MIDTERM EXAM

Submitted By:
Criselle Joy T. Hernandez
BS Arch – 2A
TEST - 1

 Hitsura/ itsura

 Pagdadala

 Saloobin / Kiyas

 Katangian / Pagkatao

 Komunikasyon / Pagbabalita

 Pakikipagtulungan / Pagdadamayan

 Kasanayan sa organisasyon

 Produktibidad

 Respeto

 Gawaing pangkat
TEST - 2

6. To identify legal dilemmas and consider ethical terms.

7. To separate legal ethics and morality from professional ethics
and morality.
8. To differentiate between professionally mandated ethics and
constitutionally mandated ethics.
9. To provide information about professional organizations,
including those that establish and uphold ethical standards.
10. To specify the terms licensure, credential, and
accreditation, as well as recognize appropriate certification
and accreditation agencies in the areas of counseling,
psychiatry, social care, and marital/family therapy.
11. To clarify the framework, the government's ethics, and
counseling.
12. To identify the abilities required to become a skilled
decision maker.

1. Leadership that is immoral It's one thing to have a personal

problem with your boss, but it's quite different to expose
someone who is acting unethically.
2. A toxic job environment.
3. Harassment and sexism.
4. Unrealistic and incongruent.
5. Usage of business infrastructure that is doubtful.
13. MISLEADING / LYING
14. STEALING / PIRACY
15. BEING APATHETIC / LAZY
16. CLAIMING COPYRIGHT OF SOME WORKS
17. NOT PUTTING IN ANY EFFORT / LACK OF HARDWORKING
18. NOT SETTING IN SOME SORT OF EFFORT
19. KEEPING AN EYE ON THE MOMENT, WAITING TO GET HOME
20. ALWAYS LATE IN WORK.
21. TRYING TO SNEAK OUT EARLY THAN THE USUAL TIME OF
DISMISSAL.
22. GENERATING POOR QUALITY / BEING INCOMPETENT.
23. TAKING TOO MUCH BREAKS OR LUNCH.
24. GOSSIPING / BLABBING
25. ATTEMPTING TO DISAGREE WITH OR NOT GETTING ALONG
WITH A CO – WORKER.
26. TREATING DISRESPECTFULLY TOWARDS YOUR MANAGER.
27. COMING TO WORK DIRTY AND NOT WEARING CLEAN
CLOTHES.
35. INTEGRITY
36. OBJECTIVITY
37. PROFESSIONAL COMPETENCE AND DUE CARE
38. CONFIDENTIALITY
39. PROFESSIONAL BEHAVIOR
40. JUSTICE

28. AUTONOMY
29. BENEFICENCE
30. CONFIDENTIALITY
31. NON-MALEFICENCE
32. JUSTICE
33. FIDELITY
34. VERACITY
TEST - 3

It's one thing to have a personal problem with your employer, but it's
quite another to complain to someone who is acting unethically. This can be
overt, such as changing statistics in a survey or wasting business funds on
unrelated activities; however, it can also be subtle, such as bribery, receiving
unwelcome gifts from vendors, or being asked to miss a routine protocol only
once. Abuse of leadership power is an unfortunate fact, as statistics indicate
that managers are responsible for SIXTY PERCENT of organizational bullying.

Organizations led by dishonest executives are more than likely to have

a hostile work environment. Leaders who don't mind taking bribes, exploiting
revenue numbers and records, or threatening employees or business partners
for "favors" (personal or financial) will treat their employees with contempt
and intimidation. A toxic culture can be compounded by constantly
repopulating the business with like-minded personalities and toxic mentalities,
particularly with the current focus in many companies on hiring for "cultural
fit." Worse, recruiting for "ethnic compatibility" may be seen as a front for
sexism, resulting in additional ethical and legal implications.

Organizations are required by law to be equal employment

opportunity employers. Organizations must employ a diverse staff, adopt
programs and preparation that promote an equal opportunity policy, and
cultivate an atmosphere that supports individuals of all backgrounds.
Unfortunately, many companies fail to breach EEOC regulations. When
workers are discriminated against or threatened because of their color,
nationality, gender, disability, or age, not only is an ethical line crossed, but
also a legal one. Because most corporations are cautious of the expensive
legal and societal consequences of bigotry and abuse, you can come
across this ethics problem in subtler types, such as a manager's apparently
"harmless" off-color comments or a more prevalent "group thought" mindset
that can be a sign of a toxic community. This could be a group mentality
toward a "other" group (women, for example, aren't a good fit for our group).
Your best approach is to uphold your personal beliefs by resisting intolerant,
immoral, or unlawful community standards by presenting an alternate,
egalitarian viewpoint as the best option for the group and organization.
 Although this could seem to be a small fiasco in the grand scale of
workplace ethics, excessive use of the internet and company technologies
costs businesses a lot of time, efficiency, and money. According to one poll,
SIXTY- FOUR PERCENT of workers go to non-work related websites during the
workday. It's not only a waste of business resources and technology; it's also a
waste of company time. This "little white lie" in corporate ethics will have a
ripple impact, because you're taking hourly breaks to update your social
media news page or know that a coworker is using business technological
tools to focus on freelance jobs. The solution is simple: don't do it while you're
working on the company's machine on company time, no matter how
enticing it may be.

This Act shall be known as the "Code of Conduct and Ethical Standards
for Public Officials and Employees." The state's goal is to encourage a high
degree of integrity in public service. Public officers and staff must always be
responsible to the citizens, performing their responsibilities with the highest
accountability, honesty, skill, and allegiance, acting with patriotism and
fairness, leading humble lives, and prioritizing the public good above
personal gain.