Ethics: Basic Code and Principles.
Ethics: Basic Code and Principles
ethics is at the heart of human society or any strong organization Ethics is more than the right thing to do In fact, it's the smart thing to do. One simple, proven principle is that ethical values transcends any background or nationality Therefore, it can be applied anywhere and n every situation - be it a Fortune 500 company, a village office or school. Studies have consistently found that ethical decision-making fosters confidence, boost employee morale, build brand reputation, encourage loyalty in customers and employees
So what is ethics?
To get a better view of it an ethical culture-based organization shares few values: such as integrity, accountability, transparency and respect It would say, "We are Independent from management and all other offices Impartial in how we treat individuals.
Confidential with information that is entrusted to us Professional in our dealings with our stakeholders in a real-world context, dissecting decision-making should help to identify true dilemmas like hard choices between two night answers and not between right and wrong
Why Does Ethics Matter?
In this age of eroded public trust, ethics are more important than ever A culture of ethics is what links people to those above, below, and beside them. It establishes connections which, although invisible, make the whole organization immeasurably stronger An organization formed without ethics is like a wooden-box built without nails, no matter how solid it may appear, it will slowly break apart Trust is no longer given freely. Once an organization has earned the public's trust, that connection becomes its most valuable as set Ethical organizations are popular, and that translates to unwavering, long-term consumer loyalty.
Ethical Principles
Here are four ethical principles, which constitute the main domains of responsibility within which any ethical issues can be considered They are Respect Competence Responsibility and Integrity Each ethical principle is described as values for reflecting the fundamental beliefs that guide ethical reasoning, decision making, and behaviour
These principles in itself will not solve any single dilemma, but it is a tool which can be applied in any future dilemmas to solve it honestly, openly, and ethically. These set of standards are the ethical conduct that the society or any organisation would expect of its members
1. Respect
We should value the dignity and worth of all persons, with sensitivity to the perceived authority or influence over clients, and with regard to people's rights like privacy and self determination
General Respect
(I) Respect individual, cultural and role differences, including (but not exclusively) those involving age, disability, education, ethnicity, gender, language, national ongin, race, religion, sexual orientation, marital or family status and socio-economic status
(II) Respect the knowledge, insight, experience and expertise of clients, relevant third parties, and members of the general public.
(III) Avoid practices that are unfair or prejudiced.
(iv) Be willing to explain the bases for their ethical decision making.
Privacy and Confidentiality
We should: In the situation of a profession or job
(I) Keep appropriate records.
(II) Normally obtain the consent for disclosure of confidential information.
(III)Restrict the scope of disclosure to that which is consistent with professional purposes or so far as required by the law, and with specifics of the client's authorisation.
(iv) Store confidential information.in a fashion designed to avoid inadvertent disclosure.
(v) Restrict breaches of confidentiality to those exceptional circumstances in view of the safety of f those involved (vi) Consult a professional colleague when contemplating a breach of confidentiality
(vii) Document any breach of confidentiality and the reasons compelling disclosure without consent in a contemporaneous note.
Informed Consent
(I) Ensure ample opportunity a given to understand the nature, purpose, and anticipated consequences of any process or action
(II) Where no institutional ethics authority exists, peers and colleagues should be consulted () Obtain consent as circumstantial evidence
(III) Keep adequate records of when, how and from whom consent was obtained.
(IV) With hold information for the efficacy of professional services, or in the public interest
and for any safeguards required for the preservation of client welfare.
(v) Avoid intentional deception of clients unless
Self-determination
(I) Endeavour to support the self-determination of, say, clients
(II) Ensure from the first contact that clients are aware of their right to withdraw at any time Comply with requests by clients who are withdrawing from activity/participation including recordings, be destroyed.
2. Competence
We should value the continuing development and maintenance of high standards of competence in the professional work. and the importance of preserving the ability to function optimally within the recognised limits of the knowledge, skill, traing, education, and experience
Awareness of Professional Ethics
(1) Develop and maintain a comprehensive awareness of professional ethics, including familiarity with the ethical code.
(II) Integrate ethical considerations into the professional practices as an element of continuing professional development
Ethical Decision Making
(1) Recognise that ethical dilemmas will inevitably arise in the course of professional practice or work situation.
(II)Accept their responsibility to attempt to resolve such dilemmas with the appropriate combination of reflection, supervision, and consultation
(III) Engage in a process of ethical decision making that includes (a) identifying neevant issues, reflecting upon established principles, values, and standards,(b) seeking supervision or peer review, (c) using the Code of Ethics and Conduct to identify the principles involved; (d) devel oping alternative courses of action in the light of contextual factors, (e) analysing advantages and disadvantages of van the a ous courses of action for those likely to be affected, allowing for different perspec tives and cultures; (f) choosing a course of action; and (g) evaluating the outcomes to inform future ethical decision making. (v) Be able to justify their actions on ethi cal grounds.
Recognising Limits of Competence , Practice within the boundaries of one's ompetence.,Remain abreast of scientific, ethical, and legal innovations germane to one's professional activities
Recognising Impairment
(I) Monitor personal and professional lifestyle in order to remain alert to signs of impairment.
