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EXAM-2 > ProfIssue > Flashcards

ProfIssue Flashcards

1
Q

is more than just about qualifications, knowledge, and
skill; but is also about integrity, ethics, and trust.

A

Professionalism

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2
Q

Practicing and maintaining a high level of valued blank will
create stronger relationships with clients, employers, the team, and
the public who will use or benefit from the products and services.

A

Professionalism

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3
Q

The essence of is not just for the job but also for how
the job is done

A

Professionalism

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3
Q

The idea of professionalism and the establishment of modern
professions originated from trade guilds and the learned societies for the church, law, and medicine

A

Origin of Professionalism

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4
Q

The concepts of professionalism, profession, and professionalization
have met considerable and critical attention in sociology through
various interpretations and analyses.

A

Origin of Professionalism

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5
Q

Professional relations (PR) were cooperative and mutually supportive
in this interpretation. Relations of trust represented the employeeclient, and employee-management interactions as competence were
presumed as a guarantee through education, training, and licensing.

A

First Interpretation

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5
Q

According to initial British and American analyses, professionalism
was determined to be an occupational value for the stability and
ordinance of social systems

A

First Interpretation

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6
Q

According to this interpretation, professionalization promotes a
professional’s occupational self-interest in salary and power.

A

Second Interpretation

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7
Q

It involved the analysis of professionalism as a discourse of
occupational change and control, especially in organizations wherein
it was increasingly applied and utilized by managers.

A

Third Interpretation

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7
Q

During the 1970s-1980s, professionalism was dismissed as a
successful principle and profe

A

Second Interpretation

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8
Q

There is an important difference between the discourse of
professionalism as built “from within.”

A

Third Interpretation

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9
Q

When discourse is built from within, the benefits to the group can be
significant.

A

Third Interpretation

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10
Q

Studies in the early 21st century demonstrated that professionalism
presents advantages for both clients and employees.

A

Third Interpretation

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11
Q

These studies highlighted the importance of maintaining
professionalism and trust, competence, and discretion as the main
organizing principles for service work in modern societies.

A

Third Interpretation

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12
Q

Professionalism is knowing what is
appropriate in different situations as it avoids awkwardness or
upset, boosts credibility and helps to feel job security.

A

Appropriateness

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13
Q

relates to outward appearances, such as
dress, hygiene, and body language.

A

Appropriateness

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14
Q

It is about a professional who gets the job done
and done well. The ability must meet the role’s requirements
to produce results that exceed expectations.

A

Competence

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15
Q

Professionalism manages the expectations of others and
identifies when it is necessary to ask for support.

A

Competence

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16
Q

Reasonable confidence reassures and
motivates other people by boosting the ability to influence and
lead

A

Confidence

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17
Q

It also encourages everyone to take on new challenges
as the risk of damaging their professional reputation if things
go wrong is non-existent.

A

Confidence

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18
Q

Professionalism involves being reliable,
setting high standards, and displaying care in every aspect of
the job

A

Conscientiousness

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19
Q

should not be confused with working
longer hours than everyone else or obsessing about details.

A

Conscientiousness

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20
Q

Staying professional under pressure
is a sign of a true professional.

A

Emotional Intelligence

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21
Q

Professionalism means keeping emotions in check. But at the
same time, expressing feelings for meaningful and fruitful
conversations is necessary.

A

Emotional Intelligence

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22
Q

is committed to being honest – to oneself and others.
When beliefs and behaviors are aligned, genuineness
reflects.

A

Integrity

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23
Q

This keeps professional people true to their word. It
also stops them from compromising their values, even if that
means taking a bigger risk.

A

Integrity

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24
Q

Knowledge: Professionalism involves detailed and up-todate knowledge which is highly specialized

A

Knowledge

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25
Q

Professionalism means being a role model for
politeness and displaying good manners to everyone, not just
to impress specific people.

A

Respect

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25
Q

It is also vital to put knowledge into action. Being professional
means being confident to show that knowledge is not for selfpromotion but for helping others succeed.

A

Knowledge

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26
Q

To show proper respect, take others’ needs into account, and
help uphold their rights.

A

Respect:

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27
Q

is about having an informed, ethical and strategic
approach to work for the greater good and the wider benefit

A

Professionalism

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28
Q

From verbal and body language to e-Etiquette,
employees must know the expectations in how they communicate.

A

Communication

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29
Q

Quality communication can eliminate unnecessary problems and
promote better productivity in the workplace.

A

Communication

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30
Q

This builds a strong employee relationship as the
more they work closely, the more they get to know and develop a
liking for each other

A

Teamwork

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31
Q

is reduced toxic work culture. Toxic work culture is driven by drama, low morale at work, lack of communication, and the fear of a boss.

A

Teamwork

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32
Q

This allows a professional to analyze
information, arrive at conclusions, and make sound decisions.

