Deck 2: Individual and Organizational Ethics

Question 1

Kohlberg contended that what defines a person's stage of moral development is not the specific ethical choice,but the person's ethical reasoning used to justify that choice.

Answer 1

True

Question 2

An individual at the instrumental stage of moral development does the right thing mainly to avoid punishment or to obtain approval.

Answer 2

False

Question 3

According to the Ethics Competency: Anne Mulcahy's Ethical Leadership: Each year,Anne Mulcahy distributes a letter to all Xerox employees on business ethics.

Answer 3

True

Question 4

The moral principles in moral intelligence include selflessness,responsibility,compassion,and competition.

Question 5

Compassion means actively caring about others.

Question 6

An individual at the social contract stage of moral development is aware that others hold a variety of conflicting personal views that go beyond the letter of the law.

Question 7

According to Kohlberg,people have a set ethical level at childhood,and this level rarely changes as people go through adulthood.

Question 8

Lawrence Kohlberg probably is the best known scholar in the field of the psychology of ethical decision making and behavior.

Question 9

An individual at the law and order stage of moral development recognizes that ethical behavior consists of doing a person's duty,showing respect for authority,and maintaining the social order for its own sake.

Question 10

In Learning from Experience: Anne Mulcahy,Chairman and Former CEO of Xerox,Commits to Business Ethics: Mulcahy says that it is best for Xerox to only release certain information,and to present Xerox in the best image possible.

Question 11

An individual at the instrumental stage of moral development becomes aware that others also have needs and begins to defer to them to get what the individual wants.

Question 12

Moral intelligence is the mental capacity to determine how universal human principles that cut across the globe should be applied to personal values,goals,and actions.

Question 13

"The greatest good for the greatest number" is a key characteristic at the universal principles stage.

Question 14

In Learning from Experience: Anne Mulcahy,Chairman and Former CEO of Xerox,Commits to Business Ethics: Xerox fired CEO Richard Thoman,who was charged with,but not convicted of,accounting fraud,and promoted Mulcahy to chief operating officer (COO).

Question 15

Stages of moral development are stages through which individuals evolve,with the highest stage being the social contract stage.

Question 16

An individual at the universal principles stage of moral development views appropriate conduct as determined by a person's conscience,based on universal ethical principles.

Question 17

Stages of moral development are stages through which individuals evolve,ranging from the lowest stage (obedience and punishment orientation)to the highest stage (universal ethical principles).

Question 18

Most,if not all,ethical issues are very clear in regards to what is the right and wrong response.

Question 19

An employee at the law and order stage of moral development might focus on the importance of being a loyal employee and colleague who is always friendly and who avoids or remains calm during conflict.

Question 20

The ethics competency involves the knowledge,skills,and abilities needed by individuals,teams,and organizations to incorporate values and principles that distinguish right from wrong when making decisions and choosing behaviors.

Question 21

Ethical justifications range from those that justify self-serving decisions to those that require careful consideration of others' rights and costs.

Question 22

Temporal immediacy is the sense of closeness (social,cultural,psychological,or physical)that the decision maker has for victims or beneficiaries of the decision.

Question 23

One person may rate the ethical intensity of the same decision differently than another person because the first person may place different values on the principles and rules of ethics in decision making.

Question 24

Temporal immediacy is the length of time that elapses between making a decision and when the consequences of that decision are known.

Question 25

The three principles used to justify self-serving decisions are the Hedonist principle,the I-am-always-right principle,and the Organization interests principle.

Question 26

Balancing interests principles tend to justify decisions and actions by attempting to balance multiple interests.

Question 27

Probability of effect is the likelihood that if a decision is implemented it will lead to the harm or benefit predicted.

Question 28

The three "concern for harmony" principles are often required in certain categories of decision making as a result of regulations,laws,and court rulings.

Question 29

Concentration of effect is the direct function of the number of people affected by a decision.

Question 30

Moral intelligence is the mental capacity to determine how law and order principles apply across the globe to personal values,goals and actions.

Question 31

Magnitude of consequences is the harm or benefits accruing to individuals affected
by a decision or behavior.

Question 32

In some situations,there are no simple rules for making ethical decisions.

Question 33

Open opinion is the amount of public agreement that a proposed decision is bad or good.

Question 34

The five key components that comprise the basics of ethical decision making include ethical intensity,ethics-based principles,concern for affected individuals,benefits and costs,and determination of rights.

Question 35

Studies show that an organization's culture has a stronger impact on the amount of ethical misconduct than an organization's formal ethics and compliance programs.

Question 36

There is no single deciding factor that influences the degree to which decisions and behaviors by leaders and employees are likely to be ethical or unethical.

Question 37

Magnitude of consequences is the degree of moral importance given to an issue.

Question 38

According to the Ethics Competency: Anne Mulcahy's Ethical Leadership: In one of her letters,Mulcahy states,"For a Xerox manager,regardless of the division or the location,compliance with our policies and code of conduct is a non-negotiable requirement."

