6.4 Assignment: Final Paper

Running Head: PERSONAL ETHICS STATEMENT (WORKPLACE ETHICS) 1

Personal Ethics Statement (Workplace Ethics) 2

Personal Ethics Statement (Workplace Ethics)

Name: Sheetal Kumar Narendula

Institution: Indiana Wesleyan University, Marion, Indiana

Date: 16/10/2020

Personal Ethics Statement (Workplace Ethics)

What does your score on the Self-Assessment 5.2 uncover about your eagerness to help other people? The score on the Self-Assessment 5.2 reveals that I am very willing to help other people. In fact, it reveals that I’m selfless, which means that I can sacrifice my well-being for other individuals. Form From the self-assessment, I have been able to understand that I find pleasure in helping people. Which is a blessing in disguise, as at time people Comment by Kevin Wachtel: What was your score?

Reflect on the article Workplace Helping: Interactive Effects of Personality and Momentary Positive Affect.

Have you encountered an emotional change in the wake of helping somebody?

Yes, I have experienced an emotional change when I have helped someone in the past. The feeling cannot be described into words but personally I can say that it felt good that someone came out of a tricky situation or solved their problem(s) because of my input in their life. Which is also the same results that was were found form from the research article above, truly positive affect is depend on helping others.

On the off chance that you had a positive enthusiastic influence did this urge you to act this way once more? Definitely, the positive emotional affect is what encouraged me to act this way again. It is normal biology that when the pleasure points of brain are triggered by a stimulus the action will be repeated. Therefore it is only logic that action is repeated, up to the moment the positive emotional affect is what keeps me going.

How can you engage in more altruistic behavior?

Altruistic Behaviors mainly involves acting out of concern for the well-being of other parties, in other words it means helping going out of one’s way to assist other people. At some point altruism will involve jeopardizing own well-being so that other people can be helped. Whereby most of the times the behaviors are performed without expectations of reward and unselfishly.

Therefore more in altruism will require one to feel empathy, the empathy is felt for the person who is in distress. This is why children are more altruistic because their sense of empathy is still growing. Empathy can be developed as we continue to interact with especially considering the fact that one has been helped before they are likely to reciprocate the action. At the same time interacting with people and developing proper relationships will help to develop empathy and will be easier to be altruistic. When one has a network it will be easier to help another individual. In the sense that there will a lot of resources in at arm’s reach, friends, family and colleagues.

Clarify whether you accept your recognized changes in conduct sway the work ethics of others.

I accept that I have recognized changes in conduct that can impact the work ethics of other people. This is because at the end of the day change in behavior of one employee will impact the change in behavior of others. Work ethics can only be nurtured only if the employees are willing to be ethically responsible, whereby this can happen only if it is emulated from fellow employees. At the same time developing altruistic behavior is not hard as individuals who wok together are very close whereby the workplace is considered the second home. Which means that that should be emulated in real life and not only in theory. Therefore it is important to understand how the behavior of other employees will affect the work ethics of others, this can be positively or negatively. Concludingly employees should strive to be more altruistic as it will help build work ethics.

References

Conway, J. M., Rogelberg, S. G., & Pitts, V. E. (2009). Workplace helping: Interactive effects of personality and momentary positive affect. Human Performance, 22(4), 321-339.