Relevant bibliographies by topics / Workplace ethics

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Workplace ethics'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Workplace ethics"

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Ayub Khan, Nur Amirah, Ainal Maziah Salleh, Amir Lukman Abd Rahman, and Muna Munirah Ahyat. "Workplace Ethics: The Opposition of Standards at Workplace." International Journal of Modern Languages And Applied Linguistics 2, no. 4 (December 3, 2018): 1. http://dx.doi.org/10.24191/ijmal.v2i4.7694.

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This study explains thoroughly in workplace ethical issues as these issues have been a controversial issue in organisations. Thus, this study will explore reviews related to literature in terms of two significant issues of employee theft and the abuse of official working hours. This study contributes a combination of a few terms, but it centres more in getting a better understanding in the factors that influence these significant issues regarding the ethical standards at a workplace with the help of comprehensive strategies in getting data. This paper specifies "workplace ethics" as one of the advantages in helping organisations to remain a good reputation and increase work productivity
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Davis, Michael. "Teaching Workplace Ethics." Thinking: The Journal of Philosophy for Children 8, no. 4 (1990): 33–42. http://dx.doi.org/10.5840/thinking19908410.

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Ayoun, Baker, Louis Rowe, and Fatima Yassine. "Is workplace spirituality associated with business ethics?" International Journal of Contemporary Hospitality Management 27, no. 5 (July 13, 2015): 938–57. http://dx.doi.org/10.1108/ijchm-01-2014-0018.

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Purpose – The purpose of this paper is to empirically explore the potential association between spirituality and business ethics in a hotel workplace. Design/methodology/approach – A scenario-based quantitative approach was used to collect data from 165 practicing professionals in the hotel industry. Findings – The results show that spirituality, as measured by the Spiritual Transcendence Scale (STS), did not correlate significantly with measures of ethical perception, ethical judgment, ethical intention or perceived moral intensity. There was, however, evidence to suggest that spirituality may be able to contribute incrementally to future research. Research limitations/implications – This study demonstrates that the dynamic associations between spirituality and ethics may produce different outcomes in different industry settings. Practical implications – If hotel companies focus on developing ethical standards, the effects on the business ethics of managers could be considerably greater than relying on the spirituality of managers or the encouragement of expression of spirituality in the workplace. Originality/value – Although the relationship between spirituality and ethics seems to be sensible, the empirical assessments on how managers’ workplace spirituality relate to their business ethics is notably lacking. The present study sought to fill this gap in literature.
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Blum, Albert A. "Ethics at the workplace." Journal of Business Ethics 7, no. 4 (April 1988): 259–62. http://dx.doi.org/10.1007/bf00381830.

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Wheeler, Sally. "Ethics in the workplace." Law and Critique 18, no. 1 (December 29, 2006): 1–28. http://dx.doi.org/10.1007/s10978-006-9008-9.

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Apsalone, Madara. "Managing workplace diversity: Ethical reasoning in a socio-cultural context." New Trends and Issues Proceedings on Humanities and Social Sciences 4, no. 10 (January 12, 2018): 43–54. http://dx.doi.org/10.18844/prosoc.v4i10.3061.

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Workplaces are becoming increasingly diverse, and businesses constantly face the challenge of ensuring work ethics to strengthen competitiveness. Workplace ethics is affected not just by potential gains and losses of unethical action but also by employee morale, values and self-concept. The ethical reasoning process depends on both perception of what is ethical and the ability to justify unethical action in a given situation. In this study, we explore the role of individual, organisational and situational factors influencing the perceived degree of unethical behaviour at work. Individual socio-cultural factors include personal values, such as honesty, and socio-demographic factors, such as age, gender, education and tenure. Organisational factors are assessed through espoused values of honesty and responsibility. Finally, three situational factors are randomly introduced – low wage, boredom and perceived injustice. Two hundred and eight retail employees were surveyed to assess their personal values and the perceived degree of unethical behaviour at work. We found that honesty as a personal value changes ethical reasoning, especially when situational factors, such as low wage are introduced. Moreover, older employees tend to report more ethical behaviour in the workforce. We also concluded that declaring honesty and responsibility as organisational values could have a minor positive impact on ethical behaviour mitigating the impact of the introduced situational factors. Keywords: Socio-cultural factors, values, workplace diversity, business ethics, ethical reasoning
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Kuhn, Eva, Sebastian Müller, Ludger Heidbrink, and Alena Buyx. "The Ethics of Workplace Health Promotion." Public Health Ethics 13, no. 3 (February 29, 2020): 234–46. http://dx.doi.org/10.1093/phe/phaa007.