A

Critical Thinking

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33
Q

skills are valuable in any role in an organization

A

Critical Thinking

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34
Q

Prioritize taking on high-risk problems that need immediate action
to practice blank skills while ensuring the correctness
and quality of the output.

A

Critical Thinking

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35
Q

Code of ethics aligns the behavior of employees to the
company’s visions

A

Ethics

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36
Q

Always mind the stakes involved in any aspect of the job to ensure
actions are bounded by what is morally correct and acceptable.

A

Ethics

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37
Q

Recognizing the importance of ethics helps employees feel secure
as threats such as harassment and bullying are absent, and
respect is thriving.

A

Ethics

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38
Q

This is expressed through natural human values
and unique talents and perspectives that employees contribute.

A

Humanness

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39
Q

Practicing being kind, accepting, and emotionally available is a
massive step towards achieving humanness in the workplace

A

Humanness

40
Q

is the analysis of human actions from the perspective of “good”
and “evil” or of “morally correct” and “morally wrong.”

A

Ethics

41
Q

It is one of the methods to navigate new ethical issues in an
organization.

A

Code of Ethics

42
Q

It deals with
protecting fundamental human rights and one’s right to autonomy.

A

Contribute to society and human well-being

43
Q

Acquiring new technology can have a powerful effect on human
behavior as it offers new and advanced capabilities.

A

General Ethical Responsibilities

44
Q

Systems should respect diversity, meet social needs, be used in
socially responsible ways, and be broadly accessible.

A
45
Q

starts with careful consideration of potential
impacts on those likely to be affected.

A

Avoid harm

46
Q

means causing adverse consequences,
such as undesirable loss of information, physical or mental injury,
loss of property, and unjustified damage to property, reputation,
and the environment.

A

Avoid harm

47
Q

To minimize harm, follow generally accepted protocols unless
there is a justified ethical reason to do so otherwise.

A

Avoid harm

48
Q

Discrimination based on
race, sex, religion, age, disability, and other related factors
concerns this ethical responsibility

A

Be fair and act not to discriminate

48
Q

Transparency and disclosing a
system’s relevant capabilities, limitations, and potential risks of a
system to the appropriate person is important

A

Be honest and trustworthy

49
Q

The workplace should be as inclusive and as accessible as
possible to avoid developing systems or technologies that
disenfranchise or oppress people.

A

Be fair and act not to discriminate

49
Q

A professional must appropriately represent an organization’s
policies or procedures and should not speak on their behalf unless
authorized to do so.

A

Be honest and trustworthy

50
Q

Harassment, such as sexual harassment, bullying, and forms of
abuse of power and authority, is a form of discrimination that limits
fair access to the virtual and physical spaces in the workplace.

A

Be fair and act not to discriminate

51
Q

Respect privacy: Communication technology enables the
collection and exchange of personal information resulting in an
increased potential forprivacy violationsof individuals and groups

A

Respect privacy

52
Q

Maintaining the privacy and integrity of personal data is
necessary, including taking precautions to ensure data accuracy
and protection from unauthorized access or disclosure to
inappropriate individuals.

A

Respect privacy

53
Q

only the necessary amount of personal information
should be collected; retention and disposal periods must be
clearly defined and enforced, and only collect information for a
specific purpose with the consent of the individual.

A

Respect privacy

54
Q

The dignity of everyone at work, including the clients and users,
should be respected throughout the process.

A

Strive to achieve the highest quality, effectiveness, and
dignity

54
Q

Protection of confidential information
such as trade secrets, client data, financial information, and
research data is an ethical responsibility

A

Honor Confidentiality

54
Q

Excellence is one of the most important obligations of a
professional

A

Strive to achieve the highest quality, effectiveness, and
dignity

55
Q

Professional responsibilities deal with how to act and behave within
the bounds of an organization, including the relationship with their coworkers.

A

General Professional Responsibilities

56
Q

It is best to participate in setting appropriate levels of competence to achieve high standards.

A

Acquire and maintain professional competence

57
Q

Sharing technical knowledge with the public by
encouraging the understanding of computing is a responsibility
that shows the impacts of information systems and their
limitations.

A

Improve public understanding of computing and its
consequences:

58
Q

Honoring one’s commitments is aligned with integrity and honesty.

A

Honor contracts, agreements, and assigned responsibilities

59
Q

This includes ensuring that system elements function as intended.

A

Honor contracts, agreements, and assigned responsibilities:

60
Q

The principle here is the acceptance of personal accountability for
professional work no matter the results.

A

Honor contracts, agreements, and assigned responsibilities:

61
Q

Trespassing and unauthorized use of a
computer or communication systems are prohibited.

A

Access computing and communication resources only when
authorized to do so

62
Q

Organizations have the right to restrict access to their systems
forbidding one’s use of someone’s computer system, software, or
data files.

