VALUE & ETHICS FOR PERSONAL & PROFESSIONAL DEVELOPMENT

Module I: Introduction to Values & Ethics

Values…………

Human values are the principles, standards, convictions and beliefs that people adopt as
their guidelines in daily activities.

Human values are passed by parents to their offspring soon after childbirth and are instilled
throughout the children's upbringing. As they grow, children learn more values from their peers,
religious leaders, teachers, friends and society at large. These attributes include honesty,
trustworthiness, diligence, discipline, fairness, love, peace, justice, care for one another and
being mindful of the environment, including plants and animals. In addition, selflessness and
putting the well-being of all before a person's own needs are desirable human values. Generally,
human values are highly encouraged in society, while negative attributes are discouraged and
condemned. These values are passed from one generation to another. People with excellent
human values are usually held in high esteem, admired and rewarded. The traits are important
especially in leaders and people in influential positions. All cultures and societies encourage
teachers, doctors, lawyers, politicians, businesspeople and other professionals to have strong
human values

Values can be defined as broad preferences concerning appropriate courses of action or

outcomes. As such, values reflect a person’s sense of right and wrong or what “ought” to be.
“Equal rights for all”, "Excellence deserves admiration", and “People should be treated with
respect and dignity” are representative of values. Values tend to influence attitudes and behavior.
For example, if you value equal rights for all and you go to work for an organization that treats
its managers much better than it does its workers, you may form the attitude that the company is
an unfair place to work; consequently, you may not produce well or may perhaps leave the
company. It is likely that if the company had a more egalitarian policy, your attitude and
behaviors would have been more positive.

Where do values come from?

Our values come from a variety of sources. Some of these include:
• family
• peers (social influences)
• the workplace (work ethics, job roles)
• educational institutions such as schools or TAFE
• significant life events (death, divorce, losing jobs, major accident and trauma,
major health issues, significant financial losses and so on)
 • religion
• music
• media
• technology
• culture
• major historical events (world wars, economic depressions, etc).

• family—caring for each other, family comes first

• peers—importance of friendship, importance of doing things that peers approve of
• workplace—doing your job properly; approving/disapproving of ‘foreign orders’ (doing
home-related activities in work time or using work resources for home related activities)
• educational institutions—the valuing or otherwise of learning; value of self in relation to
an ability to learn (this often depends on personal experience of schooling, whether
positive or negative)
• significant life events—death of loved ones and the impact on what we value as being
important; marriage and the importance and role of marriage and children; separation and
divorce and the value change that may be associated with this (valuing of self or
otherwise)
• religion—beliefs about ‘right and wrong’ and beliefs in gods
• media—the impact of TV, movies, radio, the Internet and advertising on what is
important in our lives, what is valued and not valued
• music—music often reflects what is occurring in society, people’s response to things
such as love and relationships which may then influence the development of our values
• technology—the importance of technology or otherwise; the importance of computers
and developing computer skills
• culture—a cultural value such as the importance of individuality as opposed to
conforming to groups
• major historical events—not wasting anything, saving for times of draught, valuing
human life, patriotic values.

Ethics………
Ethics can be defined as a set of rules formulated by a country, or a company, or an
institution. Ethics are not the individual….

You can have professional ethics, but you seldom hear about professional morals & values.
Ethics tend to be codified into a formal system or set of rules which are explicitly adopted by a
group of people. Thus you have medical ethics. Ethics are thus internally defined and adopted,
whilst morals tend to be externally imposed on other people.
If you accuse someone of being unethical, it is equivalent of calling them unprofessional and
may well be taken as a significant insult and perceived more personally than if you called them
immoral (which of course they may also not like).
What is the difference between Values and Ethics?

• Values are guiding principles in life and every person has his own value system that helps him
in his behavior and action throughout his life. On the other hand, ethics are moral codes of
conduct that decide what is wrong and what is right about the behavior of an individual or a
group in a society.

• Values can be universal as well as personal and are actually beliefs a person has that help him
behave in a particular manner all his life.

Ethics are unwritten code of conduct that are to be followed by an individual or employees in an
organization.

What are values for?

Values guide our behaviors; they are part of our identity as individuals, and guide our behaviors
at home, at work, or any other area of our life. They show us how to behave and how not to
behave when we’re faced with desires or impulses, whether we’re alone or with others. They are
like a compass that helps us behave consistently, regardless of the situation.

For example, when using public transportation, some people give their seat to a pregnant woman,
and others don’t. The former believe in the value of courtesy and consideration towards others,
whether they’re strangers or not. Among those who don’t give up their seat we commonly find
children (who haven’t yet acquired that value), or elderly people who give a greater value to their
own need to be seated (correctly so), or people who just attach a greater value to their own
comfort. Thus, values are the foundation of our behaviors, and make us feel well about our own
decisions.

When we act guided by our values, we are not concerned by what others will say. We act
according to our convictions, regardless of whether others are observing us or not. When we
truly believe that a set of behaviors constitute an essential cornerstone to life, we act accordingly,
and don’t care what others say about it. When are committed to being honest, we don’t take what
isn’t ours. We do so because we believe in respecting the property of others, not because we are
being watched.
Values guide our actions and determine for us what’s good or bad. When we’re guided by
values, we act without expecting anything in return, except personal satisfaction and fulfillment.
This satisfaction motivates us to espouse our principles and beliefs in all situations. It allows us
to express a consistent personality, regardless of our mood or location.
Some people are not kind to others because they think they will receive nothing in return.
Although they may be kind to the people they value (their children, students, employees or work
mates), kindness per se is not a guiding principle in their life. As parents, teachers, employers, or
leaders, if we wish to foster certain principles and behaviors in others, we must practice those
values consistently and through our behavior set an example.

