Work ethics is a hot topic in today's business and educational worlds.

Yet, how do we
define this hybrid phrase with the word work meaning more than a specific outcome and
the word ethics being more than the values that enhance that outcome?
When we say we are going to work, work becomes the place of employment. When we
say we are working, the implication is that we are engaged in a work-related activity and
should be performing one or more specific tasks. However, the word work in today's
global economy does not easily denote specific outcomes much less measurable ones.
Years ago when our economy was agrarian based, farmers said they were going to work
the fields. Their work or more specifically the outcomes of their work could be viewed
from the plowed fields to the stacked bales of hay. In today's technology and service
driven economy, workers outcomes are not as nearly recognizable, but what is noticed is
their behavior.
Now, ethics is a difficult word to define, as it is more than the enhancement of outcomes.
This is aptly demonstrated by the variety of expectations such as being to work or school
on time, performing quality work, being self-directed, having self-initiative, or being
positive to both fellow contributors and customers. Ethics, from these expectations,
encompass the internal behaviors of the contributors or what I really believe are attitudes.
Let's step out of the box and construct a new and more accurate term that meets the
expectations of both the business and educational worlds. First, let's ask ourselves are we
more concerned with the behavior or the attitudes? If we recognize that it is the attitudes
that drive the behaviors that generate the outcomes, it would suggest that the contributors'
attitudes have the greater impact on the outcomes.
Next, since behavior has numerous meanings, possibly we can substitute performance for
behavior. Performance can be measured provided the organization has accurate and
complete expectations, valid assessments that do not penalize the contributors along with
a well-communicated strategic plan. Through clearly articulated goals with consistent
leadership and management, contributors have the opportunity to improve their
performance thereby achieving measurable results.
Attitudes of performance appear then to better describe the desired outcomes and
expectations that we have as employers, educators or even parents. As we all are
contributors, by focusing on attitudes early in our performance experiences, we have the
means to improve ourselves, our businesses and more importantly our communities.

Work Ethics. What Does it Mean?

As business, industry, and education face challenges to each produce students who
perform at optimum levels, all are faced with the issue of the work ethic. Nearly all
discussions with emphasis of linking or improving businesses and education captures
work ethic somewhere in the discourse. Underlying questions concerning work ethics is
the development of an acceptable definition that is current with todays environment, the
determination of whether work ethics is a teachable characteristic, and the development
of acceptable and practical pedagogy.

Work has been with humanity since the fall of Adam and Eve in Biblical text. And, with
that notion of work as a punishment for sin, came the issue of determining what are
acceptable and unacceptable behaviors toward that work. Some have come to call this
the ethics of work. Considering these notions of work and values we begin to form the
basis of establishing a foundation about issues concerning work and begin forming the
framework for work ethics.

Some researchers purport that the work ethic has not declined as drastically as it appears.
Rather, the content of the work ethic has changed. People are struggling between
success and self-fulfillment. In 1968, 69% of American workers felt that working hard
was the way to reach personal success. That figure had declined to only 39% by 1971.
However, we do find that todays youth expect much more in way of intrinsic rewards.
Yet, surveys indicate that they do not receive these rewards. Investigation indicates that

one reason could be that those persons imposing the reward and motivation structures are
operating based on principles that are no longer appropriate. Some writers state simply
that work ethics is a willingness to stay employed while otehrs focus on beliefs, values,
and principles.

Work ethics has another dimension that adds to its dynamic nature. Work ethics is
relative to the time period in which it is measured and the variables are not independently
predictive. We must redefine work ethics to reflect the attitudes, desires, and behaviors
of todays employed if we are to develop pedagogy that will foster changes in worker
behavior that will be sustained as situations change. Most contemporary research focuses
on teaching skills and knowledge, and not attitudes.

Work-related social skills and habits are the most important entry-level skills sought in
employees. Dependability and proper attitudes were ranked highest in a recent study.
Cognitive and psychomotor skills may not be as important for job survival as is positive
work ethics and values. However, over 50% of youth leave school not knowing how
work-related social skills affect their ability to find and keep a job. Because teaching
touches all lives, the teaching of work ethics is vitally important. Yet, little data exists on
exactly what technology and industrial educators teach.

