|
Aspirational |
A strong desire to achieve something high
or great. An aspirational code would be intended to reach a higher ethics standard that
supercedes being in compliance.
|
| Benchmarking |
The process of comparing one's ethics
climate to that of a previously established "best practices" climate.
|
| Capacity Building |
The development of an organization's core
skills and capabilities, such as leadership, management, finance and fundraising, programs
and evaluation, in order to build the organization's effectiveness and sustainability. It
is the process of assisting an individual or group to identify and address issues and gain
the insights, knowledge and experience needed to solve problems and implement change.
Capacity building is facilitated through the provision of technical support activities,
including coaching, training, specific technical assistance and resource networking. (From
the California Wellness Foundation's "Reflections on Capacity Building," http://www.tcwf.org/reflections/2001/april/index.htm)
|
| Character Education |
The long-term process of helping
individuals develop knowledge of, motivation to, and practices of living by a set of
ethical standards. Character education stems from the idea that we establish our standards
for action based upon the ideals and behaviors we learn from others. (See also What is
Character Education at: http://www.ethics.org/character/ce_defined.html)
|
| Code of Conduct or Code of
Ethics |
A central guide and reference for users in
support of day-to-day decision making. It is meant to clarify an organization's mission,
values and principles, linking them with standards of professional conduct. As a
reference, it can be used to locate relevant documents, services and other resources
related to ethics within the organization.
|
| Code of Conduct |
Can refer to a listing of required
behaviors, the violation of which would result in disciplinary action. In practice, used
interchangeably with Code of Ethics.
|
| Code of Ethics |
Often conveys organizational values, a
commitment to standards, and communicates a set of ideals. In practice, used
interchangeably with Code of Conduct. In Section 406(c), the Sarbanes-Oxley Act defines "code of
ethics" as such standards as are reasonably necessary to promote-- (1) honest and
ethical conduct, including the ethical handling of actual or apparent conflicts of
interest between personal and professional relationships; (2) full, fair, accurate,
timely, and understandable disclosure in the periodic reports required to be filed by the
issuer; and(3) compliance with applicable governmental rules and regulations.
|
| Code Provisions |
The specific standards of behavior and
performance expectations that your organization chooses to highlight and address in your
code.
|
| Compliance |
Conforming or adapting one's actions to
another's wishes, to a rule, or to necessity. A compliance code would be intended to meet
all legal requirements.
|
| Conflict of Interest |
A person has a conflict of interest when
the person is in a position of trust which requires her to exercise judgment on behalf of
others (people, institutions, etc.) and also has interests or obligations of the sort that
might interfere with the exercise of her judgment, and which the person is morally
required to either avoid or openly acknowledge.
|
| Corruption |
The abuse of public power for private
benefit. Perversion or destruction of integrity in the discharge of public duties by
bribery or favor or the use or existence of corrupt practices, especially in a state or
public corporation |
| Courage |
Choosing to do what one believes is right
even if the result will not be to everyone's liking or may lead to personal loss.
|
| Credo |
Fundamental beliefs (or a set of beliefs)
or guiding principles.
|
| Deontology |
The science related to duty or moral
obligation. In moral philosophy, deontology is the view that morality
either forbids or permits actions. For example, a deontological moral theory might hold
that lying is wrong, even if it produces good consequences. Deontological theories,
from the Greek word deon, or duty, emphasize foundational duties or obligations.
This is a kind of purest view of ethics, somewhat independent of the realities of life.
|
| Dynamic responsibility |
The world of embracing problems and
challenges; knowing when to renegotiate promises made; and fostering change in the society
around us. (From "The Joy in Taking Responsibility: Remarks to the Corps of Cadets,
Valley Forge Military Academy & College", April 2001, Kenneth W. Johnson, http://www.ethicsorg/resources/speech_detail.cfm?ID=32) |
| Empathy |
Caring about the consequences of one's
choices as they affect others. Being concerned with the effect one's decisions have on
those who have no say in the decision itself.
|
| Ethical Congruence |
A situation where one's decision is
consistent with, aligns with, the applicable set(s) of values. Under these circumstances,
a choice to take some action will harmonize with the decision-maker's values. The
organizational state where values, behaviors and perceptions are aligned.
|
| Ethical Differences |
Situations in which two people agree on a
particular value and disagree as to the action to be taken or decision to be
made.
|
| Ethical
Dilemmas |
Situations that require ethical judgment
calls. Often, there is more than one right answer and no win-win solution in which
we get everything we want.
|
| Ethics |
- The decisions, choices, and actions
(behaviors) we make that reflect and enact our values..
- The study of what we understand to be good
and right behavior and how people make those judgments. (From "What is the Difference
Between Ethics, Morals and Values?", Frank Navran, http://www.ethics.org/ask_e4.html)
- A set of standards of conduct that guide
decisions and actions based on duties derived from core values. (From "The Ethics of
Non-profit Management," Stephen D. Potts, http://www.ethics.org/resources/speech_detail.cfm?ID=821
)
- There are many definitions as to what ethics
encompasses:
- The discipline dealing with what is good and
bad and with moral duty and obligation;
- Decisions, choices, and actions we make that
reflect and enact our values;
- A set of moral principles or values;
- A theory or system of moral values; and/or
- A guiding philosophy.
