ethical questions Flashcards
given an unsafe order
ia m going to compete that order as safe as i can, orders on the fire ground are not for debate it is a place for action. not a place to question an officer i under stand the importance of chain of command and how fallowing it keep every one safe. not only does my officer have more training and experience making them more qualified to make that decision, but the officer might have information i don not have. i know my officer only risks a lot to save a lot. i understand the inherent risk that come with the job i signed up for, i have the discipline to fallow orders. my team has to trust that i will complete the task maybe even for their safety. having been through the officer training my self i know the importance that is put on the officers to always consider fire fighter safety. That being said if i saw something that was new information or a hazard to a crew that hasn’t been reported. I’m confident enough to communicate that to command in a calm clear, and concise manor. i would also be in pairs or in a crew and i could communicate that to my team and let them notify command.
once all the equipment was cleaned and put away, i would ask politely the person if i could privately meet with them to go over the call and the orders and how my actions effected the fire ground. with that information next time i will understand the orders and how i can mentor new recruits who may be wondering the same thing
given two different orders
i would realize there is a problem right away because i had already been give orders by my captain. i would evaluate my orders in my head if it is possible to complete them both or if there was an obvious priority to one.
i would communicate my previous orders to the chief. I i thought i could complete both tasks efficiently i would complete both tasks promptly.
if the chief wants me to stop and complete his task them i would complete his task. i would fallow the chain of command . i would listen to the radio to see if the chief reassigns some one else to my previous task. If he doesn’t i would update my captain not only for his information but also so accountability know my new location. if the chief wants me to complete my first orders my captain gave me then i would complete them quickly and effectively and return to my crew
when the call was over and everything was cleaned and put back into service. I would ask to speak to my captain in private, i would explain the situation and the conflicting orders on the fire ground. my actions and how it effect the fire ground. if there is anything i should do differently next time, asking as a learning experience but also so i can mentor new recruits should they ever have the same question
one of your coworkers is actin unethical
I would start by confirming with the co worker making sure i did not misinterpret the actions and what their intentions were
i would assess the situation if this has happened before , how serious is the unethical behavior and if i have all the information.
if it is a situation that is dangerous or a risk to the safety of citizens or firefighters i would go up the chain of command immediately for safety
if it was not a safety concern i would talk with the fire fighter in private confirm their actions are unethical. I would work with them to find a solution or support resource that is going to work for them
i would support them in implementing the change in behavior and reinforce the core values discipline, responsibility, integrity
i would use this as an experience for compassion and empathy and for personal growth
I would fallow up with the fire fighter for support but also to maintain a positive working relationship. it also provided a positive reinforcement for the change in behavior
while on duty at the groceries store a member of the public starts complain to you
I would first repeat back what i think the civilian’s problem is, to make sure i understand the problem and it wasn’t just a miscommunication.
i have experience with conflict resolution at the distress center and can apply the skills i learned there like active listening, reflections, and communicate in a non judgmental way. using appropriate body language under stand the civilian might be having a bad day, or redirecting their anger at us, or it could even be a mental health issue
I would first listen to their point of view to make them feel heard. i would then explain its a chance to do area familiarization, its a chance for junior drivers to get some experience driving, and we are still in service and being out our response time is actually faster. I could invite them back to the station and give them a tour , clear up any misunderstandings. I would make sure i stay withing my authority level i could ask a senor fire fighter for any suggestions then implement them. i could even offer if there was some else they would like to call or talk to. if i can still not be resolved, i would involve my captain explain the steps i have taken to deescalate
after i was back in the station i would ask to talk to my officer in private, when ever is best for them to go over my actions and the steps i had taken to resolve the issue. If there is anything i should do differently if it ever happens again
some one in the station is eating your lunch
first ill search around the station make sure its not around the station or still in my bag. i would ask the crew if they had seen it, its possible they are just giving me a hard time. if they haven’t seen it i would trust them and assume a positive intent, maybe it got tossed on fridge clean out day or taken by mistake. i would continue my search around the station to be sure i didn’t misplace it.