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Abstract Companies increasingly offer their employees the opportunity to participate in voluntary Workplace Health Promotion programmes. Although such programmes have come into focus through national and regional regulation throughout much of the Western world, their ethical implications remain largely unexamined. This article maps the territory of the ethical issues that have arisen in relation to voluntary health promotion in the workplace against the background of asymmetric relationships between employers and employees. It addresses questions of autonomy and voluntariness, discrimination and distributive justice, as well as privacy and responsibility. Following this analysis, we highlight the inadequacy of currently established ethical frameworks to sufficiently cover all aspects of workplace health promotion. Thus, we recommend the consideration of principles from all such frameworks in combination, in a joint reflection of an Ethics of Workplace Health Promotion.
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Arslan, Mahmut. "The work ethic of medieval Muslim Ahi brotherhood: A comparison with Catholic and Puritan work ethics." Bussecon Review of Social Sciences (2687-2285) 2, no. 2 (December 7, 2020): 1–13. http://dx.doi.org/10.36096/brss.v2i2.201.

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This paper compares and analyzes the Catholic Social Teaching, Puritan work ethic and Islamic ethic of medieval Muslim Ahi Brotherhood of Anatolia in terms of business ethics. A high level of similarity can be found between Catholic social teaching (CST) and a branch of the Islamic work ethic of Ahi movement. Islamic Ahi work ethic has also significant similarities with the historical Protestant work ethic. This similarity reveals the opportunity to cooperate and to foster a more humanitarian workplace, particularly in multi-cultural organizations both for Christians and Muslims. We can argue that many ethical problems arise in organizations as a result of a violation of ethical values and virtues. Corruption, sexual harassment, mobbing, nepotism, are direct results of the lack of such virtues. Therefore, it is possible to merge Catholic, Protestant and Islamic values to create a more humane workplace.
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Romious, Tamar S., Randall Thompson, and Elizabeth Thompson. "Ethics Training and Workplace Ethical Decisions of MBA Professionals." Journal of Education and Learning 5, no. 1 (January 21, 2016): 190. http://dx.doi.org/10.5539/jel.v5n1p190.

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<p>We recruited 15 MBA professionals in the St. Louis, Missouri metropolitan area to explore experiences and perceptions of classroom ethics training and ethical experiences in the workplace. Telephone interviews were conducted using open-ended questions to collect data that were uploaded to NVivo 10 for qualitative analysis. As a result of the data analysis, seven themes were recognized: (a) effective decision-making; (b) combining classroom instruction with real-world experience; (c) reasoning through an ethical issue; (d) resolution of workplace ethical issues; (e) feelings about ethics and corporate fraud; (f) fear of employer retaliation; and (g) expectations of management. One unexpected finding was that managers do not resolve ethical issues that the participants expect and that managers need more ethics training. The importance of human resources department was noted in dealing with ethical issues. A disturbing finding was the strong fear of retaliation for reporting an unethical issue. The self-assessment of the quality of ethics training in their MBA programs was mixed.</p>
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Ladenson, Robert F. "Ethics in the American Workplace." Business and Professional Ethics Journal 14, no. 1 (1995): 17–31. http://dx.doi.org/10.5840/bpej19951413.

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Dissertations / Theses on the topic "Workplace ethics"

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Persson, Anders J. "Workplace Ethics : Some practical and foundational problems." Doctoral thesis, Stockholm : Kungliga Tekniska högskolan, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-4069.

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Singer, Stanley Jr. "Ethics Education: The Impact of Ethics Training Engagement on Unethical Decision-Making in the Workplace." Xavier University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1590825279518592.

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Richardson, Francine Williams. "Enhancing Strategies to Improve Workplace Performance." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/106.

