Ethics

Ethics

Personal Profile

My personality

I am a down to earth individual who is also highly self-motivated and highly assertive. The down to earth aspect of my personality is exhibited by the fact that I can freely interact with individuals of different backgrounds with minimal if any inhibitions that may hinder our communication. My self-motivated nature comes from the fact that I often find myself being intrinsically motivated to carry out different tasks that have been handed to me. These I tend to handle with  utmost devotion to their completion within the set deadlines. My assertiveness is mainly brought out when I am in a public setting where I am working with other individuals. I will often insist that the entire team performs at its optimum so as to achieve the best possible result in whichever project or activity we are involved in. These qualities therefore result in me being in the position of de-facto leader in many instances where group dynamics are ambiguous.

My Primary Ethical Perspectives

When it comes to Ethical Perspectives, I am more inclined towards Obligation, Character and Equity. In as far as obligation is concerned, I tend to place value on the role that a person has been assigned or taken up. When someone has a specific role, it is his or her duty to ensure that they carry it out in the most appropriate way possible. Character on the other hand is also very important to me as an ethical perspective since it determines the manner in which an individual will approach ethical matters. Results are also very important since they are tantamount to the goals that have been set for a particular activity. They are kept in mind during each and every step being taken by the individual.

I live an ethically sound life by ensuring those around me appreciate the fact that I am not beyond reproach when I interact with other people. This makes it possible for them to hold me accountable. This way I will become aware that my steps are being watched and this leads me to be alert. This is achieved by making my ethical stands about different issues as clear as possible well in advance as a proactive measure.

My Primary Values

My primary values are honesty, diligence and teamwork. Honesty is important to me because it saves a lot of time when it comes to the solution of different issues that may arise in the course of work. Diligence on the other hand is crucial for the production of high quality results in different tasks that I am doing. This is to be applied in the smallest units of work. Teamwork on the other hand is crucial for the adequate distribution of roles differently so as to make the most of different strengths that people have while minimizing their weaknesses.

Specific activities that reflect my primary values.

The action of delegating duties to different people who are my subordinates is a reflection of my appreciation of team work. Honesty is seen in the fact that I am always straightforward with my customers regarding information whether it is positive or negative. This helps in the building of trust.

My beliefs about life

I believe that in life, people have the opportunity and ability to make their existence as pleasant as possible depending on the value systems they ascribe to. As such, people can make their experience at the workplace as pleasant as possible by giving their fellow workmates an easy time. If this is practiced by majority of the workers, the workplace becomes extremely pleasant and this has the impact of improving the quality and quantity of the workers’ output.

Causes that I hope to participate in

I hope to participate in career guidance and counseling for teenagers who are at pains to decide the career path they wish to pursue.

My Pet Peeves

A minor annoyance that I tend to encounter is dishonest individuals who have the habit of distorting the facts when something has gone wrong. This is because it has the effect of postponing problems while providing those involved with a short-lived relief.

Another pet peeve that I have is manifested when relatively small issues that come up and stand in the way of more important tasks. This often arises when the small issues are complicated to resolve and they consume energy that would be put towards progressive tasks.

Professional Goals

A professional goal that I have is to become an authority when it comes to the upholding of ethical issues in my industry. Personally, I hope to be a role model for younger people as well as my peers in terms of the application of diligence in whatever one does.

Unusual Experience that I have had

Two years ago I had the opportunity to work with the wildlife authority in a project that involved the conservation of marine life. This entailed working at sea for three months as we observed the marine life and their environment with the aim of ensuring the current measures being taken were effective. The most unusual experience was the great amount of time spent away from land. Groups I belong to

I was a member of the scouting movement earlier and though not an active member, many elements of my life are dictated by the principles I learnt there. The scouts have a philosophy that states “once a scout always a scout.”   This helps me to hold on to the philosophies  of this organization.

