ppt on ethics in organizational psychlogy

1. PowerPoint presentation on
ethics in workplace
Submitted by- vibhor jain
Roll No.- 23
course- BBA+MBA

2. BUSINESS ETHICS
Business ethics are moral principles that guide the way a
business behaves.
It involves distinguishing between “right” and “wrong”
and then making the “right” choice.
• For example, companies should not use child labour.
They should not unlawfully use copyrighted materials and
processes.
•Business ethics ensure that a certain required level of
trust exists between consumers and various forms of
market participants with businesses

3. ETHICS IN INDUSTRIAL PSYCHOLOGY
 Industrial Psychology is statutorily positioned as a
specialised field within the broader profession of
psychology.
• Ascribes to the Professional Code of Ethical Conduct
as published by the Professional Board for Psychology
of the HPCSA.
• Shortcoming = code may not be totally aligned with
the practice of industrial psychologists.
• A need to build a sustainable ethics culture within the
profession
• Professionals adhere to ethics because they believe in
it and because they want to

4. THE ETHICS VISION
This commitment to ethics is about how we, as members of
the unified profession of industrial psychology, strive
towards balancing what is good for us with what is good
for our primary stakeholders, which includes our clients,
our colleagues as well as society. It is important that we
value and respect their diversity and engage with them in
both a professional and accountable manner with their best
interests at heart.

5. SOME ETHICAL VALUES
 Respect: Uphold the dignity of the stakeholders and treat them with respect and
empathy.
• Integrity: Do the right thing fairly and consistently. Always stand up for what is
wrong and do something about it.
• Accountability: Take responsibility for the decisions and ownership for our
conduct.
• Diversity: value and respect individual differences and encourage diversity within
the profession.
• Trust: Strive to instil a sense of confidence in the stakeholders by being honest
and by providing truthful information and feedback.
• Objectivity: Make decisions based on valid, reliable, unbiased information.

6. FIVE WAYS TO BUILD WORK ETHICS IN
THE TEAM
 Start early: Companies that are successful at
instilling work ethics in their teams start at the time of
induction, It is important to make the employees
aware of the work ethics of your company during
initial interviews.
 Engage with the team: Regular communication by
managers, quizzes, training programmes and dipstick
surveys that demonstrate nonnegotiable principles can
help in reinforcing them.

7.  Walk the talk: It's important for managers to
demonstrate work ethics in their own behaviour.
 Motivate and reward: Awarding and recognising
those who adhere to work ethics through monetary
and other incentives will motivate them to continue
doing so, and will also inspire others to follow suit.
 Choose role models: Most companies have role
models who are valued and appreciated and managers
can get role models to interact with their teams to
drive the point home.

8. AMERICAN PSYCHOLOGICAL
ASSOCIATION’S (APA)
 Ethical reasoning suggests that the correct ethical
choice is the one that is justified by the best
arguments.
 Because it is not possible to specify in advance or to
anticipate all of the potential ethical dilemmas one
might face.
 It is advisable to be familiar with some general
principles from moral philosophy as well as
applicable ethical standards.
 American Psychological Association’s (APA) Code of
Conduct, that can provide guidance when needed.

9. CODE OF CONDUCTS
 Respect for people. Deontological moral theories
emphasize people’s right to be treated with dignity and
their rights to privacy or confidentiality, autonomy,
freedom, and self-expression.
 Fairness and justice. Justice may be defined in a
Kantian manner as a balance of rights and obligations.
Social justice is generally defined in terms of the fairness
by which the benefits and burdens of a social system,
such as an organization, are distributed among its
members

10.  Beneficence: In this one is expected to do good and promote
human welfare when it is reasonably possible to do so.
 Integrity
Psychologists seek to promote accuracy, honesty and
truthfulness in the science, teaching and practice of
psychology. In these activities psychologists do not steal,
cheat or engage in fraud, or intentional misrepresentation of
fact

11. SIX ETHICAL PRINCIPLES OF APA CODE
1. Competence: A psychologist only does work that he/she is competent to perform.
2. Integrity: Psychologists are fair and honest in their professional dealing with others.
3. Professional and Scientific Responsibility: Psychologists maintain high standards of
professional behavior.
4. Respect for People’s Rights and Dignity: Psychologists respect the rights of
confidentiality and privacy of others.
5. Concern for Other’s Welfare: Psychologists attempt to help others through their
professional work.
6. Social Responsibility: Psychologists have a responsibility to use their skills to benefit
society.

