Download - Bus Ethics Quiz
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Ethics Quiz: Ethics Quiz: How
A Brief Exercise on Ethics in theWorkplace
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Ethics Quiz: Ethics Quiz: How
Ethical Are You?
cases in recent years, it's become all the moreimportant to understand the rights, the wrongs,
and the gray areas of the business world.
Mark the correct answer down on a scrap ofpaper as we will review afterwards.
Though more than one answer might seem
poss e, p c t e est answer to t equestions provided.
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and one upper-level manager has
for personal expenses. How do you handle
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am in the company, so it must be OK.
b) I confront the person and hope that this'
know to a higher-level manager or
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human resources and an employee comes" ,
something about someone, but you can't
".
someone pushed another employee in the
.
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' , .
n out t e emp oyee was n ure
and decide based on that whether to tell.
c Even thou h it breaks m romise I tell
my boss so the incident goes on record.
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,
found, I can just argue that it's not my faultbecause I didn't understand the document.
b I ask someone with more knowled e towalk me through the report before I sign.
c) I sign it, vowing to take an accounting
course whenever I find the time.
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hiring employees, you know it's illegal toask whether a candidate for a osition atyour company is planning on starting a
family, but during the course of then erv ew a woman can a e revea s ashe intends to do that. Can you decide
knowledge she might leave the company
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in deciding hires.
b) No, it would be discriminatory to avoid
and that's the only difference, it can
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company as a land surveyor, but you plan.
you reveal that during the interview?
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,
relocation plans.
b) Yes, I would feel obligated to tell.
c If the interviewer asks m lon -term
intentions, I'll admit to my plan.
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that he has major concerns about a large
for engineering. You just learned the vice
who have been too vocal against this
.be honest anyway?
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,and encourage the friend to protect his
encouraging my friend one way or
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from your company. You are an up-and-comin executive and our boss warnsthat if you're seen with this person, you
could lose the respect of those who mightpromo e you. e ore eav ng, e r en supset and asks you to meet him in the
,will likely see. Do you agree to go comfort
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,
than any promotion.
b) Yes, but you ask if you can meet at aeren oca on.
c) No, and you cut off all ties with the
shunned em lo ee.
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have been asked to work with the public
release about a new product that didn't
earlier reports. How much do you reveal to
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' ' .
company's image is not damaged by the flawedproduct.
b I write a more mildl enthusiastic, but honest,release than I would if the product were perfect.
c) I'm completely honest, believing it will earn
the respect of customers to be forthcoming.
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creating the budget report that goes to the.
before the next meeting, the president
and just add it in next time. Do you agree
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, .
es, ut on y a ter t e pres ent agrees
to give you a bonus.
c No one small thin can turn into man
small things, which is a big deal.
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he cheats on his wife. You're the
department. Another manager is writing up
employee. Do you tell your co-manager
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', .
es, t s e av or cou eventua y
affect the company.
c I hint at it but avoid makin an definite
claim.
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e correct answer:
I confront the person and reveal what I
know to a hi her-level mana er or
someone in human resources
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ensure that the behavior won't continue."
sufficient," says Bruce Weinstein, Ph.D.,
"Guy" for Knight-Ridder Tribune. Weinstein
should monitor the person.
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e correct answer:
Even though it breaks my promise, I tell
m boss so the incident oes on record.
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Jenn Crenshaw, a rofessor at the Universit of
Phoenix campus in Richmond, Virginia, saysthat a human resources manager should warnem lo ees before the divul e a secret that herposition and the law might require her to tellsomeone else. "Then they get to decide whether
' " , .Even if she doesn't get a chance to forewarn theemployee before sensitive information is
, ,like physical assault, goes on the record bytelling a higher-up.
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e correct answer:
I ask someone with more knowledge to
walk me throu h the re ort before I si n.
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A signature can be legally binding whether or not the
person had any understanding of the document signed."If I was asked to sign something where I wasn't privy toall the details, I'd have two or three eo le reviewin itand have them sign off," says Charles Kerns, Ph.D., whorecently authored the book Value-Centered Ethics. It
also hel s to have ali nment with em lo ees, whichmeans employees subscribe to the manager's belief inethical responsibility and quality work, says Kerns, a full-time facult member at Pe erdine Universit 's
Graziadio School of Business and Management.
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e correct answer:
No, it would be discriminatory to avoid
ickin her for that reason
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she (or he) is planning to have a family- " ' .
impossible to know if the other candidate
as well," suggests Jenn Crenshaw.
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e correct answer:
No, they have no right to know I have
relocation lans.
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personal morals, a potential employee has,
could potentially change. If asked directly,
growth and promotion within the company
.
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e correct answer:
I explain what I know but try to avoid
encoura in m friend one wa or
another.
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' ,
important not to force those decisions on, ,
Regis University. Giving others
choice for themselves is generally the best
, .
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e correct answer:
Yes, but you ask if you can meet at a
different location.
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more than he or she would ask of you. And yet,shutting someone out completely is probably
more extreme than necessary unless their
reason for being fired makes them unacceptableas a r en . ry ng o n a m e groun can
save the friendship and the job. "When an
,
move up, you do not associate with that person,"
Schierlin admits.
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e correct answer:
I write a more mildly enthusiastic, but
honest release than I would if the roduct
were perfect.
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between talking positively about a company andlying outright. Since it's understood that a press
release is going to put a positive spin on any
topic, it's not expected to be fully frank about theaws. n e o er an , a ma or sas er can
sometimes be mitigated by an honest and
.
"Ultimately, you have to answer to yourself,"
sa s Schierlin .
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e correct answer:
No, one small thing can turn into many
small thin s which is a bi deal.
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,
slippery slope can be a dangerous thingbecause it's hard to know when to stop. "Crime
seldom starts on a big issue. If you're willing to
lie once, the odds are the second time's easieran e rs . you re a e o o w ce, en
you're able to do it a third time," he says. Kerns
"
in jail, they say they made these incremental
decisions."
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e correct answer:
No, what's personal is personal.
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affect his or her job performance, it's importantthe company know about that, says Weinstein.
However, adultery does not often affect job
performance. "It's quite possible to be an
a u erer an an exce en or m e- eve
manager, sad as that is," he says. But he adds
ethics may be to speak with the employee about
the emotional and health dan ers to his wife.
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Conclusion