if some one ate it on purpose or threw it put intentionally then i would talk with the person in a non confrontational way, with open body language. i would let them explain their point of view if it felt like it was a one off mistake or was justifiable then i would leave it at that and trust the fire fighter to make a positive change on their own. if it became a reoccurring problem or it felt malicious in its intent then i would talk with the person in private in a non confrontational way, and open body language explain
-its against the code of conduct weather its stealing, bullying, or harassment it all against the code of conduct
-it erodes my trust in them if i can trust the person with menial tasks around the station how will i be able to trust them on the fire scene
-it undermines the team the team , the team has to live together for 24hrs
-its not he characteristic then the Ottawa fire service values, they encourage values like, integrity, honor, compassion, team work
i would monitor the persons behavior and try and be a positive reinforcement for their change in behavior. if the negative behavior continues i would seek advice from someone i consider a mentor a senior fire fighter explain the steps i had taken and ask if there is any thing else i could implement. after implementing the suggestion i would talk with the person again go over the steps we had tried and the solution we had put into place and if it continue after giving them multiple chances and trying multiple solutions. i would go up the chain of command explain the steps i had taken, solutions we had tried , and the conversation i had with the person
empty liqur bottle in captains office
I would start by gather information and not assume i have all of it. i would assume the person has a positive intent. there could be an obvious solution like maybe it was found in the parking lot and hadn’t had the chance to dispose of it yet. I would talk to my captain in a non confrontational , and open body language and ask about the bottle, if it was a positive outcome i would be helpful and dispose of it for him. If it was a negative outcome i might ask him to repeat it to make sure i heard correctly. if it was a negative outcome but not an immediate safety concern i would explain in a non confrontational way with open body language
-its not good for the team
- the public is trusting us
-its not the core values
-Ottawa fie services code of conduct
i would continue to monitor the behavior and reinforce any positive change in behavior. being at the distress center i have access to a lot of resources i could try and help them find a resource that works for them. If the behavior continues i would seek advice from some one i consider a mentor a senior fire fighter and implement any suggestions they had. if the behavior continue i would talk with them again explain the steps i we had taken and the solution we had tried. If the problem persists i would then go up the chain of command explain the steps we had taken, the solutions we had tried and an outline of the conversations we had.
if it was an immediate safety concern because i am new i would ask someone i consider a mentor for advice, they will probably suggest goin gup the chain of command for the safety of the team and the citizens, I would explain the situation and the information i had, and implement any suggestions
relief is showing up late
i wouldn’t assume i have all the information and would assume positive intent and trust the fire fighter before i make any judgement. if it was a one off situation i don’t feel the need to bring it up as long as it doesn’t happen again. if it becomes a reoccurring problem i would talk with the fire fighter in private in a non confrontational way, with open body language. let them explain their side first . if there was an obvious solution to the problem then we could implement, like he has child care issue and we could solve between us maybe i come in early one day for him and he come in on a different day for me and it was okay with our captains we could try that. if after trying that solution or easy fix it continues, i would talk with the fire fighter and explain in a non confrontational way with open body language
-it undermines the team, if they cant trust you to come in on time how can they trust you on the fire scene
-its not fair to me i was taking time out of my morning to come in early or stay late to accommodate
-its against the code of conduct
-its not the core values that the Ottawa fire service represents like, responsibility, integrity, team work, compassion
if after implement a solution that will work for both of us and talking with the firefighter i would seek the advice of some one i consider a mentor, and implement any suggestions they had. I would reinforce any positive change in behavior. If after seeking advice and implementing the new solution i would talk with the fire fighter again go over the solutions we had tried and if there was anything else we could do to solve this problem. if it continues i would then go up the chain of command and explain the steps i had taken, solution we had tried and the conversations we had had.
in station tasks from other shift are not done or continually not done
I wouldn’t assume i have all the information, maybe they have had a steak of call the past couple shift while complete the station task.
i would assume positive intent until other wise know and trust in the fire fighters. I would talk with the crew and listen to their explanation, if there was a justifiable answer i would offer to do it when i was available as it didn’t get done the shift before, and if it doesn’t get done for the justifiable reason just let me know on shift change and ill do it. if there was no explanation or an unethical explanation they i would talk to the fire fighter in a non confrontational way with open body language explain
-it erodes the trust of the team we may need that tool or equipment on a call or for our own safety
-the public trusts us and is expecting us to help if we cant because of the uncomplete task we might lose the trust of the public.