12. ETHICAL LEADERSHIP INSPIRES TRUST
AND EMPLOYEE SUCCESS
Ethical leadership certainly sounds like a good idea, but
I-O psychologists will require scientific evidence before
being convinced.
A study was conducted called meta-analysis, meaning it
statistically combined results from many previous studies.
The philosophy of meta-analysis is that combining results
from many studies provides a more accurate estimation of
reality than a single study in a single situation.
Results show that ethical leadership is a real, distinct idea, and
it can indeed lead to positive workplace outcomes that extend
beyond the effects of other leadership styles

13. UNETHICAL EMPLOYEES MAY HAVE
BEEN SOCIALLY-OSTRACIZED AT WORK
Unethical employees can plague a workplace, costing
companies money as well as their Reputations.
New research by Kouchaki and Wareham (2015) has
identified one type of workplace activity that may
lead employees to increase unethical behaviour. Using
state-of-the-art equipment, they were able to measure
physiological changes in certain employees that may
have caused them to act unethically.

14. ETHICAL ISSUES
 Informed consent
 Right to withdraw

15. INFORMED CONSENT
 Participants should know what they are about to do
 WHY….imagine volunteering for an experiment on
phobias and being shown spiders if you hate them!
 Participants might want to know:
1. If they are in competition with others
2. What the results are going to be used for

16. RIGHT TO WITHDRAW
 Participants should not feel that they have to carry on
….even if they are being paid!
 Imagine how you would feel if you felt you did badly in
an experiment, would you want to do the second
condition?

17. SOLVING ETHICAL PROBLEMS
 Informed consent can be got by giving participants a
summary of what is about to happen in a study
 They can then chose whether to take part or not
 If a study is in a public place like a park, researchers can
ask colleagues whether they think people would mind
 Participants might feel trapped in a laboratory situation
so the researcher should tell them at the start that they
can leave at any time

18. GENERAL ETHICAL STANDARDS AND
PROCEDURES
Subscribing to the following general ethical standards and
procedures as we conduct ourselves in the various aspects
of our professional and scholarly activities as
psychologists. These general standards and procedures
refer to:
I. Resolving Ethical Issues
II. Competencies
III. Human relations
IV. Confidentiality
V. Advertisements and Public Statements
VI. Records and Fees

19. 1. RESOLVING ETHICAL ISSUES
A. Misuse of Psychologist’s Works
B. Conflicts between Ethics and Law, Regulations or other
Governing legal Authority
C. Conflicts between Ethics and Organizational Demand
D. Informal Resolution of Ethical Violations
E. Reporting Ethical Violations
F. Cooperating with Ethics Committee
G. Improper Complaints
H. Unfair Discrimination Against Complainants and
Respondents

20. II. COMPETENCIES
A. Boundaries of Competence
B. Providing Services in Emergencies
C. Maintaining Competence
D. Bases for Scientific and Professional Judgments
E. Delegation of Work to Others
F. Personal Problems and Conflicts

21. III. HUMAN RELATIONS
A. Unfair Discrimination
B. Sexual Harassment
C. Other Harassment
D. Conflict of Interest

22. IV. CONFIDENTIALITY
A. Maintaining Confidentiality
B. Limitations of Confidentiality
C. Recording
D. Minimizing Invasions of Privacy
E. Disclosures
F. Consultation
G. Use of Confidential Information for Other Purposes

23. V. ADVERTISEMENTS AND PUBLIC
STATEMENTS
A. Avoidance of False or Deceptive Statements
B. Public Statements
C. Workshops, Seminars and Non-Degree-Granting
Educational Programs
D. Media Presentations
E. Testimonials

24. VI. RECORDS AND FEES
A. Documentation and Maintenance of Records
B. Confidentiality of Records
C. Withholding Client Records
D. Fees and financial arrangements

25. 2010 ETHICS CODE
Conflicts Between Ethics and Law, Regulations, or
Other Governing Legal Authority
 Psychologists clarify the nature of the conflict
 Make known their commitment to the Ethics Code
 Take reasonable steps to resolve the conflict consistent
with the General Principles and Ethical Standards of
the Ethics Code.

26. Conflicts Between Ethics and Organizational Demands
If the demands of an organization with which psychologists
are affiliated or for whom they are working are in conflict
with this Ethics Code.
 Psychologists clarify the nature of the conflict
 Make known their commitment to the Ethics Code

27. Avoiding Harm
 Psychologists take reasonable steps to avoid harming their
clients/patients, students, organizational clients, and
others with whom they work, and to minimize harm
where it is foreseeable and unavoidable.