Demonstrate Work Values LO1

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RIFT VALLEY UNIVERSITY

Basic clerical works Level I


Learning guide
Unit of Competence: Demonstrate Work Value
Module Title : Demonstrating work values
TTLM Code : EIS BCW1 12 0812
Lo 1: Define the purpose of work

Lo 2: Apply work values/ethics

Lo 3: Deal with ethical problems


LO4: Maintain integrity of conduct in the workplace
LO1: Define the purpose of work

Introduction Learning Guide

This learning guide is developed to provide you the necessary information regarding the
following content coverage and topics: -

 Purpose and Definition of Work

This guide will also assist you to attain the learning outcome stated in the cover page.
Specifically, upon completion of this Learning Guide, you will be able to: -

 Define the purpose of work

 identify personal mission versus company values

 realize company ethical standard

 understand company policy and guideline

Learning Activities

1. Read the specific objectives of this Learning Guide.

2. Read the information written in the “Information Sheets 2 - 7”.

3. Accomplish the “Self-check” in page 8.

4. If you earned a satisfactory evaluation proceed to LO2. However, if your rating is


unsatisfactory, see your teacher for further instructions or go back to Learning Activity #1.

5. Submit your accomplished Self-check. This will form part of your training portfolio.
6. Ask your instructor for further explanation if you faced problems.
7. You can ask your teacher for a copy of the correct answers.

Information Sheet-1 Purpose and Definition of Work

Definition of Work

 Work regarded as fulfillment, purpose of life


 Work is a duty, not option man must bring forth fruit contribution to prosperity
 Work is source of spiritual/personal growth
 Work elevated to status of worship when done in spirit of service to humanity
 Work is vehicle for excellence, perfection, development
 Work is social behavior – leads to partnerships
 Work leads to participatory decision-making, team dynamics, consultation, participation
 Work, source of unity in diversity
 Participation in profits and ownership
 Collaboration vs. competition, emulation, team performance, fair play
 Gender issue
 Voluntary sharing vs. laws and regulations = benevolent attitude
 Work reduces social injustice and extremes in wealth and poverty

Nature of Human Being

 Dual nature : material, physical and spiritual


 Survival no longer objective of work
 In information, knowledge-based society, work fosters personal growth, spiritual
development of collaborators & managers, provides desirable environment in which
one’s potential may be realized
 Work focused on service to others & society contributes to meaningful life, within and
outside the enterprise

Spiritual in Workplace

 Happy, collaborative
 Opportunities for personal growth
 Characterized by « human » or « spiritual » qualities, such as honesty, trustworthiness,
truthfulness, respect, caring
 Fosters rich personal relationships
 Corporate culture - corporate soul?

Knowledge, skills, attitudes & values

Sense of responsibility and direction


Cultural understanding, open-mindedness
Ability to work in groups and teams
Creativity and innovation – turn ideas into reality
Adaptability and flexibility, organic, holistic, systemic approach
Balancing the rational and the intuitive, work and play, blending qualities & aptitudes of
men and women
Tolerance – fringe activities – failure – assumed risks, survival of companies in rapidly-
changing, complex situations

Values and Ethics

 1) Universal values 2) Corporate specific values


 Trustworthiness - a fundamental value
 Integrity
 Unity & cohesion
 Respect and dignity
 Justice, equity, fairness
 Service and humility
 Stewardship

Why practice values?

 Facilitates operations, acts as lubricant


 Companies with effective values attract, retain, motivate collaborators regarded as a
knowledge based human capital critical for success and survival
 Increases customers’ loyalty insurance
 Collaborators & suppliers when treated with respect to source of ideas, valuable
information, multipliers of creative capacity
 Renders teamwork more effective
 Enhances quality through motivated collaborators
Purpose of Work

The purpose of Work Program provides jobs for graduate students with financial need, allowing
them to earn money to help pay education expenses. The program encourages community service
work and work related to each student’s course of study.

Work Schedule

The college understands that your academic studies are top priority.
 Let your supervisor know in advance of your academic schedule.
 Provide enough notice when you need additional time away from your duties for studying
or taking tests.
 Remember that your job duties are necessary to the department that hired you.

Breaks & Lunches

 15 minute paid breaks are allowed for every 4 hours of work.