Can Work Ethics Be Taught?

While educators cannot undo years of experiences and behaviors that shape the moral
character of the worker, one can demonstrate acceptable behavior and how to recognize
proper courses of action in any given situation. Worker behavior is learned in the
educational process. Teaching methods have a direct impact on the development of work
ethics in students. The moral development theories of Kohlberg, Piaget, and others are
critical to developing strategies for teaching work ethics. Educators cannot teach work
ethics effectively if they do not understand developmental stages within which the
students function. Work ethics must be taught. However, data are lacking that indicate
how to teach it.

Teaching Work Ethics

Students today are lacking in areas known as work ethics. Research also indicates that
affective skills are just as important as psychomotor and cognitive. Current literature
offers many suggestions for the teaching of work ethic attributes. However, more
research must be conducted.

The methods used by educators have a definite direct impact on the moral development
of students. If so, teachers must understand the strategies employed and how student
moral development is affected. Most teachers of technology and industrial content

courses teach work ethics unintentionally. Most of these educators believe they are
prepared to teach work ethics. Those educators also believe that work ethics is a
teachable characteristic. However, most only teach work ethics as the situation arises and
many do not exhibit the expertise to teach work ethics effectively.

Components of work ethics instruction must include work habits, values, and attitudes. Three instances of
when work ethics can effectively be taught are: throughout the instruction, as a separate course, or as a
combination.

Critical reflection is also a method of enforcing work ethics. The curriculum must include critical
reflection, appreciation for moral deliberation, empathy, interpersonal skills, knowledge, reasoning, and
courage.

Certain types of work values and attitudes should be taught. The most frequently taught
values and attitudes are punctuality, dependability, reliability, responsibility, dedication,
honesty, conscientiousness, ambition, cooperativeness, helpfulness, adaptability, and
resourcefulness.

Some researchers suggest that a formal code of professional ethics be established. Others
state that an emphasis on a code of ethics is not equivalent to institutionalizing a process
of reasoning. Instead of a formal code of ethics, that may be enforceable but not
necessarily teachable, work ethics education should include punctuality, attendance,
conducting quality work, respect for fellow workers, honesty, and showing initiative.

Research suggests that work ethics begin with a study of the belief systems around a
culture or occupational environment. These belief systems, regardless of the content,
should be taught in coordination with psychomotor skills.

While much of the literature has a variety of viewpoints concerning the content of work
ethics instruction, researchers and writers of contemporary work ethics literature tend to
gravitate toward the democratic teaching methods as opposed to the indoctrinal methods.

The democratic teaching methods as described by John Dewey are operationally different
from the indoctrinal methods of Sneddin and Prosser. Democratic methods include
hands-on activities, practical cases, critical reflection, and real-life scenarios. Either
method, democratic or indoctrinal, can be ineffectively used and result in no
improvements or a decrease in desired behavior.

Research on the approaches most commonly used by technical and industrial educators
illustrates that educators use a combination of democratic and indoctrinal. Democratic
methods include group discussions, one-on-one counseling, role-play, team building,
problem solving, and individualized instruction. Review of teaching methods employed
indicate that 90% of the educators report using group discussion and 90% report using

one-on-one counseling. Of the instructors surveyed, 68% reported suing role-play as a

major method of teaching work ethics.

Indoctrinal methods are typically identified as methods in which information is merely

disseminated. The indoctrinal methods include reward systems, role modeling, guest
speakers, lectures and rote learning. No experimentation or hands-on activities are
employed. Of the indoctrinal methods, 94% of the educators studied use reward systems
and 86% use role modeling.

Manipulative or indoctrinating methods should not be used for instruction of work ethics.
Educational practices should instead develop critical judgment by students to participate
in a free and open discourse. Discussions in classes should be limited and should be
coupled with role modeling and role-play. When indoctrinal methods are used, reward
systems and role modeling seem to be the only two methods that have proven to be at all
effective. Research indicates that the other indoctrinal methods, especially lecture, have
proven to be ineffective.

