Экономические науки/ 5. управление трудовыми ресурсами

kand. of philos. sciences Tinyakova E.A.

канд. филос. наук Тинякова Е.А.

Sergiev-Possad Branch of NS HEE “ Moscow Institute

оf Entrepreunership and law”

Сергиево-Посадский Филиал НОУ ВПО «Московский Институт

предпринимательства и права»

Negative sides of professional ethics

(from experience of analysis and overcoming)

The wide spread approach to present professional ethics− presentation of ideal professional behavior and moral (“what one must do, what is obligatory”) [1]. There has been an attempt to install proper professional ethics with the help of jurisprudence [2]. It is not quite a good way to decide the problems of professional ethics on unequal level: a client−a professional [2]; peoples can occupy different levels of professional hierarchy, but as pertaining to human moral they are equal. The peculiarity of the material presented is that the author has chosen negative problems from professional ethics, the so-called “anti-professional ethics”. It also has its laws, options, recommendations, and the better we understand it the more success we have in professional ethics. Let’s answer the question: “When did human moral start?” Many researchers of this question answer:” Human moral started with prohibitions what is bad to do”. That is why the author has chosen the way and mode of argumentation “how to understand the negative professional ethics to foresee its realization and to protect on-going professional ethics according to human moral norms.

Negative events in professional ethics may proceed from the following:

1. lack of proficiency and no desire to develop oneself as a specialist, the extreme level is either laziness or intention to spoil the matter;

2. egoistic character and persistence in egoism of varied grades;

3. envy directed at colleagues who are estimated as more profitable either in private life (this type of envy is more typical of women) or in business (more typical for men);

4. relaxing type of working connected to professional indifference;

5. unsociable type with traits of aggressiveness.

These are main reasons but further on the analysis will be more detailed. Three main types of negative professional ethics are:

a) stubborn types, almost impossible to be changed;

b) flexible types possible to be corrected;

c) flexible types but turning worse in the process of correction.

To deal with events of negative professional ethics one must mind two important things. Negative behavior may be conscious and subconscious. The first type is usually realized when one pursues one’s wretched goal: the most popular in this respect is to transfer one’s work or even responsibilities to other people, to bring one’s potential competitor to answer for not his fault; to get a more favorable position (here a harsh competitiveness may take place: to throw aside and eliminate your competitor at any cost−there are numerous methods to do it); to gain more profit in wages or other assets. The desire of a superior position one pursues to obtain may be concealed (rather concealed for the sake of success: a blow is more effective when it is unexpected) [3; 81-88] either by helping part or by manipulating colleagues.

A person resorts to subconscious negative professional ethics in case of self-protection (most often) or making up for his or her lack of proficiency being moved by various fears: loss of work, low salary, inferior position etc.( in such situations a person may act a diligent employee) [3;81-88]. Of course punishment for subconscious break of professional discipline should be psychologically literate (not to frighten a person, save his psychic reservoir) otherwise the drawbacks will grow deeper. Not only a leader must understand all these types but also employees not to get into a trap of conflicts. There is a popular medical phrase: ”To cure a disease one must know its reasons”. One warning will be useful: sometimes subconsciousness is imitated, it is a rather cunning situation: the guilty person can’t be reprimanded and his fault as though hangs.

In many cases high proficiency coincides with a good character easy to come or bring together in reciprocal relationship. But not always. If a proficient person is strongly opposed to non-proficient ones a conflict is almost inevitable; the reason may be “white” (others understand than the proficient one works well, but they simply can’t do like that; why then don’t they keep the proficient one in respect? because they understand to work well and much is difficult and they don’t want hardships) and “black” (envy is a very evil force). High qualification, devotion to one’s job polishes human character and cultivates the best moral qualities: responsibility, a wise balance of duty and obligations, aim at good results in work. A person can’t be a good professional only for oneself: he emanates his proficiency to other people. Sometimes a talented person can break if his skilled capacity is blocked by mass consciousness of low skills either because of misunderstanding or social cruelty. In our consideration of negative sides of professional ethics the path analysed may come from low proficiency to methods of correcting it and from high proficiency to be protected from ignorant employees.

