Developing Good Work Ethics Essay Example

that it limits the rebellious nature of the physical body.

4. The ability to give alms from one's material surplus is enabled by man.

The Human Perspective of Work

1. Follow the principle of treating others as you would like to be treated.

2. Protect your mouth.

3. Cease the jokes about the color green.

4. Follow ethical guidelines.

5. Develop the ability to forgive.

6. Show generosity.

In order to maintain a positive work environment, it is important to show respect towards both superiors and co-workers.

8. Show consideration.

9. Give your best effort and complete your tasks to the best of your capability.

Being grateful is crucial.

11. To maintain a healthy balance, it is crucial to keep your personal and professional lives distinct, ensuring that issues from home do not spill over into the workplace and vice versa.

12. Serve as a source of motivation for others.

13. Daily reading of the bible is crucial.

14. Establish a close bond with the divine.

15. It is important to smile and find joy in your work, as work has been deemed sacred and should also bring sanctity to your life.

Basic Duties of Employers

1 . Honor the worker's dignity.

2. Show gratitude for their efforts.

It is crucial to not view them only as a source of income.

4. Avoid giving them tasks that are too difficult for their abilities or that are not appropriate for their age or gender.

5. Provide them with fair and equal wages.

6. Support their physical well-being and social activities.

7. Allocate sufficient time for individuals to engage in religious practices.

8.

Educate individuals on effective money management.

9. Give them guidance on loving their family.

Offer them chances for advancement.

Basic Duties of Worker

1. Be sincere in your work and adhere to all agreements.

2. It is important to never harm capital or steal from the employer.

3. The person of the employer should never be outraged.

4. When presenting a cause, it is important to never use deceit or violence.

Avoid seeking advice from individuals who are considered "agitators" or those with malicious intentions.

Equal Employment Opportunities and Affirmation

The Equal Job Opportunity policy aims to prevent businesses from discriminating against qualified individuals with disabilities. It ensures that hiring decisions will be made solely on merit, without any personal bias or favoritism.

Affirmative Action refers to the implementation of policies that aim to improve opportunities for ethnic minorities. These policies include giving preferential treatment in areas such as hiring and promotion, college admissions, and government resource allocation. On the other hand, employment discrimination is when employers show bias based on factors like race, gender, religion, nationality, physical disability, or age. It's important to note that differences in earnings or occupational disparities alone do not always indicate employment discrimination. Discrimination can be intentional and involve treating a specific group differently or unintentional but still have an unequal impact on a particular group.

According to Soon and Palm-Angels (1997), when considering factors, there are various aspects that can influence them. These aspects include who the competitors are, the abilities possessed by the competitors, how interviewers perceive an individual, and their performance during exams and interviews (180). Detecting workplace discrimination is a complex

task as it is challenging to determine its existence. It can be troublesome to identify employment discrimination as it is difficult to ascertain if certain individuals were victims of discrimination. Job discrimination involves specific elements.

To comprehend job discrimination, it is beneficial to recognize the different elements or factors that contribute to it (Velazquez, 1998). The following list outlines those elements:

1) A discriminatory plan is when a judgment, decision, or treatment is made against a worker and their specific group without considering personal merit, such as seniority, performance rating, or other qualifications.

2) If a worker's judgment, decision, or treatment is rooted in prejudice, bias, false stereotypes, or any other unfair attitude towards the worker's own specific group.

3) How can you determine if the elements mentioned apply to our previous example, when a judgment, decision, or treatment is detrimental, negative, or ultimately harmful to the worker, potentially resulting in job loss, missed promotion opportunities, or absence of a pay raise 182.

If these three elements are present, it is highly probable that racial discrimination played a role in the promotion or higher pay:

(1) Was the decision to promote the French assistant manager instead of the Filipino assistant manager based on personal factors like seniority, performance rating, or qualifications? Or was the decision unrelated to merits, qualifications, and credentials?

(2) Can we attribute the decision to biased stereotypes like "the French are more competent, aggressive or trustworthy than Filipinos, Asians, and other ethnic groups"? Demonstrating the existence of this factor could present challenges.

Was the decision unfavorable for the Filipino assistant manager in terms of potential promotion or higher pay?

(3)

Is there gender discrimination in work environments for women?

Job discrimination remains prevalent in the Philippines, specifically targeting women. A significant obstacle faced by women is their role as primary caregivers for children. Consequently, employers are hesitant to accommodate childcare needs, including establishing on-site or nearby facilities. This frequently results in favoritism towards career-oriented women and discrimination against mothers.

