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Ordinary moral discourse and most philosophical systems state that a prohibition on doing harm to others as in #1 is more compelling than any duty to benefit others as in #2–4. This makes the concept of "first do no harm" different from the other aspects of beneficence. [2] One example illustrating this concept is the trolley problem.
Beneficence: the philosophy of "Do no harm" while maximizing benefits for the research project and minimizing risks to the research subjects; and Justice : ensuring reasonable, non-exploitative, and well-considered procedures are administered fairly — the fair distribution of costs and benefits to potential research participants — and equally.
One important domain to understand aggression is in the workplace. Workplace aggression is considered a specific type of counterproductive work behavior (CWB) and is defined as "any act of aggression, physical assault, threatening or coercive behavior that causes physical or emotional harm in a work setting." [16]
For example, hymn 10.22.25 in the Rig Veda uses the words Satya (truthfulness) and Ahimsa in a prayer to deity Indra; [46] later, the Yajur Veda dated to be between 1000 BCE and 600 BCE, states, "may all beings look at me with a friendly eye, may I do likewise, and may we look at each other with the eyes of a friend".
The nursing organization workplace has been identified as one in which workplace bullying occurs quite frequently. [1] [2] It is thought that relational aggression (psychological aspects of bullying such as gossiping and intimidation) are relevant. Relational aggression has been studied amongst girls but rarely amongst adult women. [3]
Because professionals are persons conducting unique skills in their career of choice, ethics, responsibility guidelines and professional responsibility principles, should be applied simultaneously through organisations professionals work within, but also implemented in the individual's character, demeanour, and personal life. [14]
Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous , displaying a lack of regard for others. [ 1 ]
Malicious compliance is common in production situations in which employees and middle management are measured based on meeting certain quotas or performance projections. Examples include: Employees at a factory shipping product to customers too early so their inventory is reduced to meet a projection; [8]