Chapters 1-6
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| What is Organizational Ethics? Why is it important? | show 🗑
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| What is the ultimate purpose of Organizational Ethics? | show 🗑
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| Who are stakeholders? | show 🗑
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| What is ethics? | show 🗑
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| What are the most common unethical behaviors at work? | show 🗑
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| Managers as victims of unethical behavior: | show 🗑
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| show | discrimination based on race/gender in dealings with suppliers, employees, customers, govt, or the public.
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| Example of Operational Areas Ethical Issues: | show 🗑
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| show | True!
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| show | legal costs, theft, recruitment and turnover costs, monitoring costs, reputation costs, and abusive treatment costs.
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| show | True!
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| Costs of Gatekeepers (credit rating agencies) | show 🗑
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| show | Minimal (personal emails, internet searches, and phone calls on company time), eventually add up. The biggest source of theft is employees, not customers/clients.
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| show | Once an employees has lied, they are closely monitored until trust is restored. Organizations incur additional monitoring costs from increased scrutinizy by clients, auditors, etc. Ex) companies reviewing email
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| show | Severely damaged by lawsuits/accusations of unethical behavior in the media, or when customers register complaints with the BBB. Continuous negative publicity creates barriers for consumer engagement.
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| Abusive Treatment Costs: | show 🗑
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| Recruitment and Turnover Costs: | show 🗑
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| What do ethical organizations attract? | show 🗑
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| Human Nature: | show 🗑
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| show | begins at egocentric (infants), then developed self-awareness (child), then socio-centric, then child understand good/bad, etc. (stages)
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| show | Usually their surroudings (parents and whatever stage they are going through).
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| show | occurs when an individual holds inconsistent/contradictory attitudes and beliefs, which creates an unpleasant state of mind.
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| Optimal Organization Performance: | show 🗑
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| Lying and Cheating and Consequences: | show 🗑
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| show | principles compelling people to action, found in all cultures and major world religions. Despite constant moral messages, individuals conceal/falsify truths on a daily basis and lie when it is advantageous.
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| show | the deliberate pursuit of actions intended to benefit the interest or welfare of others. Ex) opening doors for strangers, helping friends/family, making donations (sometimes anonymously). Actions continue through adulthood.
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| Why do good people behave unethically? -- Reason 1 & 2 | show 🗑
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| Why do good people behave unethically? -- Reason 3 & 4 | show 🗑
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| show | could result from insufficient knowledge, situational ambiguity, etc. Ex) someone being overwhelmed by deadlines (providing work assistance could be unethical if your work is more important than theirs, but you're unethical if you don't offer it.)
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| show | Truth vs Loyalty; Individuals vs Community; Short Term vs Long Term; Justice over Mercy.
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| show | people behave unethically to avoid punishment and receive praise..Meeting financial objectives. Meeting schedule pressures. Wanting to be a team player.
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| show | fear of being labeled or viewed negatively by others (complainer, troublemaker, tattletale); fear of damaging relationships; fear of retaliation; fear of being blamed, etc.
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| Wage & Compensation Ethical Issues: | show 🗑
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| show | reflects a growing sense of entitlement among employees/citizens to be treated in an ethical manner.
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| Stakeholder Rights? | show 🗑
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| Federal Sentencing Guidelines: | show 🗑
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| Federal Sentencing Guidelines -- Why is it important? | show 🗑
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| Optimal Ethics Systems Model | show 🗑
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| show | a reduction in unethical or illegal behavior ... and tells you whether to discipline or fire the employee.
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| Ethics Screen Process -- Step 1: Ethics Screen Notice | show 🗑
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| show | Gather and use information in a way that does not discriminate among job candidates based on their race, color, religion, gender, national origin, age, or disability..Equal Employment Opportunity..4/5 rule.
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| Ethics Screen Process -- Step 3: Behavioral Information | show 🗑
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| show | personality tests offer a much broader psychological understanding of the job candidate (identify ethical/unethical behaviors)..Conscientiousness-measures responsibility, dependability and work ethic is the best predictor for job performance.
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| Ethics Screen Process -- Step 5: Interview Questions | show 🗑
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| show | drug and polygraph tests as a final test of the job finalist's integrity.
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| show | also referred to as "honesty tests", typically gather information about the job candidate's behaviors and attitudes toward unethical workplace activities, such as theft... "strongly agree -- strongly disagree" type.
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| What's the problem with the "socially appropriate answer"? | show 🗑
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| show | measures: conscientiousness; organizational citizenship behavior; bullying; social dominance orientation.
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| The "Big Five Model" measures: | show 🗑
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| show | diagnose personality disorders, hysteria, paranoia, schizophrenia, and depression. Disabilities are protected under the Americans with Disabilities Act. Tests are NOT a valid way of determining the ethics of job candidates.
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| When are Mental Health Tests recommended? | show 🗑
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| Interview Questions: Previous Ethical Dilemmas | show 🗑
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| Interview Questions: Visual Lie Detection | show 🗑
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| Interview Questions: Realistic Job Previews | show 🗑
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| show | urine tests; hair strand tests; saliva tests ... can be invasive, but is needed. Easy to administer and relatively inexpensive.