Real cases and real problems which students are likely to encounter are most appropriate
and effective. Other researchers and practitioners believe in the use of case studies as
well. While others advocate case studies, some researchers warn against the irresponsible

use of them. If not carefully administered, case studies presented for the purpose of
teaching work ethics may only focus on or address symptoms of a larger social ill.

Methods that consistently demonstrate a pattern of behavior that, if emulated, will cause
success in teaching work ethic seem to be most appropriate. The teacher as facilitator as
well as participant or role model is effective for teaching work values and attitudes.
When the educator can serve in this capacity and make training relative to work, learning
and behavior change relative to work ethics has been observed.

Pedagogy that takes place within the naturally occurring situation has proven effective.
Community service projects, internships, cooperative education, and apprenticeships are
appropriate. These methods promote democratic participation. Cooperative based
education, especially when group size is between five and fifteen individuals appear to be
most effective. These methods work well because the individuals do not remain ignorant
to workplace demands and abuses.

An excellent model for teaching work place ethics is the model by Berryman (1991). Berryman proposes
seven strategies.

1.

Modeling the performance of an activity by an expert so that students can learn

from the expert how that task can/should be done.

2.

Coaching a teacher observes a student performing a task and provides helpful

feedback in the form of support, modeling, reminders, and suggestions of new tasks
which could bring his/her performance closer to that of an expert.

3.

Scaffolding support for the students so that they can carry out the tasks.

4.

Fading gradual removal of support so that the students finally come to perform
their tasks on their own.

5.

Articulation means for providing students the opportunity to articulate their

reasoning and their problem solving strategies.

6.

Reflection any technique that allows students to compare their own problem
solving process with that of an expert or another student, and ultimately an internal
model of expertise.

7.

Exploration any devise that pushes the students into a mode of problem solving
on their own.

Summary

Current literature supports the belief that work ethics is a behavior characterized by many
attributes. If this behavior is monitored and evaluated, appropriate intervention methods
can be utilized to produce desired changes in that behavior. Educators must understand
the nature of behavior modification and the framework in which the work ethic functions.

Curriculum must be designed which provides the opportunity for students to explore and
develop in a democratic approach to learning with every possibility for instruction within
a natural setting. The future of business, industry, and individuals is dependent upon the
research and exploration into the development of work ethic instructional methods.
Students will become employees who:

Show up every day

Show up on time
Use work time as work timenot personal time
Have a positive work attitudeenhance productivity
Get along with boss, co-workers and customers
Work independently
Take responsibility
Make informed choices
Create goals
Communicate effectively
Work with difficult people
Have accurate self perception of abilities
Manage time effectively
Manage emotions
Use problem solving and critical thinking
Are dressed appropriately
Are groomed appropriately
Good Work Ethics

Work ethics can be described

as a set of values, which
involves the right attitude,
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Good Work Ethics

