Content professional ethics consists of general and particular principles.
"Golden Rule" Morality is considered a rule according to which you should not do to others what you do not want for yourself. There is also a positive reverse formulation of this rule: “Treat others the way you would like to be treated. In difficult situations, when a person finds it difficult to choose a course of action, he can mentally put himself in the place of his interlocutor and imagine what he would like to see and hear in this situation.
IN Everyday life and in business communication You can also use the following principle-hint: “If you don’t know what to do, act according to the law.”
Particular principles arise from the specific conditions, content and specifics of a particular profession. Some of the particular principles include the following:
♦ common sense principle: the norms of professional ethics should not contradict common sense, but common sense suggests that professional etiquette in general is aimed at maintaining order, organization, saving time and other reasonable goals;
♦ principle of convenience: ethical standards should not constrain business relationships. Convenient to professional activity everything should be included - from the layout of the office space to the placement of equipment in it, from business attire to rules of behavior at work. Moreover, convenience should be provided to all participants in business processes;
♦ principle of expediency. The essence of this principle is that each precept of business ethics must serve certain purposes;
♦ the principle of conservatism. Conservatism in the external appearance of a business person, in his manners, inclinations involuntarily evokes associations with something unshakable, strong, reliable, and a reliable partner in business is a desire for every business person. Reliability, fundamentality, stability are attractive features in the business world. They have a meaningful connection with conservatism;
♦ principle of ease. It is important that professional ethics does not become an artificially imposed phenomenon. Ethical standards should be natural, easy and effortless to implement;
♦ “Do no harm” principle. The corollary of this principle is that there is no room for error. The legislation of almost all civilized states provides for sanctions for erroneous actions of professionals. Professionalism presupposes a full consciousness of responsibility, concentration, and maximum concentration on work. Of course, people remain people, which means they can make mistakes, but negligence, mistakes due to oversight, laziness or indifference are unacceptable;
♦ principle of maximum High Quality work is common to all professions within specified capabilities. The ability of a professional to develop creatively and improve his skills not only adds to his experience, but also strengthens his authority;
♦ principle of professional secrecy, confidentiality (from the Latin confidentia - “trust”) of information about clients, information requests, services, technologies, recipes. If in personal relationships a person is expected to be sincere and open, then professional morality dictates that a specialist must always remember the need to keep special information related to his work secret. Professional secrecy dates back to the Hippocratic Oath. Professional secrets are fundamental in the state, military service, banking, etc. Professional secrets can have the status of state, military, commercial, medical, and provide for various degrees of responsibility - from official to criminal;
♦ conflict of interest. All professions require that you refrain from using your official position for personal gain. Professional ethics affirms the primacy of official duties and the secondary nature of personal duty. A professional has no right to receive income for work other than that agreed upon. wages. Briefly, this principle can be understood as the absence of privileges in connection with a profession. Conflicts of interest are overcome by fulfilling professional duties;
♦ principle of collegiality. This principle is a direct consequence of the social essence of man, directing the latter to subordinate his personal interests to public ones. A person guided by the principle of collegiality experiences a sense of involvement in the affairs of the team, its goals and objectives.

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MINISTRY OF EDUCATION AND SCIENCE OF THE RUSSIAN FEDERATION

Federal State Autonomous educational institution higher

vocational education

Far Eastern Federal University

(FEFU)

SCHOOL OF HUMANITIES

Department of Additional Professional Education

PRINCIPLES OF PROFESSIONAL ETHICS

Discipline: Professional ethics

Completed by: 1st year student, EP EPPP “Psychology”

Komarova Nadezhda Sergeevna

Checked by: senior teacher

Department of Social Sciences ShGN

Nesterenko Elena Borisovna

Vladivostok 2013

1. Introduction

4. Conclusion

5. List of used literature

1. Introduction

Professional ethics, as a rule, concern only those types of professional activities in which there is various kinds of dependence of people on the actions of a professional, that is, the consequences or processes of these actions have a special impact on the lives and destinies of other people or humanity. In this regard, traditional types of professional ethics are distinguished, such as pedagogical, medical, legal, scientist ethics, and relatively new ones, the emergence or actualization of which is associated with the increasing role of the “human factor” in this type of activity (engineering ethics) or the strengthening of its influence in society (journalistic ethics, bioethics) Apresyan R. G. Professional, applied and practical ethics Professional ethics // Vedomosti. Vol. 14: Middle Class Ethos / Ed. V.I. Bakshtanovsky, N.N. Karnaukhov. Tyumen: NIIPE, 1999. P. 154. .

