How to strengthen professional ethics as a corporate employee?

1. Recruiting employees with high moral qualities

Differences in people’s moral development stages, personal value systems and personalities make it possible for managers to pass a strict recruitment process (recruitment process It usually includes stages such as reviewing application materials, organizing written tests and interviews, and probation) to keep out job seekers with low moral qualities. Another role of the recruitment process is to help managers understand the candidate's personal moral development stage, personal values, ego strength and center of control.

2. Establish moral principles

In some organizations, employees do not have a clear understanding of "what ethics is", which is obviously detrimental to the organization. Establishing a moral code can alleviate this problem. A code of ethics is a formal

document that states an organization's fundamental values ??and the ethical rules it expects its employees to follow. The code of ethics should be specific enough to allow employees to understand the spirit in which they should perform their work and the attitude towards their work, but it should also be broad enough to allow employees to have freedom of judgment. McDonnell Douglas' Code of Ethics meets this requirement:

l Individuals possess integrity and moral qualities or do not possess them at all. The individual must adhere to these qualities or not at all.

l In order for integrity and ethics to be hallmarks of McDonnell Douglas, we as members of the company must strive to:

l Be honest and trustworthy in our dealings with others

l Be able to reliably complete tasks assigned by superiors

l Speak and write truthfully and accurately

l Cooperate with others and make your own contributions in all work

l Treat colleagues, customers and others fairly and considerately

l Obey the law in all activities

l Commit to doing everything in a good way Mission

l Use company resources economically

l Serve the company and strive to improve the quality of life in the world in which we live

Integrity and high ethical standards require us Work hard, have courage and make tough choices. Sometimes consultation between employees, senior management and the board is necessary to determine the right course of action. Sometimes integrity and ethics may require us to pass up certain business opportunities. However, in the long run, doing the right thing is better for us than doing the incorrect and unethical thing. Managers' attitudes toward ethical codes (whether they support or oppose them) and the way they deal with violators have an important impact on the effectiveness of ethical codes. If managers consider these codes important, frequently preach their content, and reprimand violators in public, then ethical codes can provide a solid foundation for ethical plans

3. Set work goals

< p>Employees should have clear and realistic goals. Ethical issues can arise if goals make unrealistic demands on employees, even if the goals are clear. Under the pressure of unrealistic goals, even employees with high moral qualities will feel confused and find it difficult to choose between morality and goals. Sometimes they even have to sacrifice morality in order to achieve goals. And clear and realistic goals can reduce employee confusion and motivate employees rather than punish them.

4. Moral education for employees

More and more organizations are beginning to realize the importance of proper moral education for employees and actively adopt various methods (such as setting up training courses, organizing symposiums, etc.) to improve the moral quality of employees. Studies have shown that: (1) This kind of education improves the stage of personal moral development; (2) Teaching employees solutions to ethical problems can significantly change their ethical behavior; (3) Moral education enhances the relevant personnel's understanding of business ethics issues. understanding.

In addition, the middle and senior managers in the organization should lead by example, influence employees through their words and deeds, and let them establish high ethical standards. If middle and senior managers take organizational resources for themselves, inflate expenditures, or treat friends favorably, it signals to employees that these behaviors are acceptable. Finally, top managers can also influence employees' ethical behavior through reward and punishment mechanisms. Choosing who and what to target and why for raises and promotions sends a powerful message to employees. When managers discover wrongdoing, they must not only severely punish the parties involved, but also make the facts public in a timely manner so that everyone in the organization can understand the consequences.

This sends the message: "You have to pay for doing the wrong thing, and it is not in your interest to behave unethically."

5. Comprehensive evaluation of performance

If only based on Performance is measured by economic results. In order to achieve good performance, people will do whatever it takes, which may lead to unethical behavior. If managers want their employees to hold themselves to high ethical standards, they must take ethical requirements into account during the performance evaluation process. For example, when evaluating employee performance, not only the economic results of actions but also the moral consequences of actions should be examined.

6. Establish a formal protection mechanism

Formal protection mechanisms can enable employees who face moral dilemmas to act independently without fear of reprimand and retaliation. For example, organizations may appoint ethics advisors from whom employees can receive guidance when faced with ethical dilemmas. Ethical consultants must first be the confidants of those who encounter moral problems, listening to the parties' understanding of the moral problem itself, their analysis of the causes of the problem, and their ideas for possible solutions. After various solutions become clear, ethics advisors should actively guide employees in choosing the right approach.

In addition, organizations can also establish dedicated channels so that employees can safely report ethical issues or report people who violate ethical standards.

To sum up, middle and senior managers can take a variety of measures to improve the moral quality of employees. The effect of a single measure may be limited, but if they are combined, they are likely to receive the expected results. effect.