Service etiquette in the internal affairs bodies (OVD). Introduction. Professional ethics of employees of internal affairs bodies Code of ethics and official conduct of employees of the Ministry of Internal Affairs
Inactive
MINISTRY OF INTERNAL AFFAIRS OF THE RUSSIAN FEDERATION
ORDER
About approval of the Code of professional ethics of the employee of bodies of internal affairs of the Russian Federation
Revoked due to
order of the Ministry of Internal Affairs of Russia dated October 31, 2013 N 883
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1. Approve the attached Code of Professional Ethics for an employee of the internal affairs bodies of the Russian Federation.
2. Heads of departments of the central apparatus of the Ministry of Internal Affairs of Russia, heads of departments directly subordinate to the Ministry of Internal Affairs of Russia, heads of the main departments of the Ministry of Internal Affairs of Russia for federal districts, ministers of internal affairs, heads of main departments, departments of internal affairs in the constituent entities of the Russian Federation, departments of internal affairs in transport, departments and departments of internal affairs in closed administrative-territorial entities, at especially important and sensitive facilities, departments of logistics, educational, research and other institutions of the Ministry of Internal Affairs of Russia to ensure that subordinate personnel study the Code of Professional Ethics of an employee of the internal affairs bodies of the Russian Federation and observe it during their service.
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In addition to the GKVV of the Ministry of Internal Affairs of Russia.
4. I reserve control over the implementation of this order.
Minister
general of the army
R. Nurgaliev
Application. Code of professional ethics for an employee of the internal affairs bodies of the Russian Federation
Ministry of Internal Affairs of the Russian Federation,
proceeding from the priority tasks of protecting life and health, the rights and freedoms of man and citizen, maintaining public peace, law and order,
based on fundamental human and professional moral values, the requirements of civic and official duty,
embodying the expectations of society in relation to the moral character of the employee, which gives the right to respect, trust and support for the activities of the Russian police on the part of the people,
adopts the Code of Professional Ethics for an employee of the internal affairs bodies of the Russian Federation.
Chapter 1. Basic Provisions
Article 1. Purpose of the Code
1. The Code of Professional Ethics for an employee of the internal affairs bodies of the Russian Federation is a professional and moral guide addressed to the consciousness and conscience of an employee.
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Next is the Code.
2. The Code, as a set of professional and ethical standards, defines for an employee of the internal affairs bodies of the Russian Federation:
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Further - "employee of the internal affairs bodies" or "employee".
moral values, obligations and principles of service in the internal affairs bodies;
professional and ethical requirements for official and off-duty behavior, relationships in the service team;
professional and ethical standard of anti-corruption behavior.
3. This Code serves the purposes of:
establishing the moral and ethical foundations of official activities and professional behavior of an employee;
formation of unity of beliefs and views in the field of professional ethics and office etiquette, focused on the professional and ethical standard of behavior;
regulation of professional and ethical problems of relations between employees arising in the course of their joint activities;
education of a highly moral personality of an employee, corresponding to the norms and principles of universal and professional morality.
4. According to its functional purpose, the Code:
serves as a methodological basis for the formation of professional morality in the internal affairs bodies;
orients the employee in situations of conflict and ethical uncertainty and other circumstances of moral choice;
contributes to the development of the employee's need to comply with professional and ethical standards of conduct;
acts as a means of public control over the moral character and professional behavior of the employee.
5. The Code was developed on the basis of the provisions, requirements of the legislation of the Russian Federation, regulatory legal acts of the Ministry of Internal Affairs of the Russian Federation, taking into account the general principles of official behavior of civil servants.
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Next - "Ministry of Internal Affairs of Russia".
Approved by Decree of the President of the Russian Federation of August 12, 2002 N 885 as amended by Decree of the President of the Russian Federation of March 20, 2007 N 372 (Collected Legislation of the Russian Federation, 2002, N 33, Art. 3196; 2007, N 13, Art. 1531).
The norms and requirements of the Code are consistent with the provisions of the Code officials law enforcement and the European Code of Police Ethics.
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Adopted by Resolution 34/169 at the 106th plenary meeting of the General Assembly of the United Nations on 17 December 1979.
Adopted by the Committee of Ministers of the Council of Europe on 19 September 2001.
6. Strict observance of the principles and norms of the Code is an important factor in the quality performance of operational and service tasks, a necessary condition for public trust and support for the activities of internal affairs bodies.
Article 2. Scope of the Code
1. Compliance with the principles, norms and rules of conduct established by the Code is the moral duty of every employee of the internal affairs bodies, regardless of their position and special rank.
2. Knowledge and implementation by an employee of the provisions of the Code is a mandatory criterion for assessing the quality of his professional activities, as well as the compliance of his moral character with the requirements established by the Ministry of Internal Affairs of Russia.
3. A citizen of the Russian Federation serving in the internal affairs bodies or entering the service has the right, having studied the content of the Code, to accept its provisions for himself or refuse to serve in the internal affairs bodies.
Article 3. Responsibility for violation of the principles and norms of the Code
1. For violation of the professional and ethical principles and norms established by the Code, the employee bears moral responsibility to society, the service team and his conscience.
2. Along with moral responsibility, an employee who has committed a violation of professional and ethical principles, norms and committed an offense or disciplinary offense in connection with this shall bear disciplinary responsibility.
3. Violations by an employee of the professional and ethical principles and norms provided for by this Code are considered in the prescribed manner:
on the general meetings junior, middle and senior commanding staff;
at meetings of commissions of bodies, divisions, institutions of the system of the Ministry of Internal Affairs of Russia on official discipline and professional ethics.
4. Based on the results of consideration of the issue of violation of professional and ethical principles and norms, an employee may be issued a public warning or public censure.
Chapter 2. Moral foundations of service in the internal affairs bodies
Article 4. Civic duty and moral values of service in the internal affairs bodies
1. Every citizen of the Russian Federation who joins the ranks of employees of the internal affairs bodies devotes his life to the fulfillment of the Duty of selfless service to the Fatherland and the defense of noble social ideals: freedom, democracy, the triumph of law and order.
2. The highest moral meaning of the official activity of an employee is the protection of a person, his life and health, honor and personal dignity, inalienable rights and freedoms.
3. An employee of the internal affairs bodies, realizing personal responsibility for the historical fate of the Fatherland, considers it his duty to protect and increase the fundamental moral values:
citizenship - as devotion to the Russian Federation, awareness of the unity of rights, freedoms and duties of a person and a citizen;
statehood - as a statement of the idea of a legal, democratic, strong, indivisible Russian state;
patriotism - as a deep and sublime feeling of love for the Motherland, loyalty to the Oath of an employee of the internal affairs bodies of the Russian Federation, the chosen profession and official duty.
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Approved by the Decree of the Supreme Council of the Russian Federation of December 23, 1992 N 4202-1 (Bulletin of the Congress of People's Deputies of the Russian Federation and the Supreme Council of the Russian Federation, 1993, N 2, Art. 70; Collection of Acts of the President and Government of the Russian Federation, 1993, N 52, 5086; Collection of Legislation of the Russian Federation, 1998, No. 30, Art. 3613; 1999, No. 29, Art. 3698; 2001, No. 1 (Part I), Art. .5030; 2002, N 27, article 2620; N 30, article 3033; 2004, N 35, article 3607; 2005, N 14, article 1212; 2007, N 10, article 1151; N 49, article .6072).
4. Moral values form the basis of the morale of the employee, embodying the awareness of involvement in the noble cause of protecting law and order, the heroic history of the internal affairs bodies, the victories, achievements, and successes of previous generations.
Article 5. Professional duty, honor and dignity of an employee of the internal affairs bodies
1. Professional duty, honor and dignity are the main moral guidelines on the career path of a defender of law and order and, along with conscience, constitute the moral core of the personality of an employee of the internal affairs bodies.
2. The employee's duty consists in the unconditional fulfillment of the obligations fixed by the Oath, laws and professional and ethical standards to ensure reliable protection of law and order, legality, and public safety.
3. The honor of an employee is expressed in a well-deserved reputation, good name, personal authority and is manifested in fidelity to civic and official duty, given word and accepted moral obligations.
4. Dignity is inextricably linked with duty and honor, representing the unity of moral spirit and high moral qualities, as well as respect for these qualities in oneself and other people.
5. The banner of the internal affairs body serves as a symbol of honor and dignity, valor and glory, reminding the employee of the sacred duty of devotion to Russia, loyalty to the Constitution of the Russian Federation and the laws of the Russian Federation.
6. Professional duty, honor and dignity are the most important criteria for the moral maturity of an employee and indicators of his readiness to perform operational tasks.
Article 6
1. The moral principles of the service embody the unconditional requirements of professional and public morality for the activities of the internal affairs bodies.
2. The official activity of an employee of the internal affairs bodies is carried out in accordance with the moral principles:
humanism, proclaiming a person, his life and health as the highest values, the protection of which is the meaning and moral content of law enforcement;
legality, which determines the recognition by the employee of the rule of law, as well as its obligatory execution in official activities;
objectivity, expressed in impartiality and lack of bias in making official decisions;
justice, meaning the correspondence of the measure of punishment to the nature and gravity of the misconduct or offense;
collectivism and comradeship, manifested in relationships based on friendship, mutual assistance and support;
loyalty, which provides for loyalty to the Russian Federation, the Ministry of Internal Affairs of Russia, respect and correctness for state and public institutions, civil servants;
neutrality in relation to political parties and movements, which implies the refusal of the employee to participate in their activities in any form;
tolerance, which consists in a respectful, tolerant attitude towards people, taking into account socio-historical, religious, ethnic traditions and customs.
3. An employee must not, under any circumstances, change the moral principles of official activity that meet the requirements of the state and the expectations of society. Steady adherence to moral principles is a matter of honor and duty of an employee of the internal affairs bodies.
Article 7
1. An employee of the internal affairs bodies, guided by the requirements of the Oath, official duty, professional honor and dignity, assumes the following moral obligations:
recognize the priority of state and official interests over personal ones in their activities;
serve as an example of strict and precise compliance with the requirements of laws and official discipline in professional activities and private life, remain honest and incorruptible, devoted to the interests of the service under any circumstances;
be intolerant of any act that offends human dignity, causes pain and suffering, constitutes torture or other cruel, inhuman or degrading treatment or punishment;
to be courageous and fearless in the face of danger when suppressing offenses, eliminating the consequences of accidents and natural disasters, as well as in any situation that requires saving people's lives and health;
show firmness and intransigence in the fight against criminals, using only legal and highly moral means to achieve the set goals; in situations of moral choice, follow the ethical principle: a person is always a moral goal, but never a means;
be guided in professional activities and communication by the "golden rule" of morality: treat people, your comrades, colleagues the way you would like them to treat you;
preserve and increase the service traditions of the internal affairs bodies, including: courage and readiness for self-sacrifice, corporate solidarity, camaraderie and mutual assistance, respect and assistance to veterans, families of dead and injured employees.
2. The impeccable fulfillment of moral obligations ensures the moral right of an employee to public trust, respect, recognition and support of citizens.
Chapter 3. Professional and ethical rules of employee behavior
Article 8. General rules of conduct
1. The behavior of an employee must always and under any circumstances be impeccable, comply with high standards of professionalism and moral and ethical principles of a law enforcement officer. Nothing should discredit the business reputation and authority of the employee.
2. The norms of professional ethics prescribe to the employee:
behave with self-respect, benevolently and openly, attentively and attentively, causing respect of citizens for the internal affairs bodies and readiness to cooperate with them;
constantly control their behavior, feelings and emotions, not allowing personal likes or dislikes, hostility, bad mood or friendly feelings to influence official decisions, be able to foresee the consequences of their actions and actions;
treat citizens equally correctly, regardless of their official or social status, without showing subservience to socially successful people and disdain for people with a low social status;
show respect and attention to seniors by rank or age, always be the first to greet: the younger - the elder, the subordinate - the boss, the man - the woman;
adhere to a business style of behavior based on self-discipline and expressed in professional competence, commitment, accuracy, accuracy, attentiveness, the ability to value one's own and other people's time;
in behavior with colleagues to show simplicity and modesty, the ability to sincerely rejoice at the success of colleagues, to contribute to the successful completion of difficult assignments, to be intolerant of bragging and boasting, envy and hostility.
3. A male employee in relation to women should show nobility, special courtesy, attention and tact, be helpful and polite in the service and in everyday life.
4. It behooves an employee to be an exemplary family man, to establish in the family an atmosphere of friendliness, kindness, sincerity, trust, to take care of the upbringing of children, the formation of high moral qualities in them.
5. An employee driving a car or otherwise vehicle, follows:
strictly and accurately comply with the established rules for traffic safety and operation of transport as a means of increased danger;
be a model of compliance with traffic rules and driver courtesy;
take all measures to ensure traffic safety and reduce the risk when driving in an emergency situation due to business necessity.
6. The norms and rules of official etiquette require the employee to refrain from:
the use of drinks containing alcohol on the eve and during the performance of official duties;
organization of feasts in office premises dedicated to slingers, memorable dates, and participation in them;
the use of narcotic, narcotic and psychotropic substances and preparations, with the exception of cases of official medical prescription;
tobacco smoking in in public places, educational and other state institutions, during service, as well as on the go and on the move;
participation in gambling, visits to casinos and other gambling establishments;
promiscuity;
relationships and dubious connections with people who have a negative public reputation, a criminal past and present.
7. An employee must remember that immoral behavior, promiscuity and unscrupulousness in personal relationships, lack of self-discipline skills and licentiousness, talkativeness and lack of concentration cause irreparable damage to the reputation and authority of the internal affairs bodies.
Article 9
1. The rules of official conduct in the performance of operational tasks require the employee to:
work with full dedication during the entire working time, use the material and intangible resources at his disposal exclusively for official purposes;
use physical force, special means and firearms only when non-violent measures have proved to be ineffective or do not ensure the unconditional fulfillment of operational and service tasks;
strive to minimize moral harm during forceful detention, search, inspection, to prevent excessive harshness, mockery and bullying in relation to offenders (suspects);
show sensitivity and attention to victims and witnesses, especially to the elderly, women, children, people with physical disabilities, making their participation in the course of investigative actions as convenient as possible;
when conducting a search or seizure in a dwelling, not to allow a careless attitude to objects and personal belongings that are significant or valuable to citizens.
2. When unlawful acts are detected and suppressed, the employee must:
explain to the offender, if the situation allows, in a tactful and convincing manner, the reason for contacting him;
give orders authoritatively, briefly and clearly, excluding the possibility of erroneous or double understanding of them by the citizens whom they concern;
maintain self-control and dignity, control their emotional state, demonstrate confidence and calmness by their appearance and actions;
show emotional and psychological stability when provoking a conflict situation by offenders; not allowing himself to be drawn into the conflict, to take all possible measures to resolve and suppress it;
take all measures to establish psychological contact with eyewitnesses and witnesses, win them over, while remaining principled, resolute and authoritatively representing state power;
give explanations to the offender about the illegality of his actions without moralizing, benevolently, convincingly and clearly, with reference to the relevant requirements of regulatory legal acts;
refrain from harsh actions and harsh statements in relation to the offender in the presence of children, elderly people, trying not to injure their psyche.
3. When conducting a survey (interrogation), an employee should:
talk to the offender (suspect) in a calm manner, confidently and firmly, without exerting psychological pressure;
find the appropriate tone and the right words to shoot emotional stress to demonstrate to the suspect and the victim their impartiality;
to ensure a combination of activity and perseverance of the interrogator in obtaining truthful testimony with respect for the personality of the interrogated.
