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Business Ethics
Q:
Legal advisors recommend that it is irrelevant whether or not the whistleblower has convincing, documented evidence before moving forward with informing an external authority.
Q:
Whistleblowers are always perceived as disgruntled employees seeking revenge against a boss or employer.
Q:
A method for preserving employee anonymity in the internal reporting system is to use an identification number for the case and filter communications through a resource such as EthicsPoint or other telephone services.
Q:
It is impossible to discourage false accusations with an effective assist line.
Q:
The roles of the organization's ethics and compliance officer and ombudsperson are interchangeable.
Q:
In order to successfully prosecute wrongdoing in the workplace, the employee who raised the concern must identify him/herself during the investigation process.
Q:
Even smaller organizations with less than 50 employees can benefit from a clearly articulated internal reporting system for ethical issues.
Q:
In order to be effective, the ethics and compliance officer must be someone in a dedicated position, not someone who serves that function in addition to another role such as legal counsel.
Q:
It is not important whether or not the ethics and compliance officer is perceived as someone with authority in the organization.
Q:
The False Claims Act initially passed in 1863 and strengthened in 1986 is designed to protect employers from whistleblowers making false accusations.
Q:
Legislation including Sarbanes-Oxley Act of 2002 ensures that whistleblowers will face no negative consequences after blowing the whistle.
Q:
Assist lines or "ethics hotlines" can help address issues of confidentiality and false accusations in reporting wrongdoing.
Q:
Ethics-related information can come from suppliers and customers, in addition to employees.
Q:
An "open door" policy between supervisors and employees means the door remains open during every conversation, to ensure an open and transparent process of discussion.
Q:
Employees are more likely to discuss an ethical concern with a manager if these types of discussions occur on a regular basis.
Q:
Fear of retaliation for reporting unethical conduct from colleagues and supervisors is a realistic concern.
Q:
Employee silence is less likely when the chain of command is the only mechanism for reporting and when the person behaving unethically can readily identify the information source.
Q:
Authoritarian leaders rule according to the saying "my way or the highway," tend to expect absolute loyalty, and consider taking suggestions from subordinates as a leadership weakness.
Q:
People are often uncomfortable conveying negative information to organizational leaders who welcome ethical discussions.
Q:
Ethical misconduct at the workplace can be undertaken for the purposes of enhancing the company's financial performance agenda or for personal benefits for those engaging in the misconduct.
Q:
The ethics and compliance officer in an organization must differentiate between which of the following types of ethical issues?
a) discrimination and harassment
b) material and immaterial issues
c) right and wrong
d) all of the above
e) none of the above
Q:
Observers of ethical misconduct will often remain silent when they perceive reporting as a violation of ___________ to employees, managers, and the organization.
a) loyalty
b) whistleblowing
c) professionalism
d) silence
e) none of the above
Q:
Which of the following were not among reported ethical misconducts undertaken to benefit the individual, according to a 2009 Ethics Resource Center survey?
a) improper hiring practices
b) discrimination
c) internet abuse
d) bribes
e) sexual harassment
Q:
Prior to the passage of Sarbanes-Oxley, the number of whistleblower reports averaged 6,400 per month; following Sarbanes-Oxley, the monthly average changed to ____________ per month.
a) 4,000,000
b) 400,000
c) 40,000
d) 4,000
e) 400
Q:
Legislation developed in response to the 2008-2010 financial crisis, which includes rewards for information about securities violations successfully enforced by the Securities and Exchange Commission, is called the ______________.
a) Dodd-Frank Act
b) Sarbanes-Oxley Act
c) Civil Rights Act
d) False Claims Act
e) none of the above
Q:
The False Claims Act compels the whistleblower to consider all but which of the following?a) he/she must have actual knowledge of the fraudb) the fraud must be tax fraud; tax fraud is the only type of fraud the act addressesc) federal money must be involvedd) the financial amount of the fraud must be sizable, and the entity to be sued must be able to pay back the stolen money and associated finee) the evidence of the fraud cannot come from a publicly disclosed source such as a newspaper
Q:
Provisions by which citizens can sue fraudulent suppliers on behalf of the government, and receive a percentage of the financial recovery, are called __________ provisions.
a) quid-pro-quo
b) qui tam
c) tit-for-tat
d) all of the above
e) none of the above
Q:
Research indicates which of the following outcomes may be associated with blowing the whistle?