Question 39

Studies show that an organization's formal ethics and compliance programs have a stronger impact on the amount of ethical misconduct than an organization's culture.

Question 40

The distributive justice principle means that treating individuals differently should be based on arbitrarily defined characteristics according to ones personal preference.

Question 41

Social consensus is the amount of public agreement that a decision is bad or good.

Question 42

Merrill Lynch's financial crisis and losses tied to massive bonuses given to executives in times of recession are an example of the CEO implementing the hedonistic principle.

Question 43

The UN Global Compact is not a regulatory agency;in that it does not police,enforce or measure the behavior of organizations.

Question 44

Greenpeace and others claim that managers in U.S.organizations should enhance their use of utilitarianism for short-term gain.

Question 45

The UN Global Compact is the only "corporate citizenship" initiative in the world.

Question 46

Procedural justice refers to the quality of interpersonal treatment individuals receive during the use of organizational procedures.

Question 47

An assessment of the benefits and costs of a decision requires a determination of the interests and values of those affected.

Question 48

When making a determination of who will receive benefits or incur costs as the consequence of a decision,it is best to only consider issues that will affect one directly.

Question 49

In the Change Competency,James McNerny,CEO of Boeing: McNerny created a plan to strength the ethics of the organization.

Question 50

According to the UN Global Compact,the responsibility for human rights rests with government or nation-states as well as with individuals and the organizations they create.

Question 51

The highest form of ethical decision making involves a careful determination of who will receive benefits or incur costs as the consequence of a decision.

Question 52

The UN Global Compact works to advance 10 universal principles.

Question 53

The notion of rights is complex and continually changing.

Question 54

Interactional justice is an employment relationship in which either party can terminate the employment relationship at will with no liability if there was not an express contract for a definite term governing the employment relationship.

Question 55

In the Change Competency,James McNerny,CEO of Boeing: McNerny states that Boeing was involved in some significant ethical lapses in past years.

Question 56

Adverse selection is the harm or benefit accruing to individuals affected as a result of a particular decision or behavior.

Question 57

Concentration of effect is the inverse function of the number of people affected by a decision.

Question 58

It should not be assumed that stakeholders attach the same importance and ethical principles to the costs versus benefits of particular decisions.

Question 59

Procedural justice refers to the perceived fairness of the rules guidelines and processes for making decisions.

Question 60

Organizational culture reflects the shared and learned values,beliefs and attitudes of it's members.

Question 61

Managers should be given specific and clear instructions on procedures for conducting performance reviews.

Question 62

Sustainable development is a pattern of resource use that strives to meet current human needs without compromising the ability of future generations to meet their own needs.

Question 63

The idea of rights is complex and continually changing.

Question 64

Stakeholders are individuals or groups that have interests,rights,or ownership in an organization and it's activities.

Question 65

In the Ethics Competency,Johnson and Johnson Stakeholder Ethics and Principles: The company's credo states that their first responsibility is to their customer.

Question 66

Small number bias refers to the tendency to view a few incidents,cases or experiences with individuals as representative of a larger population.

Question 67

In the Diversity Competency,Verizon Workplace Diversity: A three component strategy to promote diversity is used.The three components are inclusion index,diversity performance incentive and supplier diversity.

Question 68

In the Diversity Competency,Verizon Workplace Diversity: Diversity is viewed as an integral part of Verizon's business.

Question 69

Managers typically do not need to be trained in how to administer a performance review.

Question 70

In Ethics Competency Johnson and Johnson Stakeholder Ethics and Principles: The company's credo states that their final responsibility is to their stockholders.

Question 71

Xerox is a company that believes conducting business with integrity and transparency builds credibility and attracts investors.

Question 72

Stakeholder responsibility holds that leaders and other employees have obligations to identifiable groups that are affected or can affect the achievement of an organization's goals.

Question 73

A harassment policy need not include a description of disciplinary measures for harassment because each situation will be different..

Question 74

Stakeholder responsibility results when an employee is subjected to comments of a sexual nature,offensive sexual material,or unwelcome physical contact as a regular part of the work environment.

Question 75

All stakeholder groups have the same expectations of a given organization.

Question 76

In the Diversity Competency,Verizon Workplace Diversity: The inclusion index is defined as a measure derived from the procurement of opportunities and developing and advocating a diversified supplier base.

Question 77

In the Diversity Competency,Verizon Workplace Diversity: The inclusion index is defined as a something that measures employees' sense of belonging through an index developed by our research team based on responses to employee surveys.

Question 78

Clique type behavior refers to the verbal or physical conduct that denigrates or shows hostility or averson toward an individual because of race,skin color,religion,gender,national origin,age or disibility.

Question 79

It is very easy to answer to the challenges of fostering a culturally diverse work force.

Question 80

Stakeholder groups can be harmed by an organization's mistakes.