4. An employee of the internal affairs bodies performing operational tasks in special conditions emergencies caused by terrorist acts, natural disasters, catastrophes, epidemics, incidents and other extreme situations, you should:
show high moral and psychological stability, vigilance, activity, perseverance, perseverance in operational activities, maintain readiness for effective action in any situation;
observe and demand from others the maintenance of law and order, stop attempts of robbery, looting, theft of state property and personal property of citizens;
act confidently and coolly in conditions of panic, group disobedience to government officials, riots;
to be as precautionary, sensitive and emotionally restrained as possible in dealing with people, especially those affected as a result of emergency circumstances.
5. When performing control and verification functions during inspections, control checks, targeted visits to bodies, divisions, institutions of the system of the Ministry of Internal Affairs of Russia, the employee is prescribed:
adequately represent the apparatus of a higher internal affairs body, showing exactingness, firmness, adherence to principles, combined with correctness, modesty, respect for the dignity of colleagues;
fairly, objectively and competently assess the activities of the audited body of internal affairs, excluding the influence of preconceived opinions and judgments;
to refrain from feasts, unacceptable courtesies, excesses in everyday life, veiled bribes in the form of gifts or offerings offered during the inspection.
6. The following are unacceptable for an employee:
haste in making decisions, neglect of procedural and moral standards, use of means that do not meet the requirements of the law, moral principles and norms;
provocative actions related to incitement, inducement, inducement in direct or indirect form to commit offenses;
disclosure of facts and circumstances of private life that became known in the course of investigative actions;
selective approach in taking measures against violators of the law, traffic rules;
indifference, inactivity and passivity in the prevention and suppression of offenses.
7. Restriction by an employee of the rights and freedoms of citizens is permissible on the basis and in the manner prescribed by federal law. In situations related to the restriction of the rights and freedoms of a citizen, with the exception of actions in a state of emergency or necessary defense, the employee must explain to him the basis for such a restriction.
8. Extraordinary circumstances cannot justify violations of the law, torture or other cruel, inhuman or degrading treatment or punishment.
Article 10. Professional moral deformation and its prevention
1. The heads and employees of the internal affairs bodies must understand the essence of the phenomenon of professional moral deformation of the individual, imagine its danger and consequences.
2. Professional moral deformation is a negative change in the orientations and devaluation of moral values among some employees under the influence of the conditions and experience of professional activity, manifested in a distorted attitude towards duty and discrediting the moral character of a police officer.
3. Professional moral deformation is expressed in:
legal nihilism, meaning disdain for the requirements of the law;
substitution of the true idea of the moral meaning of official activity by an imaginary one;
supporting false corporate solidarity based on mutual responsibility;
a sense of infallibility and permissiveness, the desire to suppress the will of a person and submit to one's own;
painful suspicion and distrust of all people;
loss of sensitivity to human misfortune, indifference to grief;
systematic violation of professional and ethical standards of service in the internal affairs bodies;
indifference to the process and results of performance;
unscrupulousness in assessing violations of official discipline;
moral uncleanliness, following double moral standards;
individualism, selfishness, quarrelsomeness, pettiness, conflict, hostility and envy of the successes and achievements of colleagues;
the use of elements of the criminal subculture in official activities;
moral licentiousness, expressed in drunkenness, domestic decay, immoral acts.
4. The activity of managers in the prevention of professional moral deformation involves:
creation of a favorable moral and psychological climate in the team;
formation of an attitude towards conscious observance of professional and ethical principles and norms;
development of moral and psychological stability and business orientation of employees;
informing employees about the signs and consequences of negative personality changes in professional activities;
the development of professional immunity among employees to the negative effects of the criminal environment and criminal subculture;
educating employees of a high general and professional culture, aesthetic taste, the development of amateur art;
organization of outdoor activities with a partial or complete change in the socio-psychological background of communication.
Chapter 4
Article 11. Culture of speech
1. The culture of speech is an important indicator of the professionalism of a police officer and is manifested in his ability to competently, intelligibly and accurately convey thoughts.
2. The culture of speech obliges the employee to adhere to the following speech norms:
clarity, providing accessibility and ease of communication;
literacy based on the use of generally accepted rules of the Russian literary language;
pithiness, expressed in the thoughtfulness, meaningfulness and informativeness of the appeal;
logicality, which implies consistency, consistency and validity of the presentation of thoughts;
evidence, including the reliability and objectivity of information;
brevity, reflecting the brevity and clarity of speech;
relevance, meaning the necessity and importance of what was said in relation to a particular situation.
4. In the speech of an employee of the internal affairs bodies, the use of obscene language, foul language and expressions emphasizing a negative, contemptuous attitude towards people is excluded.
5. An employee who has studied criminal vocabulary for operational purposes should not use jargon and other elements of the criminal subculture in communication with colleagues and citizens.
6. In the case of official communication with citizens of various nationalities, the employee is recommended to use Russian as the state language of the Russian Federation.
Article 12
1. When communicating with people, an employee must be guided by the constitutional provision that every citizen has the right to privacy, personal and family secrets, protection of honor, dignity, and his good name.
2. The employee should:
start official communication with a greeting (putting a hand on a headdress, being in uniform), refraining from shaking hands; introduce yourself, giving your position, special rank, surname, briefly state the purpose and reason for the appeal, at the request of a citizen, present an official certificate;
state your comments and demands in a correct and convincing manner; if necessary, calmly, without irritation, repeat and explain the meaning of what was said;
listen to the explanations or questions of a citizen carefully, without interrupting the speaker, showing goodwill and respect for the interlocutor;
respectfully treat the elderly, veterans, the disabled, provide them with the necessary assistance;
be considerate and considerate to women and children.
3. When establishing the identity of a citizen or verification of documents related to the performance of official duties, an employee must:
ask in a tactful and polite manner to present the required documents;
invite the owner of the documents to remove foreign objects from them, if any;
check the documents quickly and carefully, if a more thorough check is necessary, explain to the citizen the reason for it, the timing and methods of conducting it;
thank the citizen for cooperating with the police at the end of the check and return of the documents.
4. When communicating with citizens, an employee must exercise restraint and be ready to:
to inadequate behavior on their part, including the manifestation of aggression and resistance;
to provide them with the necessary medical care;
to send people in need to a medical institution.
5. When communicating with citizens on the part of an employee, the following is unacceptable:
any kind of statements and actions of a discriminatory nature based on sex, age, race, nationality, language, citizenship, social, property or marital status, political or religious preferences;
arrogant tone, rudeness, arrogance, incorrectness of remarks, presentation of unlawful, undeserved accusations;
threats, offensive language or remarks;
disputes, discussions and actions that interfere with normal communication or provoke illegal behavior;
causeless, unreasonable checks of passports, migration cards and other documents.
6. The employee is advised not to take personally offensive and unfair remarks, inappropriate witticisms, ridicule expressed on the streets and in public places, not to be drawn into a conflict situation or scandal.
7. When using the phone, the employee should speak quietly and concisely, without creating inconvenience to others; turn off the mobile phone before the start of the business meeting; refrain from talking on the phone while in public transport.
Article 13
1. An employee of the internal affairs bodies must remember that every citizen who applied to the police, as a rule, encountered a nuisance or misfortune. The mood of the person and his opinion about the employee and the work of the police as a whole depend on how the employee meets and listens to the visitor, what kind of help he will provide.
2. When receiving visitors from the internal affairs bodies, the employee is recommended:
respond to the greeting of the visitor who entered the office, invite him to sit down;
show attentiveness, tact, goodwill, desire to help the visitor;
listen to the visitor's statement and understand the essence of the stated problem, ask clarifying questions in the correct form;
explain, if necessary, the requirements of the current legislation on the issue under consideration;
make a decision on the merits of the visitor's appeal;
inform the visitor about the procedure and terms for considering the appeal, as well as appealing the decision.
3. In case of conflict behavior on the part of the visitor, the employee must take measures in order to relieve the emotional stress of the citizen, and then calmly explain to him the procedure for resolving the issue.
4. An employee must not:
make the visitor wait unreasonably long for an appointment;
interrupt a visitor in a rude manner;
show irritation and discontent towards the visitor;
talk on the phone, ignoring the presence of the visitor.
Article 14. Peculiarities of communication with foreign citizens
1. The professionally competent behavior of an employee when communicating with foreign citizens helps to strengthen the international authority of the internal affairs bodies of the Russian Federation.
2. An employee must take into account that, while in our country, foreign citizens:
treat the employee as a representative of the authorities state power;
do not speak or have a poor command of the Russian language, which makes it difficult for the employee to correctly understand the appeals on their part;
not fully informed about the rules of conduct in public places;
represent a different culture and may not clearly understand local customs and traditions.
3. In dealing with foreign citizens, the employee must show patience, restraint, correctness and courtesy, readiness to provide assistance, if necessary, explain the rules of conduct on the territory of the Russian Federation.
4. In case of a minor violation of public order by a foreign citizen, the employee should limit himself to explaining and warning about the inadmissibility of such actions.
Chapter 5
Article 15
1. The manager and employees are obliged to maintain a favorable moral and psychological climate in the service team, expressed in a positive emotional and moral state, high morale of employees, their attitude to moral values and the degree of motivational readiness to perform operational and service tasks.
2. A favorable moral and psychological climate in the service team is characterized by:
correct understanding by employees of the goals of the activities of the internal affairs bodies and their unit;
the ability and willingness to work together to achieve the goals;
the degree of comfort of work, the social well-being of the team;
the level of development of relationships based on honesty and integrity, combined with comradely mutual assistance and respect;
positive service traditions that unite the team.
3. In order to maintain a favorable moral and psychological climate in the team, the employee should:
promote the establishment of business, friendly relationships in the team;
maintain an atmosphere of mutual exactingness and intolerance to violations of official discipline and the rule of law;
observe subordination, be executive, unquestioningly carry out orders and instructions, showing reasonable initiative, accurately and timely report to the management on their execution;
to have moral and psychological stability, self-restraint, to be responsible for one's actions and words;
provide all possible assistance to the leadership in mobilizing the personnel of the unit for the performance of operational and service tasks;
to take an active part in the work of public formations of employees, critically and fairly evaluating the misconduct of colleagues.
4. For an employee, actions that can harm the moral and psychological climate in the team are unacceptable, including:
discussion of orders, decisions and actions of senior commanders, implemented within their powers;
dissemination of rumors, gossip and other unverified information of a dubious nature;
biased and biased attitude towards colleagues;
fawning over superiors;
claims for special treatment and undeserved privileges;
promises, the fulfillment of which is in doubt;
manifestations of flattery, hypocrisy, importunity, lies and cunning;
exaggeration of their importance and professional capabilities.
Article 16. Professional and ethical requirements for the manager
1. The head of the internal affairs body must:
be an example of strict observance of the principles and norms of the Code;
remember the traditions, honor and duty of the Russian officers, the bearer and successor of which he is;
consider personal responsibility for the unconditional fulfillment of operational and service tasks, training and education of subordinates as their main privilege.
2. The status of the position occupied by the leader must be supported by his personal authority.
3. The true authority of a leader is created by his impeccable reputation, professional competence, service experience, exactingness and integrity, combined with a humane and respectful attitude towards subordinates.
4. The culture of professional behavior of a leader is determined by the degree of development of his intellect, the breadth of erudition, the breadth of interests, the level of education and upbringing.
5. The positive moral character of the leader is based on professional and moral qualities: honesty, decency, self-criticism, exactingness, goodwill, commitment, responsibility, adherence to principles, justice.
6. The requirements of professional ethics oblige the head:
observe the rights and freedoms of the employee as a person and citizen;
treat the employee as an individual, recognizing his right to have his own professional judgment;
show high demands, adherence to principles, combined with respect for personal dignity;
establish a fair, uniform workload for personnel;
help employees in word and deed, provide moral and psychological assistance and support, delve into requests and needs;
to use fully psychological and pedagogical approaches and methods in educational work with personnel;
inform the personnel about the emerging moral and psychological situation in the unit;
regulate relationships in the service team on the basis of the principles and norms of professional ethics;
to stop intrigues, rumors, gossip, manifestations of dishonesty, meanness, hypocrisy in the service team;
consider without delay the facts of violation of the norms and principles of professional ethics and take objective decisions on them;
make impartial, fair and objective decisions on social and domestic problems and issues of encouraging personnel;
organize the development and implementation of a set of measures to prevent conflicts;
address subordinates, calling them by a special rank and surname, or only by a special rank, adding in the latter case before the special rank the word "comrade", or by name and patronymic, and only with "you";
monitor compliance by employees with etiquette standards in the design and content office space;
remain modest in needs and requests, both at work and at home.
7. If a subordinate finds himself in a difficult life situation, his boss is called upon to provide all possible assistance and support.
8. The leader has no moral right:
shift their responsibility to subordinates;
use the official position of the head for personal interests;
show formalism, arrogance, arrogance, rudeness, use physical assault in relation to subordinates;
create conditions for whistleblowing and denunciation in the team;
discuss with subordinates the actions of superiors;
borrow money from subordinate employees, accept gifts, using their dependent official position.
Article 17
1. Personal relations between employees outside the framework of official subordination are informal.
2. Personal relationships should not be the basis for promotion of an employee, his encouragement or punishment, resolving personnel, social issues.
3. Colleagues in the service should respectfully and attentively treat women employees working in a team, who, in turn, should not abuse their advantages.
4. Gross violations of professional and ethical principles and norms in the field of informal relations between employees include:
the use of friendly or family ties between a superior and a subordinate in order to resolve official issues in personal selfish interests;
establishment of relations of mutual responsibility and protectionism on a national basis and on the basis of community;
discrimination of employees on the basis of sex (gender), as a result of which preference is unreasonably given to one sex over another;
sexual harassment, coercion to have an intimate relationship, especially expressed in aggressive, offensive behavior that degrades the dignity of a woman or a man, and is accompanied by physical violence, psychological pressure, blackmail, threats;
demonstration of commitment to moral anti-values, such as the cult of money, power, strength; cynicism, vulgarity, depravity.
5. In order to prevent the negative impact of informal relations on the situation in the work team, the manager must:
monitor compliance by employees with professional and ethical restrictions and prohibitions, equally applicable to both men and women serving in the internal affairs bodies;
ensure the activities of employees in strict accordance with their job purpose;
to exclude familiarity and familiarity in communication with subordinates, to prevent the influence of informal relations on official decisions.
Chapter 6
Article 18. Appearance and dress code
1. A decent appearance of an employee ensures the moral right to self-respect, helps to strengthen the confidence of citizens in the internal affairs bodies, and influences the behavior and actions of people.
2. An employee of the internal affairs bodies should:
wear uniform according to established requirements, clean and tidy, well fitted and pressed;
maintain an exemplary appearance that commands respect from colleagues and citizens;
wear on holidays on uniforms state and departmental orders, medals and insignia, and in everyday situations - order strips;
demonstrate combat bearing, keep straight, with deployed shoulders, do not slouch, walk with a firm, energetic step;
adhere to a healthy lifestyle, observe the rules of personal and public hygiene.
3. Employees in uniform at a meeting greet each other in accordance with the requirements of the Combat Charter of the Armed Forces of the Russian Federation.
4. In the case of performing official duties in civilian clothes, it is allowed to wear a suit (dress) and shoes of a strict business style, of a soft color, emphasizing the accuracy and neatness of the employee.
5. An employee in uniform is not recommended to: visit markets, shops, restaurants, casinos and other shopping facilities and entertainment establishments, if this is not related to the performance of official duties, as well as carry bags, packages, boxes and other household items.
