Topic 1. Professional ethics: concept and essence

How to show your employer that you are a responsible employee, loyal to the company and love your job? There are seven possible strategies.

Surely you have seen in job descriptions in good companies that the professional ethics of the applicant are important to them. Then, after hiring, how important the work ethic of employees is, how important it is that they contribute to achieving the company's mission.

But what lies behind that mysterious phrase—“work ethic”—remains a mystery. Is this a personal character trait of the employee or an accepted standard of behavior in the organization, without following which it is impossible to benefit it?

Why are ethical principles needed?

First reason

The work of an HR manager is related to human relations. We are the face of the company. If our attitudes do not coincide with what our organization explicitly or implicitly wants to tell the world, candidates and other employees feel it. The subconscious perceives any discrepancy between the external and internal as something alien and even repulsive.

Example 1

One IT company hired a woman, a specialist with many years of recruitment experience, as a recruiter. At previous places of work, she was able to select personnel for the most difficult positions. Things didn't work out for the new company from the first days. She competently built a search strategy, made reasonable offers to management regarding the compensation package to candidates, but the vacancies were not filled.

When they began to analyze the personality of the recruiter, it turned out that her values and the values of other employees, as well as her lifestyle, were very different. For example, she flatly refused to use a smartphone, preferring a push-button handset, and did not have a single account on social networks. For Generation Z candidates who never part with their gadgets, this naturally caused confusion.

The company's management made a wise decision: they did not fire the HR specialist. She was transferred to analytical work so that she could develop interesting and truly valuable proposals and lead projects.

On the first line, candidates were met by recruiters who best suited the candidates’ mentality (young people who have no experience in selection, but are able to speak the candidate’s language). But later, when it was necessary to evaluate competencies, the HR manager was included in the selection process.

A professional always tries to choose an organization whose formal and informal values coincide with his own. The question “Which god do I pray to?” every specialist should ask himself from time to time.

The second reason

The second reason is that every profession has a public reputation. For example, sellers of the Soviet era were often spoken of disparagingly as people who were ready to make a deal with their conscience, that is, to embezzle, deceive, and deceive for the purpose of personal enrichment. Trade workers really did this, so they were monitored by the OBKhSS (department for combating the theft of socialist property).

The old proverb “Take care of your dress again, but take care of your honor from a young age” says that it is not easy to create a good reputation. What do HR specialists think? What opinion do managers, candidates, and employees have about them? Are HR people considered popular, friendly, and competent?

This is not abstract reasoning. Taking care of professional reputation is the responsibility of the professionals themselves. Neither candidates nor management will trust the HR manager until he proves otherwise. The fact that the reputation of HR specialists is not at the highest level can be seen if you honestly look at the current state of things and read, for example, forums of reviews about employers. Many users write that they do not understand what recruiters want (they shout with one voice about the staff shortage, but do not respond to resumes). Some complain that they were invited to an interview, talked, and then were not told anything about the results. Someone notes that recruiters give the impression of irritable people, always dissatisfied with something, who cannot be asked about anything or asked a clarifying question.

Middle managers are also not always delighted with HR specialists. Many note the low qualifications of HR managers in managing business processes.

At the same time, HR specialists themselves do not always demonstrate a willingness to improve their skills, believing that they have enough knowledge for their work.

Please note that we are not talking about professional competencies, but about how HR specialists behave and what image they create. And behavior depends on internal attitudes, rules - what is possible and what is not.

Ethical standards apply not from 9 to 18 hours on weekdays, but also at other times.

One can hardly call a good teacher a person who smiles at children at school, and after work looks at them as if they were universal evil.

Third reason

The third reason concerns HR specialists themselves. The ethical system is not only prohibitions and regulations. It also points to the social significance of the profession. Thus, the job of a physician is not simply to provide medical services, but to contribute to the survival and quality of life (in the sense of making it more enjoyable, free from disease and disease) of all humanity. Understanding the social role of the profession is important for the professional himself.

Humans are social creatures, the desire to share and be useful is inherent in our nature. The system of ethics shows what contribution a profession makes to the development of society, which allows each professional to feel part of a special social group. This is a moral bonus, a kind of addition to salary and benefits.