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When employees become dissatisfied at an organization, they may develop negative behaviors that can impede profits and productivity. The purpose of this single case study was to explore what strategies are essential for organizational leaders to improve workplace performance. Maslow's hierarchy of needs served as the conceptual framework for this study. Data collection involved face-to-face, semistructured interviews of 20 managers, floor employees, and clerical staff from a business organization in Southwest Georgia. Participant selection was based on employees' tenure of at least 1 year of experience within the organization. Interviews were transcribed and then coded for common patterns and themes. Five themes emerged: (a) workplace environment, focusing on the level of flexibility given to employees in the organization; (b) feedback sources in organizations, centering on measurable standards such as written evaluations and other resources provided to employees; (c) management relationships, focusing on managers' influence on the performance of employees; (d) barriers in the workplace, examining internal and external sources that impede performance; and (e) recruitment/promotion strategies, centering on the organization's compensation incentives. Study outcomes suggest that organizational leaders may increase employee work performance by enhancing strategies that provide a positive assortment of abilities, motivational tools, and opportunities. In addition, these findings suggest that collaborative decision making between management and employees has a positive relationship with work attitudes and the engagement of employees. Leaders in organizations may apply these findings to develop an enriched workplace environment, one that could improve employee retention rates and organizational commitment.
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Tan, Doreen Seng Keow. "Guanxi as a basis of managerial morality among Singaporean Chinese managers." Thesis, Lancaster University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.274270.

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Knight, Chris. "Business ethics : the process of making a moral decision in the workplace." Thesis, University of Wolverhampton, 2005. http://hdl.handle.net/2436/88271.

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Emery, Emmett. "Ethical behavior, Leadership, and Decision Making." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1887.

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Ethical principles applied in organizations can broaden individual and corporate priorities beyond profit and shareholder enrichment. Ethical factors may influence leaders to make sound decisions to protect the organization from unethical behavior. The purpose of this study was to examine if a correlation exists between the independent variables of leadership and decision making, and the dependent variable of ethical behavior. Drucker's theory of management served as the theoretical framework. Data collection involved 2 survey instruments, the Authentic Leadership Questionnaire and the Moral Potency Questionnaire from 98 participants from retail businesses in the southwestern United States. The model as a whole was able to significantly predict ethical behavior (F(2, 95) = 12.79, p < .01), R-² = .21. However, none of the individual predictors was significant. The existence of multicollinearity between the 2-predictor variables offers a plausible explanation for this phenomenon. Therefore, these results should be viewed with caution. Implications for positive social change include examining behaviors and leadership capabilities in individuals, communities, organizations, and institutions. The findings may contribute to social change by providing leaders with information to improve strategies when making decisions involving ethical behavior in the workplace.
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Blevins, Rodney D. "Understanding ethical dilemmas in the military workplace factors that influence the decision to take action." Thesis, Monterey, California. Naval Postgraduate School, 2004. http://hdl.handle.net/10945/1312.

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Approved for public release; distribution in unlimited.
This study examines ethical dilemmas in the workplace and how organizational members move to resolve these challenges. Existing research was reviewed to gain insight and determine current views of ethical dilemmas experienced at work. A study was then conducted with Supply Corps Officers in the U.S. Navy to better understand the dilemmas they face in their daily work life. Officers were asked to think of a critical incident when they faced a moral challenge and how they responded. Data procured from critical incident interviews is suggestive of how officers describe ethical dilemmas, how they identify options for action, and finally how they select a course of action. The dilemmas generally involved issues with financial accountability, fairness in performance evaluations, fraternization, homosexuality in the service, employee drug and alcohol abuse, fraudulent use of government property and funds, conflict between personal and military values, and managing important relationships. This initiative, supported by the Chief of the Supply Corps, is designed to be a promising start toward creating an informed strategy, one that will ultimately lead to the design of enhanced educational programming regarding moral behavior in the military.
Lieutenant Commander, Supply Corps, United States Navy
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Cantu, Roberto. "A Survey of Physical Therapists' Perceptions of Workplace Ethics in the State of Georgia." Thesis, Nova Southeastern University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3583622.

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A Survey of Physical Therapists’ Perceptions of Workplace Ethics in the State of Georgia. Roberto Cantu, 2014: Applied Dissertation, Nova Southeastern University, Abraham S. Fischler School of Education. ERIC Descriptors: Physical Therapy, Ethics, Conflict of Interest, Ethical Instruction, Job Satisfaction.

This study examined how physical therapists in Georgia perceive ethical climates in their workplaces, based on the use of the Ethics Environment Questionnaire (EEQ), and how these perceptions may be different based on the type of workplace, financial status of their workplaces, their respective positions within their organizations, their age, gender, and years in the profession.