Part 2 of the Assignment

If I was running a business, there are several ethical principles that I would impose on those employed in the establishment. These values are punctuality, diligence, honesty and transparency. The last two go hand in hand with each other. Punctuality is one value that will have to be upheld by all individuals including me as the boss. The reason why I will have to insist on punctuality is because the service industry is highly time intensive. The earlier people get to work, the faster operations can kick off and this will allow for a large number of customers to be served adequately. From an economic perspective, it is an accepted fact that by paying them a salary, the business is effectively purchasing a service from them. As suppliers of their different skills and services, it is important that they provide value for the money they are being paid and this is determined by how punctual they are. Punctuality is also a very good indicator of the attitude that an individual has towards his or her work (Zakay and Fleisig, 2011). Being on time with reporting to work as well as to other activities such as meetings and appointments with clients is an ideal avenue of expressing one’s action of prioritizing his work. Personally, I will lead by example by being consistently punctual to all appointments I have so as to ensure I am setting a good example for others who I am leading (Engel and Peterson, 2013).

Diligence on the other hand will be applied differentially depending on the responsibilities that people have. It is crucial to differentiate this with perfection since the latter is more focused on an individual’s effort to be the best they can be in their different capacities. This means that those in supervisory positions will have to encourage those they are in charge of to apply their efforts to ensure the work they do is up to the desired standard (Foster, 2012).

Honesty and transparency have a lot to do with the truth being upheld at all times and in all transactions. The importance of this is that the finances of the business will be kept safe and easy to monitor. On an external standpoint, transparency and honesty will greatly help in customer relations and the maintenance of a good name for the business in the public domain. I am certain that a customer will appreciate an employee’s honesty about the possibility of a delay taking place rather than he or she being given false hopes about timeframes that the business cannot possibly adhere to. Customers feel that their well-being is a matter of priority for the business when they are presented with accurate information regardless of the possible repercussions. This may lead him or her to recommend our business to friends and family since it is the norm for businesses to conceal some information from their customers out of fear of reprisals of one form or another (Laeequddin and Sardana, 2010).

Within the workplace honesty is also highly important as it helps in strengthening the relationships that workers have with each other as well as the relationship they have with the business (Plewa, 2009). If senior employees manage to gain the trust of their subordinates, the business will have a motivated workforce since the employees will always be under the impression that the business has their best interests at heart. Delegation of duties will also be much easier and more widespread within the organization if the workers exhibit trustworthiness (Brown et al, 2012). This is because of the heightened level of confidence that superiors will have in the junior workers. This will in turn bring about an increase in the confidence levels of the employees. An empowered workforce greatly eases the burden placed on the managerial staff since employees will be able to motivate themselves towards the production of quality results.

I strongly believe that these values are the key to having a successful business. This is because they are all simple to apply and also involve virtually all of the stakeholders who contribute directly and indirectly to the well-being of the organization. The ethical values not only affect one aspect of the organization. They are meant to be of benefit to a wide range of aspects of the business. These include accounts, purchases, sales, customer service, human resource management and also public relations. Such a strategy is crucial for the profitability and ultimate success of the business which is to satisfy the needs of its customers as well as adequately compensate the employees and the investor for their respective contributions.

 

 

References

Brown, S., Goetzmann, W., Liang, B., & Schwarz, C. (2012). Trust and delegation. Journal of Financial Economics, 103(2), 221-234.

Engel, R. S., & Peterson, S. (2013). LEADING BY EXAMPLE. The Future of Policing, 398.

Foster, N. J. (2012). Directors and Due Diligence in Workplace Safety.

Laeequddin, M., & Sardana, G. D. (2010). What breaks trust in customer supplier relationship?. Management Decision, 48(3), 353-365.

Plewa, C. (2009). Exploring organizational culture difference in relationship dyads. Australasian Marketing Journal (AMJ), 17(1), 46-57.

Zakay, D., & Fleisig, D. (2011). Psychological time, time perspective, culture and conflict resolution. In Culture and Neural Frames of Cognition and Communication (pp. 123-137). Springer Berlin Heidelberg.

 

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