Ethics and Values of the GA Department of Human Resources, Division of Developmental Disabilities

Janice Johnson

LDR 520 – Organizational Ethics

Instructor: Dr. Bahaudin Mujtaba

4/28/04

University of Phoenix

Ethics and Values 1

Ethics and Values of the GA Department of Human Resources, Division of

Developmental Disabilities

The Georgia Department of Human Resources serves people of varying ages,

ranging from adolescents to the geriatric, and those individuals with the most severe

problems. This department is the contact point for those individuals in need of treatment

for mental illness, addictive diseases, or substance abuse. Georgia is the home of seven

regional hospitals, twenty-five community service boards, and numerous private providers. Not only does the department treat these individuals, but also they are screened for admission to state hospitals, and are given follow-up care upon discharge (Division of Mental Health, Developmental Disabilities and Addictive Diseases, 2004). Various different community-based services are available that promote the recovery for individuals afflicted with mental illness and addiction, and the development of independent living skills necessary for the integration process of living in the community. Respite services (when the caregiver needs a break), day services such as peer support and employment, and residential and crisis services are just a few of the services provided by the department (Georgia.gov, 2004). To work for the State of GA, one must possess a strong code of ethics within oneself. The State of GA hold high standards for its employees, and adhering to the code of ethics can mean the difference between having a job, and not having one.

Ethics and Values 2

Governor Sonny Perdue has set forth a code of ethics to which all executive branch officers and employees must adhere, and not stray away from. The Executive Order by the Governor reads as follows:
ESTABLISHING A CODE OF ETHICS FOR EXECUTIVE BRANCH OFFICERS AND EMPLOYEES

WHEREAS: in order to maintain the public trust, it is essential that the government function in a manner consistent with the highest ethical standards; and

WHEREAS: in carrying out their official duties and obligations, all officers and employees of state government must work solely for the public good, striving vigilantly to avoid even the appearance that their actions are motivated by private or personal interest; and

WHEREAS: it is in the best interests of the State of Georgia that consistent policies on ethics be applied to all executive officers and employees; and

WHEREAS: State employees should use their powers and resources to further the public interest and for any financial or other personal benefit, other than salaried compensation and employer-provided benefits;

WHEREAS: State employees must safeguard their ability to make objective, fair, and impartial decisions and therefore should not accept any benefits of any sort under circumstances in which it could be inferred by a reasonable observer that the benefit was intended to influence a pending or future decision or to reward a past decision; and

WHEREAS: State employees must avoid any conduct, whether in the context of business, financial, or social relationships, which might undermine the public trust, whether that conduct is unethical or lends itself to the appearance of ethical impropriety.

NOW, THEREFORE, BY THE POWER INVESTED IN ME AS GOVERNOR OF THE STATE OF GEORGIA, IT IS HEREBY ORDERED: That the Executive Order establishing an Ethics in Government Policy of January 29, 1999 is hereby RESCINDED and the following ethics policies are hereby adopted (Executive Order, 2004).

Ethics and Values 4
The Department of Human Resources also has a Diversity Plan that defines diversity and the strategies for managing and valuing diversity consistent with the Diversity Council Guidelines for Georgia (DHR Diversity Plan, 2003).
In order to achieve the plan, a work group consisting of representatives for each Division, was established. They found out that the diversity of the DHR workforce is rapidly changing, and will continue to do so in the future, even at a more rapid pace.
The workforce that will be available will be older, and consist of increasing numbers of women, immigrants, and minorities. The workforce will be better able to meet the challenges of the 21st century, with such a diverse workforce in tow. If every individual is respected and valued for his/her contributions made to the team, those employees are will contribute greatly to the mission of the DHR (DHR Diversity Plan, 20030. Diversity is defined as the differences in people that have been historically, or are currently, viewed as bases for differences in the manner in which people are treated, both inside and outside of the workforce. This definition acknowledges that the purpose of this plan is to affect change. The Diversity Plan is designed to ensure that all differences are fully respected, valued, and regarded as desirable , positive characteristics of the workforce (DHR Diversity Plan, 2003). The purpose of the diversity plan is to promote, integrate, implement, and evaluate a variety of diversity initiatives that better serve our employees. The practices that will allow the plan to live out is true meaning, are as follows:
• treating each individual employee with dignity and professional respect
• ensuring individual differences are managed in a positive manner for the benefit of the organization Ethics and Values 5

• communicating with each employee in a manner that facilitates inclusion and teamwork • developing staff at all levels to maximize their potential, productivity, promotional opportunities and satisfaction
• recognizing employees, as individuals and as team members, for exceptional performance • providing equal opportunity for development, recognition, promotion, incentive pay, mentoring, and other programs for enhancement of employee satisfaction and retention (DHR Diversity Plan, 2003)

Ethical conflicts do occur in the workplace, even with a diversity plan in place. They especially occur here, in my organization, with so many diverse cultures abound. If the plan is built, enforced, and monitored, it has a chance to be an effective tool. Keeping in mind the different cultures that make up the workforce, if each and every culture is represented and respected, conflicts should not be so prevalent. It would be behoove all organizations that desire a diversity plan to be put together, to actually do the research and follow-up on the project. Diversity is a good thing, and put into proper perspective, it can actually help a business to cope with ever changing times. Every employee that feels like he/she is an integral part of that company, will contribute to the best of their ability, and in turn, be a great asset for that company.

Ethics and Values 6 References

Georgia Department of Human Resources. (2003). DHR Diversity Plan. Retrieved on April 28, 2004 at the following URL: http://dhr.georgia.gov/vgn/images/portal/cit_1210/6544330DiversityPlan_1.pdf

Georgia Department of Human Resources. (2004). Division of Mental Health, Developmental Disabilities and Addictive Diseases. Retrieved on April 28, 2004 from the following URL: http://dhr.georgia.gov/00/article/0,2086,5696_6121101_11796676,00.html

Georgia Department of Human Resources. (2004). Division of Mental Health, Developmental Disabilities and Addictive Diseases. Retrieved on April 28, 2004 at the following URL: http://www2.state.ga.us/departments/dhr/mhmrsa/index.html

Georgia Department of Human Resources. (2004). THE STATE OF GEORGIA EXECUTIVE ORDER. Retrieved on April 28, 2004 at the following URL: http://www.oig.georgia.gov/00/article/0,2086,1586806_0_11791302,00.html