1.

Introduction

Ethics is a branch of philosophy that addresses the concepts of right and wrong or
good and evil. Ethics can also be called moral philosophy. Morality means usually a
more practical approach to ethics, for example questions about the right and wrong
in actions. Adjectives moral and ethical can be used fairly synonymously.
Applied ethics addresses practical, everyday issues. It is usually normative and thus
aims to find the best possible answers to questions like: Is this act or policy right or
wrong? Of course, life is often so complicated that simple answers cannot be
provided. Then applied ethics can serve as a tool for clarifying the issue and for
helping decision-making and account for these decisions even if there is no absolute
right answer to be found.
Professional ethics provides us means to solve certain ethical problems related to a
certain profession, in this case, health care. Professional ethics is usually presented
as guidelines and rules, but it can be demanding to apply these to complex
situations, that call for sensitivity to circumstances and the individuals in question.
Thus, professional ethics cannot be only about abiding by the rules, but constant
awareness to the rights and needs of the clients or patients, and critical thinking in
the cross-fire of ethics, rules, conventions and difficulties of social interaction.

2.0HONESTY
The definition of honesty is the quality or fact of being honest or in other words,
uprightness and fairness. Honesty can so be defined as truthfulness, sincerity or
frankness. What is honesty in a workplace? An honest behavior in the workplace
means the extent to which individuals and groups in organizations abide by
consistent and rational ethical standards. Honesty encourages open communication
between employers, employees and co-workers. It leads to effective relationships in

an organization. When workers are honest about the various aspects of their jobs
that need improvement, employers can take action and help. Employers that are
open about company policies and changes that affect the organization are more
trustworthy from the employees perspective.
3.0INTEGRITY
Integrity is an adherence to moral and ethical principles and the soundness of moral
character wise. Integrity in a workplace involves moral judgment and character,
honesty and leadership values. Individuals who show integrity in the workplace not
only understand right from wrong but they practice it in all they do. This is beneficial
in a business environment where trustworthy actions set the foundation for
successful business relationships. Examples of integrity in the workplace; if you
make a mistake and a teams project gets messed up or you miss a deadline, own
up to your mistake and do not allow your teammates to take the fall. Understanding
the actions caused by integrity starts with knowing what is important and holding
fast to that idea, even when it is not convenient or to your benefit. By quoting
Oprah Winfrey, Real integrity is doing the right thing, knowing that nobodys going
to know whether you did it or not.
4.0TRANSPERANCY
Transparency is operating in such way that it is easy for others to see what actions
are performed. It has been defined simply as the perceived quality or intentionally
shared information from a sender. Transparency in the workplace refers to how and
why something occurs. For example, if company A identifies efficient workers and
promotes them without revealing what separated the efficient and inefficient
workers; it would be considered a lack of transparency. Theres no indication as to
how the workers are chosen for a promotion. If Company B states all employees
who exhibit X, Y and Z qualities will be considered for a promotion, then Company

Bs promotions are transparent. Workplace transparency can increase productivity

and employee happiness, and it can decrease the turnover rate. The responsibility
of introducing transparency into the workplace falls upon the shoulders of company
management and is as simple as keeping employees up to date with workplace
changes.

5.0ACCOUNTABILITY
The employee accountability definition is the responsibility of employees to
complete the taste they are assigned, to perform the duties required their job, and
to be present for their proper shifts in order to fulfill or further the goals of the
organization. If tasks are not completed and functions of the job are not performed
properly, then that employee will also be responsible for dealing with the
repercussions. Examples of accountability in the workplace are employees being
responsible for the specific duties that go along with their job and employees being
consistent in doing the right thing in all aspects pertaining to their job.
Accountability at work is important to a businesss success as a whole. Employees
who work together towards the same overall goal help their workplace to become
more accountable, in turn make the business more productive and efficient.
6.0CONFIDENTIALITY
Confidentiality is a set of rules or a promise that limits access or places restrictions
on certain types of information. Confidentiality is important because failure is
properly secure and protect confidential business information can lead to the loss of
business and clients. Confidential workplace information can generally be broken
down into three categories: employee information, management information and
business information. To protect confidential information better, every business or

organization should have a written confidentially policy describing both the type of
information considered confidential and the procedures employees must follow for
protecting confidential information.

