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Having a strong work ethical practice suggests that an organisation is willing to put a commendable time and effort to meet targets. The organisations take faith in the virtues of hard effort and in the power of labour to improve any worker’s personal abilities. The Protestant ethical practice, for example, is a depiction of this highly commendable ethical practice (Apuke, 2021). Some examples of work ethical practices include reliability, initiative and the pursuit of new abilities. It is logical to assume that employees who demonstrate a strong work ethical approach will be given higher positions of responsibility and eventually, advancement. Employees who do not have a hard work ethical practice might well be considered unworthy of advancement or higher positions of authority since they are not providing enough value for the salary being provided.
Work ethical practice, workers get a conviction that working is morally acceptable approach within organisation. Work ethic and diligence are two more terms used to describe a set of ideals to represent ethical practices. Labour ethic may also be described as the intrinsic capacity of work to improve one’s morale (Hoffmann, 2018). As a human, all are guided by a moral compass while doing the right thing because it is morally correct, not for financial or personal benefit. Companies should instead concentrate on developing an ethical culture where workers are encouraged doing the right thing instead of merely obeying a set of regulations
A company’s image and its teams’ lives are at stake when incorrect judgments or poor decisions are made and executed. This is why decision-making processes are very critical to make when regarding ethical practices are to choose. As long as actions are guided by morals, one can create a positive impact on others, and one can make work prohibitions more meaningful for those who are actually doing the work
The implementation of ethical ideals in organisation’s professional approach is what the learner means by commenting on ethical practices which need to be practised by professional personnel. Covering corporate governance, employment methods, sales strategies, stakeholder interactions, accounting processes and concerns about product and business responsibility are all included in the scope of this principle’s application (Clark, 2020). Organizational and employee discretionary choices, as well as the disclosure of such decisions to all stakeholders are at the heart of the applauded values. Trade-offs between competing requirements and goals are common in the management of people in the workplace. Human resources managers can make better decisions if they are aware of and comprehend the consequences of various options. A company’s commitment to transparency involves disclosing the reasoning behind its actions to both its workers and other stakehold
Developing a relationship based on mutual trust requires open communication (Behan, 2020). This study on ethical decision-making in the workplace examines eight distinct views or ‘lenses.’ Instead of focusing just on what is “good” or “wrong,” these perspectives provide a broader perspective on a situation. For example, the ‘fairness’ lens emphasises that everybody should be able to reach an agreement on a choice regardless of their position in an organisation, while the ‘handing down’ lens examines duties to preserve and maintain ethical practices in profession stature (Baker, 2020). The Profession Map, which includes ethical practise as a fundamental behaviour was shaped by the findings of this study.
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Relevant regulation and law within the context of ethics and professional practice
There is a widely held belief that one must be morally upright in order to be a competent lawyer. Indeed, moral value and fitness assessments are justified by this notion. In order to pass these examinations, one must be a morally upright person. Individuals who are deemed ethically unfit for practice are thus barred from the practise of law. There is no end to the discussion of what characteristics constitute a morally upright individual. All practising attorneys have completed a series of personal integrity and fitness examinations. When it comes to the legal faculty’s own definition of a decent person, case law presents informative and intriguing instances. Many bar admission boards have had to decide whether homosexuality, communist membership, bankruptcy to avoid student loan repayments or even simply brewing beer are serious enough moral transgressions to disqualify a candidate from practising law and thus justify excluding them from the profession (Straus, 2018).
If being a skilled lawyer does not necessitate being a morally upright person, then all of these cases and discussions are pointless. It is true that if ethics are an impediment to the practice of law, then morality as a whole is meaningless. The need for moral adequacy is difficult. In its stead, two alternatives are presented:
- Even a competent lawyer may be unethical from time to time (Booth, 2017)
- Good lawyers have no morals
There is little doubt that this image of attorneys is not appealing to either the general public or to lawyers themselves. However, what is the alternative to this situation, if one wants to restore attorneys’ professional standing, one needs a fresh view of what it means to be a lawyer. Lawyers are not professionals if they are not self-aware moral agents. Technicians or “hired guns,” if they are just tools of their customers’ desires within legal constraints are not fully functional professionals (Chen, 2019). The main difficulty in today’s legal practice is shown in this study. To resolve the tension in between demands of morality and professionalism, one might offer a variety of approaches, such as mediation. It is the most prevalent idea to exclude the lawyer from circumstances in which ethics would otherwise be relevant. An attorney is entitled to withdraw from a case if the client’s conduct falls short of the standards of morality and ethics.
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