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| Code of Ethics | show 🗑
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| Code of Conduct | show 🗑
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| What's included in a Code of Ethics? | show 🗑
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| show | might list several specific laws relevant to different areas of organizational operations that employees will obey. Provides specific examples; addresses situations dealing with confidentiality, sexual harrasment, termination of services, etc.
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| Why are the Code of Ethics and Code of Conduct important? | show 🗑
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| Code of Ethics content: | show 🗑
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| Problems with writing International Codes of Ethics? | show 🗑
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| show | May use the "Code of Ethics Toolkit" to make their own. It is better for each company to create one specifically for them, instead of simply copying anothe company's book. 13 Step Process (in textbook).
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| show | The Strategic Plan integrates an organization's mission with its vision and provides clear direction on how the organization will progress from its current situation to a highly desired future situation.
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| show | Yes! The Mission Statements, Vision Statements, and Codes of Ethics serve unique purposes. Combined, these documents define the organization to internal and external constituents.
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| show | addresses the wide range of legal expectations and ethical risks unique to an organization or job title. Addresses: conflicts of interest, corporate opportunities, confidentiality, protection; compliance with laws/regulations, reporting illegal acts.
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| Who should be involved in developing the Code of Conduct? | show 🗑
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| show | present, gift, hospitality, or favor for which fair market value is not paid by the recipient. A fine line exists b/w a business gratuity/courtesy and a bribe.
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| show | When the object of value unduly influences buying decisions.
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| show | Eliminates moral confusion. Connect the code to the co. strategy; mention the code in job announcements; introduce the code in orientation; discuss the code in trainings; link code adherence to promotions; distribute the code annually, etc.
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| show | Should be done ANNUALLY. This make the code a living document by assessing how well the organization and its employees live up to it. Then use employee feedback as the basis for improvement changes in policies and practices.
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| show | age, education level, gender, locus of control (control events), machiavellianism(ends justify the means), moral development, nationality, philosophy/value orientation, religion, work experience.
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| show | a mental state that guides behaviors. Ex) working hard - some work hard and believe that it generates positive feelings/emotions, while others prefer a leisure lifestyle.
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| Ethics Beliefs and Sensitivities -- Ethical Sensitivity | show 🗑
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| show | age, education level, gender, locus of control (control events), machiavellianism(ends justify the means), moral development, nationality, philosophy/value orientation, religion, work experience.
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| show | a mental state that guides behaviors. Ex) working hard - some work hard and believe that it generates positive feelings/emotions, while others prefer a leisure lifestyle.
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| Ethics Beliefs and Sensitivities -- Ethical Sensitivity | show 🗑
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| show | a quick insight independent of any reasoning process about right and wrong.
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| show | according to it, formulating an intention to act ethically is a function o a person's attitudes towards the behvior, subjective norms, and perceived behavioral control.
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| show | refers to issue-related factors, rather than individual or organizational factors, that are likely to determine the magnitude of a person's moral approval or disapproval.
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| show | magnitude of consequences; social consensus; probability of effect, temporal immediacy, proximity, concentration.
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| show | according to it, formulating an intention to act ethically is a function o a person's attitudes towards the behvior, subjective norms, and perceived behavioral control.
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| Issue's Moral Intensity | show 🗑
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| 6 Factos influencing Issue's Moral Intensity: | show 🗑
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| Organizational Characteristics | show 🗑
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| show | is determining mentally to take some action that is morally appropriate. Influence by: ethical intuitions, values, virtues, norms, behavioral controls, etc.
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| Rational Ethical Decision Making | show 🗑
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| show | provides a simple framework for analyzing the ethical dimension of a decision. Truth; Fair; Goodwill; Beneficial?
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| Raytheon's Ethics Quick Test | show 🗑
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| show | Rotary International's Four-Way Test or Raytheon's Ethics Quick Test
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| show | provides a simple framework for analyzing the ethical dimension of a decision. Truth; Fair; Goodwill; Beneficial?
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| Raytheon's Ethics Quick Test | show 🗑
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| show | Egoism; Social Group Relativism; Cultural Relativism; Utilitarianism; Deontology; Virtue Ethics
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| show | ex) if the action furthers my interests, then it is right. If it conflicts with my interests, then it is wrong. Causes a guilty-conscience, high anxiety.
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| 6 Ethical Theories -- Social Group Relativism | show 🗑
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| show | ex) if the action conforms to the law, then it is right. vice-versa. Laws conflict with one another; just bc something is legal doesn't mean it's ethical.
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| show | ex) if the action is beneficial to the greatest number of people affected by it, then it is right. Sometimes confines the way of thinking (think of employment ex).
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| show | ex) is the action something that everyone should do? If yes, then it is right. Focusing solely on respecting the interest of stakeholders is not always achievable/desirable.
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| 6 Ethical Theories -- Virtue Ethics | show 🗑
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| show | Do unto others as you would have them do to you; thou shall not commit sexual impropriety; thou shall not steal; thou shall not lie; thou shall not kill.
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| Universal Values | show 🗑
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