11

TVL-IA-EIM
Quarter 2 – Module 2
Code of Ethics
TVL-IA-Electrical Installation and Maintenance NC II–Grade 11
Alternative Delivery Mode
Quarter 2 – Module 2: Code of Ethics
First Edition, 2020

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Antonio B. Baguio Jr., Ed.D.

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Department of Education –Region VII Schools Division of Negros Oriental

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Tele #: (035) 225 2376 / 541 1117
E-mail Address: negros.oriental@deped.gov.ph
 11

TVL-IA-EIM
Quarter 2 – Module 2
Code of Ethics
 What I Need to Know

This module was designed and written with you in mind. It is here to help
you master the skills in electrical installation and maintenance. The scope of
this module permits it to be used in many different learning situations. The
language used recognizes the diverse vocabulary level of students. The
lessons are arranged to follow the standard sequence of the course. But the
order in which you read them can be changed to correspond with the
textbook you are now using.

• Code of Ethics

After going through this module, you are expected to:

1. Identify principles of ethics.
2. Distinguish the principles and approaches to ethics.
3. Value the importance of ethics in the workplace.

1
 What I Know

A. Directions: Identify the correct answer. Write only the letter of the correct
answer on your activity notebook.

1. These are adopted by organizations to assist members in

understanding the difference between right and wrong and in applying
that understanding to their decisions.
a. guidance c. policies
b. administrative manual d. ethical codes

2. It is a system of moral principles.

a. manual of duties c. ethics
b. ethics and human d. human behavior

a. Applied ethics c. Normative ethics

b. Philosophical ethics d. Meta-ethics

4. Ethics is concerned with what is good for individuals and society and
is also described as
a. moral standard c. rights and responsibilities
b. moral philosophy d. good conduct

5. It is concerned with the content of moral judgements and the criteria

for what is right or wrong.
a. Normative ethics c. Applied ethics
b. Meta-ethics d. Philosophical ethics

2
 What’s In

Headlines frequently peddle allegations of unethical behavior in the

workplace which can create public relations crises, operational distractions,
financial liabilities and in some cases lead to the total collapse of
organizations. Given the severe financial and reputational consequences of
unethical behavior, and the mere allegations of unethical behavior, it is no
surprise that organizational efforts to prevent, detect and respond to it are
consistently scrutinized by stakeholders. The intense scrutiny makes it
critical to understand the definition of ethics in the workplace, why ethics
are important in the workplace, and the single most important thing
organizations can do differently to encourage ethical behavior in the
workplace.

Notes to the Teacher

This module contains the topics on the principles and
approaches to ethics. To enhance the learners’ experience
in this module, varied activities are introduced relevant to
the topic. Hence, a thorough explanation on the use of this
module is required as well as keeping track of the learners’
progress to ensure its effectiveness.

Continued guidance and encouragement is expected of the

facilitator within the duration of the module in order for the
learners to sustain its requirements.

3
What’s New

ETHICS
By Timothy Steele

It’s hard, by way of response

And with tact, to make others see
You are theirs just more or less:
In the face of their needs and wants,
Your maintaining autonomy
Seems a failure of politesse.

Like a pinball, one shoots between

Exhausting self-sacrifice
And the solipsist’s self-concern.
The problem’s to find a mean
Position which will suffice
Oneself and others in turn.

The problem, when principles fail,

Is to strike a truce with doubt
And to hope each valid claim
Will arrest and will prevail
Upon good-nature without
Obliterating the same.

Otherwise, days will resume

Bewildering, salty, and stinging,

Nights tempt you home to a room
Where the phone rings and you hide
And let it keep on ringing.

4
 What is It

Lesson

1 Code of Ethics

CODE OF ETHICS

Ethical codes are adopted by organizations to assist members in

understanding the difference between right and wrong and in applying that
understanding to their decisions.

Ethics

At its simplest, ethics is a system of moral principles. They affect how people
make decisions and lead their lives. Ethics is concerned with what is good
for individuals and society and is also described as moral philosophy. The
term is derived from the Greek word ethos which can mean custom, habit,
character, or disposition.

Ethics covers the following dilemmas:

• how to live a good life
• our rights and responsibilities
• the language of right and wrong
• moral decisions - what is good and bad?

Our concepts of ethics have been derived from religions, philosophies, and
cultures. They infuse debates on topics like abortion, human rights, and
professional conduct.

