Business Ethics Exam 1

What are the 6 steps of an ethics job screening process

Ethics screen notice legal ground rules behavioral information personality traits and related characteristics interview questions Post interview tests

ethical benefits of discovering one's calling

- perseverance - a greater sense of personal satisfaction - better stewardship of time and energy - service to others

Job selection rule Checklist

1. does selection rule discriminate against job candidates based on their race, color, religion, gender, national origin, or age? 2. Does the selection rule discriminate against job candidates with physical or mental disabilities? 3. Does the selection rule result in outcomes whereby members of protected classes, who live in the geographic region and possess the basic level of education and experience required, are disproportionately underrepresented?

what did Title VII of the Civil rights act of 1964 establish

EEOC Equal Employment Opportunity Commission

stakeholder

Any person or organization that has a direct interest in and is affected by, or could affect, an organization's goal accomplishment

What are the competitive advantages of creating and sustaining an ethical organization?

Attract and retain high quality 1. employees 2. Customers 3. suppliers 4. Investors Earn goodwill with community members and govt officials greater trustworthy info for decision making higher product and service quality less employee theft less need for employee supervision Increased flexibility from stakeholders in times of emergency

what are the strengths and weaknesses of Ethics screen notice

Encourage ethical applicants Could be viewed as invasion of privacy

what are the strengths and weaknesses of resumes

Best predictor of performance people lie on resumes

What are the four beliefs about human nature as related to ethics at the time of birth?

Born with prior knowledge of right and wrong Born good Born with inherited sin Born morally neutral

strengths and weaknesses of integrity tests

Determines ethics well People could lie

post interview tests strengths and weaknesses

Good final screening may not be fully accurate

Typical hiring process screens for

Knowledge Skills Ability Experience

What are the most common types of unethical behaviors in organizations?

Misuse of company time Abusive behavior Employee theft Lying to employees Violating company internet policies

meaningful work

Motivated by more than material rewards

What are the six stages of moral development?

Obedience-and-Punishment Orientation. Instrumental Orientation Good boy nice Girl Orientation Law and Order Orientation Social Contract Orientation Universal Ethical Principles Orientation.

strengths and weaknesses of behavioral information

People can lie on sources can give more in depth information on candidates

strengths and weaknesses of reference checks

Relevant info source People refuse to answer questions

what are four sources of behavioral info about a job candidate's ethics

Resumes reference checks background checks integrity tests

Four-fifths rule

Rule of thumb that finds evidence of discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group.

Ethics screen notice

inform potential job applicants about the organization's ethics job screen

workplace spirituality

The recognition that employees have an inner life that nourishes and is nourished by meaningful work that takes place in the context of community

interview questions

interview job finalists about ethical dilemmas experienced at previous workplaces and how they would respond to ethical dilemmas experienced by current employees. In addition, clarify inconsistencies and ambiguities that arose during the previous two steps

you can feed your soul through what

intimacy creative work nature and beauty spirituality

how does including an ethics screen notice in job descriptions affect the types of candidates that apply

job announcements noting an ethics job screen attract ethical applicants and discourage morally egregious people from applying

Americans with Disabilities Act classifies what as a disability

alcoholism

Title VII of the Civil Rights Act of 1964

prohibits businesses from discriminating among job applicants based on the individual's race, color, religion, gender, or national origin

indirect methods to developing character

be proactive begin with end in mind put first things first think win win seek first to understand, then to be understood synergize sharpen the saw

social dominance orientation

belief an individuals particular group membership is superior to membership in other groups

tabula rasa

blank slate

inner life

bring the whole person to work

Equal Employment Opportunity Commission (EEOC)

a federal agency designed to regulate and enforce the provisions of Title VII exemptions to title VII: fewer than 15 people serves religious purpose bona fide occupational qualification for which the discrimination related to the essence or central mission of the employer's business

under what conditions can a job candidate be given a drug and polygraph test

after interviewing the finalists

which of the big 5 personality factors are the most relevant for understanding a job candidate's ethics

agreeableness conscientiousness emotional stability

realistic job description

all tasks needed for job are listed list is current ethics is emphasized

barriers to obeying callings

ambition (seeking culturally defined success) avoidance due to doubts, self-imposed limitations, or orders from authority figures

Affirmative action

attempt to remedy past discriminatory behaviors by actively seeking, hiring, and promoting minority group members and women to equalize opportunities previously limited to white men

vocation

calling determining our purpose in life can be on or off the job

back end of disparate impact

candidates eliminated from hiring pool

Front end of disparate impact

candidates kept out of hiring pool

Well Managed Organization

community of people on a common mission to be effective, efficient, and ethical

person-organization fit

compatibility with your organization

ethical dilemmas

conscious or unconscious

attraction-selection-attrition Cycle

emphasizes how individuals are attracted to organizations that reflect their values and goals, organizations select job applicants whose attributes "fit" the work culture, and individuals leave the organization when they realize the fit is inappropriate

Alcoholism as a disability

employers may not ask about a candidate's alcohol use candidate may be asked about drunken driving arrest history Emphasis should be on whether candidate can perform job tasks

character

deep-rooted dispositions, habits, skills or traits of character that incline persons to perceive, feel, and act in ethically right and sensitive ways