A Definition of values

Values are principles that allow us to guide our behavior to fulfill ourselves as individuals. They
are fundamental beliefs that help us prefer, accept and choose one thing over another or a
behavior over another. They are also a source of satisfaction and fulfillment. They provide a
guideline to formulate goals and objectives, whether personal or collective. They reflect our
keenest interests, feelings and convictions.
Values refer to human needs and represent ideals, dreams and aspirations. Their importance is
independent of the circumstances. For example, even though we may be unfair, fairness still has
a value. The same happens with wellbeing or happiness.
Values have worth in and of themselves. They are important for what they are, what they mean,
and what they represent, and not for what others think of them. Values, attitudes, and behaviors
are closely linked. When we talk about attitudes, we refer to the willingness to act in any given
moment, according to our beliefs, feelings and values.
Values translate into thoughts, concepts or ideas, but what we appreciate most is behavior, what
people do. Valuable persons live according to their values. Their worth is reflected in their
values and how they express these values in their daily life.
Values also constitute the foundations for co-existence n a community and relations with others.
They regulate our behavior to the benefit of collective wellbeing.
Maybe this is why we tend to relate to others using behavioral rules and norms, when in fact they
are personal decisions. That is, we decide to act in a certain way and not in another, based on
what value is important to us. We decide to believe in it and we value it.
When we enter an organization with already established values, we implicitly accept them and
implement them. It’s what others expect from us.

In an organization, values serve as a framework for the behavior of its members. These values
are based on the nature of the organization (its purpose); why it was created (its objectives); and
its projection into the future (its vision). To this end, they must encourage the attitudes and
actions required to achieve the organization’s objectives.
In this regard, an organization’s values should be reflected in the specific behaviors of its
members, and not just in its mission statement.

The importance of values

For humans, some things have always been more important than others. That is why we value
people, ideas, activities and objects according to their significance in our [Link], the
criteria used to give value to those elements have varied throughout history, and depend on the
values each person assumes. Values allow the members of an organization to interact
harmoniously. Values affect their formation and development as individuals, and make it easier
to reach goals that would be impossible to achieve [Link] the well-being of a
community, it is necessary to have shared rules that guide the behavior of its members, otherwise
the community will not function satisfactorily for the [Link] families, schools,
companies, and society in general function poorly, many times it is due to a lack of shared
values, which is reflected in a lack of consistency between what is said and what is done.

For example, it is difficult to teach our children “tolerance” if our leaders and rulers constantly
insult those with whom they disagree.

By the same token, it’s difficult to promote “respect” if teachers, professors, bosses, or parents,
when faced with complex situations, defend their decisions by saying, “Here you do what I say”
or, “Things are like that because I say so”. In practical terms, a community is unlikely to function
well, much less perfectly, if its members don’t share certain principles that permanently guide
the way they relate to each other, in good times and in bad [Link] word “community” means
couples, families, the workplace, the classroom, the neighborhood, the city, the country, and any
other place where people interact. If we don’t share their values, we will neither feel at ease nor
function properly in that community, and we’ll feel little satisfaction in being a part of it.

In a company’s organizational culture values are the foundation of employee attitudes,

motivations and expectations. Values define their [Link] values don’t have the same
meaning for all employees, their daily work will be more difficult and cumbersome. The work
environment becomes tense, people feel that they are not all moving in the same direction, and
clients pay the consequences.

Being a pillar of a company, values not only need to be defined, they must also be maintained,
promoted and disseminated. Only then will workers have a better chance of understanding and
using them in their daily activities.
Types of values

We can speak of universal values, because ever since human

beings have lived in community, they have had to establish
principles to guide their behavior towards others.

In this sense, honesty, responsibility, truth, solidarity,

cooperation, tolerance, respect and peace, among others, are
considered universal values.

However, in order to understand them better, it is useful to

classify values according to the following criteria:

• Personal values:
These are considered essential principles on which we build our
life and guide us to relate with other people. They are usually a blend of family values and
social-cultural values, together with our own individual ones, according to our experiences.

• Family values:
These are valued in a family and iare considered either good or bad. These derive from the
fundamental beliefs of the parents, who use them to educate their children. They are the basic
principles and guidelines of our initial behavior in society, and are conveyed through our
behaviors in the family, from the simplest to the most complex.

• Social-cultural values:
These are the prevailing values of our society, which change with time, and either coincide or not
with our family or personal values. They constitute a complex mix of different values, and at
times they contradict one another, or pose a dilemma.

For example, if work isn’t valued socially as a means of personal fulfillment, then the society is
indirectly fostering “anti-values” like dishonesty, irresponsibility, or crime.

Another example of the dilemmas that social-cultural values may pose is when they promote the
idea that “the end justifies the means”. With this as a pretext, terrorists and arbitrary rulers
justify violence, intolerance, and lies while claiming that their true goal is peace.

• Material values:
These values allow us to survive, and are related to our basic needs as human beings, such as
food and clothing and protection from the environment. They are fundamental needs, part of the
complex web that is created between personal, family and social-cultural values. If exaggerated,
material values can be in contradiction with spiritual values.

• Spiritual values:
They refer to the importance we give to non-material aspects in our lives. They are part of our
human needs and allow us to feel fulfilled. They add meaning and foundation to our life, as do
religious beliefs.

• Moral values:
The attitudes and behaviors that a society considers essential for coexistence, order, and general
well being.

Why are values weakened?

There are many reasons, but I want to highlight three that cause a
sort of vicious circle in the deterioration of values.

1. Needs can be more pressing than values

Values themselves don’t deteriorate. What weakens is our own

capacity to believe in certain principles and their relevance, as a
result of the pressure that certain needs exert on us. This in turn
takes us back to the basic values of individual subsistence.

For example, when we decide we’re not going to stand in line like
everybody else it’s because we consider that our individual needs
are more important than those of others. With this type of personal belief, “honesty” loses
meaning as a value that bonds us with a community.

This often happens in schools and similar organizations, when teachers or supervisors feel that
their need to “control” the group has more value than the “respect” and “dignity” of its members,
and use “authority” to impose order. They are surely going to have difficulty in obtaining
“respect” in return.

2. It is much easier to convey other values

The real impact of values in an organization is reflected in the actions and attitudes of its
members. It’s our behavior that translates values into our daily activities:

Imagine a parent teaching her child the importance of truth or responsibility. A moment later, the
child tells the parent that a debt collector has just called on the phone, and the parent casually
says: “Tell him I’m not home.”

Imagine something that happens frequently in a company: We don’t look away from the
computer while talking to a colleague we “respect”, and saying something like: “I’m not looking
at you, but I’m paying attention.”