Professional ethics, having initially emerged as a manifestation of everyday, ordinary moral consciousness, later developed on the basis of the general practice of behavior of representatives of each professional group. These generalizations were summarized both in written and unwritten codes of conduct of various professional groups, and in the form of theoretical conclusions, which indicated a transition from ordinary to theoretical consciousness in the field of professional morality.

Professional ethics is a system of moral principles, norms and rules of conduct for a specialist, taking into account the characteristics of his professional activity and specific situation. Professional ethics must be integral integral part training of each specialist.

In accordance with short course of the subject "Professional Ethics" principles are abstract, generalized ideas that enable those who rely on them to correctly form their behavior and their actions in the business sphere.

The principles of ethics in business relations are a generalized expression of moral requirements developed in the moral consciousness of society, which indicate the necessary behavior of participants in business relations Kibanov A.Ya., Zakharov D.G., Konovalova V.G. Ethics of business relations: Textbook / ed. AND I. Kibanova. 2nd ed., corrected. and additional - M:INFRA-M, 2010. - 424 p. - Higher education - p. 8. .

In my essay, I will reveal the definitions of the basic principles of professional ethics, their classification, and describe the influence of the principles of professional ethics on the professional activities of a psychologist. professional ethics norm moral

2. Basic principles of professional ethics

The main types of professional ethics are: medical ethics, pedagogical ethics, ethics of a scientist, ethics of law, entrepreneur (businessman), engineer, etc. Each type of professional ethics is determined by the uniqueness of professional activity, has its own specific aspects in the implementation of norms and principles of morality and in collectively constitutes a professional code of morality.

In general, modern business ethics, according to many scientists, should be based on three important principles:

· Creation material assets in all its diversity of forms is considered as originally important process;

· profit and other income are considered as a result of achieving various socially significant goals;

· priority in resolving problems arising in the business world should be given to the interests of interpersonal relationships rather than to production. Kibanov A.Ya., Zakharov D.G., Konovalova V.G. Ethics of business relations: Textbook / ed. AND I. Kibanova. 2nd ed., corrected. and additional - M:INFRA-M, 2010. - 424 p. - Higher education - p. 8.

Modern ethical principles were formed in the work of the American sociologist L. Hosmer business conduct, based on the axioms of the world philosophical thought, which have passed centuries of testing by theory and practice.

There are ten such principles and, accordingly, axioms.

1. Never do anything that is not in your long-term interests or the interests of your company (the principle is based on the teachings of ancient Greek philosophers, in particular Protogoras, about personal interests combined with the interests of other people, and the difference between long-term and short-term interests).

2. Never do something that cannot be said to be truly honest, open and true, which could be proudly announced throughout the country in the press and on television (the principle is based on the views of Aristotle and Platanus on personal virtues - honesty, openness, moderation, etc.).

3. Never do anything that is not good, that does not contribute to the formation of a “sense of comradeship,” since we all work for one common goal (the principle is based on the commandments of world religions (St. Augustine), calling for kindness and compassion).

4. Never do anything that violates the law, because the law represents the minimum moral standards of society (the principle is based on the teachings of T. Hobbes and J. Locke about the role of the state as an arbiter in competition between people for the good).

5. Never do anything that does not lead to greater good than harm to the society in which you live (the principle is based on the ethics of utilitarianism (the practical benefits of moral behavior), developed by I. Bentham and J. S. Miller).

6. Never do anything that you would not like to recommend doing to others who find themselves in a similar situation (the principle is based on the categorical imperative of I. Kant, which declares the famous rule about a universal, universal norm).

7. Never do anything that infringes on the established rights of others (the principle is based on the views of J. J. Rousseau and T. Jefferson on individual rights).

8. Always act in such a way as to maximize profits within the limits of the law, market requirements and full consideration of costs. For the maximum profit, subject to these conditions, indicates the greatest production efficiency (the principle is based on economic theory A. Smith and the teachings of V. Pareto on the optimal transaction).

9. Never do anything that would harm the weakest in our society (the principle is based on Rawls's rule of distributive justice).

10. Never do anything that would interfere with another person’s ability to self-development and self-realization (the principle is based on Nozick’s theory of expanding the degree of individual freedom necessary for the development of society). Business ethics and business etiquette / I.N. Kuznetsov. - Rostov n/d: Phoenix, 2007. - 251, (1) p. - (Psychological workshop). - With. 49-50

These principles are present to one degree or another and are recognized as fair in various business cultures Oh. The ideal, albeit very distant goal of the global business community is becoming a type of relationship based on the identity of moral and ethical principles. One of the most important steps in this direction can be considered the Declaration of Ko - “Business Principles” adopted in 1994 in the Swiss city of Co (Saih). The declaration attempted to combine the foundations of Eastern and Western business cultures; its initiators were the leaders of the largest national and transnational corporations USA, Western Europe and Japan. Shikherev P.N. Introduction to Russian business culture. - M., 2000. - With. 50.

