Ethics in Pub Policy & Admin
SECTION 1
The article discusses the significance of major public administration values among elected officials, bureaucrats and voters. These are: (i) Role-based nature of professional ethics; (ii) Bureaucratic ethos associated with public administration values; (iii) Democratic ethos connected with public administration values; (iv) Ranking of professional values; and (v) Gender value differences (Goss 2008, 2).
These concepts are similar to our classroom ethical discussion on public administration. We have established that values greatly depend on the role one has in public administration and the values or ethos are significantly influenced by the bureaucratic and democratic nature of the work itself. Same as the article, we have learned in class that different individuals attach different weight to different values which result in varied ranking of professional values. Similarly, our discussion agrees with the article on the point that there are values differ between genders, which makes female act in some different ways from males in terms of public administration ethics and values.
The concepts discussed in this article would help me make ethical decisions by understanding the role-based nature of professional ethics together with democratic and bureaucratic ethos to consider. I am also in a better position to rank my professional values and I appreciate the differences in gender values that people would have. In list the values in terms of significance, I would consider ranking of my professional values as my topmost priority, then democratic ethos, bureaucratic ethos, role-based nature of professional ethics, and finally gender value differences. The International Red Cross Society is my organization that has these high public administration values.
Section 2
The article “The Hierarchy of Ethical Values in Nonprofit Organizations” discusses five levels of ethical behavior for not-for-profit organizations. These are: financial competence; accountability; reciprocity; respect; and integrity (Strickland & Vaughan 2008, 3).
Financial competence refers to proper management of resources and assets in the attainment of desired organizational culture within a nonprofit organization. This results in successful budgeting and recruitment or retention of employees, donors, clients, and volunteers (Strickland & Vaughan 2008, 5).
Establishing accountability refers to the ability of not-for-profit organizations to create transparency and trust, which equals Maslow’s idea of individual safety needs. Setting up transparent procedures and proper oversight reduces the danger of falling into a scandal by nonprofit organizations.
Establishing reciprocity refers to the ability of not-for-profit organizations to serve their donors and constituents in a way that maximizes acceptance and trust, which is equal to Maslow’s individual affiliation needs concept (Strickland & Vaughan 2008, 9).
Instilling the value of respect refers to the effort of a nonprofit organization to attain respect of others, and bear respect for itself as well for others, which is equivalent to Maslow’s concept of individual esteem needs. This entails making employees feel worthwhile and respected, and treating donors, clients and volunteers as significant team members (Strickland & Vaughan 2008, 9).
Integrity is the highest value of an ethical organizational culture in a nonprofit organization, which equals Maslow’s concept of individual self-actualization (Strickland & Vaughan 2008, 10). Integrity enables the organization to have an internalized moral code, engage in creative problem-solving, and pursue its mission to the fullest.
The article has a strong connection with the concepts we are presently handling in class and the reading chapter for this week. Our discussion on ethical culture makes much reference to aspects of respect, integrity, accountability and competence. The connection is important to me because it increases my understanding of ethics and how to achieve them, both individually and as a corporate.
I most agree with the article in arguing that not-for profit organizations are just as immune to ethics issues just like the traditional businesses. This is because of the numerous scandals that have come to the limelight involving not-for-profit organizations. The concepts in this article would thus help me in reaching ethical decisions by following the hierarchy outlined. However, I would rank the value of Integrity the first most important value in attaining ethical culture, followed by accountability, respect, financial competence and reciprocity respectively. The Ethics Resource Center (ERC), America’s oldest nonprofit organization has the same value sets as those discussed in the article.
Reference
Goss, P. R. 2009. A Distinct Public Administration Ethics? Retrieved from: http://jpart.oxfordjournals.org/content/6/4/573.abstract
Strickland, A., R., & Vaughan, K, S. 2008. The Hierarchy of Ethical Values in Nonprofit Organizations: A Framework for an Ethical, Self-Actualized Organizational Culture. Retrieved from: http://connection.ebscohost.com/c/articles/33160472/hierarchy-ethical-values-nonprofit-organizations