3. There is great social pressure in favor of “anti-values”

In a society that over-stimulates consumption, citizens end up being valued more for what they
have than for what they are as individuals. As a result, appearance, or power often become
higher values than responsibility, and we end up saying that “the end justifies the means.”

When we talk about the formation of values, or when we demand them that certain values be
adopted, we need to do so with a certain amount of humility. Values are reflected even in
peoples’ most casual behavior, and many of these behaviors are little more than habits, at times
adopted unconsciously.

In this sense, values can be much more useful as a guide for the members of a work team or a
family, when they are defined as leading to concrete, desirable behaviors.

A way to define values

The way values are defined in an organization can also be used to put them into practice. If
they’re only words and generic concepts, they’re much less useful in practice than when they’re
defined in terms of attitudes, behaviors and specific actions.

This is because each of us, through our daily behavior, provides a particular value with a specific
meaning.

For example, when an organization defines honesty as a value, it doesn’t offer its members a
clear guide to the specific behaviors implicit this value.

For example, one assume that members of a team will associate honesty with telling the truth and
not stealing. However, it isn’t common to associate honesty with offering all that we can deliver,
with acting preventively, or with recognizing a mistake.
The organizations that benefit the most from applying values as a managerial tool translate them
into codes of conduct, with precise indications regarding the attitudes and actions that favor the
culture of the organization or community according to its interests.

Thus, values serve as a practical guide for the decisions we make every day at work. They help
us identify what to do in each situation. Otherwise, the internal credibility of the organization, its
leadership and its culture weaken, giving rise to a crisis of values.

Principles must be well differentiated from the objectives of the organization in order to be better
understood as desirable behaviors. This confusion occurs frequently.

Values define objectives and point to the actions necessary to achieve them. Objectives can be
flexible at a given point in time, but principles are immutable

Values should be like the columns supporting a building. Inside, we can make all the changes
required, but we never move its foundations.

Leaders at all levels and areas of the organization are responsible for defining values. Heads of
organizations, bosses, supervisors or coordinators, must be aware that everything they do or not
do communicates the values of the organization to the rest of the team.

The other members of the organization are responsible for knowing the values of that
community. If necessary, they must investigate and ask their immediate supervisors. The
responsibility of understanding and implementing them is a value in and of itself.

We must remember that to define values, practice is more important than theory. What we do is
more important than what we say, and this is valid for individuals as well as for organizations.

The formation of values

We start forming values in our childhood. First we learn to appreciate things that fulfill our basic
needs, but we value especially those people that provide them to us. Their behavior towards us
becomes the main reference of what is valuable.

Thus, our character and personality are molded through the attitudes and behavior of the people
who raise us, whether they’re our parents or other relatives. Their behaviors determine in large
part what will subsequently become our most important beliefs and principles.
We learn to value the substance and the form of everything they say and do, and what they don’t
say and don’t do. Each gesture or comment affects how we learn to make choices We also learn
to differentiate between the theory and practice of values. The latter is what marks us the most.

So the consistency and coherence of our parents’ behavior is what strengthens our formation. If
they practice what they preach, our personality will be stronger than if they don’t.

Later, when we are students, we start feeling social pressures and the pressure of values that are
different from ours, as we relate to other people. The strength of the values formed through our
parents is put to the test.

Values are often confused with habits, and many parents hope that school will form the values
that were not instilled at home. This is not possible, because school does not fulfill the basic
needs of life… that is the responsibility of those who raise us.

Teachers, leaders, and value models at school can reinforce what was formed at home, but they
cannot replace them. If the convictions formed at home are not solid, they will soon be exposed
to an intense social competition against other beliefs.

Why is it so difficult to form values? Because, unlike norms, values are convictions; they are
behaviors we gladly decide to follow and produce satisfaction. We can follow norms against our
will, but values have the support of our will. We have learned their importance due to the
benefits they produce, individually and collectively.

Those who play a leadership role in our lives are most powerful at conveying to us their values.
They are our parents, elder siblings, grandparents, some relatives, teachers, peers we admire,
professors, and bosses.

However, to convey something, we must first possess it. Values are only conveyed through the
example of our daily attitudes and behaviors. They can seldom be formed by explaining them or
through a list of what is considered correct or incorrect. Memorizing their theoretical meaning
does not guarantee their implementation.
Values clarification

“Try not to become a man of success but rather try to

become a man of value.” - Albert Einstein

Core Values in our life

values are the guiding principles that dictate behavior and action. Core values can help people
to know what is right from wrong; they can help companies to determine if they are on the
right path and fulfilling their business goals; and they create an unwavering and unchanging
guide. There are many different types of core values and many different examples of core
values depending upon the context.

Core values are the fundamental beliefs of a person or organization.

There are countless types of core values, so you will need to choose and clarify the ones that are
right for you and which is very close to you, this is called the value clarification.

Here are some examples of core values

• Dependable
• Reliable
• Loyal
• Committed
• Open-minded
• Consistent
• Honest
• Efficient
• Innovative
• Creative
• Humorous
• Fun-loving
• Adventurous
• Motivated
• Positive
• Optimistic
• Inspiring
• Passionate
• Respectful
• Athletic
• Fit
• Courageous
• Educated
• Respected
• Loving
 • Nurturing
• Resilience
• Harmony
• Integrity

Core Values – Respect, Responsibility, Integrity, Resilience, Care and

Harmony

Respect
Receiving respect from others is important because it helps us to feel safe and to express
ourselves.
Being respected by important people in our lives growing up teaches us how to be respectful

toward [Link] means that you accept somebody for who they are, even when they’re

different from you or you don’t agree with them.

Respect in your relationships builds feelings of trust, safety, and wellbeing.

Respect doesn’t have to come naturally – it is something you learn.

How do you show respect?

Steps

1. Show gratitude. Thank people for their assistance and their support on a regular basis. ...
2. Compliment the achievements of others. ...
3. Be sincere. ...
4. Do what you say you'll do. ...
5. Offer your assistance. ...
6. Respect the abilities of others.

Responsibility
A duty or obligation to satisfactorily perform or complete a task (assigned by someone, or
created by one's own promise or circumstances) that one must fulfill, and which has a
consequent penalty for failure.