-its against the code of conduct
-i wouldn’t do that to you
-not the core values the Ottawa fie service want to exemplify like integrity, responsibility, strong work ethic
if the behavior continued i would seek the advice of someone i consider a mentor a senior fire fighter and implement any suggestions they may have. I would reinforce any positive change in behavior. if the behavior continues i would talk with the fie fighter again explain the step we had taken, and solutions we had tried, and if there was anything else they could think of we could try. if the behavior continue beyond that i would go up the chain of command explain the steps we had taken, solutions we had tried, and the conversation we had
inappriopraite homophobic remark in fire truck
If it was on the way to an emergency or on the fire ground, i would focus on my task at hand, it is not the right time. If it wasn’t i have found asking the person to repeat what they said to be an effective tool, i can confirm what i heard as well as they may have realized the mistake that they made . I’m a junior fire fighters so i wouldn’t want to call out a senior fire fighter Infront of the crew. i would seek advice from a fellow fire fighter someone i respect or is a mentor to me .i would talk with the senior fire fighter in private, in a non confrontational way when communicating with the fire fighter. i would let the fire fighter explain and i would confirm that the remarks are unethical. i would take time to explain how it can make people fell outcasted and undermine the team. the Ottawa fire service has a zero tolerance policy on homophobic remarks and actively participates in the pride parade, it has the pride flag on apparatus. as a sign of respect for the community. OFS participates but they are also invited to the pride parade because they have spent year fostering a positive relationship with the community. it only takes only remake to ruin that trust . there are fire fighter on the floor that this effect and you never know who this may be offending even if they don’t show it, they may have family or friends that this directly effected. i believe there are probably still fire fighters hiding who they are, we are supposed to be a support for them. if there was any thing i could do to make the positive change in behavior easier i would do it. I would reinforce the core value the Ottawa fire service instilled like integrity, trust, community, and compassion. i would be sure to recognize the effort the fire fighter is making to make a positive change to show support for the change inn behavior’s would fallow up for support but also to maintain a positive working relationship
it the remarks continued after working with the senior fire fighter i would use the chain of command and go to my captain and explain the steps i have taken so far to correct the problem. if they had any suggestions for me i would implement them
in appropriate racial remark while infront of citizen
if it was on the way to a call or an emergency its not the right time. If i thought the person had heard the comment before we head back to the truck i would just confirm with the person the Ottawa fire service doesn’t condone any inappropriate comments it was a one off situation and ill talk with the person. if the person didn’t hear the comment. i would talk quickly with the person who said the comment asking first if i had heard correctly and it wasn’t a miscommunication. I would be non confrontational and have open body language in my interactions. if they confirmed the inappropriate comment i would explain what bad
-it erodes the trust off the public and the community, they trust us with their loved ones and expect us to treat them with respect will they still do that after hearing the comments?
-Ottawa fire service has a zero tolerance policy
-it can undermine the team, there are people on the Ottawa fire service that this might directly effect even if they don’t visibly show it, they may have friends or family that this effects
-it not the core values that or service want to exemplify, what to show core values like integrity, community, compassion, tolerance and teamwork
I would monitor the behavior and reinforce any positive change in behavior, if it happened again then i would talk with the person again ask if there was anything else i could do to make the changes easier . if it continues to happen i would seek advice from some one i consider a mentor like a senior fire fighter and implement any suggestion they may have. if the inappropriate behavior continues after giving multiple chances, and talking with the person multiple times, finding and implement personalized solution that the person i came up with the solve the problem. then i would go up the chain of command I would explain the steps that i had taken, the solutions we had tried, the over view of the multiple conversations i had with the person.
object is missing from the station
first ill search around the station make sure its not around the station or still in my bag. i would ask the crew if they had seen it, its possible they are just giving me a hard time or checking to see if i notice a missing object from the truck. if they haven’t seen it i would trust them and assume a positive intent, maybe it got tossed on fridge clean out day or taken by mistake. i would continue my search around the station to be sure i didn’t misplace it.
if some one ate it on purpose or threw it put intentionally then i would talk with the person in a non confrontational way, with open body language. i would let them explain their point of view if it felt like it was a one off mistake or was justifiable then i would leave it at that and trust the fire fighter to make a positive change on their own. if it became a reoccurring problem or it felt malicious in its intent then i would talk with the person in private in a non confrontational way, and open body language explain
-its against the code of conduct weather its stealing, bullying, or harassment it all against the code of conduct
-it erodes my trust in them if i can trust the person with menial tasks around the station how will i be able to trust them on the fire scene
-it undermines the team the team , the team has to live together for 24hrs
-its not he characteristic then the Ottawa fire service values, they encourage values like, integrity, honor, compassion, team work
i would monitor the persons behavior and try and be a positive reinforcement for their change in behavior. if the negative behavior continues i would seek advice from someone i consider a mentor a senior fire fighter explain the steps i had taken and ask if there is any thing else i could implement. after implementing the suggestion i would talk with the person again go over the steps we had tried and the solution we had put into place and if it continue after giving them multiple chances and trying multiple solutions. i would go up the chain of command explain the steps i had taken, solutions we had tried , and the conversation i had with the person