 Breaks cannot be at the beginning or at the end of a shift or be used to take time off of
work with pay another day.
 Lunch breaks are unpaid and can be taken within your shift provided arrangements are
made with your supervisor.
 Lunch breaks should be worked into a schedule which is 6 hours or more in length.
Dress and Appearance

When you are at work, you are a representative of the college and are expected to present a
positive and professional appearance. Your dress and appearance should not be a distraction to
those with whom you work, and it should be within acceptable standards of health, safety, and
public contact set by your supervisor. Some departments or areas have dress and appearance
standards consistent with their functions. It is your responsibility to speak with your supervisor
regarding the dress code of your unit.

Good Customer Service

 Greet customers with enthusiasm.


 Recognize the presence of a customer immediately.
 Make information as easy as possible for each customer.
 Know the services and products your office provides.
 Make a good first impression.
 Always ask appropriate questions to clarify what the customer is looking for.
Don’t jump to assumptions.
 Don’t be afraid to ask a supervisor for help if you are having difficulty with a
customer.

What to Remember

 This appointment is jobs that can enhance your skills and make future employers
take notice of your experience.
 Report to work on time. If you are going to be late or are sick, call prior to your
shift and speak with your supervisor.
 Respect the office needs and customer service goals.
 Take personal business outside of your working hours or while on break. This
includes phone calls, emails or internet surfing.
 Be compliant with university and department guidelines for confidentiality of
department documents. You may be asked by your department to sign a
confidentiality statement.
 Homework during working hours is not allowed.
 Timesheets need to be submitted every other week to your supervisor. Check with
your supervisor for the exact time and day to submit your timesheets.
Self-Check 1 Written Test

Name: __________________________ __ Date: __________________________


Time started: _______________________ Time finished: ____________________

Directions: Answer all the questions listed below carefully. Give brief explanation as much as
possible.

1. What is work? Give at least five basic definitions/logics related to the real environment.
(5 points)
2. What are the natures of human being? (3 points)
3. What is the effect of spiritual attitude in a work environment? (3 points)
4. What is Knowledge, skills, attitudes & values in relation to work? (5 points)
5. What is work ethics? (3 points)
6. What are the values of ethics in the workplace? (3 points)
7. Why we practice values in a workplace? (3 points)
8. What is the purpose of work for a human being? (3 points)
9. What it mean by good customer service? How it is related to work ethics? (5 points)

Note: Satisfactory rating - 17 points Unsatisfactory - below 17 points


LO2: Apply work values/ethics

Introduction Learning Guide

This learning guide is developed to provide you the necessary information regarding the
following content coverage and topics: -

 Work values/ethics

This guide will also assist you to attain the learning outcome stated in the cover page.
Specifically, upon completion of this Learning Guide, you will be able to: -

 identify work values/ethics/concepts


 apply ethical concepts in the real work
environment
 improve Personal behavior and
relationships with others
 identify and utilize company resources
effectively

Learning Activities

1. Read the specific objectives of this Learning Guide.

2. Read the information written in the “Information Sheets 2 - 13”.

3. Accomplish the “Self-check” in page 14.

4. If you earned a satisfactory evaluation proceed to LO3. However, if your rating is


unsatisfactory, see your teacher for further instructions or go back to Learning Activity #2.

5. Submit your accomplished Self-check. This will form part of your training portfolio.

6. Ask your instructor for further explanation if you faced problems.


7. You can ask your teacher for a copy of the correct answers.

Information Sheet-2 Work values/ethics

Ethics and Social Responsibility

Ethics are talked about frequently and addressed in the news when unethical decisions are found.
Sadly, people do not hear about ethics when others are engaging in ethical behavior on a daily
basis. Keep in mind that things that are not illegal may be unethical. Ethics are an individual
belief system that consists of knowing what is right and wrong. Ethics can vary person to person.
Ethics is in part analyzing decisions, beliefs, and actions.

Within the business context, businesses are expected to have good ethical values and act socially
responsible. The problem is that the ethics of a business is a mixture of individual sets of ethics.
This is why it is important to have good individuals as employees. It is also equally important
that when you go to work somewhere that you feel like you share the values of those you work
with. Ethics is not just talking about the right thing. It is doing what is right in every decision that
is made.

Social responsibility can be an example of ethical behavior. It is enhancing society in general.