A

Access computing and communication resources only when
authorized to do so

63
Q

Employees communicate
differently. Some may tend to respond to emails and messages in
a matter of minutes, while others take days

A

Communication challenges

64
Q

This lack of communication and the absence of coordination
between employees can pose a challenge to an organization’s
harmony and success.

A

Communication challenges

65
Q

These can be avoided when the willingness to drop personal pride
and ego to address the problem is present and setting aside
personal problems to achieve the common goal of the company is
apparent.

A

Communication challenges

66
Q

The chance of feeling demotivated is
always present despite the desire to work.

A

Low employee motivation

67
Q

In a desk job, the need for motivation is always reoccurring as
people get tired of doing the same work every day

A

Low employee motivation

68
Q

To address this challenge, it is advised to reach out to HR or
anyone in charge to create activities and seminars to boost
workplace morale.

A

Low employee motivation

69
Q

In almost every workplace, there are always
unhappy employees that feel frustrated or those that are unwilling
to welcome change and new activities.

A

Difficult people

70
Q

Once the conflict intensifies, reaching out to HR or anyone in
charge is ideal.

A

Difficult people

71
Q

Skill enhancement is too essential to be ignored

A

Lack of skill development and professional growth:

72
Q

Seeking out seminars and training is encouraged even if they are
not initiated by the company to avoid the feeling of becoming
stagnant.

A

Lack of skill development and professional growth:

73
Q

Work is good for mental health, but a
poor workplace can lead to physical and mental health problems.

A

Mental health challenges

74
Q

Taking time off work is valid when dealing with mental health
challenges.

A

Mental health challenges

75
Q

It is a condition where moral conflict arises in the workplace where
moral standards are challenged.

A

Ethical Issue

76
Q

Having issues with a superior is one thing and reporting it is
another. Issues can come in any form, from manipulating numbers
in a report to spending company money on inappropriate
activities.

A

Unethical Leadership

77
Q

these can occur subtly in the form of bullying and
accepting inappropriate gifts from suppliers.

A

Unethical Leadership

78
Q

The best way to address this is by dealing with the superior and
how it affects the team’s productivity. If it escalates, HR should be
involved to mitigate it.

A

Unethical Leadership

79
Q

Superiors who easily dismiss bribery or data manipulation are at
risk of disrespecting and putting their employees at risk.

A

Toxic Workplace Culture

80
Q

With the mindset of hiring someone “culturally fit,” a toxic culture
can be worsened by repopulating the company with like-minded
personalities with toxic mentalities.

A

Toxic Workplace Culture

81
Q

It is encouraged to lead with respect to the code of ethics as well
as taking into consideration of everyone’s mental and physical
wellness.

A

Toxic Workplace Culture

82
Q

Discrimination based on race, sex, religion, age, disability, and
other related factors has not just credoss an ethical line but also a
legal one.

A

Discrimination and Harassment

83
Q

Companies are vigilant in avoiding costly legal and public
backlash related to discrimination and harassment.

A

Discrimination and Harassment

84
Q

Disengaging conversations that lead to discrimination and
harassing territory is a good start.

A

Discrimination and Harassment

85
Q

Companies often set goals that are unrealistic, even unattainable,
to motivate employees

A

Unrealistic and Conflicting Goals

86
Q

objectives can put heightened pressure on their
employees, causing them to cut corners or breach ethical or legal
guidelines just to obtain them.

A

Unrealistic and Conflicting Goals

87
Q

Making sure that a goal is attainable should be practiced as well
as setting up a good timetable and plan for its execution.

A

Unrealistic and Conflicting Goals

88
Q

Problems can be viewed through
a different lens, resulting in alternative solutions

A

Find alternative solutions

88
Q

It is a problem between two (2) feasible options wherein neither is
acceptable from an ethical perspective.

A

Ethical Dilemma

88
Q

The biggest challenge here is that it never offers an obvious solution
that would comply with ethical norms.The biggest challenge here is that it never offers an obvious solution
that would comply with ethical norms.

A

Ways to Solve an Ethical Dilemma

89
Q

are complicated challenges that cannot easily be
solved, making the ability to find the ideal solution critical to everyone.

A

Ethical Dilemma

90
Q

Situations must be carefully analyzed
as in some cases; ethical dilemmas can be logically refuted.

A

Reject the dilemma

90
Q

An ethical issue can be addressed based on simply adhering to the
provided code of ethics

A

Ethical Issue

90
Q

Here are some approaches to solving ethical dilemmas:

A

Reject the dilemma / Value theory approach / Find alternative solutions

91
Q

Determine an alternative that offers
the greater good or the lesser evil than the other.

A

Value theory approach

92
Q

exists when two (2) or more
ethical principles or standards conflict with each other.

A

Ethical Dilemma

93
Q

is when an employee purposely deceives the
company by not disclosing all relevant capabilities, limitations, and
potential problems of a system. T

A

Ethical Issue

94
Q

a for the employee if his transparency
leads other involved co-workers taken down with him.

A

EXAM-2 (4 decks)

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