3. General and specific principles of professional ethics

In addition to what all people strive for, a person, when acting in a work environment, takes on the burden of additional ethical responsibilities. The content of any professional ethics consists of the general and the specific.

General principles of professional ethics, based on universal human moral standards, presuppose:

a) professional solidarity (sometimes degenerating into corporatism);

b) a special understanding of duty and honor;

V) special shape responsibility due to the subject and type of activity.

Common to all professions is the requirement of the highest possible quality of work within specified capabilities. It is unacceptable to oppose corporate interests to the interests of the client.

The commonly used requirement to treat a client, visitor, buyer, etc., as a subject and not an object of professional activity, the inadmissibility of manipulation, misleading people, is understood in many professions as the principle of “informed consent.”

Informed consent exists in all professions and reflects the requirement to respect an individual's right to information concerning himself or herself, as guaranteed by the Declaration of Human Rights. It also means the inadmissibility of misinformation and suppression of important information.

Informed consent means the maximum information provided by specialists regarding health, time, material costs, possible consequences or loss, loss of opportunity or injury to dignity.

This information is a condition for the voluntary acceptance by the client, patient, student, visitor of the contents of forms, methods, techniques, time, price and quality of his service (treatment), training and expected results, taking into account possible complications.

Common to all professions is the principle of maintaining professional secrets, confidentiality of information about clients, information requests, services, technologies, and recipes.

Confidentiality in relation to the work of a specialist should be understood as the non-disclosure of information relating to the specialist and which became available to the specialist as a result of the performance of his official duties or in connection with them.

The essence of the first principle comes from the so-called gold standard: Within the limits of one’s official position, one should never allow oneself to treat one’s subordinates, one’s management, one’s colleagues at one’s official level, one’s clients, etc. such actions that you would not want to see towards yourself.

The second principle states: fairness is needed when providing employees with the resources necessary for their work activities (monetary, raw materials, material, etc.).

The third principle requires mandatory correction of an ethical violation, regardless of when and by whom it was committed.

The fourth principle is the principle of maximum progress. The official behavior and actions of an employee are recognized as ethical if they contribute to the development of the organization or team from a moral point of view.

The fifth principle is the principle of minimum progress. According to which the actions of an employee or organization as a whole are ethical if they at least do not violate ethical standards.

Sixth principle: ethical is the tolerant attitude of the organization’s employees towards moral principles, norms, traditions, etc., that take place in other organizations, regions, countries.

Eighth principle: individual and collective principles are equally recognized as the basis when developing and making decisions in business relationships.

The ninth principle: you should not be afraid to have your own opinion when resolving any official issues. However, nonconformism, as a personality trait, must manifest itself within reasonable limits.

The tenth principle is no violence, no “pressure” on subordinates, expressed in various forms, for example, in an orderly, commanding manner of conducting an official conversation.

The eleventh principle is consistency of impact, which is expressed in the fact that ethical standards can be introduced into the life of an organization not with a one-time order, but only with the help of continuous efforts on the part of both the manager and ordinary employees.

The twelfth principle - when influencing (on a team, individual employee, client, on the consumer, etc.) take into account the strength of possible opposition. The fact is that while recognizing the value and necessity of ethical standards in theory, many workers, when faced with them in practical everyday work, for one reason or another begin to resist them.

The thirteenth principle is the advisability of prioritizing trust in the employee’s sense of responsibility, his competence, sense of duty, etc.

The fourteenth principle strongly recommends striving for non-conflict. Although conflict in the business sphere has not only dysfunctional but also functional consequences, nevertheless, conflict is a fertile ground for ethical violations.

The fifteenth principle is freedom without limiting the freedom of others. Usually this principle, although in an implicit form, is determined by job descriptions.

Sixteenth principle: the employee must not only act ethically himself, but also encourage the same behavior of his colleagues.

Seventeenth principle: do not criticize your competitor. This means not only a competing organization, but also an “internal competitor” - a team from another department, a colleague in whom one can “see” a competitor. Summary course "Professional ethics". Nesterenko E.B. Senior Lecturer, Department of Social Sciences, ShGN FEFU

These principles should serve as the basis for each employee of any organization or team to develop their own personal ethical system.

Particular principles

The list of general principles specified in Chapter 3.1. can be continued taking into account the specifics of the activities of a particular organization.

As stated above, the principles of professional ethics are the rules (standards) for the implementation of professional activities established for members of the organization, members of their management bodies, employees, in accordance with the law, documents of associations and other self-regulatory organizations, and generally recognized moral norms.

The principles give a specific employee in any organization and any type of activity a conceptual ethical platform for decisions, actions, actions, interactions, etc.