6. A male employee should always be neatly trimmed, carefully shaved, neatly and tastefully dressed, and may use perfumes sparingly.
9. An employee should not get tattoos, wear piercings, mix uniforms and civilian clothes, keep his hands in his pockets, walk in uncleaned and worn-out shoes, as well as in uniforms that have lost their proper appearance.
10. Wearing insignia, distinctions, honorary titles, uniforms by an employee public associations having a similar name or external resemblance to state awards and titles is unacceptable.
Article 19
1. An official certificate is a document confirming that an employee belongs to state authorities, his service in the internal affairs bodies.
2. The loss of an official certificate is a gross violation of not only official discipline, but also the norms of professional ethics. The loss of an official certificate due to negligence, its use for personal mercenary purposes, entails, in addition to being held accountable in the prescribed manner, public censure.
3. The employee considers unacceptable for himself:
transfer the service certificate to other persons, leave it as a pledge or for storage;
use (show) an official ID in interests not related to the performance of official tasks;
carry an official ID in purses, handbags and other places that do not ensure its safety.
Article 20
1. Official information is provided by an employee of the internal affairs bodies within the framework of official competence only upon official requests in the prescribed manner with the permission of the management.
2. When working with official information, an employee of the internal affairs bodies should:
exercise vigilance and punctuality in accordance with the requirements and norms of professional ethics;
treat with understanding the work of representatives of the media, with the permission of the management to assist them in the prescribed manner;
refrain from public statements, judgments and assessments regarding the activities of state bodies, their leaders.
3. An employee of the internal affairs bodies is not entitled to:
use for personal purposes information resources at the disposal of the internal affairs bodies;
disclose confidential and other information that has become known to him in his service;
be interested in the content of official information about the work of colleagues, if this is not included in the scope of his duties.
Article 21
1. The design and maintenance of office premises must comply with the rules and norms of aesthetic culture, ensure the maintenance of a favorable moral and psychological climate in the service team, comfortable conditions for working and receiving visitors.
2. The color scheme of the interior of office premises should be designed in soft, calm colors. Service documentation, posters and other images are displayed on stands or within frames.
3. The employee must maintain internal order and cleanliness in the workplace. The atmosphere of the office should be formal and strict, at the same time cozy, making a favorable impression on colleagues and visitors and conducive to confidence.
4. An employee should not hang posters, calendars, leaflets and other images or texts of cynical, low-grade content in his office, litter workplace papers and foreign objects.
5. An employee is not recommended to defiantly exhibit at the workplace:
objects of worship, antiques, antiques, luxury;
gifts, souvenirs, expensive writing instruments and other items made of expensive wood, precious stones and metals;
crockery, cutlery, tea accessories.
6. When placing certificates, thanks, diplomas and other evidence of personal merits and achievements of an employee in the office, it is recommended to observe modesty and a sense of proportion.
Chapter 7. Professional and ethical standard of anti-corruption behavior of an employee
Article 22. Corruption-dangerous behavior and its prevention
1. Corruption-hazardous behavior in relation to this Code is such an action or inaction of an employee that, in a situation of conflict of interest, creates prerequisites and conditions for him to obtain selfish benefits and (or) advantages both for himself and for other persons, organizations, institutions whose interests are directly or indirectly defended by an employee who illegally uses his official position.
2. Any situation in official activity that creates the possibility of violating the norms, restrictions and prohibitions established for an employee by the legislation of the Russian Federation is dangerous for corruption.
3. An employee, regardless of his official position, should take anti-corruption protection measures, which consist in preventing and resolutely overcoming corruption-threatening situations and their consequences.
4. Moral duty requires the employee to immediately report to the immediate superior on all cases of appeal to him by any persons in order to induce him to commit corruption offenses.
5. The need to develop the skills of anti-corruption behavior in an employee provides for the conscious imposition of moral obligations, restrictions and prohibitions.
6. The moral obligations of an employee of the internal affairs bodies do not allow him:
engage in entrepreneurial activities, be personally, as well as through affiliated persons, in any commercial organization;
build relationships of personal interest with persons engaged in entrepreneurial activities;
to provide patronage, to provide support to the subjects entrepreneurial activity in personal, selfish interests;
provide services that provide for monetary or other compensation, except as otherwise provided by applicable law;
create conditions for obtaining improper benefits, using their official position;
show interest and (or) intervene in disputes of individuals, business entities outside the framework established by law;
apply to colleagues with unlawful requests that violate the established procedure for preliminary investigation, inquiry, administrative proceedings, consideration of complaints and statements that can influence an official decision.
7. Moral cleanliness, incorruptibility of an employee, his devotion to the interests of the service, fidelity to official duty form the basis of the professional and ethical standard of anti-corruption behavior.
Article 23
1. The corruptly dangerous behavior of the leader is a malicious type of immoral behavior that discredits the internal affairs bodies.
2. Types of corruptly dangerous behavior of a leader are: protectionism, favoritism, nepotism (nepotism), as well as abuse of official position.
2.1. Protectionism is a system of patronage, career advancement, providing advantages on the grounds of kinship, community, personal devotion, friendly relations in order to obtain selfish benefits.
2.2. Favoritism is expressed in defiantly approaching one's favorites; ostentatious delegation of certain powers that do not correspond to the status; their undeserved promotion and promotion, rewarding; unjustified granting them access to tangible and intangible resources.
2.3. Nepotism (nepotism) is the moral patronage of the leader to his relatives and close people, in which promotion and appointment to positions in the internal affairs bodies are made on the basis of religious, caste, tribal affiliation, as well as personal devotion to the leader.
2.4. Abuse of power (official position) by an employee of the internal affairs bodies is the deliberate use of their official powers and advantages contrary to the interests of the call of duty, based on selfish self-interest.
3. Protectionism, favoritism, nepotism in the selection, placement, training, education of personnel, as well as other abuse of power (official position) on the part of the leader, are incompatible with the principles and norms of professional ethics.
4. Prevention of corruptly dangerous behavior of the head consists in:
deep and comprehensive study of the moral, psychological and business qualities of candidates for appointment to positions of leadership, taking into account their compliance with professional and ethical rules and standards at their former place of service;
studying with the leaders of all levels the moral foundations of service in the internal affairs bodies, professional and ethical rules and norms, developing their skills of anti-corruption behavior;
educating managers of personal responsibility for the state of service discipline, legality and anti-corruption protection of subordinate personnel;
prevention and timely resolution of situations of ethical conflicts, ethical uncertainty caused by double moral standards or ambiguity in the interpretation of orders, instructions.
Article 24. Ethical conflict and ethical uncertainty
1. An ethical conflict is a situation in which a contradiction arises between the norms of professional ethics and the circumstances that have developed in the course of official activity.
2. Ethical uncertainty arises when an employee cannot determine the degree of compliance of his behavior with the principles and norms of professional ethics.
3. An employee of the internal affairs bodies in the course of performing his official duties may find himself in a situation of ethical conflict or ethical uncertainty caused by:
temptation by any means to achieve the goal associated with selfish interests;
relations of a personal (family, domestic) nature that affect the results of official activity;
influence on an employee by other persons for selfish purposes through rumors, intrigues, blackmail and other forms of moral and physical pressure;
requests (requirements) of other persons aimed at ensuring that the employee acts in violation of his official duties.
4. In a situation of ethical conflict or ethical uncertainty, an employee is required to:
behave with dignity, act in strict accordance with one's own official duties, principles and norms of professional ethics;
avoid situations that provoke harm to his business reputation, the authority of the internal affairs bodies;
report on the circumstances of the conflict (uncertainty) to the immediate superior or, with his permission, contact the higher management;
apply to the Commission on Service Discipline and Professional Ethics if the manager cannot resolve the problem or is himself involved in a situation of ethical conflict or ethical uncertainty.
Article 25. Conflict of interest and its prevention
1. The professional and ethical content of the conflict of interest consists in the contradiction between official duty and personal selfish interest, which can cause moral harm to the high rank of an employee.
2. The personal selfish interest of an employee is recognized as the possibility of obtaining any form of benefit for him or other persons with whom he is connected by official or informal relations.
3. To prevent conflict, the norms of professional ethics prescribe to the employee:
report to the immediate superior about the conflict of interest that has arisen or about the threat of its occurrence;
stop questionable, compromising interpersonal relationships;
refuse possible improper benefit that caused the conflict of interest;
counteract corruption and expose corrupt officials of any level;
take measures to overcome the negative consequences of a conflict of interest.
4. An employee’s evasion from the obligation to provide information about income, property and property-related obligations, as well as his dishonesty, are essential condition the occurrence of a conflict of interest.
Article 26. Attitude towards improper benefit
1. An improper benefit of an employee of the internal affairs bodies is considered to be the receipt by him, as a result of corrupt actions, of funds, material or non-material benefits, advantages not provided for by the current legislation.
2. The basis for obtaining improper benefits is the employee's selfish motivation aimed at illegal personal enrichment or creating conditions for such.
3. In the event of an offer of an improper benefit, the employee should refuse it, report to the immediate superior in writing about the facts and circumstances of its offer, and in the future avoid any contacts directly or indirectly related to the improper benefit.
4. In the event that material resources that bring improper benefits cannot be either rejected or returned, the employee must take all measures to turn it into state revenue.
Article 27. Attitude towards gifts and other signs of attention
1. Receipt or delivery of gifts, rewards, prizes by employees, as well as the provision of various honors, services (hereinafter referred to as gifts), except as otherwise provided by law, may create situations of ethical uncertainty, contribute to a conflict of interest.
2. By accepting or giving a gift, the value of which exceeds the limit established by the current legislation of the Russian Federation, the employee falls into real or imaginary dependence on the giver (recipient), which is contrary to the norms of the professional and ethical standard of anti-corruption behavior.
3. Generally accepted hospitality on the grounds of kinship, community, friendly relations and gifts received (given) in connection with this should not create a conflict of interest.
4. An employee may accept or give gifts if:
this is part of an official protocol event and takes place publicly, openly;
the situation does not raise doubts about honesty and disinterestedness;
the value of accepted (delivered) gifts does not exceed the limit established by the current legislation of the Russian Federation.
5. Receiving or giving gifts in connection with the performance of official duties is possible if this is an official recognition of the personal achievements of an employee in the service.
6. An employee of the internal affairs bodies should not:
create prerequisites for the emergence of a situation of a provocative nature to receive a gift;
accept gifts for yourself, your family, relatives, as well as for persons or organizations with which the employee has or had a relationship, if this may affect his impartiality;
transfer gifts to other persons, if this is not related to the performance of his official duties;
act as an intermediary in the transfer of gifts for personal selfish interests.
Article 28. Protection of the interests of an employee
1. An employee of the internal affairs bodies, conscientiously fulfilling his official duties, may be subject to threats, blackmail, insults and slander aimed at disrupting operational tasks.
2. Protecting an employee from unlawful actions of a discrediting nature is the moral duty of the leadership of the Ministry of Internal Affairs of Russia.
3. The head of the body, subdivision, institution of the system of the Ministry of Internal Affairs of Russia must support and protect the employee in the event of his unfounded accusation.
4. An employee in the event of a false accusation of corruption or other illegal actions has the right to refute these accusations, including in court.
An employee who violates the principles and norms of professional ethics loses his good name and honor, discredits his unit and internal affairs bodies, and is deprived of the moral right to respect, support and trust from citizens, colleagues and colleagues.
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The concept of office etiquette, its main features, the structure of office etiquette. Rules for communication of employees of internal affairs bodies with various categories of citizens. Etiquette of the leader and subordinate. Code of professional ethics of the employee.
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Ministry of Internal Affairs of the Russian Federation
Federal state state educational
institution of higher professional education
"Legal Institute of the Ministry of Internal Affairs of Russia"
Faculty of distance learning
Department of Humanities and Social Disciplines
Test
in the subject "Professional ethics and office etiquette"
Topic: " Service etiquette in the police department"
Plan
1. The concept of office etiquette in the police department, its main features. Structure of office etiquette
2. Etiquette rules for communication of police officers with various
3. Etiquette of the head and subordinate in the Department of Internal Affairs
4. Code of professional ethics for an employee of the internal affairs bodies of the Russian Federation on the culture of speech and appearance of police officers
Bibliography
1. The concept of office etiquette in the police department, its main features. Structure of office etiquette
Service ethics is the broadest concept in the field of professional ethics. Service ethics is understood as a set of the most general norms, rules and principles of human behavior in the sphere of his professional, production and official activities. These rules must be observed by every person who has begun to work. The number of these rules is small. The vast majority of them are formulated in the limiting general view, in order to be detailed in relation to specific activities.
Requirements work ethics.
Discipline. The concretization of this concept occurs depending on the specifics and content of labor. For example, in animal husbandry, the concept of discipline will be determined by the life cycles of those animals that are cared for.
Saving material resources provided to the employee for the implementation production activities. These resources can be very different. The need to replenish lost resources is a heavy burden on profits and production costs, hence the requirement to minimize losses. This norm includes the conservation of heat, buildings, equipment, materials, etc.
Correctness interpersonal relationships. Man in his sphere labor activity should behave in such a way that there are as few interpersonal conflicts as possible, and that other people are comfortable working next to him in direct and indirect interpersonal contact.
All these requirements are divided into two subgroups. The first subgroup: includes requirements in interpersonal contacts horizontally (subordinate-subordinate, leader-manager). The second subgroup: includes requirements in interpersonal contacts along the vertical (subordinate - leader). Here the main requirement for a subordinate is the recognition of the very right of the leader to give orders, which includes functional duties assumed by a person under an employment contract.
The subordinate must, based on these duties, build his behavior accordingly, and not use various forms evasion of orders. Evasion can be open, public, with certain conditions imposed on the leader. It can be hidden, take on the character of a secret (with the help of facial expressions, gestures, individual words) provoking the leader to open actions against a subordinate. In these situations, the subordinate may often appear to the environment as the suffering side, and the leader's reaction to him may be inadequate. One of the reasons for such behavior of subordinates may be the desire to acquire a certain social capital, to look persecuted, to acquire the status of an informal leader, to achieve some kind of benefits for themselves, etc.
The norms of professional morality of police officers in comparison with the norms of ordinary morality have a number of features. Let's highlight the main ones:
a) the norms of professional morality of police officers are of an institutional-extra-institutional nature. This means that a number of norms of professional morality of police officers are enshrined in the current international and domestic legislation, and another number of norms exist as unwritten rules. interpersonal communication and professional activities of police officers;
b) the norms of professional morality of police officers provide for the possibility of using physical force, special equipment and firearms in cases stipulated by law;
c) compliance with the norms of professional morality is strictly controlled by the security services, public opinion and the media.
2. Etiquette rules for communication of police officers with variousacategories of citizens
Features of professional communication with citizens stem from the tasks assigned to police officers who are obliged to ensure the safety of the individual; prevent and suppress crimes and administrative offenses; detect and solve crimes; to protect public order and ensure public safety; protect private, state, municipal and other forms of ownership; provide assistance to individuals and legal entities in protecting their rights and legitimate interests within the limits established by the Law of the Federal Law "On Police".
Efficiency in fulfilling the assigned tasks largely depends on the knowledge by the police officers of the specifics of professional communication, the ability to establish business contacts and the correct behavior in conflict situations.
The specifics of professional communication of police officers include a number of features that are important for the relationship of an police officer with citizens.
One of these features is based on the principle of law enforcement agencies - strict observance of the rule of law and consists in the fact that employees on the path of establishing contacts with citizens can only act within their powers, in a manner strictly established by law.