Honesty: Any job assigned to you should be done with utmost honesty,
without cheating, lying or stealing. It is psychologically proven that if a
person doesnt follow work ethics, his/her conscience will be bothered.
Dependability: Those who are dependable are considered reliable as
well. Hence, it is necessary to develop the quality of being a responsible
person. This will, in turn, foster excellent results and set you as a good
example for those around you.
Efficiency: Efficiency is vital for your own growth as well as the
betterment of the company you are working with. It is very easy to spot
inefficient employees, who waste a lot of time and resources. However,
efficiency is still a hallmark of good workers.
Positive Work Habits: Inculcate good working habits that will impress the
people you are working with and your superiors as well. Coming to work
late, dressing inappropriately and shuffling jobs are considered as signs of
not following good work ethics.
Initiative: To be successful in whatever you do, it is vital to take initiatives
on your part. Dont wait to be told what to do. If you are doing the right
thing in an acceptable manner, do not hesitate to take initiatives.
Humility: Humbleness and modesty are amongst the necessary elements
of good work ethics. Only a fool is arrogant, while a wise person always
shows traits of humility.
Positive Attitude: Maintaining a positive attitude at work is very important
to accomplish your tasks successfully. This is because your colleagues get
affected by your mannerism and respond accordingly.
Teamwork: Always remember that you are a part of the team, no matter
what role you play in it. Do what is not only good for you, but also,
beneficial for the team as a whole.
What Is Professional Ethics ?
Professional ethics encompass the rules that a person has to follow in their
professional life. The rules tell the employees about what they should do and not do at the
workplace. For example, some people willingly talk about others' personal life or in other
words gossip habitually. This may not be interfering with their personal ethics. However,
in a work environment, the same thing can be very offending and also it is against the
work ethics. Almost all companies have strict rules against gossip, and it is one of the
work ethics to respect another persons personal space. It is called privacy under work
ethics.
Some of the professional ethics a person has to maintain are as follows:

Give value in return to your business or customers

You should have respect for all employees whether they are local or global
Delivering your work on time and with quality

Always maintain honesty in all your business transactions and communication

Always display team work and cooperation in the office
Show respect to all your superiors and subordinates
Respect the employers need for privacy and therefore, may withhold important
information whether you are employed with the company and even after leaving
your job
Treat others like you like to be treated
Never use foul language, insult or demean any of your colleagues
Respect all races, religion, caste, sex and color
Never discuss the employers faults with business clients
Never tarnish the image of the company you work for when you are in or out of
the office

What Is Professional Ethics ?

Professional ethics encompass the rules that a person has to follow in their
professional life. The rules tell the employees about what they should do and not do at the
workplace. For example, some people willingly talk about others' personal life or in other
words gossip habitually. This may not be interfering with their personal ethics. However,
in a work environment, the same thing can be very offending and also it is against the
work ethics. Almost all companies have strict rules against gossip, and it is one of the
work ethics to respect another persons personal space. It is called privacy under work
ethics.
Some of the professional ethics a person has to maintain are as follows:

Give value in return to your business or customers

You should have respect for all employees whether they are local or global
Delivering your work on time and with quality
Always maintain honesty in all your business transactions and communication
Always display team work and cooperation in the office
Show respect to all your superiors and subordinates
Respect the employers need for privacy and therefore, may withhold important
information whether you are employed with the company and even after leaving
your job
Treat others like you like to be treated
Never use foul language, insult or demean any of your colleagues
Respect all races, religion, caste, sex and color
Never discuss the employers faults with business clients
Never tarnish the image of the company you work for when you are in or out of
the office

Ethics
Ethics are about making choices that may not always feel good or seem like they
benefit you but are the 'right' choices to make. They are the choices that are
examples of 'model citizen' and are the examples of 'golden rules' like; don't hurt,
don't steal, don't be dishonest, don't lie. But if we take Ethics as a subjective
philosophy then what will happen to these golden rules. Especially at the time of
facing any ethical dilemma how one should decide - what is ethical and what's
unethical? Organization provides rules, regulations, code of conduct, protocols which
provide guidelines to work, it shows how to walk, but it does not show the correct
path to walk on. Ethical dilemmas faced by managers are often more real to life and
highly complex with no clear guidelines, whether in law or often in religion.