Approaches to ethics

Philosophers nowadays tend to divide ethical theories into three areas:

metaethics, normative ethics and applied ethics.
• Meta-ethics deals with the nature of moral judgement. It looks at the
origins and meaning of ethical principles.
• Normative ethics is concerned with the content of moral judgements
and the criteria for what is right or wrong.
• Applied ethics looks at controversial topics like war, animal rights and
capital punishment.

5
PROFESSIONAL RESPONSIBILITY
Core Principle

As HR professionals, we are responsible for adding value to the

organizations we serve and contributing to the ethical success of those
organizations. We accept professional responsibility for our individual
decisions and actions. We are also advocates for the profession by engaging
in activities that enhance its credibility and value.

Intent:

 To build respect, credibility and strategic importance for the HR

profession within our organizations, the business community, and the
communities in which we work.
 To assist the organizations we serve in achieving their objectives and
goals.
 To inform and educate current and future practitioners, the
organizations we serve, and the general public about principles and
practices that help the profession.
 To positively influence workplace and recruitment practices.
 To encourage professional decision-making and responsibility.
 To encourage social responsibility.

Guidelines:

Adhere to the highest standards of ethical and professional behavior.

1. Measure the effectiveness of HR in contributing to or achieving

organizational goals.
2. Comply with the law.
3. Work consistent with the values of the profession.
4. Strive to achieve the highest levels of service, performance and social
responsibility.
5. Advocate for the appropriate use and appreciation of human beings as
employees.
6. Advocate openly and within the established forums for debate in order
to influence decision-making and results.

PROFESSIONAL DEVELOPMENT
Core Principle
As professionals we must strive to meet the highest standards of
competence and commit to strengthen our competencies on a continuous
basis.

6
Intent:

 To expand our knowledge of human resource management to further

our understanding of how our organizations function.
 To advance our understanding of how organizations work ("the
business of the business").

Guidelines:

1. Pursue formal academic opportunities.

2. Commit to continuous learning, skills development and application of
new knowledge related to both human resource management and the
organizations we serve.
3. Contribute to the body of knowledge, the evolution of the profession
and the growth of individuals through teaching, research and
dissemination of knowledge.
4. Pursue certification where available, or comparable measures of
competencies and knowledge.

ETHICAL LEADERSHIP

Core Principle

HR professionals are expected to exhibit individual leadership as a role

model for maintaining the highest standards of ethical conduct.

Intent:

 To set the standard and be an example for others.

 To earn individual respect and increase our credibility with those we
serve.

Guidelines:

1. Be ethical; act ethically in every professional interaction.

2. Question pending individual and group actions when necessary to
ensure that decisions are ethical and are implemented in an ethical
manner.
3. Seek expert guidance if ever in doubt about the ethical propriety of a
situation.
4. Through teaching and mentoring, champion the development of others
as ethical leaders in the profession and in organizations.

7
FAIRNESS AND JUSTICE

Core Principle
As human resource professionals, we are ethically responsible for promoting
and fostering fairness and justice for all employees and their organizations.

Intent:

To create and sustain an environment that encourages all individuals and

the organization to reach their fullest potential in a positive and productive
manner.

Guidelines:

1. Respect the uniqueness and intrinsic worth of every individual.

2. Treat people with dignity, respect and compassion to foster a trusting
work environment free of harassment, intimidation, and unlawful
discrimination.
3. Ensure that everyone has the opportunity to develop their skills and
new competencies.
4. Assure an environment of inclusiveness and a commitment to
diversity in the organizations we serve.
5. Develop, administer and advocate policies and procedures that foster
fair, consistent and equitable treatment for all.
6. Regardless of personal interests, support decisions made by our
organizations that are both ethical and legal.
7. Act in a responsible manner and practice sound management in the
country(ies) in which the organizations we serve operate.

CONFLICTS OF INTEREST
Core Principle

As HR professionals, we must maintain a high level of trust with our

stakeholders. We must protect the interests of our stakeholders as well as
our professional integrity and should not engage in activities that create
actual, apparent, or potential conflicts of interest.

Intent:

To avoid activities that are in conflict or may appear to be in conflict with

any of the provisions of this Code of Ethical and Professional Standards in
Human Resource Management or with one's responsibilities and duties as a
member of the human resource profession and/or as an employee of any
organization.

Guidelines:

1. Adhere to and advocate the use of published policies on conflicts of

interest within your organization.

8
 2. Refrain from using your position for personal, material or financial
gain or the appearance of such.
3. Refrain from giving or seeking preferential treatment in the human
resources processes.

