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AS A JOSENIAN IE ^^ > PRELIM - ENGINEERING LAWS, ETHICS, & STANDARDS > Flashcards

PRELIM - ENGINEERING LAWS, ETHICS, & STANDARDS Flashcards

1
Q

are codes in which organizations lay down guidelines for responsible behavior of their members.

A

Codes of Conduct

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2
Q

Codes of Conduct is a.k.a.?

A

Codes of Ethics

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3
Q

It is a code by a professional association

A

Professional code

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4
Q

A code by a company

A

Corporate code

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5
Q

Define the nature, scope, government, length, disclosure, and focus of Code of Ethics

A

General; Wide; Decision-making; Short; Publicly-disclosed; Values or principles

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6
Q

Define the nature, scope, government, length, disclosure, and focus of Code of Conduct

A

Specific; Narrow; Actions; Comparatively longer; Employees only; Compliance and rules

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7
Q

What is the importance of codes? (SGISSEDC)

A
  1. Serving and protecting the public
  2. Guidance
  3. Inspiration
  4. Shared standards
  5. Support for responsible professionals
  6. Education and mutual understanding
  7. Deterrence and discipline
  8. Contributing to the profession’s image
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8
Q

Expresses the moral values of a
profession or company.

A

Aspirational code

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9
Q

Three types of codes (AAD)

A

Aspirational code
Advisory code
Disciplinary code

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10
Q

has the objective to help individual
professionals or employees to exercise moral judgments in
concrete situations on the basis of the more general values
and norms of the profession or company.

A

Advisory code

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11
Q

has the objective that the behavior of all
professionals or employees meets certain values and norms.

A

Disciplinary code

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12
Q

A sound professional code will stand up to three tests:

A
  1. It will be clear and coherent.
  2. It will organize basic moral values applicable to the profession
  3. It will provide helpful and reasonable guidance that is compatible with moral convictions (judgment, intuitions) about concrete situations.
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13
Q

Most modern professional codes relate to three domains:

A

1) conducting a profession with integrity and honesty, and in a competent way;

2) obligations towards employers and clients; and

3) responsibility towards the public and society

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14
Q

Elements of Corporate Codes (MCRR)

A
  • Mission
  • Core Values
  • Responsibilities towards stakeholders (CSR)
  • Rules and Norms
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15
Q

Possibilities and Limitations of Codes of Conduct

A
  • Codes of conduct and self-interest
  • Vagueness and potential contradictions
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16
Q

The Values Theory of Shalom Schwartz define values as _____________________

A

Desirable, trans-situational goals, varying in importance that serves as guiding principles in people’s lives

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17
Q

Features of values: Values are _____ (BMGO)

A
  1. Beliefs
  2. Motivational Construct
  3. Guide the selection or evaluation of actions, policies, people, and events
  4. Ordered by importance relative to one another
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18
Q

The ten basic values (SSHAPSCTBU)

A

Self-direction
Simulation
Hedonism
Achievement
Power
Security
Conformity
Tradition
Benevolence
Universalism

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19
Q

Independent thought and action; choosing, creating, exploring.

A

Self-direction

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20
Q

Excitement, novelty, and challenge in life.

A

Stimulation

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21
Q

Pleasure and sensuous gratification for oneself.

A
  1. Hedonism.
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22
Q

Personal success through demonstrating
competence according to social standards.

A

Achievement

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23
Q

Social status and prestige, control or dominance over people and resources.

A

Power

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24
Q

Safety, harmony, and stability of society, of relationships, and of self.

A

Security

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25
Q

Restraint of actions, inclinations, and impulses likely to upset or harm others and violate social expectations or norms.

A

Conformity

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26
Q

Respect, commitment, and acceptance of the customs and ideas that traditional culture or religion provide the self.

A

Tradition

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27
Q

Preserving and enhancing the welfare of those with whom one is in frequent personal contact

A

Benevolence

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28
Q

Understanding, appreciation, tolerance,
and protection for the welfare of all people and for nature.

A

Universalism

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29
Q

The values under Openness to Change

A

Stimulation and Self-Direction

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30
Q

The values under Self-transcendence

A

Universalism and Benevolence

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31
Q

The values under Conservation

A

Conformity, Tradition, and Security

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32
Q

The values under Self-Enhancement

A

Achievement and Power

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33
Q

The different kinds of values (MAPII)

A

Moral values
Aesthetic Values
Performance Values
Intrinsic Values
Instrumental Values

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34
Q

How are values formed?