However, a business can’t afford to go around doing good deeds if there is no potential payoff. If
the business were to loose too much money, then it would cease to exist, hurt customers, and
leave employees jobless. There are some that argue that social responsibility is shown only when
companies go beyond what is optional, and really intend to create a benefit for others besides the
company. Additionally, some companies may not benefit from some forms of social
responsibility. These businesses should focus on what they do best as a business and give back
what they can. Examples of socially responsible behavior range from projects that raise money
for research on diseases, raising money for the needy, requiring workers to volunteer within the
community, recalling products that may be dangerous, promoting recycling, and offering free
services to the disadvantaged.
There are innumerable ethical dilemmas that may arise in a business setting. Some of them are
more obvious while some of them are more obscure. There is a simple basis that helps keep
decisions in perspective. Businesses should operate in a manner that is legal, profitable, ethical,
and within social norms. By being within social norms means that you need to use society to
gauge if your decisions are appropriate. Some cultures would define what is ethical differently
from other cultures. Due to the fact that all businesses need to be profitable, sometimes there is
an over emphasis on making more money. Social norms should govern what is appropriate to
compensate individuals as well as to charge customers. Profit expectations and goals should not
require a business to cut corners in an unethical way or to misrepresent or twist facts.

Then where do ethics come from? People begin to develop their internal beliefs from the time
they are small children. Factors such as the conditions that an individual grows up in affect the
way that they see the world. For example if a child was raised in a household with a lot of
violence, they might feel that fighting is okay. The beliefs of the peers around you may influence
how you see things. It is human nature to want to belong and some are more apt to give into peer
pressure. People have a lot in common with their peers due to similar values in the first place.
However, it is hard to find two people that feel exactly the same about every situation. Some
people would feel that if they found money that they should be able to stick it in their pocket and
keep it. Others would feel as if they should take it to the lost and found area. Keeping money that
you find on the ground in a public place is not illegal, but some people would not be able to
benefit from a situation while the person who lost it could be potentially found. Powerful
situational factors may cause people to compromise their values and resort to measures that they
would not normally take. If someone is having financial problems, then they are more likely to
steal. An individual that is very angry with another person may have a hard time being objective
and fair.
Then why do people engage in unethical behaviors? Many people feel that they won’t be caught.
An employee that steals a few dollars out of petty cash may eventually result to taking large
amounts of cash if they are never caught. Someone with lots of authority may feel like they can
cover their tracks by lying to subordinates. Some people are unethical because they can justify
what they are doing. If an employee sees other people not being punished for unethical behavior,
then they may feel like they should be able to do it to. Some individuals make a poor choice and
instead of coming clean about it feel the need to make more choices to cover it up. Once bad
decisions are made, they tend to get worse until they are eventually caught. The biggest reason
people are unethical is because they feel that they can gain from it, or that they need to hide
something that can hurt them.

There are many things that an organization can do to facilitate good ethical behaviors. One of the
best things to do is to make sure that the underlying culture of an organization promotes strong
values. People should not be punished for coming forward with problems. As a matter of fact,
workers should be allowed to communicate problems anonymously. Some organizations have a
phone number to call or a suggestion box. Always allow employees to share any ethical concerns
with authority above them when there are ambiguities about the right thing to do. Include a code
of ethics as a written document for employees to read. Develop brochures, mission statements,
and other media that express the company beliefs. Higher authorities within the organization
should possess the beliefs and demonstrate the values that they want to see their employees have.
Another method for implementing ethical conduct is to make sure that unethical conduct can’t
occur. The ability to safeguard resources is an important function of internal controls. Examples
of internal controls are to make sure that more than one employee works with cash and
accounting related materials. This way there is more than one person who knows what is going
on and can identify theft. Other methods are to require signatures, to lock up valuables, use
security cameras, have employees rotate jobs, and randomly check employee work. The more
secure your business is, the less likely that individuals within the organization will make
unethical decisions.

What are Values and Ethics?


In describing values and ethics there are numerous terms with overlapping meanings; such as
values, ethics, principles, morals, fundamentals and virtues. Halstead and Taylor (1996) define
values as ‘principles, fundamental convictions, ideals, standards or life stances which act as a
general guide to behavior, or as a reference point in decision-making, or the evaluation of beliefs,
or action’. This definition is particularly useful for the discussion of this paper as it highlights
that values reside both with the individual, in that they carry particular stances throughout the
different facets of their lives, as well as with the social presenting a generally accepted guide to
conduct. A co-op student engages with the values and practices of the workplace through an
interpretive lens shaped by the histories, dispositions and personal values developed over their
lifetime. Discussion of ethics have a tendency to be more centered on moral values with a greater
focus on the application or outcomes of adherence to such moral value systems (Buckeridge,
2002). In practice, ethics is essentially concerned about what is right or fair, and focused on what
we ought to do (i.e. actions) rather than describing (Preston, 1996). As Almond (1999) contends
that if morality is judging what is good and right then ethics is the reasoning behind such
judgment.