Responsibility doesn’t come at birth. It is something that is acquired as you age, go to school and
progress in life. Your sense of responsibility can come from your family members, friends or
from something you see on TV. However, you can hear and see a lot of different things, both
good and bad. That is why your sense of responsibility depends solely on you. You choose your
own behavior, actions and words.
So, responsibility is a skill. You learn it. However, there are different ways of doing so. You
shape your personality with your actions. For example, it is you who chooses to be lazy or to get
up early every day, or if you want to save money or spend it recklessly. It is about proving to
yourself that you can be, and that you are, in fact, accountable.
In the end, again, all of it comes down to your own conscious decision. Therefore, blaming
others for your mistakes is out of the question. With that said, here are a few tips on how you can
improve your responsibility.

1. Stop making excuses for yourself

If, and when you make a mistake, own up to it. Instead of transferring the blame to someone or
something else, say the true reason why you failed to do something. By coming up with an
excuse, you actually admit to being irresponsible. Moreover, it makes you a coward. If you
cannot complete a task such as making it in time for a meeting or something similar, do not make
the promise in the first place.
You need to think clearly about what you can and cannot do, in order to avoid having to make
excuses for yourself. Even better, when you find yourself in this kind of situation, say why you
didn’t get that thing done instead of coming up with a pretty little lie.

2. Stop complaining

Complainers are usually the people who talk too much and do nothing. They can be big with
words, but when it comes to actually doing something about an issue, they are motionless.
Alternatively, you could stop complaining and take responsibility into your own hands. If you do
not like how a certain task is being carried out, do it yourself or consult with the person who did
it wrong.
By consulting, you offer guidance and a chance to calmly come to a better solution. If you were
to complain, those would be just empty, frustrating words coming out of your mouth.
Also, by always nagging about the world around you, you actually fill yourself with negativity. It
seems as though you cannot find anything nice to say. By being negative, you are being
miserable. Therefore, cutting down on complaining will bring you to a better mind-set, as well as
prolonged happiness.

3. Learn how to manage your finances

One of the major responsibilities you will have as an adult is to take care of your money. You
will get a job, receive a salary and try to live with it month by month. Perhaps, you will try to put
some away on the side, as a precaution; savings are always a good idea. Unfortunately, not
everyone learns, or knows how to manage their finances.
Usually, people spend the majority of their salary before the end of the month. Sometimes, they
even neglect to pay their bills because they found some other, usually shiny thing to spend the
money on. These are examples of what an irresponsible person does.
If you want to be taken seriously, and live a normal life, you will need to learn how to deal with
money. You should pay all your bills when you get your salary. Then, buy groceries and make a
plan on how you will use the rest. You should also have some money in your savings account or,
maybe you could invest part of it. Both of these are better than spending recklessly, which can
lead to debt and other problems for you.

4. Avoid procrastination

Successful people are hard-working people. In order to earn and succeed in every aspect of your
life, you need to work hard for it. Therefore, you need to be responsible. Without it, you will not
make it big. The first step you could make towards the top is to stop procrastinating. Stop
wasting precious time.
The hours you spent browsing through the internet, scrolling through social media, or lying
around doing nothing, could have been used for better things. For instance, you could have read
a book, went for a walk or done a workout. Moreover, you could have finished that project you
were far behind on. Anything other than wasting time would be better.
Procrastination will lead you nowhere. If you have spare time on your hands, use it in a smart
and creative way.

5. Be consistent and keep to your schedule

Having a routine is good. Routine means order, and this means that you are on the right track. If
you are working, try to wake up at the same time every day. Even on the weekends, you could
wake up earlier rather than staying in bed until noon. This will give you some consistency.
Plus, getting up early allows you to have more time for whatever things you had to finish that
day. Alternatively, you could just relax and enjoy the day off too. If you are a student, then you
should make a habit of studying regularly. Or, if you are living abroad, remember to call your
friends and family every week.
 Additionally, you should make a schedule for your work and personal tasks. If a few things are
repetitive during the week, keep them that way. Getting off your schedule could ruin your whole
routine and leave you off-balance.
Being responsible means that you are in control of everything you do. You do not let others take
the blame, or forget about your friends and family. Also, you should not let laziness overcome
your approach to your work. If you are given a task, you can get through it until the end.
This is what responsible people do. More importantly, they accept every responsibility that is
thrown at them, whether it is work or life related. They do not leave stuff half-done or play the
victim – no. Responsible people stand strong on the ground, with both their feet firmly planted.

Integrity
Having integrity means doing the right thing in a reliable way. It's a personality trait that we
admire, since it means a person has a moral compass that doesn't waver. It literally means having
"wholeness" of character, just as an integer is a "whole number" with no fractions

Integrity brings together the following components:

• Honesty. This means telling the truth, being open, not taking advantage of others. ...
• Respect. ...
• Generating trust. ...
• Pride. ...
• Responsibility. ...
• Keeping promises. ...
• Helping others.

Building Integrity
1. Fulfill your promises. ...
2. Keep appointments. ...
3. Before you make a commitment… ...
4. Get comfortable with saying no. ...
5. Examine how you react in knee-jerk situations… ...
6. Polish your communication skills. ...
7. Consider the habits and skills you need to develop to enhance your integrity. ...
8. Avoid people who lack integrity.
Care and Harmony

What is a belief?
Beliefs come from real experiences but often we forget that the original experience is not the
same as what is happening in life now. Our values and beliefs affect the quality of our work and
all our relationships because what you believe is what you experience. We tend to think that our
beliefs are based on reality, but it is our beliefs that govern our experiences.
The beliefs that we hold are an important part of our identity. They may be religious, cultural or
moral. Beliefs are precious because they reflect who we are and how we live our lives.