a) negative performance evaluations
b) demotions
c) physical, psychological and family problems
d) all of the above
e) none of the above
Q:
Which of the following is not a provision of the Sarbanes-Oxley Act (SOX)?
a) protection for whistleblowers
b) creation of the Public Company Accounting Oversight Board
c) establishment of an anonymous reporting mechanism for employees to report fraud
d) auditors cannot engage in consulting work for companies they are auditing without approval from the client's audit committee
e) none of the above
Q:
The _______________ of 2002 was enacted directly following high-profile accounting scandals involving Enron, WorldCom, Tyco and other companies that cost investors billions during the early 2000s.
a) Dodd-Frank Act
b) Sarbanes-Oxley Act
c) Civil Rights Act
d) False Claims Act
e) none of the above
Q:
Legislation that includes protections for whistleblowers includes all but which of the following?
a) the False Claims Act
b) the Sarbanes-Oxley Act
c) the Dodd-Frank Act
d) the Civil Rights Act
e) none of the above
Q:
Contacting someone outside the organization about potential or actual nontrivial misconduct inside the organization is referred to as __________________.
a) reporting
b) whistleblowing
c) prosecuting
d) protecting
e) none of the above
Q:
________________, previously referred to as "ethics hotlines," have long been popular with organizations as a method of obtaining information about situations that may be unethical or illegal.
a) Assist lines
b) Asset lines
c) Answering services
d) all of the above
e) none of the above
Q:
Members of a religious clergy trained in providing spiritual advice, sometimes contracted by businesses in consulting functions, are known as ___________.
a) priests
b) ombudspersons
c) ethics officers
d) chaplains
e) none of the above
Q:
Which of the following principles is not consistent with the legal obligations of an organization's ombudsperson?
a) independence
b) neutrality and impartiality
c) prosecution of wrongdoing
d) confidentiality
e) informality
Q:
The position serving as a deterrent against managerial abuse of power and other unethical activities, a concept which originated in government, is known as a(n) ____________.
a) ethics and compliance officer
b) whistleblower
c) ombudsperson
d) manager
e) none of the above
Q:
The ethics and compliance officer's primary duty is to:a) manage the organization's internal reporting systemb) report wrongdoing to the management teamc) supervise whistleblowing within the organizationd) all of the abovee) none of the above
Q:
Which of the following attributes should characterize an ethics and compliance officer?
a) insider status and well-networked
b) high position that exemplifies authority
c) operational experience
d) all of the above
e) none of the above
Q:
Which of the following duties is not consistent with those of the ethics and compliance officer?a) managing internal reporting systemsb) offering guidancec) developing and interpreting ethics policiesd) assigning all ethical issues equal standinge) none of the above
Q:
The position in an organization charged with broad oversight of ethical performance is the:
a) ombudsperson
b) ethics & compliance officer
c) manager
d) CEO
e) none of the above
Q:
In general, ethically approachable managers embody _____________ behaviors.
a) dissenting
b) virtuous
c) inconsistent
d) all of the above
e) none of the above
Q:
An approachable manager displays which of the following characteristics?
a) authoritarian leadership
b) honesty and transparency
c) discourages dissent
d) all of the above
e) none of the above
Q:
The best ethics reporting system is:
a) an anonymous tip line
b) weekly ethics training
c) an ethically approachable manager
d) an ombudsperson
e) none of the above
Q:
Even when the appropriate reporting systems are in place and when individual factors such as seniority and possession of clear evidence are available, some workers still fail to speak out against unethical misconduct due to a lack of _____________.
a) moral courage
b) reward
c) moral incentive
d) all of the above
e) none of the above
Q:
Based on factors of __________________, observers are likely to remain silent about ethical misconduct if the misconduct causes minimal consequences to the recipient or the organization, occurs in a physically distant part of the organization, or if there is a lack of consensus in the organization that the misconduct is actually unethical.a) moral sensitivityb) moral intensityc) moral normsd) moral diversitye) none of the above
Q:
Which of the following is not an anticipated negative outcome associated with employee silence?
a) being labeled or viewed negatively
b) damaging a relationship
c) retaliation or punishment
d) no corrective action will be taken
e) no established reporting system
Q:
Which of the following observer factors are not associated with employee silence?
a) low moral intensity
b) lack of evidence
c) lack of empowerment
d) all of the above
e) none of the above
Q:
Which of the following organizational factors are associated with employee silence?
a) work culture discourages dissent
b) loyalty to the organizational members is not aligned with ethics
c) no established reporting system exists
d) all of the above
e) none of the above
Q:
Identify and define the four dimensions of diversity.