Organizational Values and Work Ethics

Objectives

From this unit you will be able to appreciate and understand

 significance of values

 values in terms of organization

 significance of work ethics

 role of corporate governance and ethics

Structure

1 Introduction
2 Vision
3 Values
4 Values and Attitudes
5 Adherence to Core Values
6 Value Actualization
7 Globalization and Core Values
8 Work Ethics
9 Corporate Governance
10 Corporate Governance and Business Ethics

Work values/ethics/concepts

 Commitment/ dedication
 Sense of urgency
 Sense of purpose
 Love for work
 High motivation
 Orderliness
 Reliability and dependability
 Goal-oriented
 Sense of responsibility
 Being knowledgeable
 Loyalty to work/company

 Sensitivity to others

 Compassion/caring attitude

Introduction

Values provide a framework for making choices between desirable and undesirable responses.
Values also refer to priorities that an individual assigns to multiplicity of goals. It thus provides
direction to and determines intensity of individual responses. Stronger the value system more
intense will be the action in pursuit of that value. In order for organization to achieve unity of
action amongst diverse employees it is imperative for them to articulate core values and seek
adherence to those values by individuals. The core values of an organization are derived from the
vision and expectations of strategic stakeholders.

As organizations struggle to survive in a highly uncertain and turbulent environment, they have
no option but to carve out a space for themselves in the global economic order. Organization
cannot longer afford to remain passive recipient of environmental forces; instead their sustain
growth will depend on becoming active agents in trans-forming the environment to make it
conducive to give expression to their ideas and intentions. It is these compulsions that have led
most organizations to develop vision and articulate a set of values providing focus to their
responses to the demands of internal and external stakeholders.

Vision

Vision provides a conceptual framework for understanding organization purpose; it serves as a


guiding philosophy defining the core values and beliefs that drive the organization. It usually has
emotional appeal that is inspirational and enduring. A vision statement defines the perpetual
purpose of the organization that is relevant and applicable for all times rather than describing
what the organization currently does.

Vision incorporates different aspects of purposefulness of the organization such as customer


orientation and employee focus, it outlines standards of excellence for the organization and
delineates organizational competencies.

The vision statement serves as an anchor and provides unified direction and focus organization to
survive in an increasingly turbulent environment. An exciting, challenging and excellence
centered vision gives a sense of pride to the organization members as they are able to identify
themselves and work towards the attainment of the overall objectives of the organization.
Values

Values are derived from the basic assumptions held by a group of people about themselves,
others and the world. Rockeach (1973) defines values as "a specific mode of conduct or end-state
of existence is personally or socially preferable to an opposite or converse mode of conduct or
end-state of existence." Values provide a framework enabling individuals to prioritize their
actions, make a choice of options, determine preferred ways of responding and distinguishing
between desirable and undesirable response. Values thus affect all our decisions and actions and
have a self prophetic impact on our being. Given its significance, it is obvious that unity of
action amongst employees towards the common purposes of the organization cannot be achieved
unless they adhere to a common set of values.

Values operate at least at three levels: individual, socio-cultural and organizational levels.
Individuals belonging to the same socio-cultural milieu may differ in terms of their value system.
At individual level, value tends to differ in, term of their importance and intensity. Every
individual therefore develops a hierarchy of values.

Socio-cultural value systems are derived from the basic belief about the nature of society and its
relationship with environment. It has its historical roots in cultural traditions of the society and in
its triumphs and trials. Likewise organizations designed by people develop their own value
system arising primarily cut of compulsions to survive as a viable entity.

Values and Attitudes

Values are expressed in terms of attitudes which in turn provide direction to one's responses. For
example, a Professor who believes strongly in the work ethic will tend to express attitudes
towards a student and methods of studies as a means of reflecting this value. It is not uncommon
to hear managers making statements such as "there is no substitute to hard work in this
organization. It is the hard work which has helped the organization achieves new heights
everyone is expected to follow this ethics.”