Moral identity

define self in terms of ethical commitments and values to betray ethical commitments is to betray the self

altruistic behavior

deliberate pursuit of actions intended to benefit the interests or welfare of others

values

desirable goals, varying in importance, that serve as guiding principles in people's lives drive ethical decision making, behavior, and serve ad standards for determining right from wrong

community

desire for connection

steps to discovering your vocation

determine your unique gifts identify your specific concern for others identify your interests find the right job fit

direct approaches to developing character

educational strategies like: engaging students in debate, dialogue, and problem solving service learning courses or specific psychological interventions: Reframing negative thoughts mastering progressively greater dangers realistic assessment of weaknesses

realistic job preview

honest description of daily work activities that highlights both the exciting and tedious aspects of the job

Stages of Moral Development

evolutionary process describing how individuals morally reason about the rightness or wrongness of events that occur in their lives

Hiring illegal immigrants

federal crime 11.1 million illegal immigrants in US 59% from Mexico employers should screen all candidates for legal residency to avoid discrimination based on national origin

Cognitive dissonance

feeling of moral discomfort that occurs when an individual holds inconsistent or contradictory attitudes and beliefs

reference checks

former supervisors are a preferred source former subordinates are a valuable source references should be truthful and fair

Drawing upon spiritual resources

foundation for moral exemplars and moral identity workplace spirituality inner life meaningful work community caring for the soul

Legal Ground Rules

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

Integrity tests

gather information about the job candidate's behaviors and attitudes toward unethical workplace activities

how to identify or clarify values

generate a list of values rate lists of values use indirect means- reflect on what you admire, enjoy, how you spend your time and money strive for person- organization fit avoid materialistic or external values

strengths and weaknesses of interview questions

gives applicant good indicator of requirements may scare away applicants

strengths and weaknesses of personality traits and related characteristics

gives good indicator of personal ethics may turn away capable and qualified employees

Protected classes

group of people who are legislatively chosen to benefit from the protection of a statute, usually due to previous harmful discrimination

how moral identity develops

grows beyond childhood work with others on ethical tasks and projects adopt a joyful attitude

How do unethical behaviors increase organizational costs?

legal costs- lawsuits Theft- product loss recruitment and turnover costs- monitoring costs- losing employees quickly monitoring unethical employees reputation cost- bad rep loses business abusive treatment costs-verbally abusive mgers

Polygraphs

lie detector test

weak fit in attraction selection attrition cycle

low morale, turnover

Resumes

lying is a crime and indicates unethical behavior damage to ones career can be significant and occur years later

Why do good people occasionally behave unethically?

may not have intended to generate the resultant unethical outcome. may have chosen one set of values over a competing set of values. may justify the unethical behavior based on a reason considered more compelling, such as organizational survival. may choose not to prevent an unethical behavior for compelling reasons, such as fear of being fired or retaliation

Lawrence Kohlberg

moral development, ethical dilemmas in children

Human nature

moral, psychological, and social characteristics of human beings

inherited sin

morally damaged soul joins the body at birth and needs to be healed

strengths and weaknesses of background checks

more objective- provide better confidence for employers encourages applicants to be more open in interviews could be hindered by one mistake

behavioral information about candidates ethics

more reliable than attitudinal surveys or responses to hypothetical scenarios

job announcement

most current job description list of organization's core values emphasis on hiring high-integrity employees notice of applying ethics screen

strengths and weaknesses of legal ground rules

prevents discrimination could have fake cover letters disparate impacts

what types of questions would you ask job candidates during an interview to understand their ethics

previous ethical dilemmas who they consulted in the past about ethical issues

personality traits and related characteristics

obtain scores for personality traits and related characteristics such as conscientiousness, organizational citizenship behavior, social dominance orientation, and bullying

conscious ethical dilemma

occurs when you know an action is right or good but instead you are tempted to do what is wrong or bad

jean piaget

outlined cognitive development

4 domains of spiritual well being

personal domain communal domain environmental domain transcendental domain

ethics

principles a person uses to determine whether an action is good or bad

moral imperatives

principles that compel people to action and are found in all cultures and major religions

strong fit in attraction selection attrition cycle

productive, satisfied employee

Fair Credit Reporting Act (FCRA)

regulates how credit information can be gathered, used, and disseminated and the info is fair and accurate

"ban the box" legislation

removes the criminal records question from job application forms

Conscientiousness

responsible, dependable, hard working

behavioral information

review behavioral information from resumes, reference checks, background checks, and integrity tests

altruistic behaviors

the deliberate pursuit of actions intended to benefit the interests or welfare of others

human nature

the moral, psychological, and social characteristics of human beings

action sequence

the motivation behind the act, the act itself, and the consequences of the act

caring for the soul

the ongoing process of cultivating the inner emotional and spiritual self

conscience

voice of pure goodness within us

cognitive dissonance

when an individual holds inconsistent or contradictory attitudes and beliefs, which creates an unpleasant state of mind

Disparate Impact

when members of a protected class rarely make it through all the job-screening filters, suggesting one of the decision rules could be unintentionally discriminatory.

What are disparate impacts and how can you determine if an organization's job screening process results in disparate impacts

when members of protected class rarely make it through all the job screening filters apply 4/5 rule

unconscious ethical dilemma

when you are not aware something is a moral issue, yet others do

post interview tests

where appropriate, conduct drug and polygraph tests

positive psychology's 6 virtues

wisdom/knowledge, courage, love, justice, temperance, and transcendence

Organizational Citizenship Behavior

work related helping behaviors that go beyond normal job requirements