(From "Creating a Workable Company Code of Conduct," 2003, Ethics Resource
Center)
|
| Ethical Decision-making:
Altruistic considerations |
What impact will this action or decision
have on others or my relationship with them?
|
| Ethical Decision-making:
Idealistic considerations |
What is the right thing to do - as defined
by the values and principles, which apply to this situation?
|
| Ethical Decision-making:
Individualistic considerations |
What will happen to me as a consequence of
this action or decision?
|
| Ethical Decision-making:
Pragmatic considerations |
What are the business consequences of this
action or decision?
|
| Focus Group |
A small group of people whose response to
something is studied to determine the response that can be expected from a larger
population. Information obtained from focus groups is not analyzed statistically, but
instead used for informational purposes (i.e., to assess the culture of an organization).
|
| Good faith |
Based on the belief in the accuracy of the
information or concern being reported.
|
| Governance |
The act, process or power of exercising
authority or control in an organizational setting.
|
| Gray Areas |
Situations in which the individual's
business standards lack clarity. The lack of clarity may be due to an individual's not
being familiar with a guideline or a guideline that is vague and subject to
interpretation. Guidelines are often written to provide managers with as much
latitude as appropriate, and this may create gray areas.
|
| Independence |
In the most general usage, freedom to act
without control or influence from others, to be free to make decisions and act without
external constraint. In the business world, independence has come to have a specialized
meaning. It is most commonly understood to mean freedom from conflicting interests - the
specialized case of having the ability to make a decision or act in ways which are free
from conflict between one's personal interests and the interests of the party on whose
behalf we are making the decision. (From "No Virginia, There Is No Such Thing as
Independence", Frank Navran, http://www.ethics.org/resources/article_detail.cfm?ID=768)
|
| In-house Reporting System |
Any system established by an organization
to meet the standards of an effective program to prevent and detect violations of law in
order to provide employees and other agents with a means to report misconduct to the
organization without fear of retribution. (Resolution and Report: Employee Confidentiality and Non-Retributory
Reporting Systems, http://www.ethics.org/fellows/model1.html)
|
| Integration |
In the context of ethics programs,
integration means the ability to put ethical principles into practice
|
| Integrity |
Making choices that are consistent with
each other and with the stated and operative values one espouses. Striving for ethical
congruence in one's decisions.
|
| Leadership Interview |
One-on-one interviews with top-level
executives or managers that are intended to bring forth information regarding one's ethics
climate. Information obtained through these interviews is not intended for statistical
analysis, but instead for informational purposes.
|
| Maxims |
Short, pithy statements that are used to
instruct and guide behavior.
|
| Morals |
Values that we attribute to a system of
beliefs that help the individual define right versus wrong, good versus bad. These
typically get their authority from something outside the individual -- a higher being or
higher authority (e.g. government, society). Moral concepts, judgments and practices may
vary from one society to another. (From "What is the Difference Between Ethics,
Morals and Values?", Frank Navran, http://www.ethics.org/ask_e4.html)
|
| Ombudsman |
A designated neutral or impartial dispute
resolution practitioner whose major function is to provide confidential and informal
assistance to managers and employees and/or clients of the employer: patients, students,
suppliers or customers.
|
| Patience |
Taking time to consider and deliberate the
long term consequences of a choice before making that choice and acting upon it.
|
| Rules-centered Code of
Conduct |
Frequently takes the form of a list of
behavioral requirements, the violation of which could result in disciplinary action.
|
| Static responsibility |
The world of duty, obligation, and
accountability: doing what you are told, doing what you promised, doing what is expected.
(From "The Joy in Taking Responsibility: Remarks to the Corps of Cadets, Valley Forge
Military Academy & College", April 2001, Kenneth W. Johnson, http://www.ethicsorg/resources/speech_detail.cfm?ID=32)
|
| Survey |
A set of questions used to examine a
condition, situation or value.
|
| Sustainability |
Generally, referring to a state or
condition that can be maintained over an indefinite period of time. Commonly used with
development as in: "Sustainable development is development that meets the needs of
the present without compromising the ability of future generations to meet their own
needs" (from the 1987 publication "Our Common Future" by the World
Commission on Environment and Development.)
|
| Task Force |
A temporary grouping under one leadership
for the purpose of accomplishing a definite objective.
|
| Transparency |
- Sharing information and acting in an open
manner.
- A principle that allows those affected by
administrative decisions, business transactions or charitable work to know not only the
basic facts and figures but also the mechanisms and processes. It is the duty of civil
servants, managers and trustees to act visibly, predictably and understandably. (From the
Transparency International website, http://www.transparency.org/faqs/faq-corruption.html#faqcorr1)
|
| Values |
The core beliefs we hold regarding what is
right and fair in terms of our actions and our interactions with others. Another way to
characterize values is that they are what an individual believes to be of worth and
importance to their life (valuable). (From "What is the Difference Between
Ethics, Morals and Values?", Frank Navran,
http://www.ethics.org/ask_e4.html)
|
| Values-centered Code of
Ethics |
Offers a set of ethical ideals, such as
integrity, trust-worthiness and responsibility, which companies want employees to adopt in
their work practices.
|
| Whistle-blower |
- A person who takes a concern (such as a
concern about safety, financial fraud, or mistreatment) outside of the organization in
which the abuse or suspected abuse is occurring and with which the whistle-blower is
affiliated.
- Whistle blowing is made up of four
components: "(1) An individual act with the intention of making information public;
(2) the information is conveyed to parties outside the organization who make it public and
a part of the public record; (3) the information has to do with possible or actual
nontrivial wrongdoing in an organization; (4) the person exposing the agency is not a
journalist or ordinary citizen, but a member or former member of the organization."
(From "Whistle blowing: When It Works -- and Why," 2003, Roberta Ann Johnson )
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|
"© 2005, Ethics Resource Center. Used
with permission of the Ethics Resource Center,
1747 Pennsylvania Avenue NW, Suite
400, Washington, DC. 20006, www.ethics.org. |