In pre-liberalization era, value system in organizations grew primarily out of the societal value
system making the organizations microcosms of larger society. In the current and emergent
scenario, organizations need to make deliberate choice with regard to developing value systems
which would enable them to gain and maintain competitive edge. Most organizations therefore
articulate core values such as quality, customer satisfaction, environmental protection,
employees’ development, human dignity and respect, technological development, social
responsibility, etc.

Core values that organizations seek to pursue may be at variance with the societal value system
as also the value profile of individual employees as organizations expand their activities across
rational and regional boundaries.

Adherence to Core Values

Most organizations articulate certain core values that must be adhered to by the employees.
Identification with these values by the employees is significant as it becomes a substitute for
sacrifices made by them by virtue of their membership in the organization. Employees learn to
accept these values and start believing that the organization will not do anything that would hurt
them. The personal costs of working long hours, meeting strict deadlines and the like are
overcome by adhering to higher human values such as serving the community or the society with
high quality products and services.

Value Actualization

Core values developed by the organization must be internalized by organization members so as


to bridge the gap between value system of the individuals and the collectivity. In the absence of
conscious effort to develop shared value system, the employees will continue to adhere to their
archaic value system derived from the old assumptions, or by the pre-dominant value system
prevalent in their social cultural milieu. In either case, the organization will not be able to
optimally channelize the energies and efforts of its members towards purposive action.

Although organizations have been quick to realize the significance of value driven responses,
and have thus articulated their core values, adherence/internalization of those values on the part
of the employees still remains an illusion. Because of abstract nature of values, employees often
find it difficult to give concrete shape and translate the values in their day to day activity, divided
as they are along the lines of function, hierarchical levels, nature of product and services'. It is
advisable therefore within the overall framework of the corporate value system, every
department, every function and identifiable product or service group must develop operational
values relevant to the demands of their task and their respective contexts.

Globalization and Core Values

One of the challenges faced by organist ions functioning in the global economy is to maintain its
core values despite the differences in respective local cultures in areas of its operation. The
organization’s core values may not be congruent with the existing societal value system thereby
necessitating special drive in upholding its core values. For example, most multinationals
working in India will have service orientation as an important core value that they attach
importance to. However, in India due to the legacy of the bureaucratic regime and state
controlled economy, service orientation as a value is not attached the same importance as is
required in a globally competitive environment.

Work Ethics

The protestant movement in Western Europe together with replacement of feudalism by


capitalism highlighted the importance of work ethics with focus on improvement in productivity
and efficiency of employees in formal organizations. It was believed that productivity
improvement in organized sectors of economy was for the common good. Word ethics thus was
seen as a natural consequence of capitalism and individualism. Contrary to the dominant Western
cultures, Oriental cultures focused on work ethic in a non-individualistic setting. This notion of
work ethic was derived from the joy of communal activity (Kautsky, 1906; Brenkert & Cambell
in Simmonds, 1985). The Indian culture gives expression to work ethics in the Bhagavad Gita
which enumerates the virtues of work and action as an affirmative step against inaction and
alienation, and also condemns the magical ritualism of the earlier societies (Chattopadhyaya,
1989).

Ethics influences most of the managerial decisions and internal and external activities of an
organization. While ethical behavior includes good, right, just, honorable, and praise-worthy
behavior, unethical behavior is behavior judged to be wrong, reprehensible, or failing to meet an
obligation. Work ethics is no longer confined to efficiency and productivity improvement but
encompasses a wide range of behavior associated with managerial roles in organizations. Work
ethics therefore has to be broadly seen in the context of organizational ethics. Organizations are
experiencing pressures both from the government and public to become transparent in their
dealings with and accountable to various stakeholders like the public, the government,
customers, and the employees. On the other hand, there is compulsion on the part of the
organizations to maintain high level of efficiency, productivity and competitive edge for their
sheer survival.

Corporate Governance

Corporate Governance is the need for transparency, social accountability and social
responsibility. Effective corporate governance requires a clear understanding of the respective
roles of the board and of senior management and their relationships with others in the corporate
structure. The relationship of management with stockholders should be characterized by candor,
their relationships with employees should be characterized by fairness, their relationship with the
communities in which they operate should be characterized by good citizenship and their
relationship with the government should be characterized by a commitment to compliance.
A good corporate governance structure is a working system for principled goal setting, effective
decision-making and appropriate monitoring of compliance and performance. Through such a
vibrant and responsive structure, the management can interact effectively and respond to
changing circumstance, within a framework of strong corporate values.