Questionnaires were sent to a random sample of 1200 physical therapists in Georgia; 340 surveys were completed and returned. The results suggested that, overall, physical therapists in Georgia are satisfied with the ethical environments of their workplaces. The average score was 3.8, higher than the 3.5 cutoff score that indicates an ethical environment. The only sub-group that scored below 3.5 on the EEQ were those who worked in skilled nursing/assisted living facilities (M = 3.35, SD = .67). There was a statistically significant difference in scores between therapists working in for-profit settings (M = 3.75, SD = .55) and therapists working in not-for-profit settings (M = 3.88, SD = .45; t (335) = -2.21, p = .027). Clinicians had the lowest perceptions of ethical climate (3.73), executives/owners the highest (4.29), with middle managers scoring in between the two groups. There were strong negative correlations between the perception of an ethical environment with burnout and intent to leave the place of employment (rs = -.66, p < .01; rs = -.524, p < .01).

Increased governmental/insurance regulation, increased paperwork, decreased reimbursement, and productivity issues were areas of most concern to therapists. Greater communication and dialogue between clinicians and managers was the dominant theme in the recommended solutions to these concerns.

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Vanderwood, Marcia W. "Leader Self-Perceptions of Ethics In and Out of the Workplace and Personal Trustworthiness." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5432.

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Ethical breaches in many organizations can be traced to failures in ethical leadership, which undermine trust. If a leader's ethical behavior in their private life and settings is perceived as influencing workplace ethics, it may in turn affect organizational trust levels and the development of trust. A quantitative study based on the social learning and moral theory was conducted to determine whether a difference exists between a leader's self-perceptions of their ethical behaviors inside and outside of the workplace, and whether it affects their perceived personal trustworthiness. Participants' (N = 94) scores on work and nonwork versions of the ethical leadership scale were compared using a paired-samples t test, which determined no significant differences in their ethical behaviors inside and outside of the workplace. Then multiple regression analyses were conducted, which indicated that the model containing both independent variables regarding ethical behavior inside and outside the workplace significantly predicted changes in the dependent variable personal trustworthiness: F (7, 86) = 6.025, p < .001. The model explained 27% of the variance in personal trustworthiness. The model also significantly predicted changes in scores related to propensity to trust; F (10, 83) = 3.692, p < .001. The model explained 23% of the variance in propensity to trust. This research will aid leaders in understanding more about the perception of their own ethics and how this plays into the cultivation of trust. It also has implications that may influence leadership among all types of work environs, including government organizations and industry.
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Shinde, Uday. "TOWARDS A UNIVERSAL DEFINITION AND MEASURE OF SPIRITUALITY IN THE WORKPLACE." OpenSIUC, 2014. https://opensiuc.lib.siu.edu/dissertations/848.

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The present study focuses on the further development of the increasingly popular field of spirituality and religiosity in the workplace (SRW) by providing a parsimonious definition, and a three dimensional model for the construct of spirituality grounded in the historical tradition of the perennial philosophy. The study subsequently adopts a multi-study validation process to develop the 21 item universal spirituality scale (USS). By creating a definition for spirituality that has a firm historical grounding and a universal outlook, the study addresses the dilemma of Religiosity vs. Spirituality faced by researchers in this area. This is further supported by the use of multiple samples and participants from three major world faith traditions (both eastern and western). The three factor model for spirituality derived in Study A (n=159) is corroborated by a separate sample of participants in Study B (n=181). The USS shows high levels of internal consistency reliability (α = 0.90, inter-item correlation = 0.32, and split-half, Guttman's coefficient value of 0.77). In Study C, criterion related validity is established by conducting a comparison of the USS with the DUREL - Duke University Religiosity Index (Koenig & Bussing, 2010). Results show that correlations were moderately high (0.20 to 0.41) at significance levels of 0.05 and 0.01 between expected factors for the DUREL and USS. Notably, there is no significant correlation for the factor of Universality (USS) indicating discriminant validity. Group differences for spirituality are measured in Study D (Known-groups validity). The results of parametric and non-parametric tests in Study D clearly illustrate that the USS is sensitive enough to detect differences in means in expected directions when administered to two different groups. Finally, high levels of test-retest reliability are noted in Study E (R = 0.73). Overall, the universal spirituality scale (USS) exhibits strong levels of validity and reliability. The study addresses the concerns surrounding the literature in the SRW area by offering a definition and universal framework for spirituality as well as a reliable and valid instrument for its measurement.
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Books on the topic "Workplace ethics"

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Ottensmeyer, Edward J. Ethics in the workplace. New York: McGraw-Hill, 1996.

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Gerald, McCarthy, ed. Ethics in the workplace. New York: McGraw-Hill, 1995.

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Keith, Goree, ed. Ethics in the workplace. 3rd ed. Mason, OH: South-Western/Cengage Learning, 2012.

