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Business Ethics
Q:
The Age Discrimination in Employment Act (ADEA) of 1967 includes provisions for all but which of the following situations?
a) a bona fide occupational qualification such as not rehiring an aging actor for a young role, or matters of safety
b) job assignments for older workers
c) promotions for older workers
d) employees that are outside of the protected range of ages 40 to 65
e) none of the above
Q:
The term _______________ refers to discriminating against a dominant or majority group member in favor of a historically disadvantaged or minority group member.
a) gender parity
b) reverse discrimination
c) reverse genders
d) glass ceiling
e) none of the above
Q:
The term "glass ceiling" refers to which of the following situations?
a) advancement of workers beyond a certain level of seniority is stopped due to unsatisfactory performance
b) advancement of a qualified woman or minority group member is prematurely stopped at a lower level due to gender, racial or ethnic discrimination
c) advancement of workers is only allowed for those who are unable to see the invisible barriers to promotion
d) all of the above
e) none of the above
Q:
The Family Medical Leave Act (FMLA) extends to all but which of the following types of employers?
a) private sector firms that employ less than 50 workers
b) all state employers
c) all local employers
d) all federal employers
e) none of the above
Q:
Which of the following explanations cannot be offered to account for wage differences between men and women?
a) career pattern choices
b) seniority factor
c) job demand choices
d) ability differences
e) none of the above
Q:
On average, females earn approximately _________ of male salaries.
a) 99 percent
b) 89 percent
c) 79 percent
d) 69 percent
e) none of the above
Q:
The __________ of 1964 prohibits pay discrimination based solely on gender considerations.
a) Civil Rights Act
b) Gender Disparity Act
c) Equal Pay Act
d) Fair Wages Act
e) none of the above
Q:
Some state and municipal laws include ___________ as a protected class, though federal law does not include this provision.
a) race
b) ethnicity
c) age
d) sexual orientation
e) none of the above
Q:
When hiring, it is ethical and legal to discriminate based on all but which of the following characteristics?
a) previous job experience
b) potential productivity
c) national origin
c) educational level
e) none of the above
Q:
______________ refer(s) to treating everyone with dignity.
a) Fairness
b) Respect for others
c) Values
d) all of the above
e) none of the above
Q:
_____________ refer(s) to making decisions according to rules not based on personal biases.
a) Fairness
b) Respect for others
c) Values
d) all of the above
e) none of the above
Q:
Which two prominent ethical principles must guide decision making when making distinctions among people at the workplace?
a) fairness and respect for others
b) the law and personal values
c) patience and consistency
d) all of the above
e) none of the above
Q:
In 2009 there were more than __________ discrimination cases filed with the EEOC.a) 1,000,000b) 100,000c) 10,000d) 1,000e) none of the above
Q:
According to _____________, individuals define themselves in relation to others based on a "self-identity" or "social identity" factor and form binding relationships with people who categorize themselves similarly.
a) social justice theory
b) self-categorization theory
c) immigration theory
d) all of the above
e) none of the above
Q:
In 2010, a controversial law requiring police who stop immigrants for a traffic violation or some other crime to ask for a driver's license or other proof of legal status was passed in which state?
a) Arizona
b) Michigan
c) California
d) Texas
e) none of the above
Q:
Illegal or undocumented workers account for approximately what percentage of the U.S. labor force?
a) 40%
b) 25%
c) 10%
d) 5%
e) none of the above
Q:
Which legislation, passed in 1921, placed limits on the number of immigrants admitted into the United States?
a) Equal Employment Opportunity Commission
b) Title VII Civil Rights Act
c) Emergency Quota Act
d) Fair Labor Standards Act
e) none of the above
Q:
Anti-immigration sentiments are often correlated with which of the following factors?
a) the number of laborers exceeding job availability
b) insurmountable differences between ethnic groups
c) wage increases
d) all of the above
e) none of the above
Q:
The doctrine of ___________________ allowed employers and employees to end an employment relationship for any reason, as long as it did not violate contractual agreements or federal, state and municipal laws.
a) right to work
b) fair wages
c) employment-at-will
d) fair labor standards
e) none of the above
Q:
Which of the following groups was not subject to prejudice upon arriving to the United States?
a) Africans
b) Irish
c) Asian
d) religious minorities
e) none of the above
Q:
The ethical theory that recognizes preferences about right and wrong are based on the interests of a person's social group is called:
a) social group relativism
b) social norms
c) social networking
d) social identity
e) none of the above
Q:
Issues of ethnic and religious diversity arose at which of the following periods in American history?