Corporate Governance and Business Ethics

Corporate Governance is attracting the concern of investors and the public in general. There is a
need for transparency, social accountability and social responsibility. Organizations are required
to comply with legal requirements, ensure respect for people, communities and the environment.
An example of such an initiative is of an NGO called Parivartan who has decided to promote
openness in government. It empowers the citizens to access government files through incredibly
simple mechanisms of filling a form and submitting it to the department concerned.
Self-Check 2 Written Test

Name: __________________________ __ Date: __________________________


Time started: _______________________ Time finished: ____________________

Directions: Answer all the questions listed below carefully. Give brief explanation as much as
possible.
1. Is social responsibility an example of ethical behavior? Yes □ No □ (1 point)

2. Do organizations need to have a clear statement of vision, and values? What purposes do
they serve? (2 points)

3. What do you understand by the term values? How do values shape the behavior and attitude
of an individual? (3 points)

4. The changed business scenario has necessitated a shift in the value orientations of individuals
and organization. Outline the various factors that demand such a shift. (2 points)

5. What steps should organizations take to internalize their core values? (3 points)

6. Collect instances of value conflicts and management of ethics in folk tales, mythology and
legends. Establish relevance of all or some of these in your current work setting. (3 points)

7. Bring out differences, if any, between work ethics and organizational ethics. Why is it
necessary for organizations to have a set of ethical standards? (3 points)

8. How does organizational ethics affect managerial decision making? Recall situations in
which you faced ethical dilemma in taking decisions? How did you resolve those dilemmas?
(3 points)

9. What is corporate governance? How does it enable organizations to adhere to business


ethics? (2 points)
Note: Satisfactory rating - 12 points Unsatisfactory - below 12 points
LO3: Deal with ethical problems

Introduction Learning Guide

This learning guide is developed to provide you the necessary information regarding the
following content coverage and topics: -

 Ethical problems

This guide will also assist you to attain the learning outcome stated in the cover page.
Specifically, upon completion of this Learning Guide, you will be able to: -

 identify and put solution for ethical


problems

 report and resolve work incidents/


situations

Learning Activities

8. Read the specific objectives of this Learning Guide.

9. Read the information written in the “Information Sheets 2 - 6”.

10. Accomplish the “Self-check” in Page 7.

11. If you earned a satisfactory evaluation proceed to LO4. However, if your rating is
unsatisfactory, see your teacher for further instructions or go back to Learning Activity #3.
12. Submit your accomplished Self-check. This will form part of your training portfolio.

13. Ask your instructor for further explanation if you faced problems.
14. You can ask your teacher for a copy of the correct answers.

Information Sheet-3 Ethical problems

The following are some of the ethical problems that have a negative impact on the value of work
activity.

 Sexual intimacy with clients

 Libeling or slandering a client

 Sharing confidences without compelling professional reasons

 Assaulting, causing physical injuries, or placing clients in danger

 Discriminatory practices

 Withdrawing services precipitously (abandoning a client)

 Failure to warn and protect the victim of a violent crime

 Failure to exercise reasonable precautions with a potentially suicidal client

 Violent

 Gambling
 Vandalism
 Black mail
 Sexual harassment
 Falsification
 Bribery

How do I resolve ethical problems?

 The first step is recognizing the problem and identifying the source of the conflict.

 You also must keep all parties informed of your legal and ethical obligations.

 Engage clients or involved parties in dialogue, and brainstorm the “best” course of action.

 Make sure you are constantly keeping in mind the mission of the profession and

 Observing the client’s right to self-determination.

 If you are still unclear about what to do, discuss the situation with your field instructor.

 Protect the identity of the client if necessary, and present the situation as a “hypothetical”
case if you need external help.