Another important feature of the relationship between police officers and citizens is that the activities to ensure order are often associated with the use of coercive measures and restrictions on individual rights, which causes a whole range of contradictions in public and individual consciousness.
In these cases, such relationships can develop into conflict and are characterized by increased nervous tension and the predominance of negative emotions that can change a person's behavior.
Another feature can be called the fact that police officers, interacting with citizens on duty" and often feeling hidden (and sometimes open) opposition on their part, do not have the right to refuse such communication.
Being a citizen of the Russian Federation, an internal affairs officer has equal general civil rights and freedoms, including freedom of conscience, religion, freedom of thought and speech Art. their personal interests to the public, while controlling their feelings and emotions. He should not show his views, likes or dislikes towards a citizen, since "the duty of honor of an employee of the internal affairs bodies is to be an example in ... respect and protection of the individual, human dignity of a citizen, regardless of his origin, nationality, social religious or worldview beliefs. .. " §1 of the Code of ordinary and commanding staff of the internal affairs bodies of the Russian Federation.
The Code of Honor states that an employee of the internal affairs bodies must "be able to respect the rights of those who stumbled or committed a crime with malicious intent. Do not lose self-control and dignity during the forced and lawful use of physical force and special means when negotiations or persuasion turned out to be ineffective" .
Professional communication of police officers with citizens is also characterized by the specificity of the reasons for the entry of police officers into communication with citizens and lies in the fact that in most cases the reason for entering into such communication is a committed or impending crime, offense, antisocial behavior. Consequently, the circle of participants in communication is limited: on the one hand, police officers, on the other, victims, witnesses, offenders. This circumstance determines the content and goals of communication.
The specificity of the reasons for entering into communication leads to the fact that for both parties the mental state is characterized by such features as increased nervous tension due to the high responsibility for the results of communication and the dominance of negative emotional states.
An integral part of the communication of police officers with citizens is the formalization of such communication, which is the regulation of the goals, nature and methods of communication by various documents (charters, instructions, orders, instructions, Code of Criminal Procedure of the Russian Federation).
Formalization can be rigid, providing for the compulsory nature of the regulation of communication (the situation of interrogation) and flexible (operational communication). The goals of formalization are to protect the psyche of persons involved in law enforcement from excessive psychological overload, as well as to increase the activity of participants in communication.
It should be noted that the communication of police officers with citizens takes place on various occasions. Reasons for entering into such communication can be conditionally divided into several groups.
The first group includes relationships related to the implementation of subjective rights in the field of police activities. For example, applying for a passport by a citizen who has reached the age of 14; for registration of a passport at the place of residence, etc.
The second group includes the relationship between police officers and citizens related to the protection of rights, freedoms and legitimate interests: protection of citizens from criminal encroachments on a person and other illegal actions by individuals, officials and legal entities; as well as appeals of citizens for protection from illegal and inappropriate actions of police officers.
The third group includes situations of realization of the rights of citizens: an appeal to the employees of the internal affairs bodies of a citizen who has suffered from a crime or an administrative offense, an accident, for the provision of pre-medical or other assistance, etc.
The specificity of some reasons for entering into communication (for example, a crime or an offense) leads to the fact that the goals of the participants in communication either do not coincide (police officers are offenders) or are not fully understood by each other (police officers are witnesses). This causes the conflict of communication and, as a result, the need for special training of employees for successful activities in these conditions.
Based on this, three forms of communication between police officers and citizens can be distinguished - conflict-free communication; communication complicated by the presence of communication barriers, and communication in a conflict situation.
Taking into account the peculiarities of communication with citizens by employees of the internal affairs bodies is a necessary condition for the effective performance of their official duties and the establishment of business contacts.
office etiquette rules
3. Etiquette of the head and subordinate in the Department of Internal Affairs
The rules of etiquette also play an important role in the formation of authority. The rules of etiquette, dressed in specific forms of behavior, indicate the unity of its two sides: moral and ethical and aesthetic. The first side is an expression of a moral norm: precautionary care, respect, protection, etc. The second side - aesthetic - testifies to the beauty, elegance of forms of behavior.
In addition to the rules of cultural behavior, there is also professional etiquette. In life, there have always been and will remain relationships that provide the highest efficiency in the performance of professional functions. Participants in any interaction always try to preserve the most optimal forms of this interaction and the rules of conduct. For example, in an organization, a newcomer will be required to strictly comply with established and proven rules. business communication, as they facilitate the performance of professional functions, contribute to the achievement of goals. In a particular team, a group of workers, employees, business people, certain traditions develop, which over time acquire the strength of moral principles and constitute the etiquette of this group, community.
In the practice of business relations there are always some standard situations that cannot be avoided. For these situations, they develop forms and rules of behavior. This set of rules constitutes the etiquette of business communication, which is important for the leader. Business etiquette is defined, in particular, as a set of rules of conduct that represents the outside of business communication.
Leader etiquette is the result of a long selection of rules and forms of the most expedient behavior that contributed to success in business relations. It was not always easy to master these rules, so the leaders from the “plow” often spoke of them not very flattering: “Why do I need all this?”. You can also follow this principle. However, in order for strong business relations to be established in the team, if you want to establish strong ones, so that the authority of the leader is high enough, then knowledge business etiquette just a must.
Business etiquette includes the strict observance of the rules of a culture of behavior, which implies, first of all, a deep respect for the human person. The social role played by this or that person should not be self-depressing, nor should it have a hypnotic effect on the subordinate. The cultural director will equally respect both the minister and the ordinary technical worker ministries, the president of a company, a firm and an office cleaner, i.e. show respect to everyone. This sincere respect should become integral part the nature of a leader. A culture of behavior in business communication is unthinkable without observing the rules of verbal (verbal, speech) etiquette associated with the forms and manners of speech, vocabulary, i.e. with all the style of speech accepted in communication this circle business people. In a business conversation, one must be able to answer any question. It is always necessary to remember the sense of proportion.
In the speech etiquette of business people, compliments are of great importance - pleasant words expressing approval, a positive assessment of business activities, emphasizing the taste in clothes, appearance, the balance of the partner's actions, i.e. assessment of the mind of a business partner.. During business communication there is always a real opportunity for compliments. They inspire your business partner, give him confidence, approve. Does it interfere with the leader? It is especially important to remember about the compliment if you are dealing with a beginner who, moreover, failed at first. After all, it is not by chance that open criticism of their employees is prohibited in Japanese firms: it is unprofitable for the firm, since labor activity and initiative are declining.
Compliance with the most important rules of behavior with strangers is a sign of respectability, good breeding, self-confidence, which are important for a leader.
To facilitate the conversation, here are six rules for corrective behavior of the leader:
1. Get the right attitude. Calm down, pull yourself together, if possible, wait until the irritation subsides, and then start talking with your subordinate.
2. Choose the right place. Criticizing a person should be done in private. If done in public, his teammates can support him. As a result, you run the risk of being drawn into intra-group conflict. In a private setting, you, as a leader, can quite confidently control the situation, your emotions (which is very difficult to do "in public"). In addition, such an environment allows the subordinate to "save face."
3. Choose the right time. It is believed that one should talk with a subordinate about this or that misconduct immediately after it has been committed, and not after, say, six months, when the misconduct is partly forgotten, and the effect of novelty has long been lost.
4. State the content of the misconduct, confirm it with facts. The subordinate must know what exactly the leader is dissatisfied with. It is advisable to listen to the arguments of the subordinate in order to better understand the reasons for his behavior.
5. Criticize a person only for wrongdoing. The leader should remember: in no case should you offend the personality of a subordinate, humiliate his dignity. Since we are talking about one or another of his offenses, criticize only for him.
6. Explain the importance of changing behavior. This means that the manager must explain to the employee how important it is for him personally and for the team as a whole not to continue to violate the established rules of conduct.
promotion.
Positive reinforcements (rewards, incentives) in management practice are of great importance.
However, promotion also requires compliance with certain rules of etiquette:
1. In order for a reward to achieve its purpose, it must be specific;
2. Encouragement should follow directly on successfully completed work that deserves to be noted;
3. A good leader will notice and celebrate any successes of subordinates, regardless of their degree of significance;
4. Great importance has the form of an expression of recognition of the success of a subordinate, the word found correctly and on time;
5. Public encouragement in the presence of colleagues, whose respect is especially important for a person, often turns out to be more valuable than material rewards.
Dismissal.
Dismissal is one of the most painful procedures not only for the dismissed, but for the entire team. In such a situation, the boss also experiences a sense of guilt and even a certain solidarity.
The leader in such a situation should not apologize. Such speeches leave the dismissed person in limbo, as it seems that he still has hope, or that he will be given help that is not really provided.
In this regard, specific recommendations have been developed and tested that help to significantly reduce the nervous tension of each of the parties and warn against possible mistakes:
1. You should never start a conversation about an upcoming layoff before weekends or holidays.
2. It is impossible to conduct such a conversation right at the workplace of the dismissed person, in the presence of colleagues, whom he will have to pass by, feeling their sympathetic looks on himself.
3. The conversation should not last more than 20 minutes, as an employee shocked by the message will still not be able to accept the details, explanations and apologies with which the manager will try to soften the blow.
4. The message about the upcoming dismissal should not be transmitted through third parties, only the employee who is subject to dismissal should be notified about it.
Appeal.
The culture of intra-organizational relations is manifested in the form of treatment established between the leader and the subordinate.
Quite common in the practice of official relations, the boss's condescending appeal to subordinates to "you" demonstrates arrogance and disrespect for the personality of an employee who, due to subordination, cannot respond in kind. This asymmetry of treatment serves as the basis for creating an unhealthy atmosphere in the team, excludes trust in relationships and mutual respect.
The etiquette of interpersonal relations has always required special delicacy in the transition from the official "you" to a simple and friendly "you".
The requirement of office etiquette regarding the symmetry of treatment is important to remember not only for the manager, but also for the subordinate. It happens that people occupying different levels of the career ladder today are connected by informal relationships that developed during the period of joint study or work in the same place, so the appeal to "you" is familiar and natural for them. However, such an appeal of a subordinate to a leader in the eyes of colleagues can be perceived as familiarity, and a leader to one of his subordinates - as a manifestation of an unequal attitude towards everyone, highlighting "their own", "favorites", an expression of a special disposition towards "chosen ones", "close ones" . Therefore, the same appeal to all employees in the service of "you" is not only an expression of the upbringing and tact of the leader, but also an important tool for maintaining a working distance and maintaining discipline in the team.
Communication with subordinates.
Compliance with the rules of official etiquette in communication between a leader and subordinates not only facilitates relations between them, but also serves as a sure means of creating favorable conditions for the effective work of an employee.
The most successful face-to-face meetings are always informal. This is an interview that requires appropriate skills. Therefore, it is desirable for managers to treat them as meetings or discussions, since they are held regularly and are an integral part of the lifestyle in the organization.
The following points will help the manager plan a personal meeting with subordinates:
1. Remember that this is not a simple dialogue, but a meeting. Decide in advance what you want to communicate. Be prepared to make corrections to your proposals depending on the progress of the discussion and information received from the worker.
2. The meeting should take place in a place where you will not be distracted, which will allow the employee to relax.
3. In a conversation, discuss and consider the entire work performed by the employee, and not just some part of it or a single aspect.
4. The discussion includes the past, present, as well as plans for the future (up to three months - past or coming).
5. As a result of the discussion, the parties propose specific steps for action with an indication of the exact timing of their implementation. At the end of the discussion, the next face-to-face meeting is scheduled and recorded.
7. Strive for agreement, because by agreeing, the person feels obligated to complete the task assigned to him.
8. During pauses, summarize what has been said so that both of you will know what has already been discussed and what has not.
9. Take notes during the meeting and then provide a copy of the notes to the subordinate.
Some methods of conducting an interview with a subordinate.
During one-to-one meetings with subordinates, you should talk about 20% of the time and listen the other 80%. Never get personal. Always describe the behavior of an employee as evidence of the manifestation or, conversely, not the manifestation of a particular quality.
When discussing the problem of improving the performance of an employee, it is best to start with open-ended questions and invite him to express his thoughts on this issue:
What do you think about the progress of your work since our last meeting?
What do you think you are best at and what is worst?
What are your strengths, and what areas do you still need to work on? What problems are you facing? What do you think of their decision?
How can you improve the work you do? Do you have any thoughts on this? Is there anything I can do to help? (In many cases, you will not have to tell subordinates about their strengths and weaknesses requiring improvement - they will tell you about it themselves).
Some tips for listening:
Be careful.
Turn around to face the speaker.
Make eye contact with him.
Make sure your posture and gestures indicate what you are listening to.
Sit or stand at a distance from the interlocutor that provides comfortable communication for both.
Focus on what your interlocutor is saying. Strive to minimize situational interference.
Try to understand not only the meaning, but also the feelings of the speaker.
Maintain a positive attitude towards the interlocutor. Any negative attitude on the part of the listener causes a defensive reaction, a feeling of insecurity and wariness in communication.
Try to express understanding.
Respond to requests with appropriate actions. Remember that often the goal of the interlocutor is to get something tangible, such as information, or to change an opinion, or to get something done.
Meeting.
The democratization of all spheres of managerial activity actualizes such a form of business communication as a meeting, the general mood, efficiency and constructive nature of which is determined not only by the manager’s organizational talents, but also by his culture, tact, and knowledge of the rules of conduct.
1. Punctuality is the most important requirement of office etiquette. The delay in the beginning of the meeting due to the optionality of the boss is a manifestation of disrespect for their employees.
2. The form of greeting is of great importance. Upon entering the meeting room, the leader should greet everyone.
3. When conducting a meeting, the chairperson gives the floor to the employees in turn.
4. It is considered indecent to interrupt a speaker, especially with rude, harsh remarks. If the speaker speaks too long and not to the point, you can remind him of the rules.
Etiquette requirements apply to employees participating in the meeting:
1. Don't be late for a meeting. If this still happened, try to enter the room silently and quietly go to the nearest free place. You should not loudly explain the reason for your delay.
2. During a meeting, it is not customary to talk to each other, by doing this you show disrespect for the speaker, disrupt the course of his thoughts, create a noise background that prevents others from listening to the speaker, and demonstrate a lack of interest in what is being said.
3. It is indecent to defiantly look at the clock. This gives the impression that you are bored and uninterested and cannot wait until the end of the meeting.
4. If you know in advance that you will have to leave the meeting before it ends, you must notify the chairperson. If you didn’t, you can send him a note, quietly get up and leave.
5. At the end of the meeting, the chairperson is the first to stand, and only after him - all the rest.
The golden rule of the meeting: never argue with each other. Everyone should address only the chairman.
Loyalty limits.
The question often arises: can a civil servant enter into an election campaign with his leader, speak in the media with an opinion that is fundamentally different from the position of the state body in which he is employed?
Of course, the law does not prohibit a civil servant from taking part in the election campaign on an equal basis with his leader, however, official etiquette recommends leaving his position before starting such a struggle, especially if his election campaign includes harsh criticism and compromising materials regarding activities and personality of this leader.
In the same way, etiquette does not recommend that a public servant make statements in print, on radio or television that are contrary to the policy of the state or the state body whose interests he represents as an official. If a public servant does not share and support this policy, he must leave the service.
AT business area relationships are determined by hierarchy, and not by gender or age, that is, the leader has priority, and not the lady or old man. So, the leader is the first to extend his hand, even if the subordinate is a woman.
