Ch 3 MGMT – Flashcard
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An ethical dilemma is a situation in which a person has to decide if he/she should act in a way that:
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is "right", eventhough doing so may go against their own self-interest.
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_____ are thoughts and feelings that tell people what is right or wrong.
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Moral scruples
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Which of the following statement is true
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Neither ethics nor laws are fixed principles
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It was ethical and legal to acquire and possess slaves in ancient Rome and Greece. Today however, slavery is considered both unethical and illegal. This implies that:
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neither laws nor ethics are fixed principles
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Which of the following is usually NOT considered to be a stakeholder of an organization?
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Government
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Stockholders are interested in the way a company operates because they:
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want to maximize the return on their investment
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The stakeholder group with the most responsibility for deciding the goals of the organization are:
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managers
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Issues concerning this group of stackholder, one of which is product quality specifications, are governed by the terms of the legal contracts
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Supplies and distributors
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_____ are often regarded as the most critical stakeholder group
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Customers
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Which of the following is NOT an ethical rule to analyze the effect of business decisions on stakeholders?
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Existentialism
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The utilitarian rule states that an ethical decision
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produces the greatest good for the greatest number of people.
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According to which of the following rule, an ethical decision is the one that best maintains people's fundamental privileges?
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Moral Rights
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The Moral Rights model of ethics:
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seeks to protect the privileges of people affected
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According to which of the following rules, an ethical decision is one that distributes rewards and harm in a fair way?
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Justice
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Under the practical rule, an ethical decision is one that a manager has no hesitation or reluctance about communicating to people outside the company because:
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. a typical person in the society would consider the decision acceptable
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The practical rule states that an ethical decision:
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is one that can be communicated with no reluctance.
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Under the practical rule, answering "yes" to all of the following questions would make the decision ethical EXCEPT:
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Will anyone find out I made the decision?
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One managerial implication of the justice model is that managers should base their decisions on:
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whatever promotes a fair distribution of outcomes to stakeholders.
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A person's confidence and faith in another person's goodwill is called:
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. trust
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Which of the following can be defined as the esteem or high repute that individuals or organizations gain when they behave ethically?
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Reputation
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Which of the following emanates from unwritten attitudes, values, and norms that influence how people interact with each other
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Societal ethics
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Which of the following results due to differences in personalities, values, and attitudes?
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Individual ethics
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Which of the following is LEAST likely to be a source of individual ethics?
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Bosses
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Which of the following refers to the invisible barriers that prevent minorities and women from being promoted to top corporate positions?
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. Glass ceiling
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Title VII of the Civil Rights Act became a law in the:
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1964
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Which of the following includes paternity leaves
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Family and Medical Leave Act
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Which federal law prohibits discrimination based on sexual orientation?
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No federal law prohibits discrimination based on sexual orientation.
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Samantha, who runs her own small business, treats all her employees, customers, and suppliers fairly, regardless of their age, gender, or ethnicity. Which of the following roles
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Leader
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A manager who is effectively managing diversity in the disseminator role would
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communicate to employees about diversity policies.
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A manager who is effectively managing diversity in the liaison role would
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help diverse individuals to coordinate their efforts
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Justin, a Human Resources Manager for XYZ Company, commits 20% of this year's budget to develop a new program for bringing minority interns into the company. Which of the following roles is Justin performing?
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Entrepreneur
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A top manager giving a speech to employees about the importance of diversity is acting as a:
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figurehead.
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Taking quick action to correct inequalities and curtailing discriminatory behavior would come under which of the following roles?
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Disturbance handler
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Terry is an HR manager in an FMCG company. He works with his suppliers as well has the labor unions to support and encourage the effective management of diversity. What role is Terry performing?
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Negotiator
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When a manager asks a subordinate for sexual favors in return for a promotion, what type of sexual harassment has occurred
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Quid pro quo
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Gia works in a software firm as a programming officer. During her appraisal, Ben, the floor manager, asks sexual favors from Gia in return for her promotion and pay raise. Which form of sexual harassment has occurred?
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. Quid pro quo
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If a female manager tells a male subordinate that he is in line for a pay raise but that he will get that pay raise only if he becomes sexually involved with her, this manager is exhibiting:
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quid pro quo sexual harassment
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When managers are faced with a work environment that they find personally offensive because of their gender, which of the following has occurred?
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A hostile work environment
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A female subordinate is offended by posters in her supervisor's office that are degrading to women. She avoids going into the office, even when she has a work-related question. Her supervisor has exhibited:
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a hostile work environment
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A male manager stands smiling as a worker from another unit makes a remark to his female subordinate about her appearance which she considers to be sexually demeaning. This male manager has exhibited:
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a hostile work environment
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If two male managers exchange a lewd sexual joke in the presence of a female manager, these male managers have exhibited:
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. a hostile work environment
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Which of the following is NOT one of the recommended steps to eliminate sexual harassment?
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. Fire all sexual harassers regardless of the nature or size of the offense
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Which of the following is NOT a part of developing and clearly communicating a sexual harassment policy endorsed by top management
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Ensure that alleged harassers are fairly treated