7.0OBJECTIVITY
Objectivity is critical in the workplace in order to maintain employee loyalty and to
avoid ethical conflicts. Operating a company means setting personal ties aside and
not focusing on the emotional aspects that could influence a decision. Though
complete objectivity may be difficult for cohesive organizations, managers should
strive to make decisions based on clear, irrefutable information. Objectivity in the
workplace means using fair, unbalanced criteria for making decisions concerning
employees or company problems. Decisions are based on hard facts and evidence,
not the personal judgment of one person or a group. Objectivity aims to eliminate
decisions based on personal bias, cultural differences and any other criterion that
cannot be measured or proven. For example, a company could use its income
statement to show that it is not doing well instead of the personal opinion of the
chief executive. To be fair to employees throughout the company, managers often
use objective methods for determining performance in the workplace. Objective
methods demonstrate to the manager whether the employee is going above and
beyond in her position, or if she is not contributing. For example, if two sales
employees ask for a raise, but the company has money for only one raise, the
manager would look at each employee's sales figures for a specific time or some
other hard variable. The manager would then give the "better" employee the raise.

Using objective methods prevents complaints from employees who feel the
performance evaluation is unfair.
8.0RESPECTFULNESS
In this era of the new millennium, the number of hours we spend at work is on the
rise. Correspondingly, the amount of time we spend interacting with work
colleagues may far outweigh the time we spend with family and friends. Cultivating
relationships at work that are positive, supportive, and empowering is critical to our
sense of well-being. Each of us deserves to work in an environment that is
respectful, one in which we feel valued and treated as we would like to be treated.
The foundation of any healthy relationship, respect can be demonstrated by:
Treating others with courtesy, kindness and consideration, regardless of their race,
religion, gender, size, ability, age or country of origin. Encouraging co-workers to
express opinions and ideas. Listen to what they have to say before expressing your
own viewpoint. Never interrupt or cut off another person. Never insulting people,
blaming, threatening or calling people names, even if you are angry or hurt.
Addressing conflict in a positive and respectful manner and reporting abuse,
discrimination or harassment. Remember that constant criticism, belittling, judging,
or demeaning behavior, added up over time, constitutes bullying.
9.0
Obedience to the law
The rules and regulations you establish in your workplace are necessary so you
remain in compliance with the law. If these rules are broken, you may be liable if
one of your employees contacts the authorities. For example, the legal advice
website Nolo points out that the Civil Rights Act grants workers the legal right to
speak whatever language they like during break periods. Another employee may
complain about this rule, but you must keep the rule in effect to protect the
company from possible legal action. Many workplace rules are in place to keep

workers or customers from hurting themselves. These regulations may be put in

place before an incident based upon anticipated threats or after an accident to
prevent a reoccurrence of an accident. When your employees follow safety rules,
you may see your health-care costs decrease as fewer people visit the hospital.
Even better, your productivity may increase because your workforce is more stable
and your best people are on the job, not in the doctor's office.

10.0

Conclusion

Professional ethics express what a professional society is about. They are an emblem to focus
on, to support, to identify with and to advocate for. Our Code expresses who we are, what we
do, and shows how our profession functions for the good of all. Our areas of work are related
specialties. Those who are unqualified have the potential to do harm.
Although ethics is a word with multiple connotations, what professional ethics are about is
sociological. Professional ethics are always a matter of work and who is qualified to perform
what task for which clients. Professional ethics should ultimately be for the benefit of those who
are served by those who labor in professional occupations. Our Code reflects our professions
relationships with the larger society and, it is anticipated, the present update will be officially
adopted by our affiliated professional organizations and state affiliates.

11.0

References
a. Professional ethics professional ethics for technology website
b. en.wikipedia.org/wiki/Professional_ethic
c. Professional Ethics: The AICPA's Comprehensive
d. Professional ethics manual OUM
e. Principles for Professional Ethics