In accordance with general rules etiquette a man always stands on the side where danger can be expected. Climbing up and down the stairs, he goes below the lady, ready at any moment to pick up her companion if she falls. In the elevator, which is a zone of increased danger, the man enters first, and leaves it last, letting the women go ahead. On the street, a man walks from the side of the roadway. Entering an unfamiliar room, the man first enters the door and holds it for the lady.
In business etiquette, other norms and principles apply. As already mentioned, the main thing here is hierarchy and subordination: the leader is the first to give a hand to the lady; entering the office of the head, the lady must wait for an invitation to sit down. What if he doesn't offer? After waiting a little and seeing that the conversation is dragging on, the visitor can ask permission to sit down.
But I must say that in most cases, male leaders still pay tribute to femininity: for example, they let the ladies go first when entering the door. It looks ugly when a manager makes a female secretary carry chairs for business partners - young healthy men - in their presence. A well-mannered man will not force a secretary girl to carry a heavy suitcase behind him.
A few words about the female handshake. Women often ask something like this: “I hold a high position and often negotiate with men of the same level as me. We agree on something, the men turn to each other, pat each other on the back, shake hands. does not pay attention. What to do in such a situation?" First of all, don't be offended. The history of the male handshake goes back many hundreds, maybe thousands of years. And by our time, the male handshake has received, one might say, the status of an unconditioned reflex.
cases of the Russian Federation on the culture of speech and appearance
police officers
Code of professional ethics for an employee of the internal affairs bodies of the Russian Federation: "Article 11. Culture of speech.
1. The culture of speech is an important indicator of the professionalism of a police officer and is manifested in his ability to competently, intelligibly and accurately convey thoughts.
2. The culture of speech obliges the employee to adhere to the following speech norms:
Clarity, providing accessibility and ease of communication;
Literacy based on the use of generally accepted rules of the Russian literary language;
Logic, which implies consistency, consistency and validity of the presentation of thoughts;
Evidence, which includes the reliability and objectivity of information;
Conciseness, reflecting the brevity and clarity of speech;
Relevance, meaning the necessity and importance of what was said in relation to a particular situation.
3. An employee must observe and uphold the purity of the Russian language. In the speech of an employee, it is unacceptable to use:
Rude jokes and evil irony;
Inappropriate words and speech turns, including those of foreign origin;
Statements that can be interpreted as insults to certain social or national groups;
Harsh and cynical expressions of an offensive nature associated with a person's physical disabilities.
4. In the speech of an employee of the internal affairs bodies, the use of obscene language, foul language and expressions emphasizing a negative, contemptuous attitude towards people is excluded.
5. An employee who has studied criminal vocabulary for operational purposes should not use jargon and other elements of the criminal subculture in communication with colleagues and citizens.
6. In the case of official communication with citizens of various nationalities, the employee is recommended to use Russian as the state language of the Russian Federation.
Article 12
1. When communicating with people, an employee must be guided by the constitutional provision that every citizen has the right to privacy, personal and family secrets, protection of honor, dignity, and his good name.
2. The employee should:
Start official communication with a greeting (putting a hand on a headdress, being in uniform), refraining from shaking hands; introduce yourself, giving your position, special rank, surname, briefly state the purpose and reason for the appeal, at the request of a citizen, present an official certificate;
Express your comments and requirements in a correct and convincing manner; if necessary, calmly, without irritation, repeat and explain the meaning of what was said;
Listen to the citizen's explanations or questions carefully, without interrupting the speaker, showing goodwill and respect for the interlocutor;
Treat the elderly, veterans, the disabled with respect, provide them with the necessary assistance;
Be considerate and considerate to women and children.
3. When establishing the identity of a citizen or verification of documents related to the performance of official duties, an employee must:
Ask in a tactful and polite manner to present the required documents;
Invite the owner of the documents to remove foreign objects from them, if any;
Check the documents quickly and carefully, if a more thorough check is necessary, explain to the citizen its reason, timing and methods;
Thank the citizen for cooperating with the police after the verification is completed and the documents are returned.
4. When communicating with citizens, an employee must exercise restraint and be ready to:
To inappropriate behavior on their part, including the manifestation of aggression and resistance;
To provide them with the necessary medical care;
To send people in need to a medical institution.
5. When communicating with citizens on the part of an employee, the following is unacceptable:
Any kind of statements and actions of a discriminatory nature based on gender, age, race, nationality, language, citizenship, social, property or marital status, political or religious preferences;
Arrogant tone, rudeness, arrogance, incorrect remarks, unjustified, undeserved accusations;
Threats, offensive language or remarks;
Disputes, discussions and actions that interfere with normal communication or provoke illegal behavior;
Unreasonable, unreasonable checks of passports, migration cards and other documents.
6. The employee is advised not to take personally offensive and unfair remarks, inappropriate witticisms, ridicule expressed on the streets and in public places, not to be drawn into a conflict situation or scandal.
7. When using the phone, the employee should speak quietly and concisely, without creating inconvenience to others; turn off the mobile phone before the start of the business meeting; refrain from talking on the phone while in public transport.
Article 13
1. An employee of the internal affairs bodies must remember that every citizen who applied to the police, as a rule, faced a nuisance or misfortune. The mood of the person and his opinion about the employee and the work of the police as a whole depend on how the employee meets and listens to the visitor, what kind of assistance he will provide.
2. When receiving visitors from the internal affairs bodies, the employee is recommended:
Respond to the greeting of the visitor who entered the office, invite him to sit down;
Show attentiveness, tact, goodwill, desire to help the visitor;
Listen to the visitor's statement and understand the essence of the stated problem, ask clarifying questions in the correct form;
Explain, if necessary, the requirements of the current legislation on the issue under consideration;
Make a decision on the merits of the visitor's appeal;
Inform the visitor about the procedure and terms for considering the appeal, as well as appealing the decision.
3. In case of conflict behavior on the part of the visitor, the employee must take measures in order to relieve the emotional stress of the citizen, and then calmly explain to him the procedure for resolving the issue.
4. An employee must not:
Making the visitor wait unreasonably long for an appointment;
Interrupting a visitor in a rude manner;
Show irritation and discontent towards the visitor;
Talk on the phone, ignoring the presence of the visitor.
Article 14. Peculiarities of communication with foreign citizens
1. The professionally competent behavior of an employee when communicating with foreign citizens helps to strengthen the international authority of the internal affairs bodies of the Russian Federation.
2. An employee must take into account that, while in our country, foreign citizens:
Refer to the employee as a representative of public authorities;
They do not speak or have a poor command of the Russian language, which makes it difficult for the employee to correctly understand the appeals on their part;
Not fully informed about the rules of conduct in public places;
They represent a different culture and may not clearly understand local customs and traditions.
3. In dealing with foreign citizens, the employee must show patience, restraint, correctness and courtesy, readiness to provide assistance, if necessary, explain the rules of conduct on the territory of the Russian Federation.
4. In case of a minor violation of public order by a foreign citizen, the employee should limit himself to explaining and warning about the inadmissibility of such actions.
Article 18 Appearance and dress code
1. A decent appearance of an employee ensures the moral right to self-respect, helps to strengthen the confidence of citizens in the internal affairs bodies, and influences the behavior and actions of people.
2. An employee of the internal affairs bodies should:
Wear uniforms in accordance with established requirements, clean and tidy, well fitted and pressed;
Maintain an exemplary appearance that commands respect from colleagues and citizens;
Wear on holidays on uniforms state and departmental orders, medals and insignia, and in everyday situations - order strips;
Demonstrate military bearing, keep straight, with deployed shoulders, do not slouch, walk with a firm, energetic step;
Adhere to a healthy lifestyle, observe the rules of personal and public hygiene.
3. Employees in uniform at a meeting greet each other in accordance with the requirements of the Combat Charter of the Armed Forces of the Russian Federation.
4. In the case of performing official duties in civilian clothes, it is allowed to wear a suit (dress) and shoes of a strict business style, of a soft color, emphasizing the accuracy and neatness of the employee.
5. An employee in uniform is not recommended to: visit markets, shops, restaurants, casinos and other shopping facilities and entertainment establishments, if this is not related to the performance of official duties, as well as carry bags, packages, boxes and other household items.
6. A male employee should always be neatly trimmed, carefully shaved, neatly and tastefully dressed, and may use perfumes sparingly.
9. An employee should not get tattoos, wear piercings, mix uniforms and civilian clothes, keep his hands in his pockets, walk in uncleaned and worn-out shoes, as well as in uniforms that have lost their proper appearance.
10. It is unacceptable for an employee to wear insignia, distinctions, honorary titles, uniforms of public associations that have a similar name or external resemblance to state awards and titles.
Bibliography
1. Bytov G.N. Ethics and norms of service St.Petersburg "Piter", 2003, p. 9.
2. Huseynov A. . Ethics: textbook / A.A. Huseynov, R.G. Apresyan. - M., 2002. - 471 p.
3. Egoryshev S.V., Rotovsky A.N. Professional ethics: Course of lectures.-M.: TsOKR of the Ministry of Internal Affairs of Russia, 2005.
4. Koblikov A.S. Legal ethics: textbook / A.S. Koblikov. - M., 2003. - 165 p.
5. Code of professional ethics for an employee of the internal affairs bodies of the Russian Federation. URL: http://03.mvd.ru
6. Ethics of law enforcement officers: Textbook. - M. SHIELD-M Publishing House, 2004.
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Professional ethics of employees of internal affairs bodies
Conclusion
Factors - indicators of professional and moral deformation and its main causes.
The structure of the moral culture of law enforcement officers
Features of the professional ethics of law enforcement officers
Introduction
Plan
Topic number 3. Professional morality and professional ethics of police officers
stock lecture
On the academic discipline "Professional ethics"
Topic: "Ethics as a philosophical science of morality"
Discussed and approved at the meeting
Departments of Professional Ethics and Aesthetic Culture
Moscow - 2007
Main literature:
1. Code of Honor of the Ordinary and commanding staff of the internal affairs bodies of the Russian Federation (1993).
2. Shcheglov A.V. Professional ethics of law enforcement officers: Course program. M., 2001.
3. Mekhed T.G., Shcheglov A.V. Professional ethics of employees of internal affairs bodies: a course of lectures. Part 1. M., 1998.
4. Shcheglov A.V. professional ethics of employees of internal affairs bodies: a course of lectures. Part 2. M., 1999.
5. Shcheglov A.V. Professional ethics of employees of internal affairs bodies: a course of lectures. Part 3. M., 2001.
6. Shcheglov A.V. Professional ethics of employees of internal affairs bodies: Educational and methodological materials. M., 2002.
7. Psychology. Pedagogy. Ethics: Textbook for universities. / ed. Naumkina Y.V.. M., 1999. (Chapters 13-18 ).
8. Psychology. Pedagogy. Ethics: Textbook for universities. 2nd ed., rev. and additional add. / Ed. Naumkina Yu.V. M., 2002. (Chapters 11 - 16).
9. Professional ethics of law enforcement officers. Textbook / Ed. Opaleva A.V. and Dubova G.V. (any year of publication).
10. Kukushin V.M. your professional ethics. M., 1994.
11. Pylev S.S. Spiritual-moral and cultural bases of activity of police and militia of Russia (history and the present). Monograph. M., 2003.
Additional literature:
1. Kukushin V.M. Professional ethics, etiquette and tact of employees of internal affairs bodies. M., 1991.
2. Kukushin V. M. Police deontology: Sociological analysis of foreign concepts. M., 1994.
3. Tips for a young policeman (On the culture of behavior in the service and in
everyday life). M., 1996.
4. Huseynov A.A., Apresyan R.G. Ethics. Textbook. M., 1998.
5. Huseynov A. A. Great moralists. M., 1995.
6. Zelenkova I. L., Belyaeva E.V. Ethics: Textbook. Minsk, 1997.
7. Gryadovoy D. I., Malakhov V.P., Pylev S.S. Questions of formation of moral needs of employees of law-enforcement bodies. M., 1996
8. Professional ethics and aesthetic culture of law enforcement officers: Proceedings of the international scientific and practical conference at the Moscow University of the Ministry of Internal Affairs of Russia December 6, 2002 M., 2003.
Deontology (Greek deon - duty; deontos - due; logos - teaching, science, knowledge) - a section of ethics that deals with the problems of duty and due (everything that expresses the requirements of morality in the form of prescriptions). The term "deontology" was first introduced into scientific circulation by the English sociologist, philosopher and lawyer Jeremy Bentham (1748 - 1832). In his book "Deontology, or the Science of Morals" (published in 1834), he developed, within the framework of ethics, a model of the science of the norms of a person's professional behavior, which, by virtue of its social role endowed powers of authority and is called upon to implement them in the interests of society and individual citizens.
Deontology studies various forms and manifestations of duty, which express the requirements of social laws, the objective needs of society and man.
Professional deontology studies the principles, norms, patterns and forms of professional behavior, determined both by social factors and the specifics of professional activity, the nature of the relationship of a professional with society, the state, citizens, as well as with members of his professional group and other social (professional) groups.
In recent decades, in a number of European countries (primarily in France), at the junction of professional ethics and the sociology of morality, an applied interdisciplinary science has been developing, called police deontology.
Spending a lot of money on the maintenance of the police, society expects a strictly defined effect from its activities, hopes that the personnel of this system of state bodies will always act exactly as all conscientious law-abiding citizens who prefer not to conflict with the law imagine. Naturally, the society that “supports” the police has the right to evaluate the work of its personnel and demand that they comply with the functions performed.
1. Features of the professional ethics of a law enforcement officer
Features of the professional ethics of a law enforcement officer are determined by the main essence of their activities, defined by Art. 2 of the Constitution of the Russian Federation: “Man, his rights and freedoms are the highest value. Recognition, observance and protection of the rights and freedoms of man and citizen is the duty of the state. It is the fulfillment of this duty that is carried out primarily by law enforcement agencies, which is determined by directive state and departmental documents. As an example, let's take an extract from Art. 1 of the Law of the RSFSR "On the Militia": "The militia in the RSFSR is a system of state bodies designed to protect the life, health, rights and freedoms of citizens, property, the interests of society and the state from criminal and other unlawful encroachments and endowed with the right to use coercive measures within the limits established this law and other federal laws". Moral and humanistic aspects of police activity are also defined in Art. 3 and 5 of this law.
In this context, it should be noted that today our society has reached such a level of democracy and civilization that even in such strictly regulated structures as law enforcement agencies, humanism, morality and culture (these concepts are closely interconnected in the worldview attitudes of the individual), employees have acquired great significance. As sociological studies show and as it is noted in a number of management documents, observance of the law and official discipline is determined primarily not only and, perhaps, not so much by the exactingness of managers, but by the moral attitudes and cultural upbringing of employees.
In many cases, these qualities have a greater impact on performance and play an even greater role than professional competence (which, of course, does not detract from the need for continuous professional development). It is no coincidence that today there is a strong demand to conduct a detailed analysis of the moral qualities and culture of employees during their recertification or when they are promoted to a higher position. In other words, morality and culture of the employee are considered as the most important professional quality, which determine his readiness to ensure any official tasks, the desire to fulfill them, a sense of responsibility for their implementation with the greatest effective effect.
The underestimation of these factors is generated by a fairly widespread opinion that the official activities of law enforcement officers are so strictly regulated by laws, by-laws, statutory provisions, instructions, requirements of official discipline, etc., that with the proper level of demanding management, any employee will successfully fulfill their functional duties . This opinion is deeply erroneous for a number of reasons.
Firstly, modern society, including the activities of law enforcement agencies, is in constant change, and this dynamics is extremely intense, sometimes even unpredictable, due to which administrative and legal documents and orders can determine the activities of an employee only in the most in general terms. Their interpretation in relation to a particular situation is often determined by the head of the service team (where the moral component plays an important role), and sometimes the performer himself.