Prioritize your obligations to identify conflicts of interest or the

appearance thereof; when conflicts arise, disclose them to relevant
stakeholders.
USE OF INFORMATION

Core Principle

HR professionals consider and protect the rights of individuals, especially in

the acquisition and dissemination of information while ensuring truthful
communications and facilitating informed decision-making.

Intent:

To build trust among all organization constituents by maximizing the open

exchange of information, while eliminating anxieties about inappropriate
and/or inaccurate acquisition and sharing of information

Guidelines:

1. Acquire and disseminate information through ethical and responsible

means.
2. Ensure only appropriate information is used in decisions affecting the
employment relationship.
3. Investigate the accuracy and source of information before allowing it
to be used in employment related decisions.
4. Maintain current and accurate HR information.
5. Safeguard restricted or confidential information.
6. Take appropriate steps to ensure the accuracy and completeness of all
communicated information about HR policies and practices.
7. Take appropriate steps to ensure the accuracy and completeness of all
communicated information used in HR-related training.

Organizations do to encourage ethical behavior in the workplace

Organizations can take steps to create a good narrative around their

reputation by implementing measures that help ensure ethical conditions
and perceptions of organizational support are present in the workplace.
Many organizations implement reactive systems to report unethical
behavior. However, the single most important thing organizations can do
different to promote ethical behavior is to implement a proactive employee
voice system and use voice of the employee tools to proactively give
employees the capacity to be heard.

9
Voice of the employee systems that effectively promote ethical behavior and
encourage reporting unethical behavior meet five key criteria:

1. Elegance: be easily understood, applicable to the entire organization

and all employees and effectively diagnose issues.
2. Accessibility: be easy to use, widely promoted, accessible to all
employees.
3. Correctness: be well-administered and include follow-up to complaints
4. Responsiveness: be timely, be responsive, be used by management
and show results.
5. Nonpunitiveness: be anonymous and be free of retaliation – managers
and employees must be protected.

The challenge is that many organizations implement voice of the employee

systems with good intentions, but the voice of the employee tools used are
not effective. Voice of the employee tools, like interviews and surveys, that
proactively seek to uncover and stop unethical behavior should be
conducted:

• Using an Open-Ended Question: to ensure all possible issues are

uncovered, voice of the employee efforts should focus on asking an
open-ended question about awareness of compliance issues. Closed-
ended questions do not provide the ability to uncover all possible
issues or all details to understand issues.
• Externally: to ensure accuracy, the research should be conducted
through an independent third-party to remove biases and remove
barriers to employees feeling they can express their true perceptions
related to unethical conduct in the workplace. When conducted
internally, it is likely that true perceptions aren’t revealed because
employees aren’t being honest with the organization. Employees may
not want to risk burning a bridge or disappointing a manager. When
conducted externally, data is systematically collected and thoroughly
reported.
• Using Mixed Methodology – Asking “Why?”: to obtain detailed reasons
for perceptions of unethical behavior, it is critical to use a mixed
methods research instrument that asks “why?” in an open-ended,
qualitative manner to avoid limiting the scope of what can be learned
from each individual employee. Third-party researchers can offer high-
quality telephonic interviews and web interviews that capture in-depth
qualitative responses in a systematic manner. In asking fewer open-
ended questions, specifically following up to ask why the participant
perceives unethical behavior, you obtain in-depth data and reveal the
root causes of perceptions.
• Systematically: to track trends and progress, data should be
systematically captured for use in subsequent data collection and
analysis. External research uses a consistent question set, data
collection technology and a dependable methodology to capture
responses in a reliable system to facilitate future reporting and
analyses. This information can then be analyzed to identify issues that

10
 might exist in specific employee segments, departments, job groups or
even certain supervisors.

Importance of ethical behavior in the workplace

It is important to understand that ethical behavior in the workplace can

stimulate positive employee behaviors that lead to organizational growth,
just as unethical behavior in the workplace can inspire damaging headlines
that lead to organizational demise.

Simply put, organizational stakeholders that include individuals, groups

and organizations of various types enter into a relationship with a business
organization for that business to protect their interests in a specific way.
Therefore, there is a mutual expectation that stakeholders and business
organizations act in an ethical manner and in each other’s best interest.

A decision to act unethically, by the organization or a stakeholder, can

strain the relationship and damage the reputation of the organization. The
increased risk of reputational damage and harm from negative headlines is
often the catalyst for organizations to promote and encourage ethical
behavior and prevent and report unethical behavior. Furthermore, where
many individuals are connected to social media with mobile technology, the
risk that unethical behavior will cause reputational damage to an
organization is arguably much greater that in decades past, as behavior is
more easily recorded on video, captured in photos, shared online and
propelled into headlines.