Q:
Explain the most common types of workplace discrimination, including at least four examples.
Q:
Discuss the steps required to successfully implement a diversity initiative.
Q:
Discuss the factors associated with best operational practices for managing diversity.
Q:
Provide an overview of the competitive advantages of diversity management in the workplace.
Q:
If effective policies are put in place in the workplace, diversity training becomes unnecessary.
Q:
By definition, males cannot be victims of sexual harassment in the workplace.
Q:
The federal government passed the Employment Non-Discrimination Act (ENDA) to protect LGBT people from job discrimination based on sexual orientation.
Q:
Employers are expected to provide flexible scheduling for religious holidays and respect religious clothing and grooming policies.
Q:
If customers or other employees express a strong preference for a certain type of ethnicity in the workplace, it is legal to discriminate in job assignments and promotions.
Q:
Legislation requires that employers provide appropriate job accommodations for pregnant women, regardless of undue hardship to the employer.
Q:
The Family Medical Leave Act (FMLA) of 1993 extends protections to employees needing time off to address health-related problems of their own, or of immediate family members.
Q:
In 1978, Congress passed the Pregnancy Discrimination Act (PDA) to protect the civil rights of pregnant women.
Q:
The criterion for determining whether work being performed is considered equal is whether the same job title is assigned to both men and women.
Q:
Both men and women are subject to stereotypes about their physical and personality characteristics in the workplace.
Q:
People tend to form group coalitions first based on gender and then on race and ethnicity.
Q:
In the workplace, individuals tend to communicate, collaborate and associate with those who share some similar feature or characteristic important to the person.
Q:
Legislation including Title VII of the Civil Rights Act has made workplace discrimination obsolete.
Q:
Though factors including race and gender may lead to stereotyping and prejudging of others, organizational factors including status and seniority are not related to diversity.
Q:
Prejudgments about others are usually a reaction to some factor of diversity.
Q:
Individuals in the workplace are generally treated the same, regardless of age.
Q:
Dimensions of diversity that evolve, including weight, marital status and physical ability, are not important to consider as they are irrelevant to discussions of diversity in the workplace.
Q:
Characteristics such as age and race are considered dimensions of diversity, but factors that are within our control, such as personality, are not.
Q:
Diversity can contribute to improving organizational performance or be the source of detrimental prejudices and stereotypes.
Q:
Appropriately managing diversity in the workplace leads to competitive advantages.
Q:
Tools that may assist with diversity training include all but which of the following?
a) the "Who Are You?" exercise
b) activities around dominant and subordinate group awareness
c) the Implicit Attitude Test (IAT)
d) confrontations between the dominant and subordinate group
e) none of the above
Q:
Diversity training is susceptible to which of the following problems, which can be addressed through careful design of the training?
a) over-emphasizing the negative characteristics of the dominant group
b) over-emphasizing employee differences to the exclusion of common ground
c) a trainer who lacks credibility with either the dominant or subordinate group
d) all of the above
e) none of the above
Q:
The ___________ group refers to the diverse characteristic that is held in common by a large number of employees, while the ___________ group refers to the diversity characteristic held by a small minority of organizational members.
a) dominant, subordinate
b) correct, incorrect
c) ethical, unethical
d) diverse, minority
e) none of the above
Q:
Sexual harassment includes which of the following unwelcomed behaviors:
a) sexual comments
b) sexual jokes
c) sexual pictures
d) all of the above
e) none of the above
Q:
Harassment becomes unlawful when the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider ___________.a) normalb) hostilec) tiresomed) unfriendlye) none of the above
Q:
Workplace _____________ is defined as "unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age, disability or generic information" from a supervisor,
coworker, or nonemployee, such as a customer or supplier.
a) assault
b) harassment
c) discrimination
d) accommodation
e) none of the above
Q:
The factors that help determine the reasonableness of an accommodation for a worker with a disability includes all but which of the following?
a) the nature and cost of the accommodation
b) the overall size and financial resources of the facility or business
c) whether the disability involves a wheelchair
d) all of the above
e) none of the above