Responsibilities of engineers
Engineering ethics tutorial
Responsibilities of Engineers
In our previous chapters we have discussed a lot of things about the ethics of owning an engineer. The responsibilities of an engineer, if not properly taken care of, lead to adverse effects just like the incidents mentioned above. In this chapter we have the responsibilities of an engineer.
Loyalty to companies, respect for authority, collegiality and other teamwork are some important virtues in the field of engineering. Engineering professionalism would be threatened at every turn in a company driven by a powerful ego. Robert Jackall, a sociologist criticizes professionalism, saying, "What's right in business is what the man above you expects from you." This is what morality is in business. "
In order to understand just how much ethical factors in a world of encompany should be good, consider the following points -
Ethical values in all their complexity are widely recognized and appreciated by managers and employees alike.
In an ethical business climate, the use of language is honestly applied and recognized as a legitimate part of corporate dialogue.
Leadership sets moral tone for words, policies and personal example.
Procedures should be followed for conflict resolution.
Loyalty is loyal membership in an organization and the employer. Loyalty to an employer can be one of two types -
Loyalty to the agency - Loyalty the agency acts to meet its contractual obligations to an employer. It 's all about actions, like doing your job and notsteal from his employer, whatever the motive behind it.
Attitude-loyalty - Attitude-loyalty has a lot to do with attitudes, emotions and sense of personal identity as it does with the action s. It is understandable that people who work reluctantly and wickedly are not faithful; despite the fact that they can adequately discharge all their professional responsibilities and thus demonstrate their loyalty to the agencies.
Collegiality is the term that describes a work environment where responsibility and authority are shared among colleagues. When engineering codes of ethics mention collegiality, they usually cite acts that constitute disloyalty. The disloyalty of professionals towards an organization reflects the attitude they have towards the working environment for the salaries they receive.t and the trust that the company places in them.
The National Society of Engineers ( NSPE ), for example, states that “engineers must not attempt to infringe, maliciously or wrongly, directly or indirectly, to the professional reputation, outlook, practice or employment of other engineers. Engineers who believe others are guilty of unethical or illegal practices will be required to present this information to the appropriate authority for action. ".
The main factors that help to maintain harmony between members in a workplace are -
In detail, colleagues must be respected for their work and their contribution to organizational goals and should be appreciated for their professional expertise and dedication to socials promoted by the profession. Commitment observed in the sense of sharing a devotion to the moral ideals inherent in one's profession. The coordination between all members in a workplace or the awareness of participating in cooperative projects based on shared commitments and mutual support, also promotes quality of work.
Respect for authority
In order to achieve organizational goals, the prof Professionals must respect authority. The levels of authority maintained by the organization help identify areas of personal responsibility and accountability.
Here are the main types of authority -
Executive authority - Corporate law or Institutional given to a person to exercise power based on the resources of an organization.
Expert authority - This is the possession of knowledge, skills ore special skills to perform a particular task or to give sound advice.
According to the objectives of the company, the hierarchical authority is distributed. A service oriented or engineer oriented company focuses on the quality of the products which are decided by the engineers because they are the experts in the matter. Whereas a business when it is customer oriented, focuses above all on customer satisfaction. Hence the purpose of the company decides the power between a general manager and a technical manager or engineer.
It is the responsibility of an organization to address the welfare of the section of the people who work there. Their problems need to be discussed. When we discuss issues, there may be issues that need to be discussed among the employees themselves and solutions can be found for the same. However, there may be issues that may require management intervention. In order to cope with these complex situations, an employee union is formed in which, each employee becomes a member and a leader is elected to represent the group whenever necessary.
At the time of conflicts or disputes, there will arise the need for negotiation between the parties. Conflicting situations that require negotiation can arise in areas related to pay scales, working hours, training, health and safety, overtime, grievance mechanisms, rights in the workplace or company business, etc. Ary negotiation between employers and a group of employees to resolve disputes is called Collective bargaining .
The parties often refer to the outcome of the negotiation as a Collective Bargaining Agreement (CBA) or as Collective Labor Agreement (CEA) .
The idea behind collective bargaining is that employer-employee relations should not be decided unilaterally or with the intervention of any third party. Both parties must voluntarily reconcile their differences through negotiations, obtaining some concessions and making sacrifices in the process. both should negotiate from a strong position. one should not try to exploit weaknesses or the vulnerability of a party.
With such awareness, the need to form unions was observed in all organizations and the idea was reinforced to form larger unions. Both sides have more or less realized the importance of peaceful coexistence for mutual benefit and continuous progress.
Types of collective bargaining
Now let's talk about the types of bargainingcollective ion. There are four main types of collective bargaining -
Distributive bargaining - In this case, the gain of a party is the loss of another party. Example - Salaries
Integrative negotiation - In this case, both parties can win or neither party can lose . Example - Better training programs
Attitudinal Structuring - When there is a backlog of bitterness between the two parties, then attitudinal structuring is necessary to establish harmonious industrial relations.
Intra-organizational negotiation - There may be conflict groups both in management and in unions. It is therefore necessary to reach a consensus in these groups.