Topic 1. Professional ethics: concept and essence

2.1. Ethics and morals

Ethics (from the Greek e-thika, e-thos - morality, custom) is the doctrine of morality, its origin and development, its principles and norms, the role of these principles and norms in the social and personal life of a person. The term "ethics" was coined by Aristotle (384-322 BC) to refer to practical philosophy, which is intended to answer the question of what should be done in order to perform right moral actions. The most important categories of ethics are “good”, “evil”, “good”, “responsibility”, “duty”, “conscience”.

The term “ethics” denotes a set of principles and norms of behavior characteristic of a given society or a given social group (class, profession, etc.). In this sense, ethics in its content coincides with morality. Morality or morality always expresses in its norms the interests of society or a certain social group, their requirements for behavior and actions of people, thus forming norms of behavior.

Moral theory is usually an integral part of one or another philosophical or theological system. Morality (from the French morale) is a system of ethical

values that are recognized by a person. Morality is the most important way of normative regulation of social relations, communication and behavior of people in various spheres of public life. Ethics as a science generalizes, systematizes and defines moral principles and norms, substantiates provisions on moral relations, moral consciousness, moral responsibility, moral culture of human behavior and their relationships. Ethics is normative in nature, as its purpose is to guide the formation of moral choices. Ethics also contributes to the formation of specific moral opinions in certain specific situations.

Profession (from the Latin professio - I declare my business) is a type of work activity that requires certain training and is usually a source of livelihood.

A profession from a sociological point of view is an organizational group that:

• constantly interacts with the society that forms its form;

•represents social functions through a system of formal and informal relations;

• creates its own subculture that requires regulation as a prerequisite for career success.

Not all professions have the same moral significance. Some of them require special, carefully detailed standards to ensure moral behavior in the professional sphere. These are those professions that directly affect the interests of people, their health and spiritual development, which are especially important for society and therefore require increased responsibility.

Along with the existence of morality throughout society, there are norms of behavior for certain types of professions, which are commonly called professional ethics.

2.2.Professional ethics

Professional ethics is a set of moral rules that determine a person’s attitude towards his professional duty. Professional morality unites people by belonging to a particular profession associated with restricting the freedom of behavior of others. The requirements of professional morality do not directly apply to people of other professions, but should be known to them, since they require a special attitude on their part towards representatives of similar professional classes. Professional ethics is also concerned with moral behavior, but covers a narrower range of issues, considering the ethical characteristics of each profession. The profession acts as a so-called filter, allowing through only what meets the requirements of the standards.

Professional ethics is designed to regulate the moral relations of people in the labor sphere. A society can exist and develop normally if, in addition to legal restrictions,

There are also moral principles on the basis of which this or that professional activity is built.

Professional ethics is implemented through a system of codes of conduct that prescribe a certain type of moral relationships between people and ways to substantiate data

codes. Codes of conduct ensure the conscientious performance of professional activities by a particular professional group. Professional ethics plays a dual role.

From a philosophical point of view, professional ethics is based on universal human moral and ethical principles of behavior, i.e. involves moral issues (what is right and what is wrong). From a social point of view, professional ethics is related to issues of professional self-regulation and control, i.e. designed to control the behavior of representatives of one or another

professions.

Each person lives and works in a certain society, primarily a professional society. This society forms it based on universal human principles and by generalizing the customs that have developed in the life of the professional community. Such ethics are enshrined in a special professional code.

The Code of Professional Ethics is:

• a codified normative act adopted by representatives of a certain profession, which in a systematized form contains binding moral and ethical instructions regulating ethical behavior;

• a set of fundamental moral principles;

• guidance for professional group members representing their professional role.

Codes of professional ethics are not legal acts.

Codes of professional ethics contain moral and ethical standards that regulate a particular professional activity.

The content of the norms is predetermined by the current national legislation, moral principles prevailing in society, professional traditions, and international legal acts. The requirements of codes of professional ethics complement the provisions of legislative acts regulating the activities of representatives of the most important and socially significant professions (auditors, accountants, doctors, journalists, lawyers, lawyers, etc.).

The meaning of ethical codes:

• ensure the moral nature of those relationships between people that are determined by professional activities;

• define the type of behavior that society has the right to expect from professionals, which helps to strengthen public confidence in the quality of the professional services provided;

• contain clear answers to the most common questions in professional activities that are complex from a moral and ethical point of view.