A

Values are molded through

  1. the attitudes and behavior of the people who raised us and who we relate to such as our family, friends, and economic/political systems
  2. Influence of gender and education
  3. the sources of value change in adulthood
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35
Q

Sources of value change in adulthood include _________

A
  1. Historical events that impact on specific age cohorts (e.g., war,
    depression)
  2. physical ageing (e.g., loss of strength or memory)
  3. life stage (e.g., child rearing, widowhood)
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36
Q

Why are values weakened?

A

Needs can be more pressing than values

It is much easier to convey other values

There is great social pressure in favor of anti-values

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37
Q

Values in Engineering Profession entail what aspects?

A

Partnership with nature
Human progress
Safety, risk, and accidents
Clean, clear decision-making
Community

38
Q

What are the ten organizational values? (HRCSRCSTLS)

A

Honesty
Responsibility
Communication
Sincerity
Respect
Comradeship
Solidarity
Tolerance
Learning
Self-Improvement

39
Q

Offering what can be delivered; act accurately and timely; honor what belongs to others; genuineness; justice in mind; no taking advantage

A

Honesty

40
Q

accepting responsibility; making decision with attention; honoring our debts;

A

Responsibility

41
Q

effort to listen; explain things correctly; not making assumption; avoid labeling interlocutors; avoid prejudice; no gossiping; not being quiet when we have something to say; not missing opportunities for self-improvement

A

Communication

42
Q

Express freely; believe in truthfulness; say what we think; act consistently; treat others with openness; loyalty and transparency; sincerity reflects appreciation

A

Sincerity

43
Q

not looking down on others; act with respect; appreciate everyone; understand with empathy; no insulting and assaulting; treat people with dignity

A

Respect

44
Q

Create success together; individual courage in teamwork; best result achieved when all do the best they can; appreciating all team members

A

Comradeship

45
Q

Commit and share the situations of others; support others; helping with nothing in exchange; sharing benefits and risks

A

Solidarity

46
Q

Accept opinions; don’t discredit people with different POVs; know and accept the other person; willpower and maturity

A

Tolerance

47
Q

Constant improvement; look for opportunities that update knowledge permanently

A

Learning

48
Q

Committed to improving every day; challenges inspire; not doing things half-way; feeling fulfilled when we make a conscious effort; discipline and perseverance

A

Self improvement

49
Q

Two types of Engineers’ Rights

A

Professional and Employee Rights

50
Q

Rights under Professional Rights

A

Professional Conscience
Conscientious Refusal
Recognition

51
Q

Rights under Employee Rights

A

Privacy
Equal Opportunity
Intellectual Property

52
Q

-the rights that engineers have as professionals

A

Professional Rights

53
Q
  • Is the moral right to exercise professional judgement in
    pursuing professional responsibilities
A

Right of Professional Conscience

54
Q

requires autonomous moral judgement in trying to uncover the most morally reasonable courses of action, and the
correct courses of action are not always obvious

A

Right of Professional Conscience

55
Q

There are two general ways to justify the basic right of professional conscience:

A
  1. The exercise of moral reflection and conscience that justifies professional duties is necessary, with respect to that duty.
  2. The general duties to respect persons and rule-utilitarianism would accent the public good of allowing engineers to pursue their professional duties.
56
Q
  • is the right to refuse to engage in unethical behavior.
  • can be done solely because it feels unethical to the doer. This action might bring conflicts within the authority-based
    relationships.
A

Right of Conscientious Refusal

57
Q

The two main situations to be considered in Conscientious Refusal are −

A
  1. When it is already stated that certain act is unethical in a widely shared agreement among all the employees.
  2. When there occurs disagreement among considerable number of people whether the act is unethical.
58
Q
  • the recognition of one’s work and accomplishments
A

Right to Recognition

59
Q
  • the right to speak about the work one does by maintaining confidentiality and can receive external recognition
  • The right for internal recognition which includes patents, promotions, raises etc. along with a fair remuneration, are
    also a part of it.
A

Right to Recognition

60
Q
  • The right for internal recognition which includes patents, promotions, raises etc. along with a fair remuneration, are
    also a part of it.
A

Right to Recognition

61
Q
  • can be any right, moral or legal, that involves the status of
    being an employee
A

Employee Rights

62
Q
  • refers to the right of having a private life, off the job. It is the right to control the access to and the use of information
    about oneself
A

Privacy

63
Q

What does Equal Opportunity entail?

