ethics in the workplace essay

The Student Ethics Essay Award (SEEA) program is conducted as part of ASHA's efforts to create awareness of the importance of ethical decision making as individuals prepare to start careers in audiology, speech-language pathology, or speech, language, and hearing sciences. Recipients of the SEEA are listed below, and essay titles are available to read for the last three years. On this page:2015 | 2014 | 2013 | 2012 | 2011 | 2010 | 2009 | 2008 | 2007 | 2006 2015 SEEA Recipients Topic: Confidentiality It is critical that speech-language pathologists and audiologists maintain confidentiality when communicating with others about the status of research, supervision, or clinical services (e.g., sharing details of patient history, communicating the results from diagnostic evaluations, reporting progress in treatment, maintaining and distributing records and documentation for the purposes of patient care or research). Student clinicians may encounter challenges regarding confidentiality during their clinical practice and research endeavors. Such challenges require the application of ethical decision-making skills. In your essay, present an ethical dilemma or challenge that may be faced by a student clinician in the area of confidentiality. Then, using ethics resources and the ASHA Code of Ethics (2010r), identify one or more Principles and the corresponding Rule(s) that you believe have been violated and provide a rationale for your choice(s). Finally, suggest how the situation could be handled for a proper resolution and what could have been done differently to minimize the likelihood that the ethical dilemma would have occurred at all. 1st Place Sara PoolGeorge Washington University, Washington, DCEssay Title: Privacy, Please: Confidentiality and Transgender Identities 2nd Place Kelly Meehan DoigNova Southeastern University, Ft. Lauderdale, FloridaEssay Title.
Enter Your Search Terms to Get Started! An Analysis of Ethics In the Workplace In the first article What role should HR play in corporate ethics the authors establish that HR is vital toward maintaining and building corporate ethics programs. In particular the researchers suggest that HR professionals can create programs that help facilitate open communication and enhance ethics by helping employees and management officials understand the effects non-ethical behavior may have on customers, shareholders and organizational productivity. The authors also suggest that ethics programs should be linked to all business units including finance, security and any legal organization components. An ethics program according to this author must cover multiple areas including risk assessment, organizational standards, communication, reporting and organizational assessment. I support the author's views in this article. Ethics starts by opening the lines of communication within an organization. HR plays a key role in ethics development in an organization because HR professionals come to intimately understand the needs, wants and problems employees may have with ethical subjects. In the second article, How HR can facilitate ethics the authors suggest again that HR professionals must play an important role in developing, maintaining and updating ethics programs. This article like the previous article supports adopting ethical systems within the organization. A key element of ethics programs defined by the authors is also communications. The authors suggest that HR plays three critical roles with respect to ethics including determining employee's loyalty, providing consistent information and assessing perceptions about ethical behaviors in an organization. Again the authors here make a valid point. HR is critical as the previous article mentions to the success of an organizational.
DedicationHow hard an employee works, or how much effort she puts forth, can go a long way. Obviously, companies want results, but most employers prefer a worker who gives an honest effort to one who might be considered a “natural” at the job, but is otherwise disruptive. Either way, when an employee signs on with a business, she is agreeing to perform her best to help the company flourish. IntegrityAn important aspect of workplace values and ethics is integrity, or displaying honest behavior at all times. For instance, an employee who works at a cash register is expected to balance the drawer and deposit the correct amount of money at the end of the night. Integrity in the business world also might mean being honest when turning in an expense report or not attempting to steal a sales account from a co-worker. Related Reading: What Types of Small Business Insurance Exist? AccountabilityEmployees in all industries are expected to act accountable for their actions. That means showing up when they are scheduled and on time, and not taking advantage of time allotted for breaks. It also means accepting responsibility for when things go wrong, gathering yourself and willingly working toward a resolution. And sometimes it might mean working longer than planned to see a project through to completion. CollaborationIn almost every industry, workplace values and ethics consist of teamwork. That’s because most companies believe that when morale is high and everyone is working together, success will follow. So it is important for employees to be team players--whether assisting co-workers on a project, teaching new hires new tasks, or following the instructions of a supervisor. ConductEmployee conduct is an integral aspect of workplace values and ethics. Employees must not only treat others with respect, but exhibit appropriate behavior in all facets of the job. That includes.
This paper will explore several different areas of an organization's concerns with ethical behavior. Both the client and the consultant should understand the importance of ethical values in order to implement a change in the way an organization operates, and what outcomes are expected. Expectancy of the client and the consultant will also be discussed, as well as some rules and regulations concerning ethical practices. Suggestions for implementing an organizational development change and how to confront the ethical issues within the organization will also be touched on. Examples of corrupt ethical practices will be shown, along with the problem of recognizing when something is unethical, how persons see themselves in the workforce, and the pressures that face employees and managers alike. The media is filled with headlines of the corruption in organizations around the world. One particular instance is the Enron Corporation in Houston, Texas. Although Enron boasts of having certain visions and values directed at human rights, the company was still forced to file bankruptcy. Their human rights principles include respect, integrity, communication and excellence; however, due to greed and the desire for power, these values were thrown out the window (enron.com, 2004). Integrity within an organization should begin with the top executives and end with individual accountability. As was the case with the Enron Corporation, it is not the fault of an entire organization, but certain individuals within the organization making mistakes in order to please the boss, or to line his/her own pocket. As one critic states, Executives who raid corporate coffers should swap their pin strips for horizontal stripes  (Barnett, 2003). There is a need for stricter laws and regulations, but legislation alone is not the answer. Individuals must be held accountable for their own action. Ethics.