Ethics is the part of philosophy that talks about good and evil but today rarely any
business school would have left which does not provide lessons on Ethics
Management. Some philosophers call ethics the "science of morality", morality is
what someone thinks or feels is good or bad. However, other philosophers believe
that ethics is subjective. This means that they think what is right for me is whatever
I say is right. This means that ethics is just a person's own morality. These
philosophers do not think that ethics is the same for all people.
Morality
Again, what morally correct is not always ethically also. Morals and the expression,
"moral values" are generally associated with a personal view of values. Personal
morals tend to reflect beliefs relating to drinking, gambling, etc. They can reflect the
influence of religion, culture, family and friends. These concepts and beliefs about
right and wrong are often generalized and codified by a culture or group, and thus
serve to regulate the behavior of its members. Conformity to such codification may
also be called morality, and the group may depend on widespread conformity to such
codes for its continued existence.
Law
When we talk about Law at work place, we discuss the set of rules imposed by
authority. In other words, law is a rule or body of rules of conduct inherent in
organization and essential to or binding upon all the employees.
Ethics + Morality + Law
The systematic study of morality is a branch of philosophy called ethics. When Ethics
seeks to address questions such as how one ought to behave in a specific situation
("applied ethics"), how one can justify a moral position ("normative ethics"), and
how one should understand the fundamental nature of ethics or morality itself,
including whether it has any objective justification ("meta-ethics").
Ethics is concerned with how a moral person should behave. Ethical values are beliefs
concerning what is morally right and proper as opposed to what is simply correct or
effective. An individual may personally believe that drinking is immoral. However,
drinking is not, in and of itself, unethical. Game shows are a sophisticated way of
gambling thus immoral but not unethical. Further, it is unethical to impose your
personal moral values on another.

Ethical values go above cultural, religious, or ethnic differences. Ethical values

embrace a more universal worldview.
Albert Einstein said, "A man's ethical behavior should be based effectually on
sympathy, education, social ties; no religious basis is necessary."
Sometimes, we have to do things which are legally correct but not morally, or go
ethically right but not morally. At workplace we have to keep a proper balance of
Morality, Ethics and Law. The safest place is where your action covers all the three
aspects (EML). From the organization's point of view you must not cross the
boundaries of law i.e. perform within EL, EM, L or EML. Further, An employee may
not always follow the law sometime he could listen to his ethics but one should
always have the answer of breaking the law of Worklife.
In the words of great Abraham Lincon "When I do good, I feel good; when I do
bad, I feel bad. That's my religion."
Many organizations are providing Ethics management workshops for their employees
to refrain them from such situations. There are a number of benefits such workshop
bring in like,
i. It removes undue stress which may result in the wrecked work relationship, low
turnover, accidents etc.
ii. It cultivates strong teamwork and productivity.
iii. These programs are like insurance policy because even at the turbulent times a
company can relay on its manforce.
iv. It builds good image of a company in market which provides such programs.
v. Such programs give positive affect on Public relations.
There are certain other benefits also which will encourage an organization to run
such programs. HP, Johnson & Johnson, Ben and Jerry are some of the well known
names in the field of 'Working with Ethics'. These companies have adopted some

guidelines to cultivate and maintain ethics in work life. Some of the guidelines listed
below may be followed by a company for the said purpose:
i. A company and its employees should always believe that managing ethics is a
continuous process and it is inherent like any other management function in the
organization.
ii. The ground of ethics management is relationship and behavior is the root, thus
without fair and just behavior an organization cannot make their employees follow
ethical practices.
iii. As the Mc Gregor's Red hot stove rule says, the administration of discipline should
be more like touching a hot stove i.e. immediate, impersonal, consistent, and
foreseeable; in the same way the act of breaking ethical norms/ code must be rooted
out in its very initial stage. The codes must be applicable to each and every
employee without discrepancy.
iv. Value forgiveness. It's better to try operating ethically and committing few
mistakes than not trying at all.
v. Participation of employees in such programs must be sought out. Employee must
feel that working with ethics is as much necessary for the good health for the
organization as fresh air is for human being.
A company may adopt different ways and methods to bring in work ethics in work
life.
Further, the other side of the coin is "Good people do not need laws to tell them to
act responsibly, while bad people will find a way around the laws": Pluto.
Whether the circumstance is business or life, ethical values should be ground-rules
for behavior. When we live by these values we are demonstrating that we are worthy
of trust.