Secondly, all documents of an official legal nature (including orders and orders) do not contain clearly defined decisions for any situation, but only prescribe the framework in which these decisions must be made. These limits are often so wide that, depending on the level of culture and moral upbringing of the employee, the task can be solved both formally, formally and bureaucratically, and creatively - as efficiently as possible and with a “human face”.
Thirdly, functional responsibilities can be performed in different ways. It is possible in the minimum allowable volume, so to speak, “from now to now”, compensating for this by creating the appearance of vigorous activity, or, as the poet said, “not to know winters or years”, but to work with maximum efficiency, causing “fire on oneself ”, selflessly turning the interests of the service into the main meaning of his life. In this case, only the morality of the employee, his conscience, determines the nature of the performance of official duty.
Fourthly, in the activities of any law enforcement officer there is necessarily an element of secrecy, secrecy, and, as already mentioned above, in many situations there is no solution clearly defined by official documents, legal norms (this is especially true for operational search services). Therefore, in many cases, he is forced to act in accordance with his moral concepts of good and evil, justice, duty, honor, etc. And here there is an important difference between the employee’s activity and all other spheres of social life: the absence of moral control from public opinion. Thus, in this case, the only judge of correctness, i.e. the true morality of his actions are his culture and his morality, his conscience.
And, finally, fifthly, it is well known that between law-abiding and criminal behavior there is a rather wide “border strip”, which a person certainly passes and where he is spiritually deformed before he begins to commit criminal acts. We have already spoken about this deformation above when we analyzed the spiritual barriers that arise before a person who decides to take the path of achieving a goal by committing a criminal act. With regard to the specifics of the activities of a law enforcement officer, this issue is analyzed in the next paragraph.
Summing up what has been said, we can give a definition of such a thing as "professional ethics". Professional ethics- the field of ethical science that studies the system of moral norms and principles that operate in the specific conditions of the relationship of people in the field of a particular profession; this is a specific action of both general ethical norms and special norms of professional morality, which are of an analytical and recommendatory nature, arising and prevailing in a given professional group.
At the same time, the professional ethics of law enforcement officers fundamentally differs from the ethics of the vast majority of other professions (with the exception of military personnel, doctors, sailors, pilots, specialists in some other professions working at risk or related to the health and life of people) in its predominantly deontological character (from the Greek. deon - due). One of the main differences between morality and other forms of public consciousness is that its norms are not strictly binding, provide the right to a wide choice and are sanctioned solely by the force of public opinion. But with regard to the requirements for law enforcement officers, these conditions are in many cases insufficient, and ethical standards become strictly binding here and are provided with administrative sanctions.
Professional deontology- a part of professional ethics that studies a set of moral norms that unambiguously regulate the proper behavior of a person in a certain professional area and are of a specific imperative nature; unlike the norms of ordinary ethics, these norms do not give the right to choose, are fixed in official documents and are provided with administrative (ie legal) sanctions.
A fairly expressive example is the Disciplinary Charter, which prescribes strictly mandatory norms of behavior and relationships, the failure to comply with which entails a scrupulously developed system of penalties. As an example, one can also refer to the Code of Honor for the ordinary and commanding staff of the internal affairs bodies of the Russian Federation, approved by order of the Minister of Internal Affairs of Russia, non-compliance with which can have very significant negative consequences for the employee - up to and including dismissal from the bodies on the basis of Article 58 (paragraph "l ”) Regulations on service in the internal affairs bodies. Deontological norms also include the requirements of other statutes and, in general, all the requirements of official documents that define the norms of behavior and communication.
Accordingly, a number of specific moral requirements. Partially they are kept in official normative documents- such as, for example, the already mentioned Code of Honor, and then they are of a deontological nature, and are partly developed in the process of accumulating service experience and developing service traditions, the moral and psychological climate of a team of employees of a particular law enforcement service. In a generalized form, the moral requirements for a law enforcement officer are as follows:
treating a person as the highest value, respect and protection of rights, freedoms and human dignity in accordance with international and domestic legal norms and universal principles of morality;
deep understanding social significance their role and high professionalism, their responsibility to society and the state as an employee of the law enforcement system, on which public safety, life and health protection, and legal protection of large masses of people depend to a decisive extent;
reasonable and humane use of the rights granted by law to a law enforcement officer in strict accordance with the principles of social justice, civil, official and moral duty;
adherence to principles, courage, uncompromisingness, selflessness in the fight against crime, objectivity and impartiality in decision-making;
impeccability of personal behavior in the service and at home, honesty, incorruptibility, concern for professional honor, the public reputation of a law enforcement officer;
conscious discipline, diligence and initiative, professional solidarity, mutual assistance, support, courage and moral and psychological readiness to act in difficult situations, the ability to take reasonable risks in extreme conditions;
continuous improvement of professional skills, knowledge in the field of work ethics, etiquette and tact, common culture, expanding intellectual horizons, creative development of domestic and foreign experience necessary in the service.
These requirements give a fairly clear idea of the moral qualities that a law enforcement officer should possess. At the same time, these moral qualities differ in priority at different levels. This can be seen by classifying them into groups:
1. Attitude towards others: modesty, pride in one's profession, respect for a sense of dignity and honor - in oneself and in others, conscientiousness, justice, exactingness, truthfulness, politeness, decency, goodwill, constant readiness to help.
2. Attitude towards performance of official duties: courage, endurance, self-control, perseverance, determination, exactingness, discipline, adherence to principles, courage, initiative, honesty, disinterestedness, diligence, independence, efficiency, creativity.
3. Attitude to the Motherland, society, state, people: patriotism, devotion, fidelity to duty, responsibility, selflessness.
Some of these qualities are worth talking about in more detail.
One of the main requirements for a law enforcement officer is the requirement of humanity and tolerance. An employee of the organs must constantly remember that his work is the work of a doctor. Just like a doctor, his official activity includes the treatment and prevention of diseases. The only difference is that a doctor treats physical and mental illnesses, while an organ worker treats social ones. But just like a doctor, he has to deal with people who are in trouble, people who are sick, although they are not always aware of it. Of course, there are criminals and there are victims. The latter evoke sympathy and desire to help and support them. What about the first ones? Of course, they must be brought to justice and punished. The easiest way is to hide here behind the saving phrase: "It's my own fault." But let's continue our comparison. So is the patient physically not guilty? Many, many diseases are caused by the fault of the sick person: alcohol, nicotine, a disorderly lifestyle, non-compliance with the regime, other “excesses” - as a result of a weakened immunity of the body, a break in the “weak link” and illness. Of course, it can be said that the patient punishes himself, and the criminal punishes others, but this is not entirely true - and the patient punishes others: relatives and friends who are forced to suffer from his illness and care for him, genetically his children, who are born weakened or sick, society, which must spend money on his treatment, and so on. And the criminal is also not born as such, but becomes one, and social conditions play a significant role here, environment. And he punishes himself at the same time, like a sick person, because, dooming himself to a criminal lifestyle, he will inevitably be forced to endure a lot of suffering. And he, the "social patient", with all the indignation, and sometimes hatred and disgust that he causes in ordinary people, just like an ordinary patient, needs human kindness. Kindness is also a medicine, and it can sometimes heal even more effectively than the most severe punishment. Consider Hugo's Les Misérables. The main character, Jean Valjean, was a hardened criminal, or rather, he became such, because from the side of people he met only injustice and cruelty and paid them the same. And then one day he robbed the priest who sheltered him - stole his only valuable: silver candlesticks. He was caught by the gendarmes and brought to the priest for identification. Imagine his shock when the priest assured the gendarmes that he gave him these candlesticks, and he really gave them to him! The kindness of the priest reborn Valjean, and all the further action of the novel is a huge list of good deeds performed by Valjean, which he performed with the greatest selflessness, sometimes sacrificing his life and demanding nothing in return. It may be said that this is a bookish example, that in life everything is far from being so “beautiful and noble,” and this will be true in many respects. But at the same time, in real life, there are many cases when kindness made people and wonderful people out of former criminals. Read the "Pedagogical poem" by A.S. Makarenko. Everything is true there, it's just an artistic (remarkably interesting) presentation of the process of re-educating former thieves, prostitutes, hooligans, etc. into worthy people. Makarenko "healed" them, and he treated them with kindness. This kindness was harsh, sometimes very tough, but it was kindness and love for people! And she gave excellent results - Makarenko had practically no failures. And if we say that a doctor is a humane profession, then the profession of a law enforcement officer should be considered no less humane. An employee of the authorities must be humane, he must love people, without this quality, like a doctor, he cannot become a full-fledged specialist. Yes, sometimes he has to be tough, even cruel, but this toughness is the highest kindness!
Every professional quality of a law enforcement officer has a moral connotation. And if we take this into account, it turns out that any such quality, even the most “professionally necessary” one, such as, say, courage, gives rise not only to effectiveness, but also to genuine nobility, without which no profession directly related to with the fate of people. Let us give another example to confirm this. Police Major A.S. Lendin (Podolsk) was returning home from duty late at night. Suddenly, in the headlights, he saw a half-dressed woman running along the road, followed by a man armed with a huge cleaver. A.S. Lendin stopped the car, got out and demanded that he stop the pursuit. With a furious curse, the bandit rushed at the major. Since the latter was armed with service weapons, it cost him nothing to use them, especially since the Law on Militia (Article 15) gave him the full right to do so in the circumstances. However, the major did not fire. Risking his life (the bandit physically surpassed the major in all respects), the major managed to twist the criminal, put handcuffs on him and made an arrest. Later A.S. Lendin explained his actions this way: “Of course, he is a scoundrel, especially, as it turned out later, a recidivist, a hardened criminal. But I couldn’t just kill a person like that, and then live with it.”
Such professional quality as fairness deserves special attention. Perhaps this quality, this feeling is the most difficult - in the sense that, when making a fair decision, it is very difficult to find the only correct one. As a matter of fact, the activity of any law enforcement officer is based on the principle of justice, and in the name of the triumph of this principle, it is created. Why does it seem the most difficult? First of all, because both the act and its consequences are never unambiguous, but always represent some combination of evil and good. A law enforcement officer, when making a decision on a particular conflict, is obliged to accurately calculate the measure of both, which is often very difficult: it is not for nothing that both the investigation and the trials sometimes last for months. Let's remember the film of the remarkable American director Stanley Kramer "The Nuremberg Trials". Although it is artistic, it almost literally repeats all the vicissitudes of the actual trial of the members of the Supreme Tribunal of Nazi Germany. At first glance, Hitler's judges unequivocally presented themselves as criminals: it was they who pronounced cannibalistic sentences, according to which they killed, destroyed in gas chambers, and subjected many thousands of people to brutal torture. But the judges themselves and their lawyers proved the absolute innocence of the defendants! Yes, they argued, all the facts incriminated to the defendants are absolutely true. But are judges guilty of them? Always, starting from ancient times, the judge is only a servant of the law, he simply does what he is prescribed by him. Yes, indeed, the laws were cannibalistic, bandit, anti-human. But the judges didn't invent them. They simply, as always, served the law - this is the sacred duty of every judge. Only the legislator is guilty, it is he who is subject to trial, and judges are guilty only when they pervert the law. In this case, it was not, and therefore they are innocent. This process lasted several weeks, and in the end the court issued an unconditionally fair verdict: the judges are guilty! Yes, the law itself is criminal, but the judges had a moral choice: to serve this law or not. They chose the first, although they understood that the law is criminal, and therefore they fully share the blame with the legislator. The judges were convicted, but how difficult it was to prove to the world democratic community that this sentence was just.
The totality of moral qualities forms the moral culture of the employee. It is conditionally divided into three levels: high, medium and low. A high level is characterized by the formation of all components
in their unity and interaction, deep ethical knowledge in close unity with the richness of moral feelings and practical action. The middle level is characterized by the partial formation of the components of moral culture, well-learned ethical knowledge, which, however, is not always a guide to action, a rather heightened sense of good and evil, fair and unfair, but often there is no will for its practical implementation. The low level is characterized by the lack of formation of individual components, superficial ethical knowledge, undisciplined behavior, relatively low moral qualities, poor development of moral feelings, and the employee’s adverse impact on the moral and psychological climate of the service team.
2. The structure of the moral culture of law enforcement officers.
Let us dwell in more detail on the structure and content of the moral culture of the individual: the culture of moral consciousness, the culture of moral relations and the culture of communication. Of course, moral culture is characterized by a certain level and content of moral knowledge and feelings, beliefs, needs, moral qualities and norms of behavior, habits and skills. In other words, one cannot speak of a moral culture without a corresponding development of moral consciousness.
In the moral consciousness of the individual, two levels can be distinguished: theoretical (rational) and psychological (sensual). Both of them are closely interconnected, influence each other and make it possible to most fully and deeply, with the mind and heart, evaluate social phenomena from the standpoint of good and evil and influence the actions and deeds of a person from the same positions. However, it would be a mistake not to notice the differences between them.
The content of the theoretical or rational level of moral consciousness is ethical knowledge, views and ideals, principles and norms, moral needs. The content of this level of moral consciousness is formed purposefully as appropriate social government institutions(kindergarten, school, university, service team), and by the efforts of the individual himself. Elements of this level are more stable, they are more closely connected with political and legal consciousness. They are deeper and more fundamental, because they reflect the most significant connections, patterns, trends in the moral life of society. It is precisely because of this that they can control and orient, restrain the moral feelings and emotions of the individual.
Ethical knowledge is knowledge about the essence, content and structure of morality, its origin and the patterns of development of its social role. The broader and deeper they are, the more justified an employee can make a moral choice. Ethical views and principles, moral needs of the individual are the fruit of deep reflection social life from the point of view of moral categories of good and evil, duty, honor and dignity, conscience, etc. The moral ideal of the individual is a kind of personification of the social ideal with the active influence of moral feelings. “The ideal is a guiding star,” said L.N. Tolstoy. “Without it, there is no firm direction, and without direction, there is no life.”
Moral needs, being, like beliefs, the result of the activity of the mind and heart, become an important goal of the transmission mechanism from moral consciousness to moral behavior. The culture of moral needs is such a level of their development that expresses the constant desire of a law enforcement officer to consciously and disinterestedly fulfill his civic and official duty, to comply with the requirements of public morality and military ethics in everyday service and off-duty activities. The more sublime the moral needs are, the higher the level of moral qualities.
As noted above, the second level of moral consciousness is the psychological, or sensual, level. It is sometimes called the level of ordinary moral consciousness. It includes a rich spectrum of moral feelings, emotions, likes and dislikes, ideas about moral and immoral, moral rules, mores, customs, etc., developed and fixed by a person in the process of life experience. This is a kind of primary elements of moral consciousness. They are formed spontaneously in the course of everyday life. In feelings, emotions, likes and dislikes, the formation of the moral position of the individual takes place emotionally and directly. Sometimes this manifests itself very impulsively: a person rejoices or gets angry, cries or laughs, falls into prostration, closes, and sometimes, as they say, gives free rein to his hands. Moral feelings are very numerous and are classified on a variety of grounds. Some divide them according to the vital sphere of manifestation: moral-political, moral-labor, moral-combat, actually moral. Others are reduced to three groups: situational, intimate and feelings of social experience. Still others classify them based on the depth of experiences. All these and other approaches have the right to life, because they help to understand their essence and social role more deeply and comprehensively.
For example, intimate feelings are feelings of love, friendship, fidelity, hatred or devotion, etc. They arise in relations with other people, they express sympathy and antipathy, likes and dislikes.