2.3. Professional skills and abilities of an accountant

According to the Federal Law of the Russian Federation dated December 29, 2012 No. 273-FZ “On Education in the Russian Federation”: “The purpose of professional education is to lay the foundation for the totality of professional knowledge, professional skills, professional values and ethics necessary for the preparation of a competent professional accountant who can make a positive contribution to the profession and society throughout his professional career.”

Professional knowledge is a set of information that makes up the content of accounting and related disciplines, which form the basis of the knowledge of a professional accountant.

Professional skills are the various types of skills that a professional accountant must possess in order to appropriately and effectively apply professional knowledge, professional values and ethics in their work.

The skills of a professional accountant are extremely broad: intellectual, specialized and functional; personal; interpersonal and communication; organizational and managerial.

Intellectual skills allow you to solve problems, make decisions, and use sound judgment in complex organizational situations. These include:

possession of basic theoretical knowledge and practical professional skills in the field of financial, management, tax accounting and the formation of relevant types of reporting;
the ability to comprehensively analyze the results of financial and economic activities of organizations, identify problems and evaluate the order in which they need to be solved;
ability to audit financial statements;
sufficient knowledge of international financial reporting standards and the ability to apply them in practice;
ability to find the necessary information in various disciplines to solve multifaceted or complex problems: evaluate the possibility of alternative solutions and understand the role of professional judgment in making them;
substantiation of the role of professional values and ethics in the development of civilization, the conditions for reforming accounting in Russia and related modern social and ethnic problems.

Specific and functional skills include general and specific accounting skills:

identify, evaluate and present information about economic and financial events that are the subject of accounting;
understand, apply and critically evaluate the current provisions related to the registration, assessment and accounting of all types of assets, long-term and short-term liabilities, various components of capital, income and expenses of organizations, and determination of the financial results of their activities;
register, process, summarize accounting data;
prepare financial (including consolidated) statements of organizations;
choose the optimal management accounting model for specific enterprises and organizations;
illustrate and evaluate methods for calculating the cost of products (works, services);
represent the financial interests of organizations in relations with creditors, investors, tax and other authorities in the courts;
critically analyze how organizational considerations, market factors and a range of other social, technological, legal, ethical, economic, regulatory and political factors influence the choice and application of accounting methods;
analyze problem situations and determine the appropriate basis for assessments in order to frame problems and find solutions;
present the results obtained using oral and written presentation skills.

Personal skills relate to the attitude and behavior of an accountant. The development of these skills becomes possible through self-study and personal improvement.

According to various special studies, the work of an accountant is one of the most stressful. This is due to specific areas of the profession:

huge flows of information - a huge number of documents regulating work and sometimes contradicting each other, amendments to amendments, comments, clarifications;
Tight deadlines are a very serious stress factor;
demandingness leading to conflicts;
huge responsibility;
constant stress.

In these conditions, an accountant must choose the only correct answer to his specific task and bear responsibility - professional, moral, and sometimes material.

To prevent such a situation, you need to know the personal skills that you need to possess along with professional knowledge. Among them:

self-control;
initiative, authority, ability to self-learn;
ability to select priorities under limited conditions and organize work under tight conditions;
ability to predict and adapt to changes;
ability to consider professional values and ethics when making decisions;
professional skepticism.

Interpersonal and communication skills assist the professional accountant's work in interacting with others to achieve the overall goal of the organization, in obtaining and communicating information, in selecting reasoned methods, and in making effective decisions. The presence of these skills determines the ability to:

work with other people in mutual consultation, find compromises and resolve conflicts;
Demonstrate the ability to work within the professional and ethical boundaries of the accounting profession and develop communication skills through collaborative teamwork;
understand how accounting fits into the structure of the organization and how it relates to the external environment;
find acceptable ways to solve problems and have the ability to come to agreement in professional situations;
work effectively with representatives of different cultures;
effectively present, discuss, communicate and defend views in formal, informal, written and oral communications;
listen and read effectively.

Organizational and management skills include:

strategic planning, project management, resource management;
the ability to organize and delegate tasks to others, motivate and develop people;
leadership;
practical skills in distributing functions for accounting for non-current assets, inventories, costs of production of finished products and goods, cash, settlements, capital, financial results;
methods and means of organizing the preparation of financial, tax, management and other types of reporting necessary to meet the needs of its internal and external users;
technologies for organizing financial, management and tax accounting;
skills in analyzing problem situations in the field of organizing accounting processes and forming an adequate information base for solving them, identifying methods and methods for resolving them;
knowledge of methods for developing optimal accounting policies for an economic entity;
professional assessment.

