In
recent years there has been further consideration as to whether management can
be regarded as a profession. The conflicting arguments can be considered only
if a profession is defined. The following main points seem relevant:
- There must exist a
body of principles, skills and techniques and specialized knowledge;
- There must be formal
methods of acquiring training and experience;
- An organization
should be established which forms ethical codes for the guidance and
conduct of members.
If
the above standards are considered, the management cannot really be a called a
profession. There are no licenses for managers, nor is there an accepted code
of ethics. Management is a practice, rather than a science or profession.
Economic
performance and achievement are the proper aims of management and that a
manager’s primary responsibility is to manage a business. A manager should not,
therefore, devote time to objectives such as professionalism which lie out-side
the enterprise.
The
solution may lie in a balanced approach. At present there are trends towards
professionalism, seem in the development of skills and techniques, more formal
training facilities and the greater use of management consultants and
specialized associations.
Managers
have to balance their obligations to the undertaking which employs them with
the community at large, with other employees, suppliers, consumers, and their
own conscience.
Because
of the growing professionalism of managers there is a need for such a code of conduct
as brief below:
- To act loyal and
honestly in carrying out the policy of the organization and not undermine
its image or reputation;
- To accept
responsibility for their work and that of their subordinates;
- Not to abuse their
authority for personal gain;
- Not to injure or
attempt to injure the professional reputation, prospects or business of
others;
- Always to comply
strictly with the law and operate within the spirit of the law.
Other
points refer to dealing honestly with the public, promoting the increase in
competence and the standing of the profession of management, and recognizing
that the organization has obligation to owners, employees, suppliers, customers,
users, and the general public.
Guides
to good practice include:
- Establishing
objectives for themselves and their subordinates which do not conflict
with the organization’s overall objectives;
- Respecting
confidentially of information and not using it for personal gain;
- Making full
disclosure of a personal interest to their employer.
Other
points refer to helping and training subordinates, ensuring their safety and
well –being, honouring contracts to customers and suppler, ensuring correct
information is produced, not tolerating any corrupt practices, and finally to
setting up a disciplinary structure to implement the code.
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