The Organisation Could Expel A Member Who Flagrantly Violated A Major Rule

The organisation could expel a member who flagrantly violated a major rule (punishment). And, finally, a professional organisation could cease referring potential clients to members who have violated conduct rules (extinction).
In addition to enforcement, a code of conduct must be rigorously promoted to be effective lest it becomes just another dust-collecting document on the shelves of those for whom the behavioural messages are directed. Over time, if conduct rules are not rigorously promoted, the expected behaviours can become less and less important in making daily decisions on proper behaviour. EthicsScan Canada Ltd. (n.d.) recommends that codes of conduct be promoted continuously. For example, members should be required to acknowledge annually, in writing, that they have read and understand the code of conduct. A suggested method for promoting a code of conduct involves discussing it as part of annual performance appraisals or scheduled meetings. These meetings might include introducing case studies followed by discussions of proper behaviour and problems that might occur.
Members of professional bodies can be self-employed or employees of other organisations. Whilst codes of conduct may serve as the sole behavioural guidance for self-employed professionals in private practice, employees of other organisations may be subject to two sets of conduct codes one presented by the professional body and one by their employing organisations. When the conduct specified in these codes is aligned, employees typically will not experience conflict; however, when the employees' expected conduct as required by their employers differs from that expected by their professional bodies, a conflict exists and employees face potential dilemmas. For instance, in some cases, professional organisations sanction members who do not adhere to their professional codes of ethics, yet the same members face disciplinary action from their employers if they should disclose information about a breach of public interest (Guy, 1990, citing Dozier and Miceli 1985; Archer, 1986). This dilemma could result in an employee deciding to violate either the rules of his or her employer or those of the professional body. To aid employees facing this type of dilemma, both the employer and professional body should have experts available for consultation.
Conclusion
Properly written, promoted, and enforced, codes of conduct can be powerful tools in helping to ensure desired behaviours from members of professional bodies. Nevertheless, whilst beneficial, codes of conduct cannot be viewed as a total solution for ensuring the proper behaviour of members of professional organisations. Shafritz (1998) writes: Codes of conductdo not represent professional assurances about high moral standards. Rather, they provide direction to those whose conduct they govern.