Particular principles arise from the specific conditions, content and specifics of a particular profession and are expressed mainly in moral codes - requirements in relation to specialists.

1) The principle of professional competence. It is important for a psychologist to know his rights and responsibilities, capabilities and limitations. He must be clearly aware of his professional capabilities and act only within the limits of his level of professional preparedness. When applying psychodiagnostic techniques, correctional, developmental, and consulting programs, the psychologist must know them theoretical basis and master the technology of carrying them out well.

To organize holistic and competent psychological assistance, he must be able to establish contacts and carry out joint work with colleagues and representatives of related specialties - psychiatrists, psychotherapists, psychoneurologists, neuropsychologists. For a qualified psychologist, the answer to a client: “No, I don’t work on these issues, you’d better contact another specialist” is not an indicator of his professional incompetence. Only an insufficiently qualified psychologist works without restrictions, takes on any problem without the necessary preparation, and is ready to answer any questions. The principle of professional competence requires a psychologist to tackle only those issues on which he is professionally knowledgeable and for which he has practical working methods. In this regard, the psychologist must notify the customer about his real capabilities in the field of questions posed by the customer, about the limits of his competence.

When solving psychological problems, the psychologist relies on an analysis of literary data and practical experience on the issue at hand. The results of the study are formulated in terms and concepts adopted in psychological science and practical psychology. Conclusions must be based on registered primary materials, their correct processing, interpretation and positive conclusions from competent colleagues.

The psychologist formulates conclusions and recommendations to the client, communicates psychological information to the client in an adequate form and in a language understandable to him. At the same time, he strives to avoid professional jargon and excessive use of technical terms.

2) Principle of non-harmto a person. The psychologist carries out his activities based primarily on the interests of the customer. However, one should adhere to the principle of non-harm to any person involved in one way or another in the research or practical work. It is important to keep in mind the irreversibility of many mental processes. Therefore, the main ethical principle of a psychologist is “do no harm.” Formulated by Hippocrates in relation to medical ethics, it is of exceptional importance in the activities of a psychologist. The process and results of a psychologist’s activities should not harm a person’s health, condition, social status, or interests. A psychologist must use the safest and most appropriate methods, techniques, and work technologies. He must take special care to ensure that the client is not harmed by people who are aware of the results obtained, and to prevent improper actions by the customer. To do this, the psychologist formulates his recommendations, organizes the storage, use and publication of research results in such a way that they are used only within the framework of the tasks set by the customer.

If the client (subject) is sick, then the use of research methods or practical psychological work is permissible only with the permission of the doctor or with the consent of other persons representing the interests of the client. A psychologist can perform psychotherapeutic work with a patient only in consultation with the attending physician and if he has a specialization in medical psychology.

3) The principle of objectivity. A psychologist should not allow a biased attitude towards any person. It is necessary to take an objective position that does not depend on the subjective opinions or demands of third parties. It is unacceptable to formulate conclusions and perform psychological work on the basis of a subjective impression of the subject, his legal or social status, or the positive or negative attitude of the customer towards the subject. To do this, the psychologist must use methods that are adequate to the goals and conditions of the study, age, gender, education, and condition of the subject. Methods must be standardized, normalized, reliable, valid, and adapted. The psychologist must use methods of processing and interpreting data that have received scientific recognition. The results of the work should not depend on personal qualities and personal sympathies of the psychologist. The results obtained must always be scientifically substantiated, verified and comprehensively weighed. The psychologist is guided only by the interests of the case.

In his work, it is important for a psychologist to distinguish between the spheres of personal and professional life. He should not transfer his personal relationships and problems to his professional activities.

Close personal relationships between psychologist and client are undesirable. It is important that the psychologist can maintain the objective and detached position necessary to effectively solve the client's problems.

4) The principle of respect for the client. The psychologist must respect the dignity of the subject, the client, and show honesty in communicating with him. In the process of psychological work, the psychologist should strive to maintain the client’s feeling of sympathy and trust, satisfaction from communication with the psychologist.

When conducting a study, it is necessary to communicate its purpose (in a fairly general and accessible form), and promptly warn the subject about how the information received will be used.

The optimal style of relationship between a practical psychologist and a client is interaction as equals. The client should feel like a full partner of the psychologist. One of the common mistakes of practical psychologists is the position of patronage and guardianship. At the same time, the psychologist, considering himself an expert on life, begins to influence the client so that he accepts his criteria: what is “right” and what is “wrong”. This leads to the fact that the psychologist begins to evaluate a person’s actions as good or bad. This is a manifestation of unprofessionalism, a tendency to act based on everyday psychology.

