and bribery
(Erwin, 2011). Corruption is the solemn concern and ensuing are the images of the deceit
practiced in the association:
 Bribes
 Getting the individual advantage by behaviour incorrect practices.
 Use of ability in a suitable way
With respect to the issue, employees should lift the issue of corruption with their line managers,
and it is the responsibility of the line managers to handle with the subject with entire seriousness

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and handle the subject of corruption hoist by employees. This process is elaborated as the
corruption significance process and procedure of complaint. These procedures and practice are
extensive in the relation to the code of conduct of the National Bank of Australia. The employees
of the organization are allowed to speak up in case of not getting attention on a particular issue.
Despite that, they are allowed to involve in the decision-making process and raise voice in case
of facing any issues. There are some illustrations of the concerns which can be developed in
speak up:
 Threatening in the context of health and safety of any individual.
 Any scam which can be alleged.
 Any action provides an outcome in the form of corruption.
 Illegal activity within the entity.
D. Dishonest and Fraudulent Behaviour
Dishonest and fraudulent behaviour in the association is considered as the involvement of a
person in the fraud in order to attain the advantages. It has been found that there are various
fraudulent and dishonest exercises by the company which is mentioned below:
 Avoidance of tax
 fraud
 Fraudulent practices
 Activity results in the fraud
The right action is taken by the company at the right time involves the activity conducted with
integrity and honesty in the workplace. The role of dishonest and fraudulent can lead the person

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in to a difficult situation. There is number of the organization that follows harsh procedure in
order to deal with the person including in the dishonest and fraudulent activities, as these
activities are not only source damage to the entity but also affect the community at large
(Bressler & Bressler, 2007).
In case of involvement of any employee in such practices within the organization, the strict
action will be taken against the person like suspend and termination. It has come to know that
National Australia Bank’s employees have gone through with the issue in which they breach the
trust of the customers. There are some members in the staff that has used funds of the
organization for activating the youth saver accounts in an unlawful way (Omar, Nawawi & Salin,
2016).
It is necessary for all the employees of the organization to inform prior to the high authority in
case of finding such issues within the company.

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E. Whistleblower Protections
Whistleblower protection policies are elaborated as vital tools which prevent those individuals
who account those occurrences to the line managers which they trusted are dishonest, unethical
and illegal also not proper in behaviour. It shall be noted that the company cannot hit back the
whistleblower. This entails the prevention of the whistleblower against the revenge in the outline
of the unpleasant action which involves compensation, termination or poor work assignments
and challenges of physical harm. Whistle Blower can protest to the top management on an
immediate basis, in case of facing any issue (Latimer, 2008). It is required to comprehend that,
protection against the revenge does not involve any resistance with respect to any personal
unlawful activity which is investigated and alleged.
This strategy offers protection to the whistleblowers majorly confidentiality and retaliation.
Confidentiality is the major part of the whistleblowers that need to be maintained for the growth
of the company. However, it is required to reveal the reorganization in the relation of conducting
the investigation in order to aim of offering legal rights to security to the accused individuals
(Moy, 2018).
Defence in relations of the individuals comprises:
 An employee or individual raise the matter with the public body regarding the public
concern on behalf of the organization.
 An employee who participants in the Court of Action can raise the voice against any
misconduct within the organization.

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F. Enforcement
Code of conduct of the association is considered as the enriching foundation of the company.
Top management and all other members of the staff of the company are under compulsion to
obey and develop with the same. It has been found that the activities, as well as authorities, can
be imitative from the code of conduct of the company.
It shall be noted that implement of the code of conduct is vital and energetic of the obligation of
the company for the purpose of its code, and organization should communicate the significance
of this code to the employees of the company. Promotion is the major focus among the
management and staff members (Statler and Oliver, 2016).
There are following ways which make sure the enforcement and development of the code of
conduct:
 Senior manager and CEO of the company are under a responsibility to converse the
significance of the code to the members of the staff.
 Employees and management should use this deed in the form of a guiding document.
 Severe consequences and unkind punishment are developed for the purpose of the
violations of the code.

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After allowing for the particulars of the over the paper, it can be concluded that the code of
conduct is considered as the document which makes a sure cultural foundation for the company,
and also provides the management at the time of behavior any action. Code of conducts
elaborates the policies and rules elaborated the ethical and legal guidelines for the purpose of
governing the bonding between the employees. It shall be noted that elegant code of conduct is
the support of an effectual ethics and fulfillment program in the company.

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References
Abernethy, A.M. and Hollans, H., 2010. The Home Valuation Code of Conduct and Its Potential
Impacts. Appraisal Journal, 78(1).
Bressler, L. and Bressler, M. 2007. A model for prevention and detection of criminal activity
impacting small business, Entrepreneurship, Vol. 12, pp. 23-36.
Bromley, P. and Orchard, C.D., 2016. Managed morality: The rise of professional codes of
conduct in the US nonprofit sector. Nonprofit and Voluntary Sector Quarterly, 45(2), pp.351-
374.
Dunckley, M. 2019. NAB lender fairly sacked over fake loan 'referrals'. Available at:
https://www.smh.com.au/business/banking-and-finance/nab-lender-fairly-sacked-over-fake-loan-
referrals-20190330-p5195d.html . Accessed on 28th April 2019.
Erwin, P. 2011. Corporate Codes of Conduct: The Effects of Code Content and Quality on
Ethical Performance. International journal of business Ethics, vol. 99(4).
Latimer, 2008. Whistle blower Laws: International Best Practice. Available at: https://research-
repository.griffith.edu.au/bitstream/handle/10072/23199/53537_1.pdf;sequence=1. Accessed on
28th April 2019.
Macintosh, D., Nielsen, T. and Zweig, R., 2008. Principles for a code of conduct for the
management and sustainable use of mangrove ecosystems. In The IUCN World Conservation
Congress 2008.

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Moy, G. 2018. The role of whistle blowers in protecting the safety and integrity of the food
supply.npj science of food, article 8.
Omar, M. Nawawi, A. and Salin, A. 2016. The causes, impact and prevention of employee fraud:
A case study of an automotive company, Journal of Financial Crime, Vol. 23(4), pp.1012-1027.
Statler, M. and Oliver, D., 2016. The moral of the story: Re-framing ethical codes of conduct as
narrative processes. Journal of business ethics, 136(1), pp.89-100.
Dunckley, M. (2019). NAB lender fairly sacked over fake loan 'referrals'. Available at:
https://www.smh.com.au/business/banking-and-finance/nab-lender-fairly-sacked-over-fake-loan-
referrals-20190330-p5195d.html . Accessed on 28th April 2019.