Q&A Hero

Q: (p. 186-187) The OECD Guidelines for Multinational Enterprises represents a less governmental approach to the same issues featured in the UN's nongovernmental Global Compact.

Q: (p. 186) As per the UN Global Compact, businesses should support a precautionary approach to environmental challenges.

Q: (p. 186) As per the labor standards of the UN Global Compact, businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining.

Q: (p. 186) The UN Global Compact, which encourages organizations to make a voluntary commitment to corporate citizenship, is widely recognized as the world's largest initiative of its kind.

Q: (p. 185-186) The UN Global Compact relies on public accountability, transparency, and the enlightened self-interest of companies, labor, and civil society to initiate and share substantive action in pursuing the principles on which the Global Compact is based.

Q: (p. 185) The UN Global Compact actively polices the behavior of multinational corporations.

Q: (p. 185) The UN Global Compact deals exclusively with two key areas of concern: fair pricing and customer satisfaction.

Q: (p. 185) The UN Global Compact is a voluntary corporate citizenship initiative endorsing 10 key principles that focus on four key areas of concern: the environment, anticorruption, the welfare of workers around the world, and global human rights.

Q: (p. 185) The UN Global Compact is a set of mandatory rules to which multinational corporations are expected to adhere. Companies that fail to comply with these rules are blacklisted by the US Government.

Q: (p. 185) The UN Global Compact represents a commitment on the part of its members to promote good corporate citizenship.

Q: (p. 185) Enforcing a global ethical standard would require all parties involved to agree on acceptable standards of behavior and appropriate consequences for failing to abide by those standards.

Q: (p. 183) The guidelines set down by Richard DeGeorge for organizations doing business in other countries was criticized because it only dealt with the issues of bribery, false advertising, and the use of sweatshops in the production process.

Q: (p. 183) The Global Code of Conduct is a general standard of business practice that can be applied only to undeveloped countries in accordance with their local customs and social norms.

Q: (p. 183) According to Richard DeGeorge's guidelines for organizations doing business in other countries, multinationals are responsible for redesigning the transfer of hazardous technologies so that such technologies can be safely administered in host countries.

Q: (p. 183) In the guidelines he set down for organizations doing business in other countries, Richard DeGeorge failed to emphasize the importance of working with the local culture.

Q: (p. 183) In the guidelines he set down for organizations doing business in other countries, Richard DeGeorge stated that it was acceptable for a company to harm the host country only if it served the greatest good for the greatest number of people.

Q: (p. 183) The financial strength of the Western nations has made developing nations more amenable to accepting general standards of business practice.

Q: (p. 183) The European Economic Community is an example of a regional trade bloc.

Q: (p. 183) If there are no clear local ethical standards, companies should revert to their own domestic ethical policies rather than work in the absence of any standards.

Q: (p. 183) Moving the ethical commitment of an organization to a global stage requires nothing more than increasing the scale of the policies and procedures.

Q: (p. 182-183) The downside of globalization is that corporations are free to take full advantage of less restrictive legal environments in developing countries.

Q: (p. 182) Globalization benefits corporations from economically advanced nations because access to resources in developing nations enables lower production costs that equate to lower prices and higher income standards for their customers.

Q: (p. 182) Ethical Relativism arises when a multinational company comes up against a policy that is banned both in its own country and in the country with which it's doing business.

Q: (p. 182) Ethical Relativism refers to the gray area in which ethical principles are defined by the traditions of society, personal opinions, and the circumstances of the present moment.

Q: (p. 181) The growth of multinational corporations, as a global phenomenon, has raised no ethical issues.

Q: (p. 181) Multinational corporations include those corporations that generate products and/or services in multiple countries and implement operational policies (marketing, staffing, and production) that go beyond national boundaries.

Q: (p. 181) Multinational corporations are also known as intranational corporations.

Q: (p. 181) A multinational corporation is a company that provides and sells products and services across multiple national borders.

Q: (p. 181) Globalization refers to the expansion of international trade to a point where, across the globe, regional trade blocs have overtaken national markets.

Q: (p. 181) The term "globalization" has applications in commercial, economic, social, and political environments.

Q: (p. 181) The term "globalization" refers to the phenomenon that divided the world into two opposing factions during the Cold War.

Q: (p. 180-181) Focusing on doing the greatest good for the greatest number of people often means that there is no accountability for individual actions.

Q: (p. 180) Utilitarianism is a theory in ethics that advocates making choices that offer the greatest good for the greatest number of people.

Q: (p. 180) For organizations, international markets represent new customers as well as sources of cheaper materials and cheap labor.

Q: (p. 180) A developed nation is a country that enjoys a high standard of living as measured by economic, social, and technological criteria.

Q: (p. 180) A less-developed nation is a country that lacks the economic, social, and technological infrastructure of a developed nation.