Difficulties in professional ethics can be defined:

1. on the level of language communication [3; 88-102];

2. on the level of incompatible behavior [3;60-81];

3. on the level of differences in social and political viewpoints;

4. a mixture of two or three mentioned above.

Human language is the platform from which professional ethics is built[4]. Human language has a numerous set of possibilities to disappoint people: abusing words, rude words and phrases, cunning and compromising hints, perplexing words and combinations putting a person in an awkward position, even bringing shame on a person, arrogant words, humiliating communication, emphasizing drawbacks etc. Language keeps in human psychic longer than actions, negative communication is very penetrating as if a poison; it keeps invisible and sometimes causes conflicting debates to prove its imperfectness or perfectness (what is demanded).

Now let’s turn to such situations in language communication when there is no evil intention on both the parts but communication fails. It may happen because of associating thinking or of lack of language skills on either part. In such situations the one more skilled in language will take the upper hand. If one sees that one’s interlocutor feels offended it is necessary to guess and block erroneous associations if one doesn’t want them to affect one’s interlocutor. If you want your conversation to be a success you must know what is vulnerable to your companion and the wise way is to escape such points in communication. It is a good habit to understand one’ partner deeper than one sees on the surface of a personality and communication.

Speed of understanding is also an important factor in language communication. Some people are fast-thinking, others−slow thinking. If an interlocutor has some irritating language habits the partner should be patient. Sometimes communication may fail if all the drawbacks are absent. Language communication is a fine tuning event. One and the same piece of information may bring success one time and failure the other time. What explains it? Time-going and the context. Everyone knows that to sign an official paper it is better to go to the director when he or she is in a good mood. Time flow carries us through actions and one must be wise enough to catch the happy moment.

When difficulties in professional ethics appear because of behavior problems the best way to overcome the situations is to be indifferent to what is unpleasant. But some people can disturb by their persistent misbehavior. It is their “evil weapon” to put a person into inferior position for his viewpoint to win. In such situations a contest of patience takes place. In answer to persistent misbehavior a partner may use irony and “mirror effect”. To have fewer problems in interrelations through actions one must try to be less attentive to minor details in a partner and think:”He can’t be otherwise. I must perceive him as he is”. But the chain of interrelations should have as few such irritating partners as possible.

Mutual misunderstanding in professional ethics may be mostly on the level of science, business and organization. The second and the third traits are more troublesome, because they refer to the particular group of employees and objective vectors are chosen within a collective. If there is a strong personality with good reason the situation will be settled. We must state here that professional ethics sets its problems not only on a dialogue level, but also on a group level. A professional group must be very skillful in balancing its individuals: it may have a focus of balancing (a centralized type) or it may be self-organizing (a synergetic type). The second type is more flexible.

As a conclusion to the problems set forward the author of the article brings the learned audience to the goal: while teaching and exploring practical side of professional ethics it is necessary to collect negative professional situations, to summarize them and seek for analogies, classify negative actions according to negative grading, to understand and analyse the reasons that lead to fail smooth professional on-going. Now the most actual problem is how to understand “the bridge” between well-developed professional ethics and negative examples of professional behavior. Professional ethics develops in the direction to create a perfect professional image, but it is not easy and the way of perfection acquires “thorns” on its on-going.

Literature

1. Разин А.В. Этика: учебник для вузов.- Москва: «Академический проект», 2006.- 624 стр.

2. Daryl Koehn The ground of professional ethics.-London, New York: Routlege, 1994.-224 p.p.

3. Скворцова В.Н. Профессиональная этика: учебное пособие.- Томск: ТПУ, 2006-180 стр.

4. Yan McKensie English for Business Studies: Teacher’s Book.-Cambridge University Press, 2002.-335 p.p.