A

Non-Discrimination
Anti-Sexual Harassment
Affirmative Action

64
Q

the demeaning of a person based on trivial factors such as one’s sex, race, skin color, age or political or religious outlook can be understood

A

Discrimination

65
Q

The unwanted imposition of sexual
requirements in the context of a relationship of unequal power

A

sexual harassment

66
Q

refers to the preference given to a person or a group who was denied equal importance in the past

A

Affirmative Action

67
Q

a type of property right which allows the creators or owners of patents,
trademarks, or copyrighted works to benefit from their own work or
investment.

A

Intellectual Property Right

68
Q

The IPR (Intellectual property Rights) need to be protected in order to
serve the following reasons:

A
  • The creations and inventions are the paths which lead to the progress of
    human development.
  • To develop the commitment and interest for more creations.
  • Indirectly promotes the economic growth that creates new jobs and industries, and enhances the quality and enjoyment of life.
69
Q

responsibilities of an engineer towards the organization he
belongs to

A

Internal Responsibilities

70
Q

Internal responsibilities include: (LCRC)

A
  • Loyalty
  • Collegiality
  • Respect for Authority
  • Collective Bargaining
71
Q
  • Is the faithful adherence to an organization and the
    employer
A

Loyalty

72
Q

Two types of loyalty

A

Agency-loyalty
Attitude-loyalty (or Identification Loyalty)

73
Q

the term that describes a work environment where responsibility and authority are shared among the
colleagues

A

Collegiality

74
Q

Elements of collegiality

A
  • Respect to the ideas and work of others
  • Commitment to moral principles
  • Connectedness
75
Q

can be defined as the legal right to command action by others and to enforce compliance

A

Authority

76
Q

Major types of authority

A

Executive Authority
Expert Authority

77
Q

is the negotiation about working
conditions and terms of employment between an employer
and one or more representative employees with a view to
reaching agreement

A

Collective Bargaining

78
Q

Types of Collective Bargaining (DIAI)

A
  • Distributive Bargaining
  • Integrative bargaining
  • Attitudinal Structuring
  • Intra-organizational Bargaining
79
Q

responsibilities of an engineer outside the organization

A

External Responsibilities

80
Q

External responsibilities include

A

Confidentiality
Conflict of Interest
Occupational crimes

81
Q
  • that practice which helps to keep secret all information deemed
    desirable to keep secret.
A

Confidentiality

82
Q

Types of confidential information

A

Privileged Information
Proprietary Information

83
Q

The two conditions where conflict of interest typically arise

A
  • The professional is in a relationship or role that requires exercising good judgment on behalf of the interests of an
    employer or client.
  • The professional has some additional or side interest that could threaten good judgement in serving the interests of the
    employer or client.
84
Q

Types of conflict of interest (APA)

A
  • Actual conflicts of interest
  • Potential conflicts of interest
  • Apparent conflicts of interest
85
Q
  • Illegal acts made possible through one’s lawful employment
  • Secretive violation of laws regulating work activities
A

Occupational Crimes

86
Q

Examples of occupational crimes

A
  • Price fixing
  • Endangering lives
  • Industrial espionage (spying)
87
Q
  • When an employee or former employee conveys information
    about a significant moral problem to someone in position to take
    action on disputes or grievances
A

Whistleblowing

88
Q

Act by an employee of informing the public or higher
management of unethical or illegal behavior by an employer or
supervisor

A

Whistleblowing

89
Q

Types of whistleblowing

A
  • Internal & External
  • Acknowledged and Anonymous
90
Q

Conditions for Whistleblowing (NPCL)

A
  • Need
  • Proximity
  • Capability
  • Last resort
91
Q

How to prevent whistleblowing

A
  1. There must be a strong corporate ethics culture.
  2. There should be clear lines of communication within the
    corporation.
  3. All employees must have meaningful access to high-level
    managers in order to bring their concerns forward.
  4. There should be willingness on the part of management to
    admit mistakes, publicly if necessary.
92
Q

Guidelines for whistleblowing

A
  • Whistleblowing should only be performed if all normal channels
    have already been exhausted.
  • During the time the normal channels are being pursued and during
    subsequent action, detailed records, including copies of supporting
    documents, should be kept of all relevant data, formal meetings,
    and applicable interactions.
  • The records should stick to facts and exclude emotional observations.
  • If possible, these should be conducted with other employees as there is strength in numbers.
  • Even if others are unwilling to join the employee, they should at least be consulted for advice so that the employee does not work in isolation.
  • For an external case, a lawyer should be consulted about potential
    legal liabilities.

AS A JOSENIAN IE ^^ (8 decks)

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