However, there are benefits of ethical behavior in the workplace beyond the
avoidance of reputational harm. An organization that is perceived to act
ethically by employees can realize positive benefits and improved business
outcomes. The perception of ethical behavior can increase employee
performance, job satisfaction, organizational commitment, trust and
organizational citizenship behaviors. Organizational citizenship behaviors
include altruism, conscientiousness, civic virtue, sportsmanship and
courtesy.

11
 What’s More

Direction: Give your analysis of the case study below.

Case Study:

Abusive Workplace Behavior

Miss A recently started a new industry research job, joining the interactive
technologies team. In graduate school, her advisor had collaborated with
several members of the team on a number of research projects, involving
and highlighting Miss A’s contributions whenever possible. The team had
been impressed by Miss A’s work and recruited her as she was approaching
graduation.

Mr. X, the team’s technical leader had built a reputation as a brilliant yet
mercurial expert in augmented reality. His team’s contributions were highly
cited within the field, with Mr. X typically claiming primary authorship as
the team leader. Their work was also highlighted frequently in popular
press, always with quotes only from Mr. X. Despite the team’s repeated
successes, Mr. X would erupt with verbal and personal attacks for even
minor mistakes. He would yell at the person and berate them in internal
chat forums. On multiple occasions, women team members have found their
names removed from journal manuscript submissions as punishment.

Miss A soon found herself the target of one of Mr. X’s tirades when she
committed a code update that introduced a timing glitch in the prototype
shortly before a live demo. Infuriated, Mr. X refused to allow Miss A to join
the team on stage. Feeling Mr. X’s reaction was unprofessional and abusive,
Miss A approached the team’s manager, Miss L. Miss L agreed that the
experience was unpleasant, but that was the price to pay for working in an
intense, industry-leading team. Miss L’s advice to Miss A was to “Grow up
and get over it.

12
 What I Have Learned

To contextualize what you have learned and to have a better appreciation of

the lesson, complete the statements below accordingly.

I have learned that ________________________________________.

I have realized that ________________________________________.

I will apply ________________________________________________.

What I Can Do

Activity:

Instruction: Analyze the situation below and discuss what principle of the
code of ethics is being violated.

A police commissioner is under investigation for allegedly facilitating a

Php50 million bribe from a gambling tycoon who tried to bribe immigration
authorities in order to release approximately 1,300 foreigners who were
working with under his company illegally.

Essay Rubrics

Areas of
Assessment
A B C D

Presents ideas Presents ideas Ideas are too Ideas are

in an original in a consistent general vague or
manner manner unclear
3 points
Ideas
5 points 4 points 1 point

13
Organization Strong and Organized Some No
organized beg/mid/end organization; organization;
beg/mid/end attempt at a lack
beg/mid/end beg/mid/end
10 points
7 points
4 points 1 point

Understanding Writing shows Writing shows Writing shows Writing shows

strong a clear adequate little
understanding understanding understanding understanding
10 points 7 points 4 points 1 point

Mechanics Few (if any) Few errors Several errors Numerous

errors errors
5 points 1 point
4 points 3 points

14
 Assessment
A. Directions: Match Column A with Column B. Write the letter of the
correct answer in your activity notebook.
A a. is concerned with what is good for
_____ 1. Elegance
_____ 2. Ethos
_____ 3. Normative ethics
_____ 4. Ethical leadership
_____ 5. Fairness and justice
_____ 6. Professional
responsibility
_____ 7. Ethics
_____ 8. Applied Ethics
_____ 9. Ethical codes
_____ 10. Meta-ethics
B
individuals and society and is also
described as moral philosophy.
b. its intent is to set the standard and
be an example for others.
c. its intent is to create and sustain an
environment that encourages all
individuals and the organization to
reach their fullest potential in a positive
and productive manner.
d. deals with the nature of moral
judgement. It looks at the origins and
meaning of ethical principles.
e. can mean custom, habit, character,
or disposition.
f. are adopted by organizations to assist
members in understanding the
difference between right and wrong and
in applying that understanding to their
decisions.
g. be easily understood, applicable to
the entire organization and all
employees and effectively diagnose
issues.
h. is concerned with the content of
moral judgements and the criteria for
what is right or wrong.
i. looks at controversial topics like war,
animal rights and capital punishment.
j. 15the intent is to assist the
organizations we serve in achieving
their objectives and goals.
B. Write TRUE if the statement is correct and FALSE if the statement is
wrong.