Friendship and camaraderie are, of course, intimate feelings. Friendship and comradeship that have gone through hard trials, difficult times, when “the bread is the crust and that in half,” when the situation was: “die yourself, but help out your comrade,” remain for life.
Feelings of social experience have a completely different character. They, in fact, are moral and political feelings, because they reflect attitudes not so much to other people, but to phenomena of great civic resonance: this is a feeling of patriotism and internationalism, collectivism and solidarity, national pride etc. They are complex in their content and diverse in their manifestation and represent a kind of fusion of the personal and the public. It should also be emphasized that, unlike, for example, intimate feelings, which are mobile, dynamic, moral and political feelings are more stable, stable and not affected by insignificant, transient factors.
Moral feelings, in contrast to ethical knowledge, directly reflect certain aspects of reality and sometimes have a significant impact on the deeds and actions of a person. A person with a well-developed system of feelings is certainly richer than a rational cracker. But another thing is also true: one cannot live only by feelings. They must inevitably be controlled by the mind. Sometimes you just need to "step on the throat of your own song." People who do not know how to restrain themselves, impulsive, sometimes acting in a state of passion, as a rule, regret what they have done.
However, on this basis, the positive role of moral feelings cannot be underestimated. They, having a huge motivating force, act as powerful incentives for committing positive deeds. The feeling of love straightens a person, gives him additional strength in the fight against difficulties, makes him be better, constantly improve.
In a word, a person's moral feelings are his wealth. But they become such if they are cultivated, controlled. The culture of moral feelings speaks directly about the depth of a person's moral upbringing, his moral culture. Poverty and a low level of culture of moral feelings are the cause of many life troubles, failures, and even tragedies. Often it is this circumstance that leads to egocentrism, creates an atmosphere of misunderstanding and emptiness around a person. And vice versa: a person with a developed culture of feelings is a respected person, he is sociable, condescending, it is interesting and comfortable with him, his opinion is considered, they are equal to him in their behavior.
Moral feelings, multiplied by the theoretical elements of moral consciousness, manifest themselves and, being repeatedly realized in actions, are finally fixed in a person as his moral qualities. Moral qualities are holistic spiritual and practical formations that manifest themselves in various spheres of human life.
It is customary to single out four groups of moral qualities: moral-political, moral-labour, proper moral, and moral-combat. If the first three groups are found in almost all citizens, then the latter is the "property" of the soldiers of the army and navy, intelligence officers and law enforcement agencies. In accordance with this, it is possible to isolate some of the defining qualities of law enforcement officers.
Firstly, these are the qualities in which their attitude towards their Fatherland, people, its culture and language is manifested. First of all, it is patriotism. Even the deformations committed in the 1920s and 1940s, the persecution of patriots in the 1990s, could not extinguish the ineradicable feeling of love of Russians for their country, a sense of national pride, and respect for other peoples.
The patriotism of the Soviet people manifested itself especially brightly during the years of the Great Patriotic War. The people stood up to defend their homeland, and law enforcement officers were in the forefront of the fighters. They fought in formations and units of the NKVD at the front, guarded law and order in the rear, and detained deserters.
An integral moral and political quality of law enforcement officers is genuine internationalism, which is realized in respect for other peoples, in intolerance to national and racial hatred.
It should be recognized that the arbitrariness allowed by Stalin in relation to entire peoples, the desire to wishful thinking in the years of stagnation caused serious damage to interethnic relations, contributing to the development in people of such manifestations as chauvinism, nationalism, national arrogance, intolerance to the customs, language of other peoples. These facts have not been eliminated even now.
Secondly, it is a developed sense of duty and personal responsibility for the task assigned. The object of activity of law enforcement officers is people, their worries, anxieties, joys and sorrows, and sometimes even life. Without the greatest sense of responsibility for the assigned work, without a deeply conscious sense of duty, the employee cannot count on the effectiveness of his work. In this sense, the demand from him is special. Negligence, disregard for business, for the fate of people are unacceptable and must meet with sharp condemnation.
Thirdly, these are those moral qualities that are commonly called moral ones: honesty, truthfulness, modesty in public and private life, self-esteem, and the ability to behave. Dishonesty, deceit, indiscretion, ambition, sexual promiscuity - Right way to the moral deformation of the employee.
Fourthly, these are moral qualities that are manifested in extreme situations: courage, courage, endurance, vigilance, discipline, self-control, readiness for self-sacrifice. These moral qualities are called moral-combat. Without them, a law enforcement officer simply cannot effectively perform his official duties, because he often has to work in extreme conditions: rescue hostages, detain criminals, etc.
Fifth, it is a quality that characterizes the culture of communication between law enforcement officers both in the service and outside it. In this sense, society imposes particularly stringent requirements on law enforcement officers. The fact that it can forgive a worker, a student, a salesman, in short, representatives of many other professions, is never forgiven by him. And not without reason, as already mentioned above, the requirement for a high culture of communication is specifically recorded in the official-directive documents.
An important structural element of the moral culture of the individual is the culture of moral relations. Moral relations are a special kind of social relations that practically do not exist in pure form, but are an integral part of any human relationship that can be morally assessed. Moral relations are a kind of connection between moral consciousness and moral behavior. At first they are formed in the consciousness of the individual, and ultimately they reveal themselves in moral behavior. Moral relations are essentially the process of transition of moral impulses into moral action. Moral relations are usually classified according to content, form and, finally, according to the method of communication between people. In terms of content, one can point to the moral relations that exist in the system of economic, political, legal, professional, family and marriage, etc. relations. And in all cases, they characterize precisely the moral side of these relations: love for the Motherland, honesty and decency in economic calculations, a sense of honor and professional pride, and so on.
The form of moral relations depends on how the moral requirement appears before a person, how generalized or concretized it is. Corresponding to different types of moral requirements, the relation of the individual to society each time takes on a special character. In addition, moral requirements are also manifested in such moral categories as duty, honor, dignity, conscience, etc.
Finally, it should be said about the ways of communication between people in the process of moral relations. Moral relations always involve at least a relationship between two subjects, but in reality they are like
as a rule, always multilateral. Moral relations are truly an integrating element of morality, its leading link. They unite consciousness and activity together, play a decisive role in regulating relations between people in general. In moral relations, their behavioral character is clearly manifested.
The culture of moral communication or behavior is, ultimately, the main objective indicator of the moral maturity of a person. Only a certain level of the cumulative development of moral consciousness, moral relations and moral behavior gives grounds for calling a person the bearer of a high moral culture.
It follows from the above that moral culture is indeed one of the leading components of the culture of law enforcement officers. Caring for its continuous improvement is not only the business of the state, society, but also of each employee. The higher the moral culture of law enforcement officers, the more effectively, ceteris paribus, they perform their official duty.
3. Factors - indicators of professional and moral deformation and its main causes
It has already been said above that the boundary between immoral and criminal behavior is very shaky and indefinite. Between them lies a fairly wide "border strip", which a person will certainly pass before turning from a law-abiding citizen into a criminal. The same applies to the service team, when negative moral values, the so-called "moral anti-values", begin to predominate in it. In any case, any crime is preceded by a moral deformation of the personality, the formation of immoral moral attitudes at the worldview level. Ultimately, this leads to the moral degradation of the individual (and the team, when such attitudes begin to be regarded as “normal” in it). Here are the main steps of this "ladder of fall."
Factors - indicators of a positive moral and psychological climate in the service team, characterizing its high moral culture and, consequently, its high moral potential:
1) good psychological and physical condition of the staff;
2) reasonable and expedient management and control;
3) high level of professional training of personnel;
4) a sense of group cohesion and mutual support;
5) benevolent attitude of management towards employees;
6) public approval of successfully completed official tasks and conscientious performance of official duties;
7) open discussion of management decisions;
8) lack of rumors;
9) assistance to the leadership from informal leaders;
10) partial delegation of power from top to bottom;
11) the practical inclusion of informal leaders in the leadership of the team.
If the level of moral culture begins to decline in the team, then favorable conditions are created for its subsequent professional and moral deformation, which are characterized by the following negative factors - indicators of the moral and psychological climate in the service team:
1) hidden criticism of working conditions;
2) covert criticism of management instructions;
3) inaccurate execution of orders;
4) group gatherings during work;
5) waste of working time;
6) lateness and prolonged absence during work;
7) leaving work before the scheduled time;
8) refusal to work in overtime;
9) spreading rumors;
10) careless handling of equipment and machinery;
11) indifferent attitude to the aesthetic design of working conditions.
The appearance of factors - indicators of a negative moral and psychological climate should cause serious concern, first of all, of course, among the head of the service team and among its most morally mature members. They serve as red lights warning of an impending accident. In the event that they are not paid due attention to and appropriate measures are not taken to eliminate them, professional and moral deformation begins, first of individual members of the service team, and then of the entire service team as a whole. This deformation is characterized by the following indicators:
1) formal bureaucratic methods of leadership (arrogance, rudeness, arrogance, callous attitude towards subordinates);
2) abuse of power (rudeness towards citizens, humiliation of their human dignity, failure to provide them with assistance, unjustified use of physical force, combat techniques, special means and weapons);
3) tolerance for violations of official discipline and for the facts of non-fulfillment of official duty;
4) negligent attitude to functional duties;
5) formalism and simplification in the preparation of documentation;
6) violations of the procedural code;
7) cultivation by the management of flattery and denunciation, division of team members into “favorites” and “objectionable”;
8) psychologically conflict atmosphere in the team (situations of conflict as a constant norm of service relations);
9) priority orientation in the team towards moral anti-values;
10) the formation of double morality (for "ours" and for "them");
11) promiscuity in means (“to achieve the goal, all means are good”);
12) formation of an atmosphere of mutual responsibility;
13) psychological inferiority of individual employees due to the inability to adapt to the moral climate, traditions and behavioral norms of the service team;
14) "fatigue" from the performance of official duties, giving rise to indifference to the interests of the service;
15) gross violations of the Rules of the Road, not caused by official necessity, as a norm of behavior while driving;
16) domestic decay, drunkenness.
The appearance of factors - indicators of professional and moral deformation indicates that the service team (or employee) is seriously ill and that this disease requires radical treatment. At best, this leads to a decrease in performance, an increase in the number of complaints, to unscheduled inspections and, as a rule, to a change in the leadership of the team, to the loss of authority by the team for a long time and to prolonged close attention to the team of top management, which, as you know, does not service easier. In the worst case, this leads to the emergence of an emergency, since all these factors are a breeding ground and a prerequisite for criminal acts, which are realized through the following main forms:
1) hiding from the registration and accounting of crimes, their concealment for career or selfish reasons;
2) gross violations of the law with the approval of many members of the service team;
3) disclosure of official secrets;
4) selfish use of official position, corruption, bribery;
5) merging with the criminal world, betrayal of the interests of the service;
6) group crimes (theft, robbery, robbery, etc.).
Knowing and taking into account the above factors and indicators are of exceptional importance, first of all, for managers and employees of the personnel apparatus, as well as for employees who carry out educational work with personnel. For the timely neutralization and prevention of negative factors of moral deformation and criminal degradation of the service team, it is also necessary to know and take into account the main reasons for the appearance of these factors, which, of course, in a concrete manifestation depend on the actions of individual members of the service team, but in their service basis have objectively existing reasons, generated both by the specifics of the service (internal causes) and certain conditions of social life (external causes):
1. Internal causes of moral deformation:
a) a negative example of leadership;
b) work overload;
c) the presence of a "ceiling" (the limiting rank of the position);
d) low moral education of the team;
e) low legal culture of the team, "legal nihilism";
f) low level of educational work;
g) the negative "educational" impact of the criminal environment;
h) the negative impact of the family (where it exists);
i) isolation, limited communication with the cultural environment, a certain "caste" of the organs;
j) dissatisfaction with material remuneration and other forms of material incentives for labor;
k) dissatisfaction with working conditions;
l) discrepancy between the level of qualification of the position held;
m) secrecy of official activities (lack of public control);
o) the power rights of the employee, opening up the possibility of abuse.
2. External causes moral deformation:
a) social instability;
b) the crisis of social, ideological and moral ideals;
c) corruption of bureaucracy, employees of administrative apparatuses;
d) lawlessness in society, war of laws, discrepancies in the interpretation of laws, non-enforcement of laws;
e) the prevailing attitude in society towards pragmatic priorities;
f) low social, legal and economic protection of law enforcement officers;
g) negative coverage of the activities of law enforcement agencies in the media and in works of literature and art;
h) low social prestige of law enforcement agencies;
i) the performance by employees of bodies of functions that are unusual for them.
Based on the analysis of the forms and causes of moral deformation and degradation, it is possible to determine their main stages, which can be figuratively described as a "ladder of fall".
In relation to the personality of the employee:
1. Replacement of generally accepted norms of general and professional ethics with anti-norms in moral attitudes.
2. Replacing the requirements of civic and official duty with personal selfish interests.
3. Formation of a mindset for committing criminal acts.
For the service team:
1. Formation of a negative moral and psychological climate in the service team.
2. Formation of a priority orientation in the service team towards moral anti-norms.
3. Formation in the team of the installation for the commission of group criminal acts.
Summarizing the above, we emphasize: inattention to the moral culture, to the moral and psychological climate of the service team leads not only to a decrease in the quality of service activities, but also to general degradation, to the complete collapse of the team. That is why the requirement of a high moral culture is one of the most important requirements for the performance of law enforcement agencies.
Conclusion
Society evaluates the activities of the police, first of all, according to moral laws. It has every reason to expect that employees of this law enforcement industry under all circumstances will fulfill their oath, their official duty honestly and in good faith, that is, not only promptly, efficiently, but also with high morals, protecting the honor and dignity of citizens, taking into account the moral consequences of their activities. . From this follows, perhaps, the most important social norm, dictated by the interests and expectations of society in its relations with the professional group of police officers (militia). This is a norm-requirement: "Fulfill your professional duty honestly, not just formally, according to the law, but also conscientiously, responsibly, morally, ethically."
Police deontology is the science of the origin, formation, development and functioning of a special system of norms and codes of professional conduct for police officers operating in a professional group of police officers.
Police deontology is considered by foreign scientists and practitioners as a science that studies the entire set of professional, ethical, organizational and managerial norms, the principles of proper behavior of police officers in the performance of their official duties.
The codes of conduct for police officers created on its scientific basis are widely used in the training of police personnel, the system of professional and moral education of personnel, the regulation of their behavior, in the evaluation of activities and appropriate control. How academic discipline police deontology is taught at police academies, secondary and higher educational institutions police of a number of European countries (France, Holland, Denmark, Lithuania, Poland, Finland). As shown by international conferences and seminars of scientists and practitioners of the police, teaching materials police academies, schools and colleges (USA, Germany, Great Britain), the deontological approach prevails in the moral and ethical training of police personnel and work with them. In the classroom with students, it is constantly emphasized that in the context of the rigidity and brevity of legal norms, it is ethical norms that become especially important.
Professional deontology is often misunderstood as the science of good manners. Despite such an inadequate consideration of deontology at the level of everyday consciousness, the science of the norms of proper professional behavior tends to more and more correspond to the modern needs of social practice.
1 Here it is appropriate to recall that the document differs from any other text in its details: it has a number, date and signature of the responsible person. AT necessary cases it is certified by a seal and printed on a letterhead with the stamp of the institution.
Cit. on: Vorontsov V.P. Symphony of the Mind. S. 135.
Cm.: Volkogonov D.A. Military ethics. M., 1976. S. 196–197.