It is important for a practical psychologist to avoid evaluative statements about the client’s actions and refrain from giving direct advice to him, since in this case he takes responsibility for his fate and personality. For a person to develop, it is necessary that he realizes and shows personal responsibility for the decisions he makes. An unqualified psychologist is prone to stereotyped assessments of the client’s actions and a stereotypical style of responding to client situations.

When conducting educational work, during lectures and seminars, a psychologist should not show a sense of superiority, edification, or directive tone and behavior. Professional snobbery is unacceptable. The psychologist’s assistance to the customer should be advisory, unobtrusive, and be as sensitive and respectful as possible in relation to his professional competence.

The psychologist should avoid provoking confrontational relationships in clients. For example, the professional tact of a psychologist should also include not pitting student and teacher against each other. pedagogical process. The experience of some psychologists sometimes reveals this tendency. It must be recognized that the activities of some teachers and the operating style of individual schools provide grounds for such a contrast. However, the psychologist should not stand between the teacher and the student and become the only defender of the students’ interests. The most productive form of activity of a psychologist will be to familiarize the teacher with the student’s problems. The teacher, whatever he may be, should not remain “overboard” when the psychologist carries out his activities. Even more important is the behavior of a psychologist when he creates the illusion that the teacher himself is leading the psychological work among his students, he himself strives to know and understand the psychological problems of students.

5) Maintaining professional confidentiality. The psychologist must maintain the confidentiality of psychodiagnostic techniques. This means that professional techniques should not fall into the hands of non-professionals. The secrets that determine their suitability must be kept secret. It is a matter of professional honor for a psychologist to prevent attempts at incorrect and unethical use of psychodiagnostic techniques.

A psychologist must maintain the confidentiality of the results of a psychodiagnostic study and avoid deliberate or accidental dissemination of material received from the subject (or client) in order to avoid its compromise. At the same time, it is important to keep strict records of the information received (up to the use of a coding system), limit access to it by the customer, client or other third parties, and correctly use the information received.

To better guarantee the confidentiality of research materials, it is useful to use a coding system. In this case, it is necessary to indicate on all materials, from protocols to the final report, not the surnames, first names, and patronymics of the subjects, but the code assigned to them, consisting of a certain number of numbers and letters. The document, which indicates the surname, name, patronymic of the subject and the corresponding code, known only to the psychologist, is drawn up in a single copy, stored separately from the experimental materials in a place inaccessible to outsiders and transferred only to the customer, if necessary under the working conditions.

The psychologist must first agree with the customer on the list of persons who have access to materials characterizing the subject, the place and conditions of their storage, and the purposes of their use.

It is important to clearly differentiate in the presentation of psychological information to the customer, client and user. It is necessary to carefully weigh the feasibility of transferring to the customer certain information obtained during the research process. It is unacceptable for a psychologist to disclose psychological examination data outside the terms agreed upon with the client and the subject. Information received from the client on the basis of trust cannot be transferred without his consent to any public, government organizations or private individuals. This is especially important in cases where the anonymity of the results was agreed upon during the examination process and guaranteed to the subject, as well as when the information may harm the reputation of the subject. This is a professional secret of a psychologist. Particular care must be taken to ensure that confidential information obtained during psychological research, did not become known to incompetent persons, and were not used explicitly in publications and lectures. In some cases, in the interests of the subject or the organization, the results of a psychological examination may be made available to officials. In this case, it is important to inform the subject himself about this in advance and obtain a guarantee from the official authorities that the reported information will not be disseminated.

At the same time, the psychologist must focus on the principle of necessity and sufficiency of the information provided, that is, to provide only the information that is necessary and sufficient to solve the problems of the organization and the individual. However, here too the psychologist must be sure that his information will be used by interested parties to achieve humane goals, and not for another, even very important, purpose.

Among professional psychologists and sociologists, it is usually accepted that the obligation to strictly maintain professional secrets loses its force if the subject consents to its disclosure. However, it should be emphasized that in this case, the psychologist should, if possible, not disclose information if it could harm the subject. Understanding the extent of harm is the professional duty of a psychologist.

When conducting mass psychological examinations, the psychologist brings their results to the attention of the customer. In this case, the psychologist must exclude accidental or intentional communication to the subject of the results of his research, which could traumatize him.

Information about the subject should under no circumstances be subject to open discussion, transfer or communication beyond those forms recommended by the psychologist. Separate data from a mass survey in a generalized form can be communicated to all survey participants.