Q: (p. 158) Emily, a website designer, is hired by an organization to create an internal website that contains information meant to be accessed solely by employees. This website is the company's _____. A. cybernet B. intranet C. Ethernet D. extranet

Q: (p. 158) The term "_____" refers to a company's internal website that contains information for employee access only. A. intranet B. extranet C. Ethernet D. cybernet

Q: (p. 158) Which of the following is true of technological advances over the last two decades? A. They have not changed the work environment. B. They have increased employees' accessibility. C. They have raised no new ethical issues. D. They have limited the mobility of employees.

Q: (p. 168) Video surveillance, under federal law, is acceptable where the camera focuses on publicly accessible areas.

Q: (p. 168) Keystroke loggers can only capture information that is not deleted.

Q: (p. 168) Packet-sniffing software can be used to monitor employees' private accounts, as long as they are accessed on workplace networks or phone lines.

Q: (p. 166-167) Employee turnover, a long-term effect of monitoring employees, costs organizations thousands of dollars in recruitment costs and training.

Q: (p. 167) Computer ethics extends to considering the social consequences of the program being written and ensuring that your work doesn't harm people.

Q: (p. 167) Using a computer to appropriate the intellectual output of another person is an example of ethical employee behavior.

Q: (p. 167) Copying and distributing unpaid-for proprietary software is not a violation of computer ethics.

Q: (p. 166) With employers being able to monitor every keystroke on a computer, track every website visited, and record every call made by employees, the workplace is beginning to display Orwellian characteristics.

Q: (p. 165) The categories of litigation for cyberliability extend to defamation and libel.

Q: (p. 165) Cyberliability results in litigation for harassment through spam, obscenity, and pornography.

Q: (p. 165) Cyberliability applies the existing legal concept of liability to the field of computers.

Q: (p. 165) According to the legal concept of cyberliability, employers can be held liable for the actions of their employees through Internet communications to the same degree as if they had written those communications on company letterhead.

Q: (p. 164) Parents can be charged with vicarious liability for the actions of their children.

Q: (p. 164) The implications of vicarious liability are that the party charged is responsible for the actions of his or her subordinates.

Q: (p. 164) Parties charged with vicarious liability are never in a supervisory role over the person or parties personally responsible for the injury or damage.

Q: (p. 164) Vicarious liability is a legal concept that means a party may be held responsible for injury or damage only if he or she were actively involved in an incident.

Q: (p. 164) One of the arguments cited by employers for the use of web-monitoring at the workplace is the concept of vicarious liability.

Q: (p. 161-162) When jobs are plentiful and an employee would have no difficulty finding another position, then the consent given to the monitoring policy of a company is referred to as thin consent.

Q: (p. 161) Thin consent is based on the assumption that the employee can easily find another job.

Q: (p. 161) Thin consent leaves employees with little choice regarding the monitoring of their web activity at the workplace.

Q: (p. 161) According to Adam Moore, consent given by employees with little choice is referred to as thick consent.

Q: (p. 161) Advances in technology make it harder for employers to assign employees work outside the workplace.

Q: (p. 161) With advances in technology, the availability of employees in the business environment is no longer defined by their accessibility.

Q: (p. 160-161) Telecommuting allows employees a certain degree of flexibility in terms of their work hours.

Q: (p. 160) Telecommuting does not allow employees any degree of flexibility in terms of the location from which they work.

Q: (p. 160) The work arrangement which allows employees to work from locations other than their office and log into their company's network remotely is known as telecommuting.

Q: (p. 160) The argument over privacy at work traditionally centered on the amount of time that employees were on-site.

Q: (p. 160) The availability of ongoing technological advancements has made it easier to determine precisely where work ends and personal life begins.

Q: (p. 159) From an employer's perspective, monitoring an employee's computer activity at the workplace is necessary to map their productivity.

Q: (p. 159) Employers feel it necessary to monitor employees at the workplace because they have an obligation to their stakeholders to operate as efficiently as possible.

Q: (p. 159) Sending digitized information across fiber-optic wires raises no ethical questions.

Q: (p. 158) Customer service calls and computer tech support are examples of services that cannot be outsourced to another country.

Q: (p. 158) Information, once digitized, cannot be sent over a fiber-optic cable.

Q: (p. 158) One of the ways in which multinational corporations lower their expenses is by shipping work to countries with lower labor costs.

Q: (p. 158) Technological advances over the last two decades have made it possible for some employers to read the personal e-mails that employees send from their workstations.

Q: (p. 158) Technological advances over the last two decades have made it more difficult to pass the personal data of customers from one place to another.

Q: (p. 158) The extranet is a part of a company's website which can only be accessed by its senior executives.

Q: (p. 158) The intranet is a private piece of a company's Internet network that is made available to customers and/or vendor partners on the basis of secured access by a unique password.

Q: (p. 158) Companies can now make vast amounts of information available to employees and customers on their Internet, intranet, and extranet sites.

Q: (p. 158) Workplace technology has changed dramatically over the last two decades.

Q: (p. 168) Explain how packet-sniffing software and keystroke loggers can be used to monitor employees at the workplace.