Core Principles of Fairness,

Accountability, and
Transparency
 Accountability
Accountability- what it is:

• To be accountable is to be liable to explain or justify one’s actions

and decisions.
• Accountability is the process of explanation and justification.
• Holding to account is the process of requiring explanation and
justification, but it is also about testing, forming a judgment, and if
necessary, taking action.
• Accountability implies responsibility: it is reasonable only to hold
people to account for those things for which they are responsible.
 Accountability
Accountability- what it is not:

• It is not synonymous with responsibility.

• It does not imply a management relationship.
• It is not a “one off” annual event.
• It is not the same as appraisal.
• It is not about confrontation, “putting someone in his place” or
“giving him a hard time.”
 Accountability Structure
Accountability is the ability to account for your actions and performance
to your stakeholders. Accountability includes the fact that persons (your
stakeholders) are willing and able to hold you accountable.

Accountability, then, is the obligation to demostrate that work has been

conducted in compliance with agreed rules and standards or to report fairly
and accurately on performance results vis-á-vis mandated roles and/or plans.
 Fairness
It is quality of making judgments that are free from descrimination,
Judges, umpires, and teachers should all strive to practice fairness.

Fairness comes from the old English fæger, meaning “pleasing, attractive.”
Fairness can refer to someone’s good looks, When someone shows fairness in
making a decision, he is pleasing all parties involved and offering a solution
that is attractive to everyone.
 Fairness
Fairness- in the context of a business organization-involves balancing the
interests involved in all decision-making including any decisions related to
hiring, firing (including the investigatory process), and the compensation and
rewards system.

Overall, fairness has to do with justice, which is to give to another that which is
due him or her. More concretely, justice: (1) looks at the balance of benefits
and burdens distributed among members of a group; and/or (2) can result
from the application of rules, policies, or laws that apply to a society or a
Group.
 Transparency
Transparency is an issue that often emerged in the documents by Pope
Benedict XVI. Caritas in Veriatate (CV) referred to transparency seven times.
The intrinsic or ethical salience of transparency appears at the individual level,
while its instrumental salience manifests itself on both the organizational and
social levels.

At the individual level, transparency acquires intrinsic or ethical salience as an

important feature of a person’s relational dimension. It is described as a
personal quality necessary to develop unity and communion between
individuals.
 Transparency
On the organizational level, the instrumental salience of transparency is
referred to in two instances. In the first case, transparency is identified as an
important mechanism for guaranteering social accountability.
Notions of Competence, Professionalism, and
Responsibility
• Technical skills encompass the ability to apply specialized knowledge or expertise.
When you think of the skills of professionalism such as civil engineers or oral surgeons,
you typically focus on the technical skills they have learned through extensive formal
education

• Human skills is the ability to understand, communicate with, motivate, and support
other people, both individually and in groups, which defines human skills.

• Conceptual skills are the skills and the mental ability that managers must have to
analyze and diagnose complex situations.
 The Relationship of
Accountability/Stewardship/Responsibility with
Ethical Businesses
Scholarly have recently considered ethical leadership from a new angle by examining
servant leadership.

Servant leaders go beyond their own self-interest and focus on opportunities to help
followers grow and develop.

The Notion of Organizational Diversity and the Role

of Women in Business Organizations
Organizations use a variety of efforts to capitalize on diversity, including recruiting and
selection policies,as well as training and development practices. Effective, compre
-hensive workforce programs encouraging diversity have three distinct components.
 Women in Organizations
1. Firms employing more women managers have probably done a better job of
recruiting
capable managers from the total available talent pool, and consequently will be in
better position to link with customers, employees, and other constituencies.
2. Firms having a higher proportion of women serving on their boards do engage in
charitable giving to greater extent than firms having a lower proportion of women serving
on thier boards.
3. Investors (in singapore) value the diversity and potential contribution of women on the
board and firms.
4. Since women represent a significant proportion of the customer base in many
corporations, the presence of female directors would bring the female perspective to the
female perspective to the boardroom and positively impact the bottom-line of
Companies.