How will you explain Work Ethics, team

player and leadership in an interview
with examples ?
I think the best way is to bring up past achievements you made, employers don't want to
hear about something you read they want to know about you personally not by reading or
remembering something to say, if you bring up your achievements and bring your A+
attitude you will have no prob getting the job..
Work Ethics: Are you hard working, are you willing to go that extra mile if needed are
you to work on time, do you care about what you do, are you passionate about the new
job opportunity, things like this remember bring up examples like at my last job i
received the employee of the month for not missing a day, or at my last job I was always

the first to get there things like this.

Team player: Well pretty self explanatory do you work good with others? Give examples
of your past history what have you done in a team environment in your past that made
you successful, were you the person speaking up in the team Remember bring up the past
it is HUGE in a interview.
Leadership: again same thing bring up past experiences the more you have better you
sound leadership did you or have you ever lead a team a person it doesn't have to be your
last job for say were you the captain of a hockey team or were you the leader or director
of a club if so BRING THEM UP. I personally read a book on interviews and the main
thing is bring up the past and your achievements.

Integrity At Work

Integrity at Work: Ethical Values for

Business Success
Good business ethics based on a set of moral and ethical values. These work ethics values
must be absolute - that is, you must take them seriously enough to override any human
rationalization, weakness, ego, or personal faults. When all else fails, you will always
look back to these core, work ethic values to guide you. Unfortunately, life is not that
easy and there's always disagreement about what values should reign supreme.
Luckily, in the world of business ethics, your employer helps you with a host of
integrated compliance salutations and more. Besides business ethics training, it's about
values. In a nutshell, their values are your values (in the context of morals and ethics at
work. It is about your integrity at work. Your freedom to choose your own ethical values
is somewhat limited. Considering the rash of corporate scandals these days, the thought
of following the corporation's values might not be too comforting. Problem: Whose or
what values can you trust?
Look behind successful, honest businesses and you will see a set morals and ethics at
work values that have stood the test of time. Think about how these values are
communicated in your organization and what you can do to support workplace behavior
ethics. Here are some important values:

Honesty
The old adage, "honesty is the best policy" is true today more than ever. It's not just lip
service. Employee business ethics manuals from most scandalized corporations are likely
to contain slogans touting its commitment to honesty and integrity at work. Claiming to
be honest and have good business ethics in an employee manual is pass. You're either
honest or not. Even if you haven't got caught yet, most people know who is and who isn't.

Integrity at Work
Integrity connotes strength and stability. It means taking the high road by practicing the
highest busine ss ethics stan dards. Demonstrating integrity in the workplace shows
completeness and soundness in your character and in your organization. It shows that you
have solid workplace behavior ethics that matter in the real world that promote positive
work ethics.

Responsibility
Blaming others, claiming victimhood, or passing the buck mays solve short-term crises,
but refusal to take responsibility erodes respect and cohesion in an organization. Ethical
people take responsibility for their actions. Workplace stress issues are no excuse.
Likewise, actions show the ability to be responsible both in the little and big things. Good
work ethics show a deeper commitment to personal responsibility.

Quality
Quality should be more than making the best product, but should extend to every aspect
of your work. A person who recognizes quality and strives for it daily has a profound
sense of self-respect, pride in accomplishment, and attentiveness that affects everything.
From your memos to your presentations, everything you touch should communicate
professionalism and quality. Don't let workplace stress issues rob you of striving for
quality in everything you do.

Trust
There's no free ride to good work ethics. Trust is hard to earn and even harder to get back
after you've lost it. Everyone who comes in contact with you ors your company must
have trust and confidence in how you do business ethics. Conflicts of interest in the
workplace must not be on your radar screen.

Respect
Respect is more than a feeling, but a demonstration of honor, value, and reverence for
something or someone. We respect the laws, the people we work with, the company and
its assets, and ourselves.

Teamwork
Two or more employees together make a team. It is a business necessity to work openly
and supportively in teams whether formal or informal. You need each other for effective
problem solving in the work place.

Leadership
How many hardworking, honest employees have been tainted and led astray by corporate
leadership failings? Managers and executives should uphold the ethical standards for the
entire organization. A leader is out front providing an example that others will follow.
Problem solving in the work place must be your first response.The real test of these
values comes from the resulting action. It takes a concerted, company-wide effort,

beyond inserting these words in an employee manual, to make it happen.

