By Nancy Day, AOM Ombuds
Our jobs as faculty can be among the most satisfying – at least in terms of Hackman and Oldham’s (1975) Job Characteristics Model. We use a lot of different skills, often find our work meaningful, and we have a great deal of autonomy. BUT – our jobs can also be among the most stressful: publication pressures, student demands, and difficulties working with colleagues, both other faculty and administrators.
As members of the Academy of Management, you are fortunate to have resources to help you navigate conflicts and related issues. The AOM Ethics Ombuds Committee is composed of three members, all of whom are trained ombudspersons, who will try to understand your story, clarify your goals, help generate options that may resolve the issue, and assist you in planning your next steps.
As member of the International Ombudsman Association, we adhere to four Standards of Practice: Informality, neutrality/impartiality, independence, and confidentiality. In our last contribution to the Ethicist Blog, Ombuds Committee member Mary Sue Love covered neutrality and impartiality. Today, I’d like to describe confidentiality.
Confidentiality means we won’t divulge what you tell us to anyone, unless you give us permission to do so. Confidentiality is critical so that our “visitors” (the folks we’re trying to help) feel they can be candid and complete in telling their stories. Like all organizational Ombuds, we keep no records, so there’s nothing that will come up in any legal discovery process, should that occur. The only people who will know about your consultation with AOM Ombuds are you and us, unless you choose to tell someone else. Our confidentiality standard requires we neither confirm nor deny who’s consulted with us.
Confidentiality is critical so we can effectively help Ombuds visitors. Exceptions to it are very limited: If we believe there is “imminent risk of serious harm” to an individual or the Academy, we are obligated to report that to the appropriate person.
As Ombuds, our goal is that by telling us your story, you’ll have both a clearer understanding of the situation and some ideas about how to move forward in a positive direction. In our next few blog posts, we’ll explain the other Standards of Practice, independence and informality.
So if you want an avenue to confidentially try to resolve Academy-related issues, please contact us at email@example.com. You can find more information on the Academy’s Ethics webpage: www.AOM.org/ethics.