 CONFIDENTIALITY

 CONFLICT OF INTEREST
 PROFESSIONAL RIGHTS
 EMPLOYEE RIGHTS
 AFFIRMATIVE ACTION
 SEXUAL DISCRIMINATION
 WHISTLE BLOWING
An ethical value that
safeguards the information of
clients, employees & company
in conjunction with the
disclosure of only appropriate
Confidentials.
 Propriety information of former employee.

 Confidentiality of client _professional relation ship.

 Confidentiality of intellectual property.

 A common problem involving the improper
use of information is the violation of
propriety information of a former employer.
(like using designs & other propriety information of a former
employer can be dishonest and may even result in litigation)
An engineer can abuse client professional
confidentiality in two ways.
(they may break confidentiality when it is not warranted and
secondly they may refuse to break confidentiality when
higher obligation to the public requires it)
 TRADE SECRETS are the formulas , patterns that are used in a
business to gain an advantage over the competitors.

 PATENTS are the documents issued by the government that

allow the owner of the patent to exclude others from making
use of patented information for 20 years from the date of
filling.
(the puncture proof tire)

 TRADE MARKS are words, phrases, designs associated with

goods or services.
( locally manufatured carbonated drinks has unique trade
marks).
It is the inherent conflict between
a professional actively pursuing
certain interests & carrying out
his or her professional duty as
one should.
NSPE code addresses the idea that engineers should act
as “ faithful agents & trusties” in performing their
professional duties.

Engineers shall not be influenced in their professional

duties by conflicting interests.

a)Engineers shall not accept any financial or other

considerations including fee, engineering design from
material supplier for specifying their product.
b)Engineers shall not accept commissions and
allowances.
 ACTUAL CONFLICT
Can be depicted in a
situation: john has to
recommend parts for one of
his company product’s. One
of the vendor is Ajax
supplier’s in which john has
heavily invested.
 POTENTIAL CONFLICT
Roger will have a conflict if
he agrees to serve on a
review committee if he has
already submitted his own
proposal to be reviewed.
 FUNCTIONAL CONFLICT
Conflict is constructive when
it improves the quality of
decisions, stimulates
creativity encourages
curiosity among group
members
 DISFUNCTIONAL CONFLICT
It leads to divergence of
ideals & is thus undesirable.
the right of professional
conscience (to exercise
professional judgment in
pursuing responsibilities), the
right of conscientious refusal
(to refuse directives to engage
in unethical behavior) and the
right of recognition (to be
fairly recognized for one's
accomplishments)
 Capability and privilege to use or to establish any independent
opinion in organization.

Issue may be based

 Technical grounds
 Monetary grounds
 Any directive which is not legitimate is to refuse; refusal for refusal
is unethical.
(refusal based on technical knowledge, moral grounds.)

 Skill and excellence are required here

 If no right of conscience, refusal then no recognition.
Personal information like cv’s, resume, all are reserved in organization.
The department of HRM is responsible for these.

RIGHTS TO PRIVACY
Personal informed not to be leaked .

NON DISCRIMINATION
In case of reward, race, training.

EQUAL OPPORTUNITY
Open market provided to all then to make use of it depends on
personal potential.
 Professional treatment especially in hiring or promoting on bases of
race or gender.

Preferential treatment – preferring one over the other;

In this century a large work is done on equal
opportunity EEO & AA is introduced in documents yet
not implemented completely.
(where EEO & AA stands for equal employment
opportunity and affirmative authority)
Hostile work environment in
which sexually oriented aspect
of work place threatens equal
opportunity.
 when an employee or former employee
conveys information about a significant moral
problem to someone in a position to take
action on the problem, and does so outside
approved organizational channels (or against
strong pressure).
EXTERNAL WHISTLE BLOWING
Whistle blowing in which information is passed outside the
organization

INTERNAL WHISTLE BLOWING

Whistle blowing in which information is conveyed within the
organization

OPEN WHISTLE BLOWING

Whistle blowing in which individuals reveal their identities

ANONYMOUS WHISTLE BLOWING

Whistle blowing in which individuals withhold their identities