Some general information may also be provided to subjects. Subjects are often interested in their psychological characteristics and ask a psychologist to talk about the results of diagnostic work. In this case, the psychologist can provide some information. But this must be done on an individual basis. Information should relate to issues of self-knowledge, self-development and be presented in a tactful manner. Developing the idea of G. Lessing, we can say: “The client needs to tell the truth, only the truth, but not the whole truth...” Karandashev V.N. Psychology: Introduction to the profession. - M., 2003. p. 233

Due to the awareness of the importance of ethical regulation psychological practice Over the past twenty years, psychologists in many countries have been developing ethical standards for professional psychological activity. Thus, in 1981, the American Psychological Association officially adopted the “Ethical Standards of Psychologists” - a kind of code of professional ethics. In 1985, the British Psychological Society adopted a Code of Conduct for psychologists. Issues of ethical support for research and practical activities are actively being developed in other European countries. In our country, problems of professional ethics of psychologists are also actively discussed. Thus, on February 14, 2012, the V Congress of the Russian Psychological Society adopted the Code of Ethics for Psychologist (see Appendix).

4. Conclusion

There are various types of ethical codes, charters, and declarations in the world. Many professional associations have codes of ethical practice that specify required behavior within the context of professional practice, such as medicine, law, accounting, forestry or engineering. The content of ethical codes of institutions, organizations, communities, and firms originates from the general principles of ethics.

In Russia, the process of developing codes is just beginning. In medicine, journalism, and law, the traditions of valiant service to the Fatherland are being revived, and relevant documents are being adopted that reflect global standards. Professional codes of ethics serve society as a guarantee of quality and provide information about the standards and limitations of the activities of workers in the area for which these codes are developed. Knowledge of codes helps prevent unethical behavior.

Of course, ideally, professionals themselves should ensure that the requirements of professional codes of ethics are met. But for this to happen, society must have confidence that professionals actually serve the public good. And this confidence can be affirmed and supported by the fact that society actually exercises constant control over professionals, which stimulates such a quality of professional activity that can inspire public confidence. Professional ethics: what and where? Apresyan R.G. http: //iph.ras.ru/uplfile/ethics/biblio/Apressyan/Prof_ethics.html

List of used literature

1. Apresyan R.G. Professional ethics: what and where? http: //iph.ras.ru/uplfile/ethics/biblio/Apressyan/Prof_ethics.html.

2. Apresyan R. G. Professional, applied and practical ethics Professional ethics // Vedomosti. Vol. 14: Middle Class Ethos / Ed. V.I. Bakshtanovsky, N.N. Karnaukhov. Tyumen: NIIPE, 1999. P. 154.

3. Karandashev V.N. Psychology: Introduction to the profession. M., 2003.

4. Kibanov A.Ya., Zakharov D.G., Konovalova V.G. Ethics of business relations: Textbook / ed. AND I. Kibanova. 2nd ed., corrected. and additional M:INFRA-M, 2010. 424 p.

5. Business ethics and business etiquette / I.N. Kuznetsov. Rostov n/d: Phoenix, 2007. 251, (1) p. (Psychological workshop).

6. Nesterenko E.B. Summary of the course “Professional Ethics”.

7. Shikherev P.N. Introduction to Russian business culture. M., 2000.

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Universal Principles of Business Ethics

Business ethics

Business ethics is one of the youngest and fastest growing branches of science. Courses in this discipline are taught in the West and in the USA not only in business schools, but also in reputable universities, becoming an integral part of the training of economists, managers, and management specialists public organizations And civil service. Gradually, interest in business ethics is emerging in Russia.

Business ethics in a broad sense, it is a set of ethical principles and norms that should guide the activities of organizations and their members. It includes phenomena of various orders: ethical assessment of both the internal and external policies of the organization as a whole; moral principles of the organization's members, i.e. professional morality; moral climate In the organisation; business etiquette standards, etc.

An interesting fact is that the general basis business ethics serves as an understanding of work as a moral value. And work becomes a moral value if it is perceived not only as a source of livelihood, but also as a way of developing human dignity. At the same time, traditional ethical problems are solved: the problem of moral choice turns into the problem of choosing a profession, the so-called problem of vocation; the problem of the meaning of life becomes the problem of the meaning of professional activity; moral duty is considered as a professional duty; moral responsibility is refracted through professional responsibility, professional quality individuals receive moral evaluation.

In general, a set of ethical rules and norms of behavior shared by participants in a particular corporate society (shareholders, directors, managers, employees) is formalized through documents of business ethics, thanks to which certain models of behavior and joint activities are created, as well as internal corporate mechanisms that ensure their application participants in corporate society in relations with each other and with the external environment (state, business partners, etc.).

Since business ethics documents are approved by the board of directors or the general meeting of shareholders, they become internal (local) documents of the company and acquire a certain legal meaning. Failure to comply with them may result in the application of sanctions for violators provided for by the charter and internal documents of the company.

Business ethics documents comply wide range tasks that can be reduced to the implementation of two main functions: reputational and management.