Conducted sociological studies unequivocally attribute this indicator to the basic ones, that is, underlying the demoralization of the service team.
The Ministry of Internal Affairs of the Russian Federation, based on the priority tasks of protecting life and health, the rights and freedoms of man and citizen, maintaining public peace, law and order, based on fundamental human and professional moral values, the requirements of civic and official duty, embodying the expectations of society for attitude to the moral character of an employee, which gives the right to respect, trust and support for the activities of the Russian police on the part of the people, adopts the Code of Professional Ethics for an employee of the internal affairs bodies of the Russian Federation.
Chapter 1. Basic Provisions
Article 1. Purpose of the Code
1. The Code of Professional Ethics for an employee of the internal affairs bodies of the Russian Federation is a professional and moral guide addressed to the consciousness and conscience of an employee.
2. The Code, as a set of professional and ethical standards, defines for an employee of the internal affairs bodies of the Russian Federation:
moral values, obligations and principles of service in the internal affairs bodies;
professional and ethical requirements for official and off-duty behavior, relationships in the service team;
professional and ethical standard of anti-corruption behavior.
3. This Code serves the purposes of:
establishing the moral and ethical foundations of official activities and professional behavior of an employee;
formation of unity of beliefs and views in the field of professional ethics and office etiquette, focused on the professional and ethical standard of behavior;
regulation of professional and ethical problems of relations between employees arising in the course of their joint activities;
education of a highly moral personality of an employee, corresponding to the norms and principles of universal and professional morality.
4. According to its functional purpose, the Code:
serves as a methodological basis for the formation of professional morality in the internal affairs bodies;
orients the employee in situations of conflict and ethical uncertainty and other circumstances of moral choice;
contributes to the development of the employee's need to comply with professional and ethical standards of conduct;
acts as a means of public control over the moral character and professional behavior of the employee.
5. The Code was developed on the basis of the provisions of the Constitution of the Russian Federation, the requirements of the legislation of the Russian Federation, the regulatory legal acts of the Ministry of Internal Affairs of the Russian Federation, taking into account the general principles of official behavior of civil servants.
The norms and requirements of the Code are consistent with the provisions of the Code of Law Enforcement Officials, as well as the European Code of Police Ethics.
6. Strict observance of the principles and norms of the Code is an important factor in the quality performance of operational and service tasks, a necessary condition for public trust and support for the activities of internal affairs bodies.
Article 2. Scope of the Code
1. Compliance with the principles, norms and rules of conduct established by the Code is the moral duty of every employee of the internal affairs bodies, regardless of their position and special rank.
2. Knowledge and implementation by an employee of the provisions of the Code is a mandatory criterion for assessing the quality of his professional activities, as well as the compliance of his moral character with the requirements established by the Ministry of Internal Affairs of Russia.
3. A citizen of the Russian Federation serving in the internal affairs bodies or entering the service has the right, having studied the content of the Code, to accept its provisions for himself or refuse to serve in the internal affairs bodies.
Article 3. Responsibility for violation of the principles and norms of the Code
1. For violation of the professional and ethical principles and norms established by the Code, the employee bears moral responsibility to society, the service team and his conscience.
2. Along with moral responsibility, an employee who has committed a violation of professional and ethical principles, norms and committed an offense or disciplinary offense in connection with this shall bear disciplinary responsibility.
3. Violations by an employee of the professional and ethical principles and norms provided for by this Code are considered in the prescribed manner:
at general meetings of junior, middle and senior commanding staff;
at meetings of commissions of bodies, divisions, institutions of the system of the Ministry of Internal Affairs of Russia on official discipline and professional ethics.
4. Based on the results of consideration of the issue of violation of professional and ethical principles and norms, an employee may be issued a public warning or public censure.
Chapter 2 Moral Foundations services
in the internal affairs bodies
Article 4. Civic duty and moral values of service in the internal affairs bodies.
1. Every citizen of the Russian Federation who joins the ranks of employees of the internal affairs bodies devotes his life to the fulfillment of the Duty of selfless service to the Fatherland and the defense of noble social ideals: freedom, democracy, the triumph of law and order.
2. The highest moral meaning of the official activity of an employee is the protection of a person, his life and health, honor and personal dignity, inalienable rights and freedoms.
3. An employee of the internal affairs bodies, realizing personal responsibility for the historical fate of the Fatherland, considers it his duty to protect and increase the fundamental moral values:
citizenship - as devotion to the Russian Federation, awareness of the unity of rights, freedoms and duties of a person and a citizen;
statehood - as a statement of the idea of a legal, democratic, strong, indivisible Russian state;
patriotism - as a deep and sublime feeling of love for the Motherland, loyalty to the Oath of an employee of the internal affairs bodies of the Russian Federation, the chosen profession and official duty.
4. Moral values form the basis of the morale of the employee, embodying the awareness of involvement in the noble cause of protecting law and order, the heroic history of the internal affairs bodies, the victories, achievements, and successes of previous generations.
Article 5. Professional duty, honor and dignity of an employee of the internal affairs bodies
1. Professional duty, honor and dignity are the main moral guidelines on the career path of a defender of law and order and, along with conscience, constitute the moral core of the personality of an employee of the internal affairs bodies.
2. The employee's duty consists in the unconditional fulfillment of the obligations fixed by the Oath, laws and professional and ethical standards to ensure reliable protection of law and order, legality, and public safety.
3. The honor of an employee is expressed in a well-deserved reputation, good name, personal authority and is manifested in fidelity to civic and official duty, given word and accepted moral obligations.
4. Dignity is inextricably linked with duty and honor, representing the unity of moral spirit and high moral qualities, as well as respect for these qualities in oneself and other people.
5. The banner of the internal affairs body serves as a symbol of honor and dignity, valor and glory, reminding the employee of the sacred duty of devotion to Russia, loyalty to the Constitution of the Russian Federation and the laws of the Russian Federation.
6. Professional duty, honor and dignity are the most important criteria for the moral maturity of an employee and indicators of his readiness to perform operational tasks.
APPROVE
Head of the cycle-teacher of the UiSD of the CPP of the Ministry of Internal Affairs of Russia
in the Vologda region
police lieutenant colonel
M.A. Tanichev
"_____" _____________ 2015
METHODOLOGICAL DEVELOPMENT
In the discipline “Moral and ethical foundations of service in the internal affairs bodies. Service etiquette»
Topic 2.1.5 "Office etiquette of an employee of the internal affairs bodies"
Purpose of the lesson: to acquaint students with the basic concepts of office etiquette and the principles of communication in the professional activities of an internal affairs officer.
Number of hours: 2 hours
Class type: practical lesson
Location: study room
Literature: Attachment 1
Study questions:
1. Service etiquette of an employee of the internal affairs bodies.
2. The culture of speech and the rules of official communication of an employee of the internal affairs bodies.
I. Introduction
1.1. Organizational moment (report of the group commander, greeting, personnel check, report on the progress of the upcoming lesson).
1.2. Survey of listeners on the material covered
The concept and types of corruption.
Causes of corruption.
Regulatory framework for combating corruption.
Corruption risks in the activities of various police departments.
Professional and ethical anti-corruption standard of conduct for a police officer.
Declaration of income as a measure to prevent corruption.
The concept and features of the conflict of interest in the service.
Personality deformation: content and causes.
II. Main part
Presentation of new material.
Question number 1. Service etiquette of an employee of the internal affairs bodies.
Man lives and works among people. His successes in life and in the service, authority, service career, the presence of true friends, etc. largely depend on the culture of his behavior. The set (set) of rules of behavior, courtesy, courtesy, decency is called etiquette.
Usually the word "etiquette" expresses the external culture of people (clothes, hairstyle, gestures, manners, speech, posture, gait, look, handshake, etc.). This is the aesthetic side of etiquette. However, a person can be outwardly attractive, impeccably dressed, with good manners, but in his soul callous, selfish, greedy, vain, envious and duplicitous.
To avoid this, the rules of etiquette are based on such concepts as sincerity, goodwill, conscience, justice, dignity, honor, which constitute an integral moral facet of etiquette. The official etiquette of employees of the internal affairs bodies has, in addition, a legal edge, since many rules of etiquette are mandatory, regulated by charters, orders and job descriptions.
Service etiquette regulates the rules of behavior of an employee with various categories of citizens (law-abiding and offenders, men and women, the elderly and children, compatriots and foreign citizens, victims and suspects, etc.), each of which requires a special approach, tact, attention.
At the same time, in any situation, when communicating with any citizen, an employee must behave with dignity, benevolently and openly, attentively and attentively. Such behavior of a police officer causes respect among citizens, a desire to cooperate with him.
Unfortunately, an internal affairs officer often has to deal with far from the best representatives of society. Under these conditions, certain qualities are required from an employee: special endurance, will, tact, personal dignity: strictness, but not rudeness; arguments, not threats; firm tone, but not shouting, etc. The rejection of these rules is a sign of the defeat of a police officer, his weakness as a soldier of law and order.
When addressing a citizen, a police officer must put his right hand to his headgear, introduce himself and clearly state the reason for the appeal. This must be done, if possible, gracefully, clearly, respectfully, while carefully and kindly looking into the eyes of a citizen. It should be remembered that the look plays an extremely important role in the communication of people. The look can be cold, indifferent, arrogant, aggressive, impudent; but the look can also be benevolent, stimulating, interested, sincere, respectful, reassuring. An unpleasant impression is made by an employee, looking away, looking over the head of a citizen, with “shifting” eyes.
In all cases, a police officer must remember the honor of his uniform, and therefore, the honor of his own and his colleagues. The bad deed of one officer throws a stain in the eyes of citizens on the entire police corps. A police officer cannot afford to drink alcohol while on duty; eat, drink, smoke on the move and in the wrong places; visit restaurants, casinos, markets in uniform, if this is not related to the performance of official tasks; swear; violate the form of clothing; do not follow the rules of the road while driving a company or private car.
A police officer should not be humiliated, offended by what he is sometimes not recommended and even forbidden to do when it is allowed for other citizens. The principle here is quite simple: to whom much is given, much is required. personal example in behavior, the employee always has a beneficial effect on others, strengthening his moral authority.
Service etiquette imposes a special requirement on the appearance of employees of the internal affairs bodies. Beautiful, well-fitted clothes (uniform), neat hairstyle, clean shoes, established insignia testify to the respectful attitude of the employee to citizens and to his profession. And, on the contrary, carelessness in clothes, slovenliness speaks of the low culture of the employee, of his lack of understanding of the meaning of the concept of "honor of uniform". Citizens try not to communicate with such employees, they are bypassed even when they need their help. A police officer can be honest, conscientious in his service, courageous, hardworking, but if he does not pay attention to his appearance, then his virtues may go unnoticed by citizens.
Office etiquette condemns the wearing of mixed uniforms and informal signs, self-made improvement of uniforms, keeping hands in pockets. Gloves, shoes, scarves, socks must strictly match the color scheme of the form. Particular attention is paid to the correct position of the dressed headgear. The employee also has to take care of his appearance when wearing civilian clothes. It is indecent for an employee, as a representative of state bodies, to come to work in a turtleneck, shabby jeans, a worn sweater and sneakers.
You can’t fill the pauses in the conversation with meaningless sounds: uh-uh, ah-ah, s-s-s. Etiquette does not recommend addressing unfamiliar citizens as “you”. This puts the citizen in an unequal position, since a well-mannered person cannot also apply to a police officer. It is strictly forbidden to use obscene expressions. Mat - a sign of licentiousness, weakness of character, bad manners, permissiveness, arrogance. When communicating with citizens, a police officer does not have the right to in any way humiliate their national or religious dignity, show arrogance, rudeness, arrogance, use threats and insulting expressions, rude jokes and malicious irony.
Competent speech of the employee, its soft tone, a clear expression of the purpose of the conversation, correctness and goodwill are the shortest way to the correct communication between the employee and the citizen and its positive completion.
An important element of official etiquette are the rules that determine the forms of greeting for employees of the internal affairs bodies. These rules are traditional in nature, reflected in the charters and job descriptions. They are based on tact, courtesy, goodwill, respectful attitude towards each other. The first, as a rule, is the younger one (by rank, position, age) greets the older one. However, only the elder has the right to extend his hand for a greeting. In the same way, the priority to extend a hand for greeting belongs to a woman. The only exceptions are cases where the man is much older or higher in position.
When greeting, employees put their hand on their headgear and say "I wish you good health." Other expressions: “How are you?”, “How are you?”, “Hello”, “How are you?” etc. undesirable and may be perceived as tactless. The elder is obliged to respond to the greeting either with his voice or by placing his hand on the headdress. You can also greet the boss (senior) by turning your head in his direction. Mutual military greetings form a respectful attitude of employees towards each other, unite the service team, strengthen discipline, and create an atmosphere of service solidarity. When communicating with citizens, etiquette recommends refraining from shaking hands. However, there may be situations when it is desirable for an employee to give a hand to a citizen. This may be an injured person who is in an inadequate condition. In such circumstances, the hand of a co-worker is a helping hand, a friend's hand. It should be remembered that a handshake can be warm and cold, firm and casual, approving and condemning, sincere and hypocritical.
Etiquette provides for strict procedures in giving military honors to the National Flag and the National Anthem; tomb of the Unknown Soldier; Eternal fire; funeral processions, accompanied by a banner and an honorary escort; at the opening of memorials; when presenting the Banner, etc.
The life of a police officer, fortunately, is not limited to official activity and within the workforce. An employee's career success, his career, authority, physical and moral condition largely depend on how he spends his free time, how he relaxes, educates himself, how he builds his relationships with neighbors, etc. The off-duty life of a police officer is regulated by the rules of general civil etiquette, the observance of which provides the officer and the people around him with comfortable communication conditions. To name just a few of the most common ones.
A woman in motion on the street, transport, theater, at the dinner table is to the right of the man. In any transport, a woman gets in first, and a man comes out first to help the woman get off. When entering the elevator, the first person to greet the room is the one who enters. When entering and exiting, hold the door behind you. In public transport, do not occupy seats intended for elderly passengers with children and the disabled. Do not shout or speak loudly in public places. No need to show special attention to persons with disabilities. It is necessary to strictly observe the rules of behavior for pedestrians and drivers. Civil dress must be appropriate for the purpose, place of visit, age, social status an employee who is determined not by rank or uniform, but by his vocation.
They come to the theater, to the concert in advance, especially if the seats are in the middle of the row. It is indecent to look at the sitting audience through binoculars, and also to leave the hall before the end of the performance to take a turn in the wardrobe. In order to get benefit and aesthetic pleasure from visiting an opera, a museum, an art gallery, it is necessary to get acquainted in advance, for example, with the libretto of the opera and its author, with the artists represented in the gallery. When preparing for cultural events, of course, a costume for the visit is also required. Tickets purchased by hand and half an hour before the performance, as a rule, do not allow you to get the proper feeling and pleasure.
The rules of general civil and official etiquette are quite simple, do not require memorization, they do not need to be blindly followed. They are based on the well-known moral principles of humanism, justice, collectivism, consciousness, as well as on the "golden rule" of morality: "Do not allow yourself what you consider unacceptable for others."
Etiquette encourages an employee to be an example for others, to cherish his honor, official and personal dignity.
Conclusion: Thus, etiquette is an external form of expression of moral and aesthetic norms that regulate people's behavior. The content of etiquette is the recognition of the importance of a person, showing respect for him, honoring him, expressed in the form of politeness, courtesy. The culture of human behavior characterizes his spiritual appearance, shows the degree of mastery of the cultural virtues of mankind, the level of his socialization, self-discipline, morality.