Job recruiters and interviewers who rely on sexual stereotypes routinely discriminate against women in job recruitment and interviews.

These stereotypes involve certain assumptions: Some occupations are traditionally seen as appropriate for women because they are perceived as "sensitive, vulnerable, and fragile" in nature. There are certain types of work that may be deemed unsuitable for women due to their biological condition, such as their monthly period. Women may face the perception of being unfit for certain jobs due to their common gender personality and aptitude traits, which makes it challenging for them to meet the job requirements. These generalizations about women not only exhibit bias or prejudice but also prove to be false. What lessons can we gather from the 1997 film 6. 1. Jane?

The film "6. 1. Jane", featuring Deem Moore, portrays the strong presence of a determined woman in the challenging environment of the US Navy Seals. Indeed, times have evolved.

Various nations, such as Israel, Pakistan, India, Nicaragua, Ireland, Finland, Great Britain, and New Zealand have seen women rise to positions of heads of state. The right to life is intricately linked to discrimination. Employers acting in a socially irresponsible and unethical manner would dismiss or discharge employees solely based on their marital status. Objective and fair criteria that are free

from bias should be the basis for determining hiring, firing, promotion or demotion. Workers should receive equal treatment based on their individual merit rather than their sexual orientation or marital status. Ethical principles become relevant when discussing job discrimination.

Discriminating against individuals in the workplace is morally wrong and goes against societal norms for the following reasons:

Employment discrimination can have detrimental effects in the long term. It is advantageous to choose individuals who possess the required skills and personality traits for job success. When people are hired based on unrelated criteria, it will inevitably affect their future job performance, resulting in decreased productivity. This presents a practical argument against discriminatory hiring practices.

2) It is a case of double Jeopardy, as both the object and subject of discrimination suffer. The company may have missed the opportunity to hire the discriminated worker who could be the most competent and suitable for the job.

Despite bias, the company failed to choose the most qualified candidate, leading to a disadvantage and no positive result. Discrimination is unethical and it is vital for all individuals, including employers, to acknowledge and respect every person's fundamental right to be treated as a free and rational individual.

The third point highlights the obligation to treat someone as a moral duty.

In cases of discrimination, businesses deliberate or unintentionally convey the message that certain groups are inferior or subordinate to others. For instance, they may suggest that individuals from the province are less competent compared to city residents, or that graduates from UP and La Salle are superior to those from JAR or PUP. Similarly, businesses may imply that women are less

capable than men, or that French employees are superior to Filipinos.

The text highlights that stereotypes aimed at certain groups have negative effects on their self-esteem and violate their right to fair treatment. Such discriminatory practices go against ethical management principles, which emphasize the equality of all individuals regardless of race, color, religion, gender, political affiliation, or professional connections (Velasquez, 1998). Shell places great importance on creating an inclusive work environment that enables its employees to flourish. Diversity management is a key focus for Shell in order to successfully carry out its business activities.

The company values the wide range of cultural and personal differences within its organization. They are using CARS as a benchmark for diversity and inclusiveness. Shell is committed to respecting each employee's need to balance work and personal life, and they ensure equal opportunities for everyone through clear employment and performance standards. The company also provides resources for employees to share, network, learn, develop themselves, and communicate. According to the Royal Dutch/Shell Group (2002) report, Shell companies worldwide promote a culture where all employees, contractors, and joint ventures share a commitment to diversity.

Every shell company should demonstrate their commitment by following these guidelines: 1) Upholding a systemic approach to diversity management that encompasses all aspects of the group Diversity Framework. 2) Actively advocating for the attraction, development, retention, and promotion of diverse talents. 3) Creating a workplace environment that is free from discrimination and harassment. 4) Developing annual diversity plans, goals, and targets for continuous improvement. 5) Evaluating, assessing, and reporting business performance with regards to diversity. 6) Incorporating diversity performance into the evaluation and development plans of both leaders and

employees. 7) Providing employees with safe and efficient channels to report any observed behavioral inconsistencies in accordance with this standard.

Against Conceptualization Is Conceptualization Socially Responsible?

Labor conceptualization refers to the practice of replacing regular workers with temporary workers who receive lower wages and fewer benefits. These temporary workers may go by various names such as contractual, trainees, apprentices, helpers, casuals, piece raters, agency-hired, and project employees. They perform the same tasks as regular workers, but their employment is limited to a specific period, often less than six months. Although their work is crucial for the company's survival, they never attain regular employee status even if they are repeatedly rehired under new contracts.