Reputation function is to increase confidence in the company on the part of potential investors (shareholders, banks, investment companies) and business partners (customers, suppliers, contractors, etc.). The presence of a business ethics document in a company already becomes a kind of brand, a sign of its success and a necessary condition high business reputation. As a result of the adoption and implementation of a business ethics document in the company’s activities, its investment attractiveness increases, and the company’s image reaches a qualitatively higher level.

Management function documents of business ethics is to regulate and streamline corporate behavior in complex and ambiguous situations from the point of view of compliance with the principles of ethics, honesty and integrity. The management function is provided by:

1) formation of ethical aspects corporate culture between stakeholders within the corporation (shareholders, directors, managers and employees). The document of business ethics, introducing corporate values within the company, crystallizes the corporate identity of this company and, as a result, improves the quality of strategic and operational management in it;

2) regulation of priorities in relations with external stakeholders (suppliers, consumers, creditors, etc.);

3) determining the order and procedure for developing and making decisions in complex ethical situations;

4) listing and specifying forms of behavior that are unacceptable from an ethical standpoint.

Most common types of business ethics documents are declarations And codes, which are a kind of set of laws for intra-corporate use - one of the effective forms of regulation and control of the activities of an enterprise or organization.

Universal Principles of Business Ethics

Modern universal ethical principles of business ethics are based on the axioms of world philosophy and verified by centuries-old practice of business relations. These business principles are successfully formulated by the American sociologist L. Hosmer:

1. Never do anything that is not in your or your company's long-term interests. The principle is based on the teachings of ancient Greek philosophy (Protagoras) about self-interest combined with the interests of other people, and the difference between long-term and short-term interests.

2. Never do anything that cannot be said to be truly honest, open and true, something that could be proudly announced to the whole country. The principle is based on the views of Aristotle and Plato on the personal virtues of honesty, openness and moderation.

3. Never do anything that is not good, that does not contribute to the formation of a sense of community and work towards one common goal. The principle is based on the commandments of world religions (St. Augustine), calling for goodness and awareness of interconnection and interdependence.

4. Never do anything that violates the law, because the law represents the minimum moral standards of society. The principle is based on the teachings of Hobbes and Locke about the role of the state as an arbiter in the competition between people for goods.

5. Never do anything that does not lead to greater good than harm to the society in which you live. The principle is based on the ethics of utilitarianism - the practical benefits of moral behavior, developed by I. Bentham and John S. Mill.

6. Never do anything that you would not recommend doing to others who find themselves in a similar situation. The principle is based on Kant's imperative about the rule of a universal, universal norm.

7. Never do anything that infringes on the established rights of others. The principle is based on Rousseau's and Jefferson's views on individual rights.

8. Always act in such a way as to maximize profit within the limits of the law, market requirements and full consideration of costs, because maximum profit under these conditions indicates the greatest efficiency of production. The principle is based on the economic theory of A. Smith and the teachings of V. Pareto about the optimal transaction.

9. Never do anything that would harm the weakest in society. The principle is based on Rawls's rule of distributive justice.

10. Never do anything that would interfere with another person’s rights to self-development and self-realization. The principle is based on Nozick's theory of expanding the degree of individual freedom necessary for the development of society.

International Ethical Principles of Business

The Declaration of “Principles of Business” was adopted in 1994 in Switzerland by the heads of the largest national and transnational corporations in the USA, Western Europe and Japan in an effort to synthesize the moral and ethical principles of doing business in Eastern and Western business cultures. The preamble to the Co Declaration states: “The laws and driving forces of the market are a necessary, but not sufficient guide to action. The fundamental principles are responsibility for business policies and actions, respect for human dignity and the interests of business participants.” The Ko Declaration is a concentrated set of ethical principles for international business. Co Declaration Principles:

1. Business responsibility: from shareholders to owners of shares in the business.

2. Economic and social influence business: towards progress, justice and global community.

3. Business ethics: from the letter of the law to the spirit of trust.

4. Respect for legal norms.

5. Support for multilateral trade relations.

6. Respect for the environment.

7. Avoid illegal activities.

The Principles of International Business (Declaration Co) is a global ethical standard against which behavior in international business can be built and assessed.