Pre-existing beliefs
As a care worker in the community services industry, the pre-existing beliefs you may have
could be related to stereotypes that have developed for you around issues like sexuality, alcohol
and other drugs, ageing and disabilities, independence, health, the rights of people, your idea of
health and what it’s like to be older and/or disabled.
These stereotypes could affect the way you interact and work with clients. This is because you
have assumptions about what your clients can and can’t do for themselves, the way they should
think about issues and what is best for them. If you make assumptions as a worker then you are
denying clients their rights, respect and dignity. As a worker this would be regarded as a breach
in your duty of care towards clients.
The need for older people and people with disabilities to express their sexuality does not
necessarily diminish over time. The desire for intimacy can in fact intensify. The development of
new relationships may occur as a result of living in a residential care setting or as people’s social
networks change over time. The right to express sexuality is a quality of life issue and is part of
one’s self-identity. The way people choose to express their sexuality may change over time in a
variety of ways. Intimate relationships enhance a person’s quality of life and contribute to their
feelings of well being. As a care worker it is important to respect a person’s right to express their
sexuality in a way which is appropriate for them.
Defining Values, Morals, and Ethics

Values are our fundamental beliefs. They are the principles we use to define that which is
right, good and just. Values provide guidance as we determine the right versus the wrong, the
good versus the bad. They are our standards.

Consider the word “evaluate”. When we evaluate something we compare it to a standard. We

determine whether it meets that standard or falls short, comes close or far exceeds. To evaluate is
to determine the merit of a thing or an action as compared to a standard.

Typical values include honesty, integrity, compassion, courage, honor, responsibility, patriotism,
respect and fairness.

Morals are values which we attribute to a system of beliefs, typically a religious system, but it
could be a political system of some other set of beliefs. These values get their authority from
something outside the individual- a higher being or higher authority (e.g. society). In the
business world we often find ourselves avoiding framing our ethical choices in moral terms for
fear that doing so might prove offensive (lacking in respect or compassion) to some. Many of us
find our values are strongly influenced by our sense of morality - right as defined by a higher
authority. Yet we refrain from citing that authority because doing so may seem less rational and
more emotional to others who do not share our belief system. The lack of public reference to
morals does not diminish the power of moral authority. Avoiding a morality-based rationale is a
social convention and one that is not universally practiced.

By that definition one could categorize the values listed above (honesty, integrity, compassion
…) as “moral values” - values derived from a higher authority. That is a convenient way to
differentiate them from what are often called utilitarian or business values, such as excellence,
quality, safety, service, which define some elements of right and good in a business context.

Ethics is about our actions and decisions. When one acts in ways which are consistent with our
beliefs (whether secular or derived from a moral authority) we will characterize that as acting
ethically. When one’s actions are not congruent with our values - our sense of right, good and
just - we will view that as acting unethically.

Defining what is ethical is not an individual exercise however. If it were then one could have
argued that what Hitler did was ethical since his actions conformed to his definition of right, fair
and good. The ethics of our decisions and actions is defined societally, not individually.

If society is dominated by a single religious or cultural belief system, as is the case in some
countries, then what is ethical and what is moral may be defined as the same thing. In societies
 where there is not a monolithic belief system there can be very wide differences in opinion in
society as to whether a given action is ethical (or moral).

Consider several of the long-standing national debates that are going on in the United States.
Often the controversy is the result of people coming to a question from different moral positions
or from different values. Take the very difficult question of abortion. If your religious belief
system defines abortion as taking a life then you cannot be ethical (acting in ways that are
consistent with your values) and support the position that abortion is a woman’s individual
choice. If your personal value system holds that control of one’s body is an inviolable personal
right then the idea that others - individually or collectively - can impose their will on you is
antithetical to that right.

Culturally we also see differences as to how values are defined. In US society we stand against
nepotism. We believe that a concern for fairness to all employees demands that large businesses
protect their employees from the unfairness inherent in the situation where an individual
supervisors a member of his or her immediate family. The concern is for the inevitability of
preferential treatment and/or the inappropriate sharing of personal/confidential information about
others in the workplace. Fairness demands that nepotism not be tolerated. In the Arab world,
nepotism is often viewed as an illogical concern. The cultural obligation to look after one’s
family outweighs other concerns. Of course one would favor family. That is what family does.
That is the right thing to do.

While I am not arguing that ethics is “situational” I am arguing that while we may agree on
values, we may disagree as to which values apply or which actions best satisfy those values. Is it
fair to treat each employee identically (equality) or is it fair to treat each employee according to
his or her needs (equity)? In our society we argue both.

And of course we have ethical dilemmas, where the choice is not between what we believe to be
right and what we believe to be wrong, but between competing rights. The classic case: “Is it
ethical to steal a loaf of bread to feed a starving child.” The answer, “It depends.” But that is
another article.

The ethics, morals, values

distinction
It is impossible to talk of ethics without first considering some complementary and related terms.
The three terms: ethics, morals, values are easily confused. For the purposes of this web site,
they are defined as follows:

ethics describes a generally accepted set of moral principles

morals describes the goodness or badness or right or wrong of actions
values describes individual or personal standards of what is valuable or important.
Problems may arise where individuals allow their personal values to interfere with their actions,
thereby potentially bringing their actions into conflict with stated ethical standards.
For example, a community worker may consider that it is in the best interests of their client to
breach the client’s confidence, leading to a breach of a set standard of confidentiality such as
prescribed by a code of ethics, a code of conduct or a legal obligation. The reason for the breach
may have been value-based and thereby will not satisfy proper and accepted standards for
breaching confidence even though the community worker thought it acceptable or even
mandatory. This highlights how our individual values can intrude into our professional lives and
potentially cause us to ignore ethical obligations and duties. In other words, our values may
cause us to ignore a code of ethics. This is an example of the conflict between worker's values
and client’s interests.

It may be possible that an organisation can have policies or procedures that conflict with the
rights of clients in a general way, the ethical or conduct requirements of their workers or general
principles of ethical practice. For example, an organisation that operates from a particular
philosophical or political basis such as one that is operated by a church or local government
authority may find that its institutional values do not always accord with worker or client
interests. This is the conflict between institutional values and client’s interests or institutional
values and worker’s interests.

Ethical Decisions: A 7-Step Path

Read these 7 steps to help you make ethical distinctions between competing options when you
are faced with a difficult choice.