First, management must lead by example. Good work ethics should be most noticeable at
the top. Every employee must be accountable to the same rules.
Second, a corporate values or ethics initiative must be "sold" and "marketed"
aggressively throughout a company. Every forum and medium should be used to spread
the good message. Of course, it will only be credible if the company is practicing what it
preaches.
Third, ethics training must be provided to get everyone on the same page. It's easy to
ignore a motivational speech or pass by a poster, but spending time learning about the
issues will have a lasting impact. This must include integrated compliance solutions and
promote integrity in the work place.
Fourth, both you and the company must be in it for the long haul. The ethics training
fervor should extend to the next generation of employees. The longer it lasts, the more
ingrained the principles will become.
Despite failings of some, there is plenty of room at the table for positive work ethics and
profitable business to reside. Together they can lay the cornerstone for a secure and
prosperous society. These values you can put in the employee manual and mean it.

Examples of Good Work Ethics

Divide and Conquer
Always worried that you'll turn in things late? Everyone knows how irritating late
submissions are, especially your boss. The domino effect your late work initiates causes
hassle on everyone else. Avoid annoying your colleagues by carefully examining a task
the moment it is given to you. Is it something that would take you two weeks to prepare?
Start by working three weeks back from the actual deadline--that allows you a one-week
allowance for final touches and, well, possible unavoidable delay in some things along
the way. Make sure to do a mini-task each day as the deadline approaches. Quit the
overnight cramming routine--in the long run, it will do more damage to your rep. Don't
make submitting a late, mediocre work a habit.

Delegate on Time
What if you are the man on the other end of the line--the one who actually delegates these
tasks and gives the deadlines? Bear in mind that the responsibility does not rest fully on

the people you set deadlines for. It is imperative that before delegating tasks, you have a
full comprehension of the nature of the tasks you are giving out. Know exactly how to go
about each and how long it would take for your people to accomplish their assignments.
Mindlessly throwing tasks here and there shows a lack of good work ethics and will
cause frustration on the part of your people and eventually, loss of respect for you by
your team.

Take Full Responsibility

Are you stuck in one of the items in your task list due to someone else's delay? Don't get
caught up in the victim syndrome--instead of blaming someone else, walk up to that
person and offer help. Aside from this being a great strategy to get along with a coworker,
examining his/her cause of delay will be a significant learning experience for you, too. In
the end, you help not just the colleague but yourself as well. You forge stronger work
relations with your office mate and you get to move on to the next item in your task list-it's a win-win situation. It always pays to be proactive by demonstrating good work ethics
to others.

Submit Quality Work

Don't just brainlessly go through a task just because you have to beat a deadline. Invest
your time and skills in everything that you do at work. It is not hard work--think of it as
an investment that will have you reap tons of benefits down the road. Nobody remembers
the one who always submits mediocre work. How to always come up with quality
presentations? Head to the storeroom and log out project reports of people who always do
stellar jobs in their tasks. Learn what they do right and examine their list of
recommendations and points to improve. Then, talk to them in person and ask not just
about what went right but what went wrong along the way of finishing their assignments.
Make their bank of experiences teach you

Describing Work Ethics in an Interview

Here are answers and suggestions from WikiAnswers contributors:
My experience with the phrase is that it describes one's level of commitment to a
task/employer/course of study. Ability to go the extra mile, stay the course,
persistence to achieve quality, finding resources when stuck, own the problems
that arise, etc. Punctuality and showing up fall in there, too.

I try to learn the mission statement and vision of the organization that I am
working for before I commit my time, my passion, and my energy to it. If I
believe in the mission/vision statements and I am reasonably sure that the
supervisors abide by most of it, I will give my time, my extra hours, and my
positive attitude to the agency. I need to be able to transmit that mission even on
the worst days and to remember that you must balance your love for work with
your love for health and take time to reflect, relax, and play.

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