1. Honesty, integrity and reliability.

2. Respect for property rights.

3. Collegiality.

4. Constructive criticism, correction of ethical mistakes and lack of conflict.

5. Ecological principle.

6. Compliance of the activities carried out with the requirements of the law and other legal norms.

7. Reporting someone's illegal or unethical behavior to company management or government agencies.

8. Hedonic principle.

9. Charity.

10. Corporate social responsibility.

11. Professionalism, competence and awareness.

12. Informed consent.

13. Confidentiality and professional secrecy.

14. Cooperation in case of conflict of interest.

15. Protection and proper use of corporation assets.

16. Fight against corruption.

Principles of business ethics

1. The central point of the so-called gold standard is generally accepted: “Within the limits of one’s official position, one should never allow oneself to treat one’s subordinates, management, colleagues at one’s official level, clients, etc. such actions that I would not want to see in relation to myself.”
The order of the principles discussed below is not determined by their importance:

2. Fairness is necessary when providing employees with the resources necessary for their work.

3. An ethical violation must be corrected, regardless of when and by whom it was committed.

4. Maximum progress – official conduct and the actions of employees are considered ethical if they contribute to the development of the organization from a moral point of view.

5. Minimum progress - the actions of employees are recognized as ethical if they at least do not violate ethical standards.

6. Ethical is the tolerant attitude of the organization’s employees towards the moral principles and traditions of other organizations, regions, and countries.

7. A reasonable combination of individual relativism and ethical relativism with the requirements of universal ethics.

8. Individual and collective principles are equally recognized as the basis when developing and making decisions in business relations.

9. You should not be afraid to have your own opinion when resolving any official issues (nonconformity should be within reasonable limits).

10. No forms of violence, “pressure” on subordinates.

11. Consistent impact - Ethical standards can be successfully implemented in an organization through continued efforts on the part of management and all employees.

12. When influencing someone (subordinate, consumer, etc.), it is necessary to take into account the strength of possible resistance.

13. The advisability of advance trust – in the competence of the employee, his sense of duty, etc.

14. Striving for non-conflict.

15. Having freedom that does not limit the freedom of others.

16. The principle of employees promoting the ethical behavior of others.

17. Inadmissibility of criticism of “internal” and “external” competitors.

Professional ethics regulates the relationships between people in business communication. Professional ethics are based on certain norms, requirements and principles.
Principles are abstract, generalized ideas that enable those who rely on them to correctly form their behavior and actions in the business sphere. Principles provide a specific employee in any organization with a conceptual ethical platform for decisions, actions, actions, interactions, etc.
The order of the ethical principles considered is not determined by their significance.
The essence of the first principle comes from the so-called gold standard: “Within the framework of your official position, never allow your official position in relation to your subordinates, management, or colleagues; to clients, etc. such actions that I would not want to see towards myself.”
The second principle: fairness is needed when providing employees with the resources necessary for their work activities (monetary, raw materials, material, etc.).
The third principle requires mandatory correction of an ethical violation, regardless of when and by whom it was committed.
The fourth principle is the principle of maximum progress: the official behavior and actions of an employee are recognized as ethical if they contribute to the development of the organization (or its divisions) from a moral point of view.
The fifth principle is the principle of minimum progress, according to which the actions of an employee or organization as a whole are ethical if they at least do not violate ethical standards.
Sixth principle: ethical is the tolerant attitude of the organization’s employees towards moral principles, traditions, etc., that exist in other organizations, regions, countries.
The seventh principle recommends a reasonable combination of individual relativism and ethical relativism with the requirements of universal (universal) ethics.
Eighth principle: individual and collective principles are equally recognized as the basis when developing and making decisions in business relationships.
The ninth principle: you should not be afraid to have your own opinion when resolving any official issues. However, nonconformism as a personality trait should manifest itself within reasonable limits.
The tenth principle is no violence, i.e. “pressure” on subordinates, expressed in various forms, for example, in an orderly, commanding manner of conducting an official conversation.
The eleventh principle is consistency of impact, which is expressed in the fact that ethical standards can be introduced into the life of an organization not with a one-time order, but only with the help of continuous efforts on the part of both the manager and ordinary employees.
The twelfth principle is when influencing (on a team, an individual employee, a consumer, etc.), take into account the strength of possible resistance. The fact is that while recognizing the value and necessity of ethical standards in theory, many workers, when faced with them in practical everyday work, for one reason or another begin to resist them.
The thirteenth principle is the advisability of making advances based on trust - the employee’s sense of responsibility, his competence, sense of duty, etc.
The fourteenth principle strongly recommends striving for non-conflict. Although conflict in the business sphere has not only dysfunctional but also functional consequences, nevertheless, conflict is a fertile ground for ethical violations.
The fifteenth principle is freedom without limiting the freedom of others; Usually this principle, although in an implicit form, is determined by job descriptions.
Sixteenth principle: the employee must not only act ethically himself, but also encourage the same behavior of his colleagues.
Seventeenth principle: do not criticize your competitor. This means not only a competing organization, but also an “internal competitor” - a team from another department, a colleague in whom one can “see” a competitor.
These principles should serve as the basis for each employee of any company to develop their own personal ethical system.
The content of companies' ethical codes originates from the principles of ethics.