Making ethical choices requires the ability to make distinctions between competing options.
Here are seven steps to help you make better decisions:

1. Stop and think: This provides several benefits. It prevents rash decisions, prepares us for
more thoughtful discernment, and can allow us to mobilize our discipline.
2. Clarify goals: Before you choose, clarify your short-term and long-term aims. Determine
which of your many wants and "don't wants" affected by the decision are the most
important. The big danger is that decisions that fullfill immediate wants and needs can
prevent the achievement of our more important life goals.
3. Determine facts: Be sure you have adequate information to support an intelligent choice.
To determine the facts, first resolve what you know, then what you need to know. Be
prepared for additional information and to verify assumptions and other uncertain
information. In addition:
o Consider the reliability and credibility of the people providing the facts.
o Consider the basis of the supposed facts. If the person giving you the information
says he or she personally heard or saw something, evaluate that person in terms of
honesty, accuracy, and memory.
 4. Develop options: Once you know what you want to achieve and have made your best
judgment as to the relevant facts, make a list of actions you can take to accomplish your
goals. If it's an especially important decision, talk to someone you trust so you can
broaden your perspective and think of new choices. If you can think of only one or two
choices, you're probably not thinking hard enough.
5. Consider consequences: Filter your choices to determine if any of your options will
violate any core ethical values, and then eliminate any unethical options. Identify who
will be affected by the decision and how the decision is likely to affect them.
6. Choose: Make a decision. If the choice is not immediately clear, try:
o Talking to people whose judgment you respect.
o Think of a person of strong character that you know or know of, and ask your self
what they would do in your situation.
o If everyone found out about your decision, would you be proud and comfortable?
o Follow the Golden Rule: treat others the way you want to be treated, and keep
your promises.
7. Monitor and modify: Ethical decision-makers monitor the effects of their choices. If
they are not producing the intended results, or are causing additional unintended and
undesirable results, they re-assess the situation and make new decisions.

The Benefits & Importance of Ethics in the Workplace

The Ethics Resource Center reports that non-unionized employees perceive stronger ethical
cultures within their organizations than their unionized counterparts. The non-profit organization
also reports that young workers are more likely to perceive weak ethical cultures within their
companies than older ones. Managers also tend to value stronger ethical cultures than employees
in non-management positions. It is your duty as a manager to incorporate and manage a strong
ethical culture within your business. Workplace ethics are significant to your business and
provide numerous benefits.
• Asset Protection
A strong ethical culture within your business is important in safeguarding your assets.
Employees who abide by your workplace ethics would be able to protect and respect your
business’s assets. For example, they would avoid making personal long distance calls using the
business’s lines. Workers can only respect company property when you treat them with respect
and dignity, which makes them feel proud to be working for your business. Ensure that your
workers perform in an environment with integrity and strong ethics. It increases employee pride
and discourages them from stealing supplies or equipment.

• Productivity and Teamwork

Workplace ethics is integral in fostering increased productivity and teamwork among your
employees. It helps in aligning the values of your business with those of your workers.
Achieving this alignment requires that you encourage consistent dialogue regarding the values of
your business, which enhances community, integrity and openness among employees. Ethics
enable your workers to feel a strong alignment between their values and those of your business.
They show such feelings through increased productivity and motivation.

• Public Image
You earn a lot of respect and cultivate a strong image in the public domain when you make
ethical choices. For instance, you can fulfill your corporate social responsibility by reducing
waste discharge from your business. The public would consider your business to be operating
with honor and integrity while valuing people over profits. Building a strong public image
through ethical conduct also earns you more clients. Customers would develop trust in you and
do business with your organization.

• Decision-Making

Ethical conduct in the workplace encourages a culture of making decisions based on ethics. It
also enhances accountability and transparency when undertaking any business decisions. During
turbulent times, a strong ethical culture guides you in managing such conflicts by making the
right moves. It can help you to introduce change successfully in your organization, which can be
a challenge. Ethical conduct within the business sensitizes you and your staff on how to act
consistently even in difficult times.

Module 5:

Personal Core Values

“Try not to become a man of success but rather try to

become a man of value.” - Albert Einstein

Values are beliefs or convictions that guide and direct my behavior and support my purpose and
vision. My values define who I am.

In thinking back over my life, challenges and issues that I would consider to be detrimental to
my development, personally and professionally, came in times when I was out of integrity with
my values. Conversely, those times of expanded growth occurred when I was aligned and living
into the integrity of my values.

What I have noticed through my extensive coaching experience is that there is often a significant
gap between how people perceive their values and how they live their lives.

One must either be aligned and in integrity with their values or be willing to discard and replace
them with the true values that are congruent with their life. Once you have clearly defined,
articulated and expressed your values, you will then have access to living a profound life of
integrity.

This is absolutely critical and fundamental to living a life of meaning and purpose, which
invariably creates joy, inner peace, contentment and fulfillment. Values provide guidance,
direction, meaning and purpose in life. By understanding and living in integrity with your
values, you start to understand “Who am I”.

In my coaching I teach people how to live authentically by assisting them in identifying, defining
and living into their personal values.

My personal core values are:

1. Integrity:

I am committed to honoring and managing the integrity of my word by being my word in

action. I treat integrity as if it is the only option, as in the final analysis, it is.
Integrity is the internal compass that provides me with guidance and direction by
living into the integrity of my values.

2. Authenticity:

I am committed to bringing forth my authentic self by being real and honest with myself
and others, by owning my vulnerabilities and accepting my humanness.
I am open, transparent, vulnerable and courageous in self-disclosing and sharing with
others who I am.

3. Compassion:

The essence of my coaching is generated from a place of compassion, being genuinely

concerned for others by being kind, empathetic, caring, sensitive, patient, humble and
understanding.

4. Courage:

I am committed to having the courage and conviction of being and doing what is integral
for me, by taking risks, being bold and unreasonable by asking more of myself than I
ask of others.

5. Truthfulness:

I am committed to truthfulness by authentically expressing and self-disclosing with

honesty and not withholding.
I am committed to being open and sincere, with no disguise or secrets and sharing my
truth with love, compassion, kindness, understanding, empathy and humility.
6. Trust:

I am committed to trust by being congruent, impeccable and in alignment with my

thoughts, words and actions through my commitments, agreements and promises.
I am committed to building trust by being believable, dependable and reliable, by seeking
feedback, listening attentively and being open, vulnerable and supportive of others.
To the degree that I trust myself (self-trust) is the degree that others trust me and that life
opens up for me. Without trust I cannot have integrity.

