ETHICAL STANDARDS IN THE WORKPLACE

ETHICS DEFINED
A sociologist, Raymond Baumhart asked business people, What does ethics
mean to you? Among the replies are the following:
1.
2.
3.
4.
5.

Ethics has to do with what my feelings tell me is right or wrong.

Ethics has to do with my religious beliefs
Being ethical is doing what the law requires.
Ethics consists of the standard of behavior our society accepts.
I dont know what the word means

The meaning of ethics is hard to pin down, and the views many people have about
ethics areshaky. What then is ethics?
1. It refers to a set of rules that describes acceptable conduct in society. It
serves as a guide to moral daily living and helps us judge whether our
behavior can be justified.
2. It refers to well-founded standards of right and wrong that prescribe what
humans ought to do, usually in terms of rights, obligations, benefits to
society, fairness or specific virtues.
3. It refers to the study and development of ones ethical standards. It means
the continuous effort of studying our own moral beliefs and our moral
conduct, and striving to ensure that we, and the institutions we help to
shape, live up to standards that are reasonable and solidly-based.
WORKPLACE - is the place where a person goes or reports to earn a living.
IMPORTANCE OF ETHICS IN THE WORKPLACE
Our actions affect not only ourselves, but also those around us. Many of our
professional decisions involve ethics. If we tell a lie, we can lose someones trust
and undermine our own integrity. If we use shoddy materials or workmanship on the
job, we can jeopardize the safety of others. Questions of morality and ethics can be
found at all levels of society. Ethical behavior is equally important in the workplace
as it is in our personal lives. Everywhere business is conducted, ethics matters. A
successful business depends on the trust of various parties employees, managers,
executives, customers, suppliers, and even competitors.
BASIC REQUISITES:
1. Establishment of a Code of Ethics
This is usually at the instance of the HRD. It must be communicated to all
employees and
Is a part of the Employees Handbook.
2.

Corporate Culture
This is defined as a composite of basic assumptions and beliefs developed by
an organization over time. It is a quality or characteristic that makes a
company unique and distinct from others. It is like saying to an outsider or
newcomer: This is how we do it here.

3. Management by Example
Top leadership must set the standards of what is and what is not acceptable
employee behavior. It must create an environment where employees are
encouraged and rewarded for acting in an ethical manner; conversely, it must
also punish those who acted unethically.
4. Clarifying Values
At the heart of the corporate culture is a well-developed value system that
adheres to the strictest ethical practices in business. Values refer to principal

standard or quality considered worthwhile or desirable. Core values must be

agreed upon and set by its senior leadership.
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Examples of core values are integrity, honesty, transparency or accountability.

These should be communicated clearly and unequivocally so as not to leave any
doubt among the employees. Other important core values are teamwork and
commitment.

WHAT ETHICAL STANDARDS INCLUDE:

1. Ethical Standards for employees may include creating a fair and healthy
working invironment that allows employees to obtain the proper
compensation for efforts, such as earning awage in line with the
requirements of the job and receiving overtime pay when appropriate. It may
also include actual working conditions. Especially on employee safety.
2. It may also involve the materials the company uses in sits products to avoid
putting animals or natural environments in danger for the sake of collecting
materials
3. It may also include the methods employees treat customers, such as through
customer service interactions or the use of personal informations.
COMMON INFRACTIONS :
1. Orderliness/ Good conduct
Fighting, quarreling, violation of rules, discourtesy/disrespect, hygiene,
personal affairs, use of
Foul language.
2.

Attendance and Punctuality

Timekeeping violations, absenteeism, tardiness, undertime and AWOL
Undertime is different from tardiness. It means not following the standard
8-hr. worktime.
Tardiness refers to the failure of an employee to report for work or resume
for work on time
3. Nonperformance
Insubordination, negligence of duty, inefficiency, malingering, carelessness,
poor quality
4. Honesty/Integrity
Falsity/falsification, fraud, dishonesty, breach of trust and unfaithfulness

EMPLOYEES ATTITUDE TOWARD WORK:

This is a crucial factor in productivity and performance where discipline plays an
important part.

EMPLOYEE DISCIPLINE
This is not synonymous with punishment. It is an employers action against an
employee for infraction of company policy or rules. Disciplinary action is the most
appropriate avenue in which to address misconduct directly related to the
performance of assigned duties. The overall objective of a disciplinary action is to
remedy a problem and to help employees achieve success in their work. The goal

of disciplineis to correct misconduct and modify unacceptable behavior, rather than

to punish an employee. It should be progressive.

PREVENTION OF EMPLOYEE MISCONDUCT:

1. Setting an exampleby their own conduct.
2. Providing a high-quality work environment that is conductive to innovation
and increased productivity.
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3. Establishing and communicating clear guidelines concerning their

expectations for the operations of their office
4. Establishing objective, understandable, obtainable and measurable
performance standards and communicating them clearly to employees.
5. Monitoring performance and giving frequent feedback
6. Holding employees accountable for result and recognizing and rewarding
good performance
7. Providing opportunities for individual growth and development through
training and seminars.

ADDRESSING EMPLOYEE CONDUCT PROBLEMS

1. Discuss directly with the employee.
2. Clearly explain expectations to the employee and review any rules,
regulations, or policies in the area where the employee is exhibiting
problems.
3. If applicable, develop a plan with the employee directed at helping to
improve misconduct.
4. Give the employee periodic and specific feedback.
5. If misconduct continues, the supervisor may choose to orally admonish the
employee, providing a strong message that further incidents of similar
misconduct may lead to a more formal action.
APPROACHES TO DISCIPLINE
1. Hot Stove Rule by Douglas McGregor
This approach to discipline is discussed in terms of what happens when a
person touches a hot stove.
a. A warning system
b. An immediate burn
c. Consistency
d. Impersonal
2. Progressive discipline
3. Positive/Corrective discipline
4. Negative approach
5. Preventive discipline
6. Counseling approach
DISCIPLINARY PROCESS
1.
2.
3.
4.
5.
6.
7.

Informal talk
Verbal warning
Verbal reprimand
Written reprimand
Suspension
Demotion
Discharge/dismissal

THANK YOU FOR THE OPPORTUNITY TO SHARE MY EXPERIENCE IN HANDLING

EMPLOYEES.