a) the Industrial Revolution, with the influx of immigrants
b) the Civil Rights Era, post-slavery
c) its inception, when Columbus arrived amid indigenous people
d) the California "Gold Rush"
e) none of the above
Q:
The federal organization charged with monitoring illegal workplace discrimination is called the:
a) Equal Employment Opportunity Commission (EEOC)
b) Title VII Civil Rights Act
c) Department of Labor
d) Fair Labor Standards Act
e) none of the above
Q:
Which of the following is not a dimension of the Myers-Briggs Type Indicator?
a) where you get your energy
b) what your racial background includes
c) how you learn
d) how you make decisions
e) how you organize your time
Q:
A popular personality assessment tool used by employers is called the:
a) Personality Profile (PP)
b) Myers-Briggs Type Indicator (MBTI)
c) Rational Ethical Decision Framework (REDF)
d) all of the above
e) none of the above
Q:
A general consensus on the "Big Five Personality Model" recognizes which of the following different aspects of personality?
a) extraversion
b) agreeableness
c) conscientiousness
d) all of the above
e) none of the above
Q:
Which of the following characteristics is not considered a permanent dimension of diversity?
a) race
b) age
c) gender
d) sexual orientation
e) all of the above
Q:
Which of the following characteristics is considered an evolving dimension of diversity?
a) race
b) ethnicity
c) gender
d) education
e) all of the above
Q:
Which of the following characteristics is considered a permanent dimension of diversity?
a) race
b) ethnicity
c) gender
d) sexual orientation
e) all of the above
Q:
Employees can be categorized according to their status within the place of employment, including hierarchical status, work content, department, and seniority.
a) permanent
b) evolving
c) personality
d) organizational
e) none of the above
Q:
The _____________ dimension of diversity indicates that people are often categorized differently based on their disposition.
a) permanent
b) evolving
c) personality
d) organizational
e) none of the above
Q:
The ______________ dimension of diversity includes characteristics that change, over time, including age, height, weight, religion, education, physical ability, marital status, income level, and geographic location.
a) permanent
b) evolving
c) personality
d) organizational
e) none of the above
Q:
The ______________ dimension of diversity refers to physical attributes or inclinations people are born with that do not naturally change over time.
a) permanent
b) evolving
c) personality
d) organizational
e) none of the above
Q:
The EEOC primarily focuses on which of the following dimensions of diversity?
a) permanent
b) evolving
c) organizational
d) personality
e) none of the above
Q:
Diversity can be conceptualized in terms of four unique dimensions, including: permanent, evolving, ___________ and organizational.
a) racial
b) personality
c) religious
d) all of the above
e) none of the above
Q:
How would you assess the success of an ethics training workshop?
Q:
Discuss the eleven personality measures/surveys associated with ethics that can be useful tools for ethics training.
Q:
Discuss the steps involved in facilitating an ethics dialogue workshop through application of the systematic rational ethical decision-making framework.
Q:
Outline the steps required for an effective ethics training workshop.
Q:
Employee workshops on fraud detection are not effective in discouraging those who are considering committing a fraud, nor can they realistically help detect frauds as soon as they occur.
Q:
Fraud cannot occur in nonprofit or governmental organizations because there are no shareholder resources to steal.
Q:
Approximately 60 percent of employees have stolen from their employers.
Q:
In order to preserve anonymity, change references to specific people and places when discussing real-life ethical dilemmas during ethics training.
Q:
A useful step in ethics training involving exploring ethical scenarios is to encourage discussion of minority viewpoints.
Q:
It is inappropriate to examine ethical issues presented in the business ethics literature or internet websites for the purposes of training; doing so does not allow employees to explore their own organization.
Q:
It is important to present ethics training materials in a way that targets specific employees for their behavior to provide an example for others in the organization.
Q:
Ethics training, if well done, holds both managers and nonmanagement employees accountable for their ethical behaviors, and provides an opportunity for misunderstandings to be addressed.
Q:
The terms fraud, theft and embezzlement can be used interchangeably.
Q:
Lengthy ethical cases or vignettes are more effective in soliciting meaningful feedback from employees during ethics training.
Q:
It is possible to assess the "ethical culture" of an organization through use of survey instruments.
Q:
It is inappropriate to characterize work as a "calling" or vocation because it implies religious affiliation.
Q:
Members of some professions are required to take ethics training as part of obtaining or renewing their professional licenses to protect the public from incompetent practitioners.