The issue of unemployment and underemployment is a growing concern across various occupations, including sales ladies in department stores and malls, factory workers, house helpers, carpenters, gasoline boys, and workers in barber shops and parlors. These individuals experience a perpetually temporary employment situation due to their contractual status. They lack stable jobs, employee benefits such as social security and medical insurance, and job security. In addition to this, there are approximately 6 million Overseas Filipino Workers who work on a contract-to-contract basis. The majority of them (over 70 percent) are employed globally as domestic helpers and entertainers.

The "century of knowledge society," as described by management guru Peter F. Trucker, is currently experiencing a surge in part-time jobs, even among professionals. Despite the global recognition of the Filipino labor force for their technical proficiency, high level of education, and competitive advantage in the English language, there has been an increase in part-time employment. Numerous international companies prioritize Filipino workers among Asians.

Contractual labor has always been a significant aspect of the economic landscape, present in industries such as agribusiness, sweatshops, construction, and retail business.

Although something's longevity does not guarantee its correctness, it is worth noting that when visiting a fast food restaurant with your children, most of the young workers (between 18-24 years old) are likely to only have temporary positions. According to the Labor Code, they will be unemployed before six months pass. Even nurses, who are currently abundant in supply, are being hired on contractual terms. Some need to renew their contracts while others have to search for employment elsewhere, often at another fast food chain, gas station or hospital. Consequently, this perpetuates an ongoing cycle of temporary employment.

Labor is recognized as an economic business strategy or practice. According to Article 23 in the Universal Declaration of Human Rights, everyone has the right to work and choose their employment, while also having the right to fair working conditions and protection against unemployment. The 1987 Philippine Constitution further protects this right by ensuring complete employment and equal opportunities for all individuals, including those with disabilities. Both the private business sector and government have a responsibility to provide enough opportunities for meaningful work and ensure full employment, rather than just creating jobs. Unfortunately, underemployment is often seen as a lesser offense compared to unemployment despite its failure to meet workers' needs.

Underemployment, which encompasses working part-time and being overqualified for a job, can be viewed as a type of unemployment. It also involves the technical notion of conceptualization. The importance of adults having access to sufficient work and complete employment is comparable to fish

needing to swim and most birds requiring the ability to fly. This essential right originates from our instinctual drive to survive and our primary obligation to provide for our family, both in accordance with divine intentions.

Various forms of underemployment exist, and it is not justifiable. The belief is that all individuals have the right to secure full employment and should be protected from both unemployment and underemployment. Nevertheless, this ideal clashes with the harsh reality faced by job sharers who frequently serve as the main earners in their households. They are forced to choose between being jobless or accepting underemployment in order to meet their financial needs. Is conceptualization a strategy aimed at reducing profits?

Since the Philippines joined the GAIT-WTFO bandwagon, labor has faced numerous difficulties. The primary focus now is on cheap labor, as it is believed to attract foreign investors and make the country competitive in comparison to neighboring Asian countries. The strategy of conceptualization is used to achieve this goal, enabling capitalists to easily replace their workforce based on market demands. While this may result in minimized profits for companies, it denies laborers the security and benefits of a regular job while being paid significantly low wages.

In the Philippines, there is a prevalence of conceptualization as the main type of labor in businesses. This has resulted in fewer labor unions and organized workers. Vulnerable contractual workers are unable to join unions because of their position under employers. The current laws mainly concentrate on protecting regular employment, disregarding these workers. The era of globalization has made specialized skills and knowledge crucial, highlighting the significance of ethics and professional codes of

conduct.

1. Skills refer to the ability to perform tasks proficiently.

2. The acquisition of knowledge and skills is influenced by education and experience.

The presence of globalization is due to full automation, which has led to the existence of the words profession, professional, and professionalism in the corporate world.

1. A profession refers to a type of job that necessitates specific education, training, or skill.

Professional refers to a job that requires specific education, training, or expertise. It is performed by someone who works in a particular profession and receives compensation for participating in a sport or activity.

3. Professionalism entails the proficiency and expertise that is anticipated from an individual in a professional capacity.

Members of a profession are obligated by their association to abide by certain rules or guidelines referred to as Professional codes of conduct. These guidelines outline the responsibilities that members must follow and specify situations in which they should not participate. Violation of the code may result in sanctions being imposed on the members.