Professional Ethic’s Paper
Professional Ethics Paper
The International Association of Administrative Professionals (IAAP) has crafted a well-meaning code of ethics that guides its members. One of its cardinal principles states that an executive administrator should implement responsibilities in a competent and skillful manner because such behavior forms the basis for the trust between him/her and the corporate employer. It further asserts that such an individual should endeavor to maintain the competence, status, dignity and the universal standards observed throughout the profession by various practitioners. Additionally, this person must judge matters of promotion, compensation, and employment based on professional experience, ability, performance and knowledge. The organization includes a vital principle that should be adhered to by all its members (Hanson, 2015). It posits that all members of this profession should consider public safety and social welfare as their most important duty in the course of their work. It is therefore clear that these code of ethics focuses on the work environment based on the reality of the job. The possibility of constant interaction with the management means that such an individual should blend interpersonal and professional skills in an ethical manner. The code also identifies self-discipline as an essential virtue of the profession because it guides people to maintain consistency. Reliability is an important quality for both the employee and the business. Such self-will enables workers to focus on their responsibilities with minimal distractions, which increases their output for greater profitability. It also aids in the prudent use of company time and resources. Project completion can be guaranteed under these circumstances, and valid justifications can be made for any cash spent or duration taken for performing different tasks.
IAAP identifies certain issues and not others because it is cognizant of the fact that such principles form a minimum standard for various operations. The organization recognizes that different commercial entities have varying corporate cultures. They also undergo dissimilar challenges which make it likely for them to modify the above set of rules. It limits itself to the above four tenets because they are inextricably linked to the profession and form the basis of an executive administrator’s responsibilities. The guidelines provided do not involve other issues because such concepts are ingrained in an individual through religious education, personal experience and the use of common sense.
Personal integrity is an integral aspect that the IAAP code of ethics should address. This must entail the avoidance of conflicts of interest when a person is discharging his/her duties. It should also offer illumination on the need for maintaining privacy. In fact, it should highlight the importance of confidentiality in a corporate setting (Hanson, 2015). A penchant for professionalism should be emphasized as a way of curbing discrimination based on personal feelings in the workplace. These issues need to be well articulated by the organization because an individual’s personality is vital in ensuring great rapport with colleagues, the board of management and clients. It is also essential in the handling of sensitive information to avoid leakages which could jeopardize the institution’s operations. Their inclusion would signal the importance of such traits and help businesses recruit competent personnel for this role.
Insistence on belonging to a professional association and attending all meetings prescribed by the outfit should not be included in IAAP’s code of ethics. Such decisions are personal matters depending on an individual’s ambition for career progression. In fact, the executive administrator position in the field of interdisciplinary studies varies from one corporation to another. The level of workload and challenges as well as the contractual terms governing the period someone can be on leave differ, too. It is therefore inconceivable that people with huge responsibilities can attend all meetings as envisioned by this statute. Membership in professional organizations is also dependent on higher cadres of education which is another area that involves personal choices. Some people may be content with a degree while others may seek to complete their masters. Such decisions should not be made by a public body but left to individuals.
A restructuring of the IAAP’s code of ethics is necessary to match the current global corporate standards. It should prescribe a minimum educational entry level to enable firms to hire skilled personnel. The rules should also outline the importance of honesty in the workplace because the above role entails managing huge resources. This is attributable to the inherent temptation to defraud the company for self-promotion. Consequently, the inclusion of the need for social responsibility is mandatory to act as a reminder for members to always consider value addition as a vital part of their day-to-day living (Espejo, 2010). This would serve as a moral compass applicable to their official duties and personal lives. An emphasis on the person’s responsibility to the administrative community is mandatory to provide a sense of attachment and duty to the field. It would inculcate a culture of taking precaution to avoid ruining the reputation of the profession. The rules need to identify specific laws that guide administrative professionals and urge for conformity. The cited regulations will be a form of reference for all members and would help streamline corporate entities into avoiding breaching existent constitutional requirements. A communication element will be enjoined in this new structure revealing the commitment of the employee to exchange ideas with co-workers, the management, and customers alike. The ideal scenario should include a vow to listen intently and address the concerns raised by various parties.
The renewed code of ethics places greater importance on a person’s integrity rather than his/her professional acumen. It is more diverse to the earlier version offered by the organization. In fact, it has enhanced the sense of duty and places more burden on him/her for ensuring an effective workplace relationship among different stakeholders. The personalized approach adduced to in this structure is lacking in the original format and makes the intended audience to rethink about his/her position in the company, community, and life. It offers several platforms for reflection on the right attitude and character when implementing the firm’s policies and undertaking various assignments. Furthermore, one gets the impression that the profession is committed to the observation of the laws of the land and those that form part of the social contract that people have with each other.
Improvement of IAAP’s code of ethics is mandatory to enhance its relevance to the prevailing marketplace. It should be modified to insist on any employee being a trusted official. This would push individuals to combine their skills and knowledge into organizing competent activities for their immediate corporate employing authorities, co-workers and clientele. He/she should always value the interests of such figures before performing any function. As such, avoiding conflicts of interest is a paramount responsibility. Consequently, requirements for people to seek enhancement of working conditions should be made to provide a conducive environment for all workers. As such, all forms of discrimination should not be tolerated, and severe punishment is recommended for all offenders. A high level of accountability needs to be factored in the revised standards too (Rezaee, 2009). Misappropriation of funds and careless handling of confidential information is prohibited. It should also be mandatory for employees to use official communication channels when dealing with corporate affairs as a way of permanently recording people’s actions or inactions. Religious liberties should be ingrained in this model because the teachings therein would help in guiding the day-to-day activities of the workers. Participation in professional organizations should be encouraged rather than being made compulsory. Successful candidates would be subjected to provide proof of certification for membership consideration. Objectivity in the award of appraisals, even in positions such as an executive administrator, should be the main tenet. The basis for this code is anchored in the need for creating an equal opportunity workplace that offers merit-based promotions. Conflict resolution mechanisms can also be outlined in this charter to aid in solving misunderstandings, which are common in a highly competitive atmosphere. Maintaining one’s dignity should be the overriding theme because such an aspiration encompasses the values that administrative personnel should strive for and are in conformity with the law. Strict adherence to these principles would guarantee an ethical corporate culture that benefits all stakeholders.
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Espejo, R. (2010). Ethics. Farmington Hills. MI: Greenhaven Press.
Hanson, K. (2015, November 23). The Ethical Challenges Facing Entrepreneurs. Wall street Journal. Retrieved from https://www.wsj.com/articles/the-ethical-challenges-facing-entrepreneurs-1448247600
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Osborne, J. (2012). Professional ethics. Worcester: Osborne.
Rezaee, Z. (2009). Corporate Governance and Ethics. Hoboken, NJ: John Wiley & Sons.
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