Skills are part of the set of abilities that an accountant needs to confirm his competence (Fig. 2.2.)

Abilities are the properties of a person that allow him to competently perform his functions.

Ability is reliable evidence that an individual can competently perform the duties of a job. The presence of abilities indicates that a specialist is able to work competently in the workplace.

Competence is the ability to perform a professional role to a specified standard, taking into account the actual work environment.

Competence involves the actions that a person performs to determine whether he or she can actually perform to specified standards. When a person, through ability, performs tasks to specified standards, competence is considered achieved (i.e., the person becomes competent).

Characteristics of the concepts of “ability” and “competence” and their types are presented in Table. 1.

Table 1

Characteristics and types of professional abilities and competencies

Capabilities			Competence
Characteristic
Properties	Potential	Mastery	Actions	Fact	Demonstration
Result
Education			Performance
Kinds
Professional knowledge, professional skills			Range of performance outcomes that relate to standards of practice
Professional values			Range of performance outcomes that relate to standards of conduct

Thus, capabilities are knowledge, skills, professional values, ethics and attitudes.

Ability is an indicator of potential competence, which can vary depending on the environment.

2.4. Ethics in the accounting profession

Members of the accounting profession participate in society, performing a wide range of functions within a variety of organizations. Professional accountants work in almost all sectors of the economy - in accounting and auditing firms, in large, medium and small enterprises, in private practice, in commercial, industrial and financial companies, non-profit (non-profit) organizations and in government agencies. In addition, they work as internal or independent auditors or consultants in organizations in various specialized fields, as well as in universities.

Accountants perform a variety of functions: accounting and financial reporting, management issues, taxation, information systems, corporate finance and intellectual resources.

The main goal is to work in accordance with the highest standards of professionalism to achieve the maximum level of efficiency and meet the needs of society. In preparing and certifying the financial statements relied upon by investors and other stakeholders, professional accountants:

• ensure efficient allocation and management of resources in both the private and public sectors;

• ensure the activities of the financial market and capital market, and through them the production of goods and services;

• promote the growth of individual companies, support and enable the work of non-profit (non-profit) organizations and help the government achieve its socio-economic objectives;

• contribute to the growth of countries' economies and, ultimately, to the welfare of society. Thus, the high quality of work of professional accountants helps to improve living standards and increase the wealth of society.

As applied to the professional accounting community, the public includes clients, creditors, employers, employees, investors, professional accounting bodies, the business and financial community, and other persons who rely on the objectivity, independence, and integrity of professional accountants to ensure the orderly conduct of business. Therefore, the responsibilities of a professional accountant are not limited to meeting the needs of an individual client or employer.

The profession of a professional accountant is a public service profession, which involves recognizing and accepting a responsibility to act in the public interest, not just the interests of their clients, employers or their own. This is one of the distinctive features of the profession as such. The public interest is defined as the collective welfare of the community of people and institutions to which professional accountants provide services. Public interests have a significant influence on professional accounting rules and standards. When acting in the public interest, a professional accountant must:

• be true to the principles and goals of your profession;

• comply with and obey the requirements of the Code of Ethics for Professional Accountants and Auditors of the IPB of Russia.

Every profession is defined by the knowledge, skills, attitudes and moral values of those who represent it. The sustainable development of the accounting profession, like other professions, depends on the quality of services provided by its members and on the ability to effectively and efficiently meet the demands of the economy and society.

Regulation of a profession is a response to the need for members of the profession to meet certain standards. The need and nature of such regulation depend on the particular profession and the conditions of the market within which it operates. Regulation of the accounting profession generally occurs in the following areas:

• professional requirements and maintenance of knowledge and professional skills at the proper level, including educational requirements;

• control over the behavior and activities of professional accountants;

• standards, including ethical standards, to which professional accountants must adhere;

• Disciplinary systems and procedures for applying penalties for those who do not comply.

Regulation ensures the required quality of accounting services and its consistency. Regulation is necessary to ensure appropriate quality in the market for accounting and auditing services, providing for:

• monitoring compliance with ethical rules and technical standards;

• the need to represent the interests of users who do not have a contractual relationship with the company (such as investors and creditors).

