Statement Of Ethical Standards For Employees

A code of ethics is a set of guidelines that are designed to set out acceptable behaviors for different profession it is also necessary in order to maintain instruction and guidance for professionals working in collaboration with other professionals. The codes of ethics for counselors, psychologists, social workers, and human service professionals are different in comparison to each particular profession. They are similar because they all encompass the same values such as being honesty, accountability, fairness, respect and avoiding conflicts of interest.

The board carries out the duties in regard to the interest of the companies’ shareholders, staff,

In any organization the personal and professional relationships between board of directors, CEOs, management and staff play a critical role in how effectively an organization’s operational goals and objectives will be fulfilled. Personal relationships between the board of directors and CEOs can be especially problematic when personal perceptions and emotions are influencing decisions of the organization. Singleton and Nail (1986) indicated in some situations professionals are able to handle business and personal relationships with the same individuals while others see the relationships as dichotomous. Board members that are family or long-time personal friends can create personal bias based on incentives to individual members rather than pursuing the best interest of the organization.

Because of the complex nature of nursing there are plenty of opportunities to question ethical, moral, and legal standards. Marquis and Huston (2015a) described these opportunities as results of the expectation of nurses to meet the needs of patients, physicians, and the organizations they serve while still maintaining the values and morals the nurses have established for themselves (Marquis & Huston, 2015a). Teleological frameworks that focus on the overall benefit of those involved and deontological frameworks like duty-based reasoning, rights-based reasoning, and institutionist framework play a part in decision-making in nursing. Marquis and Huston also described some recent frameworks including ethical relativism, where decision makers involve what they perceive as right, and ethical universalism, which represented the concepts that are the foundation of the ANA Code of Ethics and Professional Standards (Marquis & Huston, 2015a).

Within my own career, I plan to follow certain core ethical values as a mandatory requirement. In my personal life, I have dealt with a lot of negative people or situations, which have left me with a positive outcome; I have learned what NOT to do or who NOT to be.

I would agree with you that a set of Ethic guidelines or Code of Ethics should be developed to compliment HIPAA. Providing health information about anyone is such a violation of privacy, but adding the fact these people are in the public eye makes it even worse. Do you think the employees were paid to release the information? Do you think the employees who leaked the information should be fired or retrained?

There are many ethical standards that Human Service professionals must follow. Author Steve Wood (n.d) represented the website “Ethical Standards for Human Service Professionals,” that provided many standards that are to be followed by human service professionals. The first standard listed is to build community and client strength (Wood, n.d). In addition, the standard is listed to be biased and ensure that professionals are not imposing their own values (Wood, n.d). There were 44 standards that was listed for professionals in the human service field. The five scriptures that related to how to treat others and care for others begins with 1 Corinthians 16:14 says, “Let all that you do be done in love” (English Standard Version). This is true,

By direction of the board, a foundation’s top executive staff person (titled CEO for this discussion) manages all aspects of the organization. CEOs typically oversee the foundation’s money, time and human resources and act as a liaison between the board and staff. Rather than keeping the CEO in a strictly managerial position, some boards award them a role in governance as well, offering the CEO full membership—and in some cases, voting rights—on the board. CEOs who sit on the board hold a position of great privilege but also great responsibility. With an equal voice at the board table, CEOs can enjoy more stature and influence among board members. Yet, at times, they may feel conflicted between the two

“Kenny Boy” did not serve as a useful foil or overseer of his own CEO actions, as a good independent Chair of the Board should. The inherent conflict of interest in being CEO and Chair has led to increasing separation of these functions as a measure of good governance, and some jurisdictions are requiring it. For example, Lay’s handling of the Sherron Watkins whistle-blowing letter showed either brilliance or evidence of incompetence on conflict of interest matters. He asked the lawyers who advised on the creation of the SPEs if what they had done was all right.

This precept declares that the members of the Board must act in the best interest of the organization ahead of themselves. Some professional firms have requirements of staff that they sit on a nonprofit Board; these constraints put employees in a bad position because they may be in danger of breaching the loyalty duty by joining the Board as a means to appease their employer and/or advance in their particular field.

The policy should also include how the board members disclose their personal and financial interests and how they should deal with gifts or other incentives made to them in the course of their role on the Board. All Board Directors can declare all material facts or Financial Interests1 concerning the existence and nature of a potential Conflict of Interest and the relationship of any ‘Interested Director’.

The code of ethics and conduct is a written set of rules and regulations that provides guidance to employees of an organization on how to conduct themselves and carry out their duties in line with the organization’s principles. The code of ethics and conduct is also be backed up by suitable disciplinary actions. A code of ethics and conducts helps employees deal with ethical issues and other gray areas that they face as they execute their daily activities. An effective code of ethics and conduct is required for an organization to run smoothly and maintain a positive image. Having an ineffective code of ethics and conduct is almost like having none.

ICF Competency 1: To be able to comply with the guidelines of Ethics and Standards of the Profession.

A powerful leader shall make certain they do no harm to those underneath their leadership. They are considering ethics in the way they conduct their behavior. Authors Jennifer Newman and Darryl Grigg, psychologists and directors of Newman & Grigg Psychological and Consulting Services Ltd. Affirm “Leaders who understand they are in positions of authority — and that with authority comes with the responsibility not to harm people — will be most effective” (1). Ethical behavior results in higher morale in the workplace and less risk of unethical conduct.

The focus of modern economics has placed an increased emphasis on how companies treat employees. This emphasis has been especially notable in the Omaha metropolitan area as firms have taken to utilizing reduction in force procedures in effort to reduce operating costs thereby increasing profits. While reduction in force proceedings have a grave effect on local economies, there are other situations where employee terminations are contemplated as means of discipline for noncompliant workers. What is truly unfortunate is that employee termination is often an early consideration for both economic hardships and employee disciplinary actions when other alternatives may be available. This commentary is often driven by the stockholder theory