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Fredrick, Candice. Women, ethics and the workplace. Westport, Conn: Praeger, 1997.

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Brian, Moran, ed. Three Dimensional Ethics: Implementing Workplace Values. Maleny: eContent Management Pty Ltd, 2005.

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Clark, Ralph W. Workplace ethics: Winning the integrity revolution. Lanham, Md: Littlefield Adams Quality Paperbacks, 1993.

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Clark, Ralph W. Workplace ethics: Winning the integrity revolution. Lanham, Md: Rowman & Littlefield Publishers, 1993.

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Ethics: The enemy in the workplace. Cincinnati: South-Western College Pub., 1995.

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Roth, William F. Ethics in the workplace: A systems perspective. Upper Saddle River, N.J: Pearson/Prentice Hall, 2005.

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Good work: Christian ethics in the workplace. Waco: Baylor University Press, 2010.

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Book chapters on the topic "Workplace ethics"

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Upshur, Ross, and Mark Bernstein. "Workplace Ethics and Professionalism." In Neurosurgical Ethics in Practice: Value-based Medicine, 161–69. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-54980-9_14.

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Boddy, Clive R. "Workplace Bullying." In Encyclopedia of Business and Professional Ethics, 1–2. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-23514-1_7-1.

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Boddy, Clive R. "Workplace Bullying." In Encyclopedia of Business and Professional Ethics, 1–3. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-23514-1_7-2.

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Bobbitt, Randy. "Ethical Issues in Workplace Communication." In Exploring Communication Ethics, 237–59. New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429324475-11.

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McGhee, Peter, and Patricia Grant. "Workplace Spirituality and Virtue Ethics." In The Palgrave Handbook of Workplace Spirituality and Fulfillment, 475–89. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-62163-0_16.

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McGhee, Peter, and Patricia Grant. "Workplace Spirituality and Virtue Ethics." In The Palgrave Handbook of Workplace Spirituality and Fulfillment, 1–15. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-61929-3_16-1.

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Ashri, Ronald. "The Ethics of AI-Powered Applications." In The AI-Powered Workplace, 161–71. Berkeley, CA: Apress, 2019. http://dx.doi.org/10.1007/978-1-4842-5476-9_12.

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Corlett, J. Angelo. "Racism in the Workplace." In Encyclopedia of Business and Professional Ethics, 1–6. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-23514-1_18-1.

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Miller, David W., and Timothy Ewest. "Spirituality at the Workplace." In Encyclopedia of Business and Professional Ethics, 1–5. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-23514-1_250-1.

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Boddy, Clive R. "Harassment in the Workplace." In Encyclopedia of Business and Professional Ethics, 1–2. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-23514-1_3-1.

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Conference papers on the topic "Workplace ethics"

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Flumerfelt, Shannon, Anabela C. Alves, Franz-Josef Kahlen, and Anna Bella Siriban Manalang. "Why Require Ethics in Engineering?" In ASME 2012 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/imece2012-89392.

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This theoretical paper will provide a review of the literature regarding the need for ethics in the workplace and how taxonomical ethical development can be used in engineering education. In fact, advocacy to educate for ethics in engineering education by design is discussed as a solution to this problem. By spiraling ethical competency development into engineering education as a body of practice, rather than as a theory of knowledge, it is possible to integrate engineering “hard science” content with engineering “soft science” competency. This means that current programs’ scopes and sequences may remain in place, with recommended changes in pedagogy.
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Flumerfelt, Shannon, Anabela C. Alves, and Franz-Josef Kahlen. "What Lean Teaches Us About Ethics in Engineering." In ASME 2013 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/imece2013-62393.

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This theoretical paper provides a comprehensive examination of the need for the ethical development of the engineering student. A review of the literature regarding the need for the teaching of ethics in the Academy and of the need for ethics in the engineering workplace is described. The Toyota Education Model based on respect for people is presented as a viable method for the Academy’s consideration.
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Vredenburgh, Kate. "Alienation in the AI-Driven Workplace." In AIES '21: AAAI/ACM Conference on AI, Ethics, and Society. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3461702.3462520.

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Dyer, Jennifer, Valerie Gibson, Christine Jones, Leong-Chuan Kwek, and Silvina Ponce Dawson. "Workshop report: Improving the workplace/science practice and ethics." In WOMEN IN PHYSICS: 6th IUPAP International Conference on Women in Physics. AIP Publishing, 2019. http://dx.doi.org/10.1063/1.5110071.