7. Personal Development & Human Potential

I am committed to constantly bring forth change within myself by striving to be the

highest expression of myself.
Through my own personal insights, experiences, learnings, knowings and understandings,
I am committed to teaching others how to reinvent and become the highest authentic
expression of themselves.

8. Authentic Love:

I am committed to authentic love through compassion, kindness, acceptance, patience,

understanding, forgiveness, selflessness and humility.
I am committed to bringing forth authentic love by having integrity, honesty, and
truthfulness in living into my values.

“Values are not like laws – you cannot break them.

You can only break yourself against them” – Mark Wright

Professional Values-Work ethics, respect for others

Here is a List of the Top 10 Values Employers Look for in Employees

1. Strong Work Ethic

Employers value employees who understand and possess a willingness to work hard. In addition
to working hard it is also important to work smart. This means learning the most efficient way to
complete tasks and finding ways to save time while completing daily assignments. It’s also
important to care about your job and complete all projects while maintaining a positive attitude.
Doing more than is expected on the job is a good way to show management that you utilize good
time management skills and don’t waste valuable company time attending to personal issues not
related to the job. Downsizing in today’s job market is quite common so it’s important to
recognize the personal values and attributes employers want to improve your chances of job
security should a layoff occur.

2. Dependability and Responsibility

Employers value employees who come to work on time, are there when they are suppose to be,
and are responsible for their actions and behavior. It’s important to keep supervisors abreast of
changes in your schedule or if you are going to be late for any reason. This also means keeping
your supervisor informed on where you are on all projects you have been assigned. Being
dependable and responsible as an employee shows your employer that you value your job and
that you are responsible in keeping up with projects and keeping them informed of the things that
they should know about.

3. Possessing a Positive Attitude.

Employers seek employees who take the initiative and have the motivation to get the job done in
a reasonable period of time. A positive attitude gets the work done and motivates others to do the
same without dwelling on the challenges that inevitably come up in any job. It is the enthusiastic
employee who creates an environment of good will and who provides a postive role model for
others. A positive attitude is something that is most valued by supervisors and co-workers and
that also makes the job more pleasant and fun to go to each day.

4. Adaptability

Employers seek employees who are adaptable and maintain flexibility in completing tasks in an
ever changing workplace. Being open to change and improvements provides an opportunity to
complete work assignments in a more efficient manner while offering additional benefits to the
corporation, the customer, and even the employee. While oftentimes employees complain that
changes in the workplace don’t make sense or makes their work harder, oftentimes these
complaints are due to a lack of flexibility.

Adaptability also means adapting to the personality and work habits of co-workers and
supervisors. Each person possesses their own set or strengths and adapting personal behaviors to
accommodate others is part of what it takes to work effectively as a team. By viewing change as
an opportunity to complete work assignments in a more efficient manner, adapting to change can
be a positive experience. New strategies, ideas, priorities, and work habits can foster a belief
among workers that management and staff are both committed to making the workplace a better
place to work.

5. Honesty and Integrity

Employers value employees who maintain a sense of honesty and integrity above all else. Good
relationships are built on trust. When working for an employer they want to know that they can
trust what you say and what you do. Successful businesses work to gain the trust of customers
and maintain the attitude that “the customer is always right”. It is the responsibility of each
person to use their own individual sense of moral and ethical behavior when working with and
serving others within the scope of their job.

6. Self – Motivated

Employers look for employees who require little supervision and direction to get the work done
in a timely and professional manner. Supervisors who hire self-motivated employees do
themselves an immense favor. For self-motivated employees require very little direction from
their supervisors. Once a self-motivated employee understands his/her responsibility on the job,
they will do it without any prodding from others. Employers can do their part by offering a safe,
supportive, work environment that offers employees an opportunity to learn and grow. Working
in a supportive work environment and taking the intitiative to be self-directive will provide
employees with a better sense of accomplishment and increased self-esteem.

7. Motivated to Grow & Learn

In an everchanging workplace, employers seek employees who are interested in keeping up with
new developments and knowledge in the field. It has been noted that one of the top reasons
employees leave their employers is the lack of opportunity for career development within the
organization. Learning new skills, techniques, methods, and/or theories through professional
development helps keep the organization at the top of its field and makes the employee's job
more interesting and exciting. Keeping up with current changes in the field is vital for success
and increased job security.

8. Strong Self – Confidence

Self-confidence has been recognized as the key ingredient between someone who is successful
and someone who is not. A self – confident person is someone who inspires others. A self-
confident person is not afraid to ask questions on topics where they feel they need more
knowledge. They feel little need to have to impress others with what they know since they feel
comfortable with themselves and don’t feel they need to know everything.

The self-confident person does what he/she feels is right and is willing to take risks. Self-
confident people can also admit their mistakes. They recognize their strengths as well as their
weaknesses and are willing to work on the latter. Self-confident people have faith in themselves
and their abilities which is manifested in their positive attitude and outlook on life.

9. Professionalism

Employers value employees who exhibit professional behavior at all times. Professional behavior
includes learning every aspect of a job and doing it to the best of one’s ability. Professionals
look, speak, and dress accordingly to maintain an image of someone who takes pride in their
behavior and appearance. Professionals complete projects as soon as possible and avoid letting
uncompleted projects pile up. Professionals complete high quality work and are detail oriented.
Professional behavior includes all of the behavior above in addition to providing a positive role
model for others. Professionals are enthusiastic about their work and optimistic about the
organization and its future. To become a professional you must feel like a professional and
following these tips is a great start to getting to where you want to go.

10. Loyalty

Employers value employees they can trust and who exhibit their loyalty to the company. Loyalty
in the workforce has taken on a new meaning. Gone are the days when employees plan on
starting out and retiring with the same company. It is said that most people will hold between 8 –
12 jobs throughout their career. What does this mean in terms of loyalty in today’s workforce?

Companies offering employee growth and opportunity will ultimately gain a sense of loyalty
from their employees. Employees today want to feel a sense of satisfaction in their jobs and will
do a good job when they feel that the employer is fair and wants to see them succeed. Although
this may mean only staying for five or ten years in a position, employees can offer loyalty and
make an important contribution during their time with the company.