In recent years, violations of ethical rules by some members of the accounting profession and the resulting lack of confidence in financial reporting have led to changes in the regulation of the profession in many countries. Regulation of the accounting profession cannot be effective unless it includes regulation of ethical conduct. The ethical behavior of a professional accountant is the ultimate guarantee of good service and quality. Regulation of the accounting profession in the area of moral values is necessary for the following reasons:

• the accounting profession implies increased responsibility of its representatives to society;

• legislation regulating the rights and obligations of accountants cannot cover in its regulation all the nuances of their professional activities;

• The accounting profession must retain the privilege of self-regulation, thereby maintaining its independence and autonomy.

Regulation of the accounting profession in the area of moral values should promote and shape ethical behavior. The high quality of services provided by members of the profession is ultimately determined by professional standards, including ethics, personal competence and moral values, as well as regulatory systems, all of which must be compatible and complementary.

Test questions and assignments for Chapter 2

Describe the concepts of “morality” and “morality”.
What do you mean by “needs and ideal”?
What types of professional ethics do you know?
Name the main reasons for the adoption of ethical codes.
What is the concept, essence and legal significance of codes of professional ethics?
What is the meaning of the Code of Ethics for Professional Accountants? Describe how to use it.
Describe the status of a professional accountant.
What types of qualification certificates issued by the IPB of Russia do you know?
What are the professional skills of an accountant?

Professional ethics of HR employees

There are several ethical systems that human resource management professionals currently adhere to.

Capitalist-manipulative

This value system is based solely on the interests of the organization: everything that increases profits is good. The main task is to squeeze the maximum useful out of a human resource without giving anything in return. This ethical orientation implies that employees are required to contribute increasingly more time, effort and knowledge. At the same time, the organization tries to give less (salaries are not increased, they are not promoted up the career ladder, they do not meet halfway in difficult life circumstances).

Recruiters, in accordance with the capitalist-manipulative model, are looking for candidates who are willing to work for the minimum wage. During interviews, applicants are deceived, for example, they are not told that the payment will be according to a “gray scheme”, that the position will be called not “head of department”, but “senior manager”.

Career-clan

This ethical model prioritizes the interests of the organization as a social-hierarchical system. An HR manager works for some “clan” (production, marketing, etc.). At the selection stage, he selects candidates who will support the interests of certain departments.

Example 2

A toy company was looking for a purchasing specialist. At the same time, the departments controlling costs (finance department and accounting) wanted to see a person who could find suppliers of raw materials who would sell them cheaper, albeit of lower quality. Manufacturers wanted the buyer to purchase products of higher quality, although at a higher price. If the raw materials were of poor quality, then manufacturing costs increased (additional capacity and personnel were required).

The wishes were dictated by economic considerations: financiers received a bonus for saving money on the purchase of equipment, and production workers received a bonus for saving money in production. When the HR manager was choosing between two specialists, he was guided by the interests of the financial group, since he himself was a member of it.

The career-clan ethical system shows which process in the company is more important (sales, production, finance, etc.). The HR manager organizes his work in accordance with the guidelines. Training, motivation and other processes are built the way the leading clan needs it.

Selfish

In companies with a weak organizational structure, HR specialists are left to their own devices. They care primarily about their own interests. For them, the work team is a kind of social network. They receive likes, bonuses, gifts from those in their interest group, and make useful contacts. Managers of this ethical model are not necessarily focused only on their careers; they can also resolve their personal issues.

When recruiting, an HR specialist strives to recruit into the company acquaintances, relatives, and friends who will be useful to him personally. This does not mean that all candidates are bad professionals, but more often they are, in one way or another, good friends or acquaintances of the recruiter’s acquaintances.

The same goes for learning and motivation. For example, a training specialist can plan those training programs that are of interest to him personally, and not based on the needs of the enterprise.

Altruistic

There are HR specialists who believe that the organization should employ people who have the necessary competencies. Recruiters advocate for their candidates (even to the detriment of themselves and their careers) if they see that their experience and knowledge meet the stated requirements. They fight to ensure that salaries are raised on time, otherwise valuable specialists may quit, and they squeeze out the necessary training.

