Q.1. Examine the role of the following in the context of civil service. (A) Moral code of conduct (B) Work culture

A civil service functions on the principle of public trust. This trust is maintained by two interconnected elements: the individual officer’s internal moral compass and the external environment of their workplace.

(A). Moral code of conduct:

This refers to the deeply-held personal values of a civil servant—their internal sense of right and wrong.

• It functions as the “spirit” that guides the “letter” of the law.
• It is most crucial in situations of discretion, where no specific rule exists.
• A strong moral code ensures that an officer’s actions are driven by integrity, compassion, and a commitment to the public good, not by personal gain (corruption) or bias (nepotism).
• It is the foundation of probity and the individual’s primary defence against unethical pressures.

(B). Work culture:

This is the collective ethics of the organization. It is the “unwritten rules,” shared values, and norms that define what is acceptable behaviour within a department.

• A positive work culture (meritocratic, transparent, service-oriented) reinforces and supports an individual’s moral code.
• A negative work culture (sycophantic, corrupt, opaque) can erode the integrity of even an honest officer.
• It sets the “norm.” If punctuality, efficiency, and honesty are celebrated by seniors, juniors will emulate them. If corruption is tacitly accepted, it will spread.

In essence, the moral code is the individual’s anchor, while the work culture is the institutional tide. Both are essential for an ethical and effective civil service.