ethics business tbchap006

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Chapter 06 - Ethical Decision-Making: Employer Responsibilities and Employee Rights

Chapter 06Ethical Decision-Making: Employer Responsibilities and Employee

Rights

True/False Questions

1. The most important inl!ence on "orkers# commitment is salary.

$ns"er: %alseDiic!lty: Easy

&earning 'b(ecti)e: 06-01

Topic: Ethical *ss!es in the +orkplace: The C!rrent En)ironment,loom#s Taonomy: Remember

$$C,: $nalytic

/age: 6%eedback: +hen asked abo!t the greatest inl!ence on their commitment2 "orkers responded

that the most important actor is airness at "ork2 ollo"ed by care and concern or employees3all key components o an ethical "orking en)ironment.

. Employees ha)e a !ni)ersal right to a 4happy5 "orkplace.

$ns"er: %alse

Diic!lty: Easy&earning 'b(ecti)e: 06-01

Topic: Ethical *ss!es in the +orkplace: The C!rrent En)ironment

,loom#s Taonomy: Remember$$C,: $nalytic

/age: 6

%eedback: +hile no one is claiming that employees ha)e some !ni)ersal right to a 4happy5"orkplace2 a comprehensi)e re)ie" o research by erey /eer s!ggests that eecti)e irmsare characteri7ed by a set o common practices2 all o "hich in)ol)e treating employees in

h!mane and respect!l "ays.

8. Re"ards and compensation str!ct!res ha)e no impact on the emotions o "orkers.

$ns"er: %alse



,loom#s Taonomy: Remember

$$C,: $nalytic/age: 6

%eedback: Re"ards and compensation str!ct!res can clearly impact the emotions o "orkers2

as can the composition o teams or the po"er relationships "ithin a "orkplace.

9. Employment sec!rity is the most signiicant aspect o "ork rom the employee#s ethical

perspecti)e.$ns"er: Tr!e

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Diic!lty: Easy


Topic: D!e /rocess and !st Ca!se,loom#s Taonomy: Remember

$$C,: $nalytic

/age: 6>%eedback: Employment sec!rity3getting and keeping a (ob3is perhaps the most signiicant

aspect o "ork rom the employee?s ethical perspecti)e.

. *n legal contets2 d!e process is the right to be protected against the arbitrary !se o

a!thority.

$ns"er: %alse


Topic: D!e /rocess and !st Ca!se


$$C,: $nalytic/age: 6>

%eedback: /hilosophically2 the right o d!e process is the right to be protected against thearbitrary !se o a!thority. *n legal contets2 d!e process reers to the proced!res that police

and co!rts m!st ollo" in eercising their a!thority o)er citi7ens.

6. $ mistreatment needs to be physically threatening to be termed as 4b!llying.5

$ns"er: %alse

Diic!lty: Easy

&earning 'b(ecti)e: 06-0Topic: D!e /rocess and !st Ca!se


$$C,: $nalytic/age: 6>-6@

%eedback: 4,!llying5 in the "orkplace is deined as 4the repeated2 malicio!s2 health-

endangering mistreatment o one employee . . . by one or more employees.5 The mistreatmentneed not be physically threatening2 b!t might simply in)ol)e a boss "ho is constantly yelling

dictates at "orkers2 or a co"orker "ho spreads r!mors abo!t another in order to sabotage his

position.

>. The doctrine o Aemployment at "ill#BE$+ holds that !nless an agreement speciies

other"ise2 employers are ree to ire an employee at any time and or any reason.

$ns"er: Tr!eDiic!lty: Medi!m



$$C,: $nalytic

/age: 6->0

%eedback: Employment at "ill holds that2 in the absence o a partic!lar contract!al or other

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legal obligation that speciies the length or conditions o employment2 all employees are

employed 4at "ill.5 This means that2 !nless an agreement speciies other"ise2 employers are

ree to ire an employee at any time and or any reason.

@. +hen the employer is the go)ernment2 constit!tional limitations on go)ernment a!thority

are etended into the "orkplace to protect employees.$ns"er: Tr!e

Diic!lty: Easy



$$C,: $nalytic

/age: >0%eedback: +hen the employer is the go)ernment2 constit!tional limitations on go)ernment

a!thority are etended into the "orkplace to protect employees.