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Cummings, Francine Sachs. "Business ethics; a case study approach to ethical dilemmas and decision making in the workplace." In the 21st annual ACM SIGUCCS conference. New York, New York, USA: ACM Press, 1993. http://dx.doi.org/10.1145/263814.263841.

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Borţea, Andra-Nicoleta. "Ethics and Efficiency of Communication during COVID-19 Pandemic; Role of Public Administration Digitalization." In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/22.

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In the age of technology, communication seems to be much easier for public institutions. Citizens' access to the necessary information is much easier, by accessing official websites or by e-mail. The pandemic has limited people's access to interaction with public institutions, which has increased the need to use online digital tools. Thus, the process of digitalization and the process of modernization of the public administration were hastened. This has led to the emergence of new types of social behaviours that have had negative effects on the use of digital tools by public entities. Until now, several approaches to public administration ethics have existed, and they have mostly centered on the civil servant's behaviour in his interaction with citizens and his respect for the workplace. As the online environment has become a necessity for public services in the digital age, ethics in the public system meets new challenges. Today, there is a need for a modernized digital system for civil servants to use. It should facilitate applicants' access to information and protect the confidentiality of certain information in an ethical and professional manner for all parties involved, in order to reduce misinformation. Misinformation in a pandemic can have serious consequences: it can lead to ignoring official health advice and risky behaviour, or it can have a negative impact on our democratic institutions and societies, as well as on the economic and financial situation. Therefore, there is a need for new protection measures, that can protect people, not only for medical safety in a public institution, but for ethic means in the online environment.
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Flumerfelt, Shannon, Franz-Josef Kahlen, Anabela Alves, Javier Calvo-Amodio, and Chris Hoyle. "Systems Competency for Engineering Practice." In ASME 2014 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/imece2014-40142.

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Affecting holistic development of the early engineer practitioner is a topic of concern emanating from the Academy, the workplace and engineering organizations alike. For example, concerns over gaps in ethics competency, communication abilities, and team management have been documented. The gap between the rapidly growing body of knowledge in the engineering profession and the effectiveness of early engineering practice does exist. This means that while early career engineers generally know enough about engineering sciences, they are lacking in the ability to connect that information to effective engineering practice in the workplace. The shortfall in the holistic development of the early career engineer, therefore, is based in the problematic technical-behavioral relationship expressed in differences in engineering knowledge versus workplace practice. This problem has been recognized by many organizations such as the American Society of Mechanical Engineers (V2030), the National Academy of Engineering (Grand Challenges for Engineering; Engineer of 2020; Educating the Engineer of 2020; and Changing the Conversation), the Royal Academy of Engineers, and the National Science Foundation/University of Michigan (5XME Project).
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Wilson, Vicky. "Lessons in Reality: Teaching Project Management, Professionalism and Ethics to Third Year IT Students." In 2002 Informing Science + IT Education Conference. Informing Science Institute, 2002. http://dx.doi.org/10.28945/2588.

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It is widely accepted amongst tertiary educators that IT students need first hand experience of working in teams and in managing projects if they are to be effective in the workplace. In 2001 the School of Computer and Information Science at Edith Cowan University undertook a major restructure of its courses that resulted in the development of eight ‘core’ units that are taught in a range of courses across the School. One of these was a third-year unit called ‘Project Management, Professionalism and Ethics’. This case study documents the research that was undertaken to determine the unit content and its subsequent development and delivery. It discusses the formal and informal feedback received from students and staff after its delivery in semester 2, 2001 and what will be done to develop the unit into a fully integrated online ‘situated learning’ experience.
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Fanggidae, Rolland Epafras, Merlyn Kurniawati, and Hawyah Bahweres. "The Effect of Workplace Spirituality and Employee Performance (Perspective of Islamic Work Ethics Case Study on BTPN Syariah, Kupang)." In 2nd International Seminar on Business, Economics, Social Science and Technology (ISBEST 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200522.045.

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Van Hooste, WLC. "183 Workplace influenza: to be vaccinated or not to be vaccinated, that’s the question for healthcare workers – the ethics-." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.601.

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Reports on the topic "Workplace ethics"

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Laura Roberts, MD, and PhD Teddy Warner. Final Progress Report: Developing Ethical Practices for Genetics Testing in the Workplace. Office of Scientific and Technical Information (OSTI), May 2008. http://dx.doi.org/10.2172/941418.

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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM, and Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.

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Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.
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