Business & Professional Ethics Ch. 3

The Six-Step Ethics Job Screen Process Step 2: Legal Ground Rules- Other legal issues

- 6.6 % of full time employees are heavy drinkers, absent from work from 4 to 8 times more - However, questions about being an alcoholic are illegal under ADA - Hiring an illegal immigrant violates federal law - However, asking only Latino applicants if they are illegal immigrants is discrimination

The Six-Step Ethics Job Screen Process Step 2: Legal Ground Rules-Disparate Impacts

- Disparate impacts occur when members of a protected class rarely make it through all the job -screening filters, suggesting that one of the decision rules could be unintentionally discriminatory - Four-Fifth Rule - Affirmative Action - Affirmative action plans remedy past discriminatory behaviors by actively seeking, hiring, and promoting minority group members and women to equalize opportunities previously limited to Caucasian males - Affirmative action plans remain controversial. Why?

The Six-Step Ethics Job Screen Process Step 1: Ethics Screen Notice

- Inform potential job applicants about the organization's ethics job screen => Sorting effect - Attraction-Selection-Attrition cycle (ASA) - People who behave ethically want to be members of ethical organizations

The Six-Step Ethics Job Screen Process Step 3: Behavioral Information-Resumes

- The best predictor of future performance is past performance - A job candidate's previous accomplishments are encapsulated on a resume or job application - Researchers estimate that more than one in five resumes contain lies - False information on resumes suggests a lack of ethics and trustworthiness

The Six-Step Ethics Job Screen Process Step 3: Behavioral Information

Four recruiting tools provide useful behavioral information about a job candidate's ethics: - Resumes - Reference checks - Background checks - Integrity tests Behavioral information about a job candidate's ethics is more reliable than attitudinal survey results or responses to hypothetical dilemmas

The Six-Step Ethics Job Screen Process Step 2: Legal Ground Rules-Laws

Gather and use information in a way that does not discriminate against job candidates based on their race, color, religion, gender, national origin, age, or disability Employers signal good ethics to job candidates by respecting the law when recruiting and selecting employees Title VII of the Civil Rights Act (1964) - Prohibits businesses from discriminating among job applicants based on the person's race, color, religion, gender, or national origin - Some states included sexual orientation - Exemptions: N < 15, religious org, occupational qualification, inability to perform the task The Equal Employment Opportunity Commission was created in 1965 to oversee provisions of the Civil Rights Act - Age discrimination in Employment Act of 1967 - Americans with Disabilities Act of 1990 - Pregnancy Discrimination Act of 1978

Big Five

Openness ・imaginative or practical ・Interested in variety or routine ・Independent or conforming Conscientiousness ・Organized or disorganized ・Careful or careless ・Disciplined or impulsive Extraversion ・Sociable or retiring ・fun-loving or somber ・energetic or reserved Agreeableness ・softhearted or ruthless ・trusting or suspicious ・helpful or uncooperative Neuroticism (emotional instability) ・calm or anxious ・secure or insecure ・self-satisfied or self-pitying

Importance of an Ethics Screen

The most important factor for developing and reinforcing a high-integrity work culture is hiring ethical job applicants The typical hiring process consists of reviewing resumes and job application forms for knowledge, skills and abilities necessary to perform the job task Ethics is often assumed or overlooked

The Six-Step Ethics Job Screen Process Step 3: Behavioral Information-Organizational Citizenship Behavior

work-related helping behaviors that go beyond normal job requirements, such as aiding others with job-related problems ➢Helping behavior ➢Organizational compliance ➢Individual initiative ➢Organizational loyalty ➢Civic virtue ➢Self development ➢Sportsmanship

The Six-Step Ethics Job Screen Process Step 6: Post-Interview Tests

⁍ Drug use can be determined by an analysis of blood, urine, hair, or saliva. Marijuana, the most commonly tested for drug, can be detected in the blood system for 2 days, in urine from 2-14 days, and in hair follicles for up to 90 days ⁍ Millions of Americans are tested for drug use as a preemployment screen ❖ Polygraphs Also known as lie detectors, can be used as a job screen by federal, state, and local government agencies, as well as businesses, engaged in national security issues ■ Employee Polygraph Protection Act of 1988 does not apply to federal, state, and local governments ■ Functional Magnetic Resonance Imaging (fMRI)

The Six-Step Ethics Job Screen Process Step 5: Interview Questions

❖ Previous Ethical Dilemmas ▷ Asking job candidates to describe how they managed an ethical dilemma at a previous employer can be very useful ▷ Ethics questions must be job related and standardized e.g., Tell me about a time when you observed an employee or customer stealing products. How did you respond? Would you accept a free lunch from a client wanting to do business with the organization? ❖ Visual Lie Detection ▷ Behavioral responses assumed to be cures for detecting a lie include the following: ☛ Bodily Tendencies: less eye contact, increased blinking, pupil dilation, fidgeting, shaking knee, tapping fingers... ☛ Verbal Tendencies: Hesitancy in responding, frequent speech disturbances, sighs, higher pitch, longer response before answering... ▷ Realistic job preview (RJP), an honest description of daily work activities that highlights both the exciting and tedious aspects of the job ▷ Honest and balanced presentation of the job leads to higher job satisfaction and lower turnover rate

The Six-Step Ethics Job Screen Process Step 3: Behavioral Information-Tests

❖ Reference Checks • Job candidates usually list references predisposed to sharing favorable information • The previous supervisor's perspective of the job candidate's strengths and weaknesses is probably the most relevant information source • Defamation lawsuits • "Would you hire this person again?" ❖ Background Checks • Conduct background checks to verify a job candidate's academic accomplishments, prior work responsibilities, and other work-related issues • More objective than a reference check, integrity test, and personality test • Academic accomplishment • Criminal records and credit checks • Facebook ❖Integrity Tests • Also referred to as honesty tests, integrity tests typically gather information about the job candidate's behaviors and attitudes toward unethical workplace activities, such as theft • Research neither proved nor disproved the reliability of integrity tests • Types of integrity tests

The Six-Step Ethics Job Screen Process Step 4: Personality Traits and Related Characteristics

❖ Social Dominance Orientation and Bullying- is the belief that an individual's particular group membership (defined in terms of race, gender, religion, or ethnicity) is superior to membership in other groups ❖ Researchers have found that high SDO scores are associated with racism and sexism ▹ Questions from the bullying scale that could be asked ▹ Has the job applicant - purposely withheld information from others that negatively affected his or her performance? - assigned unmanageable workload? - ordered subordinates to do work beyond their competence level? - given tasks with unreasonable targets/deadlines? - excessively monitored the work of subordinates? - humiliated and ridiculed subordinates?