Which ethical model is the best? At first glance it seems altruistic, but this is not always the case. HR people who consciously or unconsciously share the values of this model, of course, evoke sympathy and sincere respect, but are often victims. They devote themselves to the job, employees and candidates, quickly burn out and leave the HR field because their ethical model does not always fit into the ethical systems of their organizations. In our opinion, the code of ethics of an HR professional should be different.

Rules of conduct and moral standards

Professional communities form personal codes that take into account the guidelines of ethics and morality. Each qualified path has its own characteristics and individuality.

Business communication and business system

Work ethics should streamline the actions of employees, taking into account individual parameters of activity.

It is important to observe ethical standards among specialists responsible for life, health, safety, rights and freedom.

There are various rules by which business ethics controls and regulates the behavior of management personnel, as well as subordinates, clients and partners.

Compliance principles:

The value of time. Punctuality and compliance with the work schedule. Arrive no later than the set time for work and leave no earlier.
Trade secret information, which includes secret data, the construction of a company’s business processes, company structure, working documentation, reporting.
A man of the modern era cares not only about his own interests, profit and personal superiority, but also about his subordinates.
It is important to listen to everyone’s point of view, dissatisfaction or inconvenience of working, because this is a single process for the common achievement of the goal. Everyone is obliged to respect other people’s opinions or expressions of will, and to avoid incontinence and irascibility towards colleagues.
Compliance with requests for appearance and presentable attire. Clothing is appropriate for official status and is not provocative or tasteless.
Literacy, structure, and clarity of written and oral speech are very important in communication.
Business requires the ability to perceive the thoughts of a like-minded colleague.
The personal interest of the employee should be lower in status than production needs. The specialist’s income must be sufficient and consistent. This will eliminate attempts to earn additional income in this company by using official resources for personal interests.

It is necessary to prevent the emergence of a controversial, conflict situation, which often arises due to differences of opinion.

Ethical principles of an HR manager

Codes of ethics exist in different professions. Their content is approximately the same and is based on similar principles.

Professionalism

A person with professional training and appropriate qualifications must provide services, produce clothing, products, treat, etc. This standard is valid for a doctor, a police officer, and a representative of any other profession.

Responsibility

In addition to qualifications, a professional is responsible for the result of each individual task, service provided, and the quality of the produced unit of product.

Professionalism and responsibility also mean that if a worker doesn't know what to do, he either delegates the job to someone more competent or gets expert help. Guided by this principle, everyone is responsible for their own professional development.

Public Relations

Here we are usually talking about what information the specialist gives to the outside world. For example, a doctor should talk about how to fight a disease, a car mechanic talks about how to increase engine life, an artist introduces not only his work, but also the paintings of his colleagues.

This is not about consultations, this is a kind of free public option, a showcase showing the social significance of the profession. A professional does not keep silent about significant facts in order to increase the cost of his services due to the ignorance of others.

Confidentiality

This principle is the opposite. It means that a professional, having important information, does not make it public. Each area has its own confidentiality zone. A doctor doesn’t tell everyone about his patients’ illnesses, but a car mechanic may well tell a client what’s broken in another client’s car, and they can even discuss the details together.

These are the general approaches and formulations. For the purposes of this article, we will limit ourselves to them, because the development of a code of ethics is a matter for professional communities and associations that will formulate the provisions more specifically, as close to reality as possible. By the way, this is a new direction in HR.

Heads of HR departments should try to develop and introduce ethical standards at least at the level of their department. The positive effect of implementation will certainly manifest itself in the work of specialists in all HR areas if they share these principles.

general characteristics

Ethics takes into account the characteristics of the worker’s specialty and the specific case. This is an important component and essence of the training of each employee. There are different types of interpretations.

Concepts and terminology

Ethics are modern standards of behavior that govern collaboration in the work process. The concept determines the attitude towards direct responsibilities and creates in the minds of a person an understanding of the performance of professional duty.

An occupation or specialty represents a certain type, class, category of work activity that requires knowledge and skills acquired as a result of training and long-term practice. Professional ethics (PE) denotes a system of moral norms that allows us to determine research related to problems of professional activity.

Set of PE principles:

Are common. They are based on universal human qualities, provide for the solidarity of the profession, a special understanding of honor, duty, and responsibility according to the type of activity.
Private and applied. They are created from specific conditions, content and specifics of work, expressed in moral codes - requests for quality of services provided to specialists.

