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How the use of this knowledge should be governed when providing a service to the public can be considered a moral issue and is termed "professional ethics". [3] One of the earliest examples of professional ethics is the Hippocratic oath to which medical doctors still adhere to this day.
In philosophy and ethics, an end, or telos, is the ultimate goal in a series of steps. For example, according to Aristotle the end of everything we do is happiness. It is contrasted to a means, which is something that helps you achieve that goal. For example, money or power may be said to be a means to the end of happiness.
In moral philosophy, instrumental and intrinsic value are the distinction between what is a means to an end and what is as an end in itself. [1] Things are deemed to have instrumental value (or extrinsic value [2]) if they help one achieve a particular end; intrinsic values, by contrast, are understood to be desirable in and of themselves.
Work ethic is a belief that work and diligence have a moral benefit and an inherent ability, virtue or value to strengthen character and individual abilities. [1] Desire or determination to work serves as the foundation for values centered on the importance of work or industrious work.
A code of practice is adopted by a profession (or by a governmental or non-governmental organization) to regulate that profession. A code of practice may be styled as a code of professional responsibility, which will discuss difficult issues and difficult decisions that will often need to be made, and then provide a clear account of what behavior is considered "ethical" or "correct" or "right ...
The opposite of Sakama Karma (action with desire), [8] Nishkama Karma has been variously explained as 'Duty for duty's sake' [9] and as 'Detached Involvement', which is neither negative attitude nor indifference; and has today found many advocates in the modern business area where the emphasis has shifted to ethical business practices adhering to intrinsic human values and reducing stress at ...
They presented participants with a handicap and then with success or failure feedback and asked participants to make attributions for their performance. [12] The results showed that both self-protection and self-enhancement occurred, but only as a function of levels of self-esteem and the level of tendency to self-handicap. [ 12 ]
In its 2007 International Good Practice Guidance, "Defining and Developing an Effective Code of Conduct for Organizations", provided the following working definition: "Principles, values, standards, or rules of behaviour that guide the decisions, procedures, and systems of an organization in a way that (a) contributes to the welfare of its key stakeholders, and (b) respects the rights of all ...