(II) Refrain from practice when the professional competence is seriously impaired.
3. Responsibility
We should value the responsibilities to the general public, clients, including the avoidance of harm and the prevention of misuse or abuse of their contributions to society.
General Responsibility
(1) Avoid harming clients, but take into ac count that the interests of different clients may conflict. (ii) Avoid personal and pro misconduct that might bring the organisation or the reputation of the pro- fession into disrepute, recognising that, in particular, convictions for criminal offences that reflect on suitability for practice may be regarded as misconduct by the organisation or society. (iii) Seek to remain aware of the scientific and professional activities of others with whom one work, with particular attention to the ethical behaviour of employees, assistants, supervisees and students. (iv) Be mindful of any potential risks to oneself
4. Integrity
We should value honesty, accuracy, clar ity, and fairness in the interactions with all persons, and seek to promote integrity in all facets of the scientific and professional endeavours.
Honesty and Accuracy
(1) Be honest and accurate in representing the professional affiliations and qualifications, including such matters as knowledge. skill, training, education, and experience () Take reasonable steps to ensure that the qualifications and competence are not misrepresented by others, and to correct any y misrepresentations identified. (in) Be honest and accurate in conveying professional conclusions, opinions, and conclusion research findings, and in acknowledging the potential limitations.
(iv) Be honest and accurate in representing the financial and other parameters and obligations of supervisory, training. employment, and other contractual relationships
(v) Ensure that clients are aware from the first contact of costs and methods of payment for the provision of professional services.
(vi) Claim only appropriate ownership of credit for the professional contributions, and provide due of the contributions of others to a collaborative work.
Railways and Expenses
91.30 out of every 100 earned by the Indian Railways goes into
expenses, leaving very little for investments.
Source of Drinking Water in India
In India, 107 million households use taps as a source of drink ing water. 83 million households are dependent on hand pumps 21 million households depend on tube wells. 8.6 mn households depend on unsafe sources such as tanks, ponds, lakes. and provide due of the contributions of others to a collaborative work.
(vii) Be honest and accurate in advertising the professional services and products, in order to avoid encouraging unrealistic expectations or otherwise misleading the public.
Maintaining Personal Boundaries (Refrain from engaging in any of sexual or romantic relationship with per
sons to whom one is providing professional services, or to whom one owe a continuing duty of or with whom one may have a relationship of trust. (n) Refrain from engaging in harassment and strive to maintain their workplaces surve free from sexual harassment. () Recognise as harassment any unwelcome verbal behaviour, including sexual or physical behaviour, advances, when such conduct interferes with another person's work or creates an anouintimidating, hostile or offensive working environment; (iv) Recognise that harass ment may consist of a single serious act or multiple persistent or pervasive acts, and that it further includes behaviour that ridicules, disparages, or abuses a per- son.
The four codes provides the parameters within which professional judgements should be made. However, it cannot fully provide the answer to every ethical dilemnma a person may face. It is important to remember to reflect and apply a process to resolve ethical dilemmas.
The four Principles are the parameters within which professional judgements should be made. However, it cannot fully provide the answer to every ethical dilem ma a person may face. It is important to remember to reflect and apply a process to resolve ethical dilemmas.
There are 6 ingredients that will further in help in making qualitative ethical deci- sions. These values are:
Independence: Maintain professional independence and do not seek or receive instructions from any other person or entity external to the organisation and shall refrain from any action which might reflect negatively on their position as personnel responsible only to that particular organisation.
Loyalty: Loyalty to the purposes, values personnel, and principles of the organisation is a fundamental obligation of all its Be loyal at all times, discharge the functions and regulate the conduct with the interests of of the organisationation only in view In the performance of the of Impartiality. In t ficial duties, one should always act w impartiality, objectivity and professional ism. Ensure that expression of in door no personal views and convictions not compromise or appear to compromise the permiseformance of ones official duties of the interests of the organisation. They shall not act in a way that unjustifiably could lead to actual or perceived preferential treatment for or against particular individuals, groups or interests.
Integrity: Maintain the highest standards of integrity, including honesty, truthfulness, fairness and incorruptibility. in all matters affecting official duties and the interests of the organisation.
Accountability: Be accountable for the proper discharge of the functions and for the decisions and actions. In fulfilling the official duties and responsibilities, one make decisions in the interests of the organisation. They shall submit themselves to scrutiny as required by their position. Respect for Human Rights: Respect hu man rights with dignity, worth of all per sons and act with understanding, tolerance, sensitivity and respect for diversity and without discrimination of any kind.
Questions for Making Difficult Decisions Here are few questions that will help in working through most difficult workplace issues and dilemmas. As the answer to some problems may not be too obvious, it would require one to take the extra time to think through these questions: • Have I reviewed the facts carefully?
• Besides myself, who else may be affected by this decision? What are the issues? What does the organisation re quire me to do in this situation? Have I used the resources available to me to understand my duties and rights? • Have I thought carefully about my op tions and the potential consequences?
• Will my decision stand the test of time? Keep on asking questions until one is certain about he is doing is right.