Traditional and basic types of professional ethics are distinguished. The type corresponds to the type of activity and occupation.

Types of PE:

Pedagogical.
Areas of healthcare, pharmaceuticals.
Legal.
Research
Engineering.
Media specialist, journalist.
Bioethics.

Qualification, skill and attitude to work are important qualitative features of a person’s moral character. At different stages of historical development, their structure and assessment differ.

The difference in class society occurs through social inequality of types of activity, the opposition of mental and physical perception, and can be manifested by the presence of popular and privileged specialties.

Society imposes serious conditions and requirements on certain types of professions. There are areas in which the labor process is based on high coordination of the actions of participants.

Much attention is paid to the moral requirements for workers in professions related to managing the lives of the population, material assets, some professions in the service sector, trucking, management, healthcare, pharmaceuticals and education.

A specialty represents a certain type of work activity that requires relevant knowledge and experience acquired after study and long practice.

Main principles and factors

Generalizations of concepts were formed in the codes of conduct of various professional groups, in the form of theoretical conclusions, which indicated a new transition to abstract consciousness in the sphere of moralism.

Despite the diversity of professions, there are norms that define joint rules of cooperation between team members performing direct responsibilities, and specific rules for workers in specialties.

Norms influence the development of a community that shares the principles of professional ethics and a common understanding among employees of the concept of duty. Employees are required to understand the definition and occurrence of responsibility, to observe the qualities without which their performance and the outcome of their activities will not be successful.

Collaboration between team members or the company as a whole is important.

Factors influencing ethics:

Social norms, universal human parameters.
Repetitive work moments.

A person must act towards his subordinates the same way he would like to be treated. When distributing resources among employees, the principles of fairness and equality must be taken into account.

Violations of ethics must be corrected. Employees must be patient with the standards and requirements set by the company.

When making a decision, equal or personal participation in the development is acceptable. Each employee must have a personal and autonomous view and voice his opinion in front of the team. The style of communication with subordinates cannot be built on constant pressure or in an orderly manner.

Code Standards

Professional standards are not formalized by orders; they are created during continuous work activity. Conflict situations, and especially those leading to serious scandals, violate the ethical standards of the company and the team.

The Code of Ethics represents a set of norms of correct and rational behavior appropriate for a person in a certain profession. The list of requirements should more fully reflect the reality regarding the specifics of the company.

It is necessary to objectively and calmly recreate a friendly atmosphere in the company, because all employees are doing the same thing to achieve a positive result. Risk reduction should restore positive relationships within the system.

Main functions of the code of ethics:

Creation of a list of ethical professional standards.
Control and support of the actions of each employee of the company.

Application of specific requirements for employees and their professional behavior in relation to service facilities.

Formation of penalties related to discipline in case of violations of ethical requirements. Criticism of competitors and gossip within the company have no place in an ethical team.

For moral and career growth, employees must increase their level of professionalism, skill and skills.

An important point in labor activity is maintaining professional secrecy and confidentiality.

Benefits of having corporate ethics in a company

Compliance with ethics in a company provides a number of significant advantages that distinguish the company from others:

Employee involvement and responsibility

Corporate ethics unites and unites the team. Its presence allows you to create a team of like-minded people with the same goals and mission.

Respect within the team

Traditions become the basis of respectful attitude towards each other. And in such an atmosphere it is much easier to work on common tasks and achieve the desired results.

Creating a positive company image

In the modern world, when there are more and more companies, having a positive image is not a privilege, but a necessity. This will help the business not only attract investors, but will also guarantee the quality of your services among partners.

Maintaining customer loyalty

A company in which all processes are regulated and the order of work is clearly visible deserves greater customer trust.

Favorable position in the market

Specialists who know their worth do not work in fly-by-night companies. They choose time-tested organizations that have their own traditions and rules. Thus, the company enhances its employer brand in the eyes of specialists.

Corporate ethics as part of adaptation

Newcomers who have just joined the company can more easily endure the onboarding period if they have a general understanding of the company’s activities and its processes. The list of norms and rules saves the new employee from unnecessary questions and immediately makes it clear whether the company is suitable for him or not.

Conflict resolution

The rules of corporate ethics help resolve conflicts within the team. In any controversial situation, you can refer to the list of rules and competently resolve disagreements.