Top 10 Work Ethics

 Attendance  Organizational Skills

 Character  Communication

 Team Work  Cooperation

 Appearance  Respect

 Attitude

 Productivity
Common Reasons Why Employees are fired

1. Being late or absent from work: Shows lack of responsibility hinder productivity

2. Being dishonest: trust, once lost, is hard to regain

3. Being unreliable: dependability is an employee asset

4. Abusing drugs or alcohol: can create health/safety issues

5. Bossing others around: giving orders is the boss’s job

6. Not carrying your weight: not doing your part – relying on others to do your job for you

7. Dress Code: this can be a safety issue as well as a disregard for rules (Remember that you are
a representative of your company how you dress and act can reflect on the company)

8. Being troublemakers: stirring up dissent among others causing arguments and problems

9. Being rude and using abusive language: inappropriate behavior is inexcusable

10. Failing to do the task properly: costly errors hurt business

11. Being lazy: it’s a form of theft

12. Being careless: can lead to accidents/profit loss

13. Loosing Tools & Materials: unable to locate things

14. Lack of Time Management: not meeting deadlines

15. Unprepared: not ready for meetings or presentations

16. Failure to communicate (written and/or verbal)

 Unable to properly express ones thoughts and ideas

 Unable to interpret instructions and directions

17. Not getting along with others: co-workers, boss, and/or customers

18. Failing to follow rules and policies: not following instructions “Doing your own thing”

19. Being disrespectful: argumentative and confrontational

20. Making fun of, harassing, or discriminating against others: this could also land in court!

21. Incompetence: lack of ability to perform assigned tasks


Positive Actions to take if you’re fired

 Correct your faults, move forward

 Don’t repeat your mistakes, learn from them

 Think positively about your next job

Company Policies and Procedures


 Policies:

• Describe the “What,” the “Who,” and the “Why”

• Are a predetermined course of action established as a guide toward accepted


business strategies and objectives

• In a nutshell, “policies are guidelines dictated by executives and/or extracted from


regulations”

• NOTE: Other policy types could include public policies or institutional policies
(not covered here)

 Procedures:

• Describe the “How” and are generally methods by which policies are
accomplished.

• Are a combination of one or more business processes

• Identify the people, places, processes, forms, and actions necessary to carry out
one or more policies or to support or influence other procedures

• NOTE: Procedures that address a single process such as how to complete a form
or cash a check are often referred to as “Desktop Instructions” or “Work
Instructions”

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Self-Check 3 Written Test

Name: __________________________ __ Date: __________________________


Time started: _______________________ Time finished: ____________________

Directions: Answer all the questions listed below carefully. Give brief explanation as much as
possible.

1. Write at least five ethical problems that affect the value of work. (5 points)

2. How a person having ethical problem can solve his problem? (5 points)

3. Write at least five work ethics from the top ten. (5 points)

4. Write at least ten reasons for an employee to be fired from a company or an organization. (10
points)

5. What is your immediate action after you fired from an organization due to your ethical
problem? (5 points)

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Shegaw and Engdawork Author: Electrical/Electronics/Bio-Medical Department
Note: Satisfactory rating - 15 points Unsatisfactory - below 15 points

LO4: Maintain integrity of conduct in the workplace

Introduction Learning Guide

This learning guide is developed to provide you the necessary information regarding the
following content coverage and topics: -

 Maintain integrity of conduct in the workplace

This guide will also assist you to attain the learning outcome stated in the cover page.
Specifically, upon completion of this Learning Guide, you will be able to: -

 maintain integrity of conduct in the


workplace
 create personal work practice and value
 give instruction to co – workers

 get company values/practices

Learning Activities

15. Read the specific objectives of this Learning Guide.

16. Read the information written in the “Information Sheets 2 - 5”.

17. Accomplish the “Self-check” in Page 6.

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Shegaw and Engdawork Author: Electrical/Electronics/Bio-Medical Department
18. If you earned a satisfactory evaluation proceed to LAP Test. However, if your rating is
unsatisfactory, see your teacher for further instructions or go back to Learning Activity #4.

19. Submit your accomplished Self-check. This will form part of your training portfolio.

20. Ask your instructor for further explanation if you faced problems.
21. You can ask your teacher for a copy of the correct answers.

Information Sheet-4 Integrity of Conduct in the Workplace

Conduct in the Workplace

Our behavior within the workplace can contribute positively to creating a productive and
harmonious environment in which company staff can be inspired and achieve their full potential.
However, when behavior is inappropriate or dysfunctional it can have serious consequences on
productivity, job satisfaction and on the physical and psychological well being of staff. The
company Code of Conduct sets out the behavior or conduct expected of all staff of the company
whether they are on company grounds or representing company elsewhere. All members of the
company community have a duty of care to each other and must comply at all times with the
Code. The company aims to prevent and minimize behavior which may adversely affect the
harmony of the workplace and/or cause harm or injury to others.