Q:
Because individuals are more likely to discuss work-related ethical issues with family and friends than with coworkers or executives, realistically, ethics training is unlikely to be effective.
Q:
It is typically inappropriate to include ethics and personality measures in ethics training, because these are personal issues.
Q:
Requiring a written response to ethical dilemmas is not helpful because it forces the employees to put their opinions in writing.
Q:
Because types of ethical dilemmas vary according to who is involved, the circumstances and context, it is not particularly helpful to explore common ethical problems experienced in the organization or its industry.
Q:
A useful method of ethics training can include formulation of "games" modeled after quiz shows designed to raise awareness of ethical issues at work.
Q:
If Codes of Conduct and Ethics are displayed prominently throughout the workplace, further analysis will not be helpful in determining the extent to which employees embrace them.
Q:
A useful method of ethics training may include presenting actual cases of employees or people in the industry violating a Code of Conduct and the punishments they received.
Q:
To ensure organizational harmony and team-building, divergent thinking and creative problem solving should be discouraged during ethics training, in favor of a single approach to decision-making.
Q:
Consistent with best practices in ethics training, at least one mandatory ethics training should be offered annually.
Q:
It is always best to utilize an ethics workshop facilitator who is not a member of the organization, but rather an expert from outside.
Q:
A strength of facilitator-guided face-to-face ethics training is that it allows for discussion and motivating employees to get out of their "comfort zone".
Q:
Web-based training can be a simple and effective method for making employees aware of the most common ethical issues at work.
Q:
Upper-level managers establish the overall ethics tone that is then filtered throughout an organization; as such, training can help these leaders achieve consensus on how to address difficult behaviors.
Q:
It is most important to provide ethical training to lower-level employees, because most ethical challenges occur at that level of the organization.
Q:
When organizations face tight budgets, ethics training should be eliminated to focus on more immediate concerns, and then resumed when the organization is healthier.
Q:
Ethics training is not required if organizations clearly post Codes of Conduct and Codes of Ethics throughout the building.
Q:
Which of the following is not among the issues an ethical culture assessment can explore?
a) performance based on the Code of Ethics
b) the behavior of managers
c) the organizational culture according to the employees
d) all of the above
e) none of the above
Q:
Which of the following is not among the three most common forms of embezzlement:
a) taking money from a store where one shops regularly
b) employees writing fraudulent checks that they or their friends cash
c) taking money from cash revenues
d) processing fraudulent invoices
e) none of the above
Q:
Personality measures can be helpful tools at which stage of the employment process?
a) hiring
b) orientation
c) ethics training
d) all of the above
e) none of the above
Q:
Discussions of work as a calling can assist employees:
a) frame their daily tasks as something that has positive impacts on the lives of others
b) remind them of their original purpose for choosing a particular job or career path
c) participate in a meaningful workshop during ethics training
d) all of the above
e) none of the above
Q:
Applying the ________________ can be a useful component of ethics training and allow participants to explore specific steps of decision making.
a) four-component model
b) systematic rational ethical decision-making framework
c) code of conduct
d) code of ethics
e) none of the above
Q:
Research indicates that the _____________ of ethics training is associated with positive impacts on employee attitudes and behaviors.a) lengthb) frequencyc) mandatory natured) all of the abovee) none of the above
Q:
Which of the following is not an important step to include in an ethics training session?
a) expressed support from the CEO or supervisor
b) presentation of competitive advantages for maintaining an ethical work culture
c) presentation of a current ethical dilemma the company is facing and allowing participants to determine the solution
d) all of the above
e) none of the above
Q:
Ethical organizations, which have high levels of trust, consistently _______________.
a) attract and sustain high-quality employees
b) face lower levels of organizational risk
c) experience higher levels of communication with stakeholders
d) all of the above
e) none of the above
Q:
Ethics training is typically most useful in which of the following types of organizations?
a) publicly traded companies
b) city governments and public organizations
c) nonprofits and other NGOs
d) all of the above
e) none of the above
Q:
Participants in ethics training can be tested at the end of a workshop to ensure:
a) knowledge and techniques have been successful conveyed
b) they will behave ethically in the future
c) they will avoid ethical dilemmas in the future
d) all of the above
e) none of the above
Q:
________________ is a systematic collection, review and use of information to determine workshop effectiveness.
a) Training
b) Assessment
c) Metric
d) Vocation
e) none of the above
Q:
Every job can be framed in terms of a "calling" or _________, which provides meaning to the work experience.
a) chore
b) profession
c) vocation
d) situation
e) none of the above