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Managing Business Ethics Straight Talk about How to Do It Right 6th Edition Test Bank.docx

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   Managing Business Ethics Straight Talk about How to Do It Right 6th Edition Test Bank   Follow Below Link to Download File  We also Do 100% Original and Plagiarism Free  Assignment  /  Homework  and  Essay  Email us for srcinal and Plagiarism Free Work At (  ) or order us at (  )   View Sample Chapter Below:   File: Chapter 4, Addressing Individuals ‘Common Ethical Problems  Matching Reference: Matching Ethical Type to Example 1. a) People issue 2. b) Conflict of interest 3. c) Customer confidence issue 4. d) Use of corporate resources 1. Accepting a bribe.  Ans: b Response: See page 123. Difficulty: Easy 2. Discriminating against an employee.  Ans: a Response: See pages 113-118. Difficulty: Easy  3. A product is unsafe for human consumption.  Ans: c Response: See page 126. Difficulty: Easy 4. Providing a personal reference on corporate letterhead.  Ans: d Response: See pages 131-132. Difficulty: Easy 5. “How people get along.”   Ans: a Response: See page 113. Difficulty: Easy 6. Honestly representing a product in a sales pitch.  Ans: c Response: See page 128-129. Difficulty: Easy 7. Keeping a customer’s information private.   Ans: c Response: See pages 126. Difficulty: Easy 8. Sending personal mail through the company mail room.  Ans: d Response: See page 134. Difficulty: Easy True/False 9. With human resource issues, the most important word to remember is “fairness.”   Ans: True Response: See page 113. Difficulty: Easy 10. Employees do not care about the fairness of the decision making procedure as much as they care about the fairness of the outcomes they receive.    Ans: False Response: See page 114. Difficulty: Medium 11. If an organization has 30 employees, it is not required to have a sexual harassment policy or train employees on these issues.  Ans: False Response: See page 118. Difficulty: Easy 12.  An employer cannot be held liable for an employee’s sexual harassment activities.   Ans: False Response: An employer may be held liable if the employer had knowledge of the conduct and did nothing to correct it. See page 120. Difficulty: Easy 13. It is important to avoid romance with anyone you supervise for the following reasons: 1) Your judgment is likely to be compromised by the relationship 2) Coworkers are likely to lose respect for both parties and fear preferential treatment.  Ans.: True Response: See page 121 Difficulty: Medium 14. Zachary works for Step-Up Printing Services during the day and a local diner at night. This is a conflict of interest.  Ans: False Response: See pages 122. Difficulty: Medium 15. Common conflicts of interest include overt or covert bribes and the trading of influence or privileged information.  Ans.: True Response: See page 123. Difficulty: Medium 16. Accepting discounts on personal items from a vendor is acceptable as it enriches the relationship between the parties.  Ans.: False Response: See page 124. Difficulty: Easy 17. Transparency is the best policy in holding more than one employment option. Thus, so long as you tell both employers about the work you are doing, the work you perform at either firm is not relevant.    Ans.: False Response: See page 124. Difficulty: Medium 18. Conflicts of interest erode trust by making it look s if special favors will be extended for special friends.  Ans.: True Response: See page 125. Difficulty: Easy 19. You should guard your reputation as it is built slowly with countless actions but it can be destroyed in an instant by one foolish mistake.  Ans.: True Response: See pages 131. Difficulty: Easy 20.  As a senior executive, it makes sense for you to use the firm’s corporate letterhead to write references for employees leaving the firm who have previously served the firm well.  Ans.: False Response: See page 131. Difficulty: Medium 21. Facebook, LinkedIn and other social networking sites are immune from ethical challenges as that which you post on these sites is personal and may not be examined by your firm.  Ans.: False Response: See page 132. Difficulty: Medium Multiple Choice 22. The broad categories of typical ethical problems individuals face in the workplace include all of the following except 1. Human resources issues 2. Conflicts of interest 3. Customer Confidence Issues 4. Use of Corporate Resources 5. Leadership concerns  Ans.: e Response: See page 110 Difficulty: Easy 23. Identify the three components that are used to define “fairness.”  1. a) reciprocity, equality, and impartiality  2. b) reasonableness, equality, and sensitivity 3. c) reciprocity, equity, and impartiality 4. d) joint understanding, equality, and neutrality  Ans: c Response: See page 113. Difficulty: Easy 24. When something is divided between two people according to the worth and inputs of the two individuals, it is said to be ___________ and represents one component of “fairness.”  1. a) reasonable 2. b) impartial 3. c) equitable 4. d) unbiased  Ans: c Response: See pages 113-114. Difficulty: Medium 25. ___________ refers to the fairness of exchanges: “You did this for me and I’ll do that for you.”  1. a) Reciprocity 2. b) Equality 3. c) Impartiality 4. d) Shared resources  Ans: a Response: See page 114. Difficulty: Medium 26. Which of the following is true? 1. a) Discrimination is an intentional bias that affects behavior. 2. b) Discrimination occurs whenever something other than qualifications affects how an employee is treated. 3. c) Discrimination is prohibited under Title VII of the Civil Rights Act of 1964 against individuals who are under 40 years old against age discrimination. 4. d) Discrimination is always overt and clear.  Ans: b Response: See page 115. Difficulty: Difficult 27. Which of the following is false? 1. a) Sexual harassment is any unwelcome sexually oriented behavior that makes someone feel uncomfortable. 2. b) Sexual harassment is objective. 3. c) Sexual harassment is determined from the point of view of a “reasonable” person regardless of the harasser’s intentions. 4. d) Sexual harassment generally involves issues of power and not romance.  Ans: b Response: See page 118-119.
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