Principles of Workplace Conduct

The Code of Conduct describes how staff of the company should treat other members of the
company community. In summary, the Code requires that staff model professional behavior and
standards of conduct and therefore behave:

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Elements of the Code are elaborated further within other company policies and instruments
including:
 Equal Opportunity Policy
 Prevention of Harassment Policy
 Acceptable Use of Information Technology Facilities Policy
 Environment Health and Safety Policy and Vice-Chancellor’s Directives on Environment
Health and Safety Responsibilities
 Policy on Reporting Corrupt Conduct, Maladministration and Serious and Substantial
Waste within the company

Behavior or conduct which is not consistent with the Code is unacceptable and will not be
tolerated at the company. Staff, supervisors and managers have a responsibility to take action in
relation to unacceptable behavior.

Reports or complaints of unacceptable behavior will be taken seriously by the company and
handled in a confidential, impartial and fair manner, taking into account the principles of
procedural fairness. The company is obliged to take action when it becomes aware of
unacceptable behavior which may have an adverse affect on the well being of staff. Such action
may include disciplinary action under the relevant collective agreement.

Unacceptable Workplace Behavior

Unacceptable workplace behavior is inconsistent with the behavior described in the Code of
Conduct. Differing social and cultural standards may mean that behavior that is acceptable to
some may be perceived as unacceptable or unreasonable to others. In determining whether
behavior is unacceptable or unreasonable, consider what a “reasonable person” would judge to
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Shegaw and Engdawork Author: Electrical/Electronics/Bio-Medical Department
be unacceptable or unreasonable having regards to the circumstances. The information below
provides further guidance on what is unacceptable workplace behavior in a company.

Examples of Unacceptable Workplace Behavior

Behavior which would be considered unacceptable at a company includes (but is not limited to)
the following:
 Aggressive or abusive behavior such as threatening gestures or actual violence or assault
 Verbal abuse (for example, yelling, screaming, abusive or offensive language)
 Being under the influence of illicit drugs or impaired by alcohol
 Unsafe work practices or behavior which may harm the staff member or others
 Bullying, harassment or intimidation
 Stalking
 Unwelcome physical contact including that of a sexual, intimate or threatening nature
 Teasing, name calling or ridicule or making someone the brunt of pranks or practical
jokes
 Withholding approval for or denial of requests maliciously, discriminatorily, unfairly or
without basis
 Excluding or isolating individuals
 Undermining performance, reputation or professionalism of others by deliberately
withholding information, resources or authorization or supplying incorrect information
 Malicious or mischievous gossip or complaint
 Abusive or harassing notes, emails, telephone calls, text messages, etc during or after
working hours
 Belittling opinions or unreasonable and unconstructive criticism
 Offensive gestures and behavior
 Stealing or misuse of the company resources
 Viewing inappropriate images or pornography in hard copy or electronically

Authorities and Accountabilities

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All staff is accountable for ensuring that their behavior complies with the company’s Code of
Conduct and other instruments.

Supervisors and managers have a responsibility to prevent or minimize inappropriate behavior in


the workplace and to take action to resolve reports or complaints.
Staff of the Human Resources Unit and Equity and Diversity Unit has a responsibility to provide
staff, supervisors and managers with assistance, advice and support.

Self-Check 3 Written Test

Name: __________________________ __ Date: __________________________


Time started: _______________________ Time finished: ____________________

Directions: Answer all the questions listed below carefully. Give brief explanation as much as
possible if needed.

6. Behavior in the workplace can create a productive and harmonious environment. (2 points)

A) True B) False

7. The Code of Conduct describes how staff of the company should treat other members of the
company community. (2 points)

A) False B) True
8. Write at least five model professional behaviors and standards of conduct in a workplace. (5
points)
9. Write at least four basic elements of the company code policies and instruments to create a
better work environment. (4 points)

10. Unacceptable workplace behavior is consistent with the behavior described in the Code of
Conduct. (2 point)

11. Write at least five examples of unacceptable workplace behavior or conduct that affects the
work place relation. (5 point)

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Shegaw and Engdawork Author: Electrical/Electronics/Bio-Medical Department
Note: Satisfactory rating - 10 points Unsatisfactory - below 10 points

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Shegaw and Engdawork Author: Electrical/Electronics/Bio-Medical Department

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