______1. Ethical behavior in the workplace can stimulate positive employee

behaviors that lead to organizational growth,
_____2. There is no mutual expectation that stakeholders and business
organizations act in an ethical manner and in each other’s best interest.
_____3. Where many individuals are connected to social media with mobile
technology, the risk that unethical behavior will cause reputational damage
to an organization is arguably much greater that in decades past.
_____4. Open-ended questions do not provide the ability to uncover all
possible issues or all details to understand issues.
_____5. The single most important thing organizations can do different to
promote ethical behavior is to implement a proactive employee voice system

Additional Activities

Direction: Analyze the situation below and identify which principle of the
code of ethics is being violated.
A businessman filed an administrative complaint in the country’s Supreme
Court against a city judge for allegedly asking for a Php 18 million bribe in
exchange for a favorable ruling in an insurance claim.
Essay Rubrics

Areas of
Assessment
A B C D

Presents ideas Presents ideas

in an original in a consistent
Ideas are too Ideas are
manner manner
general vague or
Ideas
5 points 4 points unclear

1 point
3 points

Organization Strong and Organized Some No

organized beg/mid/end organization; organization;
beg/mid/end attempt at a lack
beg/mid/end beg/mid/end
10 points
7 points
4 points 1 point

Understanding Writing shows Writing shows Writing shows Writing shows

strong a clear adequate little

16
 understanding understanding understanding understanding

10 points 7 points 4 points 1 point

Mechanics Few (if any) Few errors Several errors Numerous

errors errors

5 points 1 point
4 points 3 points

17
 18
What’s More
Analysis
Mr. X abusive behavior clearly violates several principles in the Code. His verbal
abuse caused harm and failed to maintain a safe social and failed to adhere to
high standards of professional communication. By removing names from journal
submissions and blocking Diane from appearing on stage, Mr. X dishonestly
violated these team members’ rights to credit for their work.
Mr. X’s retaliation and punitive actions of removing names and blocking
participation show a history of targeting only women team members. This
behavior is a clear abuse of power that limits these team members’ fair access to
the work environment.
Miss L’s behavior also demonstrating a failure to live up to the principles in the
Code. By allowing Mr. X’s behavior to continue unchecked and suggesting the
problem was with Miss A’s maturity, Miss L failed to provide for the
psychological well-being and human dignity of the team. Furthermore, Miss L’s
inaction illustrates a failure to support policies that reflect the principles of the
Code of Ethics.
Assessment
A.
1. g
2. e
3. h What I Know
4. b
5. c A.
6. j 1. d
7. a 2. c
8. i 3. d
9. f 4. b
10. d 5. a
B.
1. TRUE
2. FALSE
3. TRUE
4. FALSE
5. TRUE
Answer Key
References
“The Philippines Country Profiles.” Ganintegrity.com. Accessed November 18, 2020.
https://www.ganintegrity.com/portal/country-profiles/the-philippines/

“Case Abusive Workplace Behavior.” Ethics. ACM. Accessed November 19, 2020.
https://ethics.acm.org/code-of-ethics/using-the-code/case-abusive-workplace-
behavior/

“Code of Ethics Case Studies.” ACM.Org. Accessed November 19, 2020

https://www.acm.org/code-of-ethics/case-studies

“Poetry Magazine.” Poetryfoundation.org. Accessed November 19, 2020

https://www.poetryfoundation.org/poetrymagazine/browse?contentId=36071

“Code of Ethics.” Investopedia.com. Accessed November 19, 2020.

https://www.investopedia.com/terms/c/code-of-ethics.asp

“Tools and Samples Policies Code of Ethics Conduct Policy.” Resources and Tools.
Accessed November 19, 2020. https://www.shrm.org/resourcesandtools/tools-
and-samples/policies/pages/code-of-ethics-conduct-policy.aspx

“How to Define Ethical Behavior Why Its Important in the Workplace.”

Workinstitute.com. Accessed November 19, 2020. https://workinstitute.com/how-
to-define-ethical-behavior-why-its-important-in-the-workplace-2/
For inquiries or feedback, please write or call:

Department of Education – Schools Division of Negros Oriental

Kagawasan, Avenue, Daro, Dumaguete City, Negros Oriental

Tel #: (035) 225 2376 / 541 1117

Email Address: negros.oriental@deped.gov.ph
Website: lrmds.depednodis.net