More companies today encourage employee feedback and offer employees an opportunity to lead
in their area of expertise. This gives employees a greater sense of satisfaction and a sense of
control over their job. Empowerment encourages employees to do their best work since
companies are displaying a trust and expectation that they believe in their employees to do a
good job.

Offering jobs that encourage learning and the development of new skills also gives employees a
sense of empowerment in the workplace. Aligning an employees values with the goals of the
organization will foster loyalty and a bond between employer and employee. Fostering good
relationships within an organization and offering constructive ways to handle conflict provides a
win – win situation for both employer and employee. Creating an organization that values loyalty
within the organization can also work to its benefit by using the same techniques and strategies
to establish loyalty with customers; and loyatly from customers ultimately makes for a successful
business.

Ethical Dilemma

An ethical dilemma arises when a person is forced to decide between two morally sound options,
but they may conflict with the established boundaries of a business, a governmental agency, or
the law. Some ethical dilemmas may involve following the truth versus being loyal to a friend;
following the laws or rules versus having compassion for an individual’s plight; and concerns
about an individual person versus the larger impact on a community. An ethical dilemma differs
from a moral dilemma because it very much involves following rules rather than one’s
conscience, although one’s conscience can certainly move an individual to consider breaking the
rules.
Ethical dilemmas are especially important in the medical and criminal justice fields, and in
careers such as social work and psychology. In addition, most public servants have to undergo
ethics training to address common dilemmas they may come across while working with the
public. Recent advancements in science have also brought forward interesting and uncharted
ethical dilemmas. Some examples of ethical dilemmas include:
• An administrative assistant discovers her boss has been laundering money, and she must decide
whether or not to turn him in.
• A doctor refuses to give a terminal patient morphine, but the nurse can see the patient is in
agony.
• A government contractor discovers that intelligence agencies have been spying on its citizens
illegally, but is bound by contract and legalities to keep his confidentiality about the discovery.

Children may also face some ethical dilemmas. Some examples include:
• A friend got the math test ahead of time and says you can look at it. You struggle with math and
you know it would help your grade if you knew the questions ahead of time.
• You are going to the movies with your friends and tickets are half price for kids who are under
12 years old. You are 13 years old but could easily pass for younger.
• You are hanging out with a friend who isn’t very popular. You run into other friends who invite
you to hang with them, but they do not want your friend to come.

Moral Dilemma
A moral dilemma is a situation in which a person is torn between right and wrong and looks at
the very core of a person's principles and values. The choice the person makes may leave them
feeling burdened, guilty, relieved, or questioning their values. A moral dilemma often forces the
individual to decide which option he or she can live with, but any outcomes are extremely
unpleasant no matter what. Moral dilemmas are often used to help people think through the
reasoning for their beliefs and actions, and are common in psychology and philosophy classes.
Some examples of moral dilemmas include:
• The classic “lifeboat dilemma”, where there are only 10 spaces in the lifeboat, but there are 11
passengers on the sinking ship. A decision must be made as to who will stay behind.
• A train with broken brakes is speeding towards a fork in the tracks. On the left, there is a woman
crossing with her two children; on the right, there is a man doing routine maintenance on the
tracks. The engineer must decide which side to aim the speeding train towards.
• A husband learns he has a terminal illness and he decides to ask his wife for assistance in ending
the pain before it gets too bad.
• A friend discovers her best friend’s boyfriend is cheating. She must decide whether to tell her
friend or keep it a secret.

A moral dilemma typically involves a situation in which a difficult decision must be made
regarding two or more choices that are not necessarily moral or ethical. There are times in life
when we come across moral dilemmas that test our mental prowess and judgment. We must
decide which is the lesser of two evils. Oftentimes, there is no easy or correct choice.
When faced with a moral dilemma, there are many factors to consider. Who is involved and
why? Is action necessary and, if so, what do you do? Perhaps, it’s better to tell someone else
about the dilemma and let them decide what to do. Maybe there are other solutions that are not
plain to see at first.
No matter the situation, here are some recommendations to help figure out how to handle a
moral dilemma:
Use logic instead of emotion.

While this may seem difficult to do, it’s often the best way to handle a situation without being
too biased one way or another, depending on the circumstances. Using logic forces a person to
consider as many perspectives as possible to find the best possible solution. Thinking logically
can also help a person calm down and relax instead of being too emotionally charged to make a
reasonable decision.

Understandably, there will be situations in which this is not possible due to the nature of the
dilemma. In this case, it might be best to wait on a decision until emotions aren’t so volatile.

Weigh the pros and cons of each decision.

This is a bit tricky because there may be only cons for each decision. In this case, logic dictates
that the fewest number of cons is likely the most reasonable decision. No matter what, working
through a pros and cons list might bring to light other factors that can influence a decision.

For instance, let’s say a person works at a retail store with their best friend. They witness their
best friend steal some money from the store safe. They confront their friend to convince them to
put the money back, but they refuse. Now, do they report their lifelong best friend to
management, or do they keep quiet about it and assume the store can afford the loss?
This wouldn’t be an easy decision for most people but weighing the pros and cons may help. If
they don’t report their friend, that friend may keep doing it which might affect the store’s ability
to stay in business thereby affecting other people’s income. However, if they do report their
friend, it will most likely cause them to lose their best friend forever.

Which decision creates the least amount of pain or injustice for all parties involved?

Or, which decision is better for the greater good? Sometimes, certain people will be hurt no
matter what decision is made. When this is unavoidable, it’s best to know which people are
involved and how they will be impacted.

As an example, let’s say that a manager is told to lay off a handful of employees because
business is slow. Should the manager lay off people from the production line, sales staff,
accounting, front office, or delivery team? Instead of decimating an entire department, the
manager may realize that laying off only one or two from each department is best for the
company. That way, each department is only minimally impacted without affecting the entire
business.
No matter how someone handles a moral dilemma, there won’t always be a right or wrong
answer. In fact, there may be multiple wrong answers. It’s up to each individual person to decide
the best way to deal with their circumstances. At the end of the day, the person facing the moral
dilemma will be mentally, morally, or spiritually challenged to make their own best decision.