Exam 8: Developing an Effective Ethics Program

A) unethical employees.
B) a corrupt society.
C) a criminal organization.
D) indifferent management.
E) an unethical corporate culture.

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A) Code of conduct
B) Enforcement of standards, codes, and rules
C) Delegation of authority to ethical persons
D) Systems for monitoring, auditing, and reporting misconduct
E) Ethics training

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A) Employees are more likely to accept a compliance orienation over a values orientation.
B) A compliance orientation is superior to a values orientation.
C) A compliance orientation can aid in organizational ethical decision-making.
D) The most successful companies have adopted a compliance orientation. 
E) The use of legal terms, statutes, and contracts builds trust and shared values.

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True

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Refer to Table 8-5,page 228,Key Goals of Successful Ethics Training Programs.1.Identify key risk areas employees will face.2.Provide experience in dealing with hypothetical or disguised ethical issues within the industry through mini-cases,online challenges,DVDs,or other experiential learning opportunities.3.Let employees know wrongdoing will never be supported in the organization and employee evaluations will take their conduct in this area into consideration.4.Let employees know they are individually accountable for their behavior.5.Align employee conduct with organizational reputation and branding.6.Provide ongoing feedback to employees about how they are handling ethical issues.7.Allow a mechanism for employees to voice their concerns that is anonymous,but provides answers to key questions (24-hour hotlines).8.Provide a hierarchy of leadership for employees to contact when they are faced with an ethical dilemma they do not know how to resolve.

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A) To completely eliminate any chances of misconduct.
B) To identify key risk areas employees will face.
C) To make the company look good to stakeholders.
D) To comply with legal requirements.
E) To train employees on how to address every ethical situation they encounter.

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A) the structure of the board of directors.
B) the organization's stock performance.
C) the organization's size.
D) the unique characteristics of an organization.
E) the self-interest of the CEO.

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A) It can educate employees about the firm's policies and expectations, as well as about relevant laws and regulations and general social standards.
B) It can dictate personal ethics on the job so employees no longer have differences in beliefs.
C) It can make employees aware of available resources, support systems, and designated personnel who can assist them with ethical and legal advice.
D) It can empower employees to ask tough questions and make ethical decisions.
E) It can affect the influence of organizational culture, coworkers and superiors, and opportunity.

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A) values orientation
B) code of conduct
C) statement of values
D) code of ethics
E) compliance orientation

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A) Employees learn to make decisions based on values such as fairness, compassion, respect, and transparency.
B) Diverse employees no longer have differing values.
C) It requires employees to identify with and commit to specific required conduct.
D) A values orientation uses legal terms, statutes, and contracts that teach employees the rules and penalties for noncompliance.
E) Unlike values-based programs, compliance-based programs cannot prevent misconduct.

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A) reporting to the U.S. Sentencing Commission on the company's progress in avoiding misconduct.
B) installation of an ethics hotline.
C) payment of any penalties levied.
D) appointment of an appropriate high-level manager to oversee the company's program.
E) divestiture of all assets.

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A) consistent enforcement and disciplinary action are essential.
B) employees must be monitored using any means necessary.
C) it is not necessary to set measurable program objectives.
D) the same program should be used in all countries of operation, regardless of cultural differences.
E) the company must wait until after misconduct occurs to develop a means of preventing it.

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Research into compliance- and values-bas...

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A) stock market
B) board of directors
C) middle managers
D) customers
E) stakeholders

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A) apathy.
B) most employees do not observe any misconduct.
C) fear of retaliation.
D) laws and regulations do not protect employees.
E) hotlines do not work well.

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