JOURNAL REVIEW ON BUILDING AN ETHICAL CAREER

In their article, Building an Ethical Career: A three-stage approach to navigating

moral challenges at work, Kouchaki and Smith discussed how preparing to be good is
the cornerstone of establishing an ethical career. They advise taking charge of one's
ethical career by (1) cultivating moral humility, (2) preparing for challenging situations,
(3) maintaining calm in the moment, and (4) reflecting on how well one has lived up to
one's beliefs and ambitions. It all starts with identifying one's fundamental beliefs. They
advise focusing on eulogy virtues rather than résumé virtues. According to them,
framing your work life as a search for contribution rather than accomplishment has the
potential to radically transform the way you approach your job. Once you've identified
your values, you need to determine the scenarios in which you're most likely to break
them. Preparing for ethical problems is critical because, according to Kouchaki and
Smith, individuals are frequently aware of what they should do when thinking about the
future but tend to focus on what they want to accomplish in the present. Making if-then
preparations can assist prevent against losing self-control or acting ineffectively when
action is necessary. In addition to if-then logic, Kouchaki and Smith introduced three
criteria to assist you avoid illogical outcomes. (1) The publicity test; (2) The
generalizability test; and (3) The mirror test.
It is critical to recognize that organization's ethical conduct may inspire better
employee attributes that lead to organizational development, just as unethical workplace
behavior can generate harmful headlines that lead to corporate extinction. Simply said,
organization employees, which include individuals, groups, and other sorts of
organizations, engage into a relationship with a corporate organization in order for that
firm to defend their interests in a certain way. As a result, stakeholders and corporate
organizations have a mutual expectation that they would operate ethically and in each
other's best interests.
A choice by the company or a stakeholder to act unethically can strain the
relationship and harm the organization's image. The greater risk of reputational damage
and impact from unfavorable headlines is frequently used as a motivator for businesses
to promote and support ethical behavior while also preventing and reporting unethical
activity. Furthermore, in areas where many people are connected to social media, the
risk of unethical behavior causing reputational damage to an organization is arguably
much higher than in previous decades, as behavior is more easily captured on video,
captured in photos, shared online, and pushed into headlines.
Nevertheless, there are advantages to ethical behavior in the workplace that go
beyond avoiding reputational loss. Employee perceptions of an organization's ethical
behavior might result in positive advantages and improved business performance.
Employee performance, job satisfaction, organizational commitment, trust, and
organizational citizenship behaviors can all benefit from a positive impression of ethical
behavior. Altruism, conscientiousness, and politeness are examples of organizational
citizenship behaviors.
Filipinos are responsible, trustworthy, and hardworking; this may be directly
related to the culturally-rooted quality of filial responsibility, such as taking care of ill
family members or sending money to assist pay for family members' schooling and
other miscellaneous family obligations. The idea of “family values” is reflected in the
workplace, with Filipinos displaying a great devotion to their team and team members,
considering them as an extension of their families. The majority of a Filipino worker's
ethical decisions are always founded on a familial tie. Sometimes it is not a matter of
choice but of a responsibility towards the other. Filipino virtue ethics are founded on two
fundamental principles in Filipino culture: loob, which translates as "relational will," and
kapwa, which translates as "along with the person." These qualities serve as the
foundation for a unique set of virtues (kagandahang-loob, utang na loob, pakikiramdam,
hiya, lakas ng loob/bahala na) that stress the "protection and enrichment of human
connections." Reyes (2015) defines Kagandahang-loob or shared humanity as a Filipino
value that connects personal and societal values (Kalaw, 2015). It inspires one to act
with compassion toward the other. It allows the individual to offer more of themselves,
which may be seen as a display of generosity and kindness (Kalaw, 2015). Employees'
kabutihang-loob, particularly supervisors', can inspire a moral climate, prompting the
practice of ethical culture in the firm. Kabutihang-loob, or shared humanity, is a Filipino
value that connects personal and societal worth (Kalaw, 2015). It allows a person to act
genuinely or to give more of oneself to the other (Kalaw, 2015).
 While it is true that the collective influences an individual, I believe that the
individual must also strive to be good to be able to influence the collective as well. I
think it is equally important as well to share your experiences and let the people around
participate in your ethical journey. Consider who could be able to support you when it
comes to moral decisions. Build connections with people whose values are similar to
yours and whom you can ask for ethics-related advice. This way developing a more
ethical you, can turn into developing more ethical us.
REFERENCE
Kalaw, K. J. (2015). “Home for Good:” The Experience of Return Among Overseas Male
Filipino Workers (OMFW). Miami University.

Reyes, J. (2015). Loób and Kapwa : An Introduction to a Filipino Virtue Ethics. Asian
Philosophy, 25(2), 148–171. https://doi.org/10.1080/09552367.2015.1043173