. * a irm decides to retain employees on the basis o longe)ity "ith the irm2 and theretained employees are mostly o the male gender2 then legally2 the irm "ill not be )iolating

any reg!lations.$ns"er: %alse

Diic!lty: Easy

&earning 'b(ecti)e: 06-06Topic: Do"nsi7ing


$$C,: $nalytic

/age: >%eedback: %rom a legal perspecti)e2 the decision abo!t "hom to incl!de in a do"nsi7ing

eort m!st be care!lly planned. * the irm?s decision is based on some criterion that seems to

be ne!tral on its ace2 s!ch as seniority2 b!t the plan res!lts in a dierent impact on one gro!pthan another2 the decision may be s!spect. *n this case o retention based on longe)ity2 the

eort may )iolate Title **#s prohibition against discrimination based on gender beca!se the

termination policy has a more signiicant3and negati)e3impact on "omen.

10. 4"eatshops5 lack e)en the most basic health and saety protections.

$ns"er: Tr!e

Diic!lty: Easy&earning 'b(ecti)e: 06-0>

Topic: 6

%eedback: *n some regions2 employees lack e)en the most basic health and saety protections2s!ch as in "orking en)ironments that are oten termed 4s"eatshops.5

11. The lie o one "ho dies in a "orkplace accident has instr!mental )al!e that can be

meas!red2 in part2 by the lost "ages that "o!ld ha)e been earned had that person li)ed.

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$ns"er: Tr!e

Diic!lty: Easy

&earning 'b(ecti)e: 06-0>Topic: 6

%eedback: The lie o one "ho dies in a "orkplace accident has instr!mental )al!e that can be

meas!red2 in part2 by the lost "ages that "o!ld ha)e been earned had that person li)ed.

1. 4Relati)e risks5 is determined by comparing the probabilities o harm in)ol)ed in )ario!s

acti)ities.

$ns"er: Tr!eDiic!lty: Easy

&earning 'b(ecti)e: 06-0@

Topic: 6%eedback: 4Risks5 can be deined as the probability o harm2 and "e determine 4relati)e

risks5 by comparing the probabilities o harm in)ol)ed in )ario!s acti)ities.

18. tandards are !ndamentally a social approach that can address p!blic policy F!estions

ignored by markets.

$ns"er: Tr!e


Topic:


5/31


/age: @

%eedback: +hen '. ome employers emphasi7e the rights and d!ties o all employees2 and treat employees"ell simply beca!se 4it is the right thing to do.5 *dentiy the ethical approach or this

perspecti)e.

a. /rescripti)e ethicsb. Itilitarianism

c. Deontological ethics

d. Classicism

$ns"er: c

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Diic!lty: Easy


Topic: Ethical *ss!es in the +orkplace: The C!rrent En)ironment,loom#s Taonomy: Remember

$$C,: Remember

/age: 66%eedback: There are t"o )ery distinct2 and sometimes competing2 perspecti)es on the ethics

o "orkplace relationships. ome employers might treat employees "ell o!t o a Hantian

sense o d!ty and rights2 regardless o the either !tilitarian or sel-interested prod!cti)ityconseF!ences. This deontological approach emphasi7es the rights and d!ties o all employees2

and treating employees "ell simply beca!se 4it is the right thing to do.5

1@. /hilosophically2 the right o GGGGG is the right to be protected against the arbitrary !se oa!thority.

a. contin!ance

b. reedom o association

c. d!e processd. sel-determination

$ns"er: cDiic!lty: Easy



$$C,: $nalytic

/age: 6>

%eedback: /hilosophically2 the right o d!e process is the right to be protected against thearbitrary !se o a!thority. *n legal contets2 d!e process reers to the proced!res that police


1. +hich o the ollo"ing statements is tr!e abo!t the right o d!e processJ

a. *n legal contets2 d!e process reers to the proced!res that police and co!rts m!st ollo" in

eercising their a!thority o)er citi7ens.b. %e" disp!te that the state2 thro!gh its police and co!rts2 has the a!thority to p!nish citi7ens.

This a!thority o the state is the right o d!e process.

c. D!e process in the "orkplace ackno"ledges employees# a!thority o)er an employer.

d. *n legal contets2 d!e process reers to the !nlimited a!thority that police and co!rts ha)eo)er citi7ens2 to create a sae and orderly society.

$ns"er: a

Diic!lty: Medi!m&earning 'b(ecti)e: 06-0


,loom#s Taonomy: Inderstand$$C,: $nalytic

/age: 6>

%eedback: /hilosophically2 the right o d!e process is the right to be protected against the

arbitrary !se o a!thority. *n legal contets2 d!e process reers to the proced!res that police

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0. *dentiy the correct statement abo!t 4b!llying.5a. The mistreatment o an employee needs to be physically threatening to be termed as

b!llying.

b. ,!llying does not in)ol)e a boss "ho is constantly yelling dictates at "orkers beca!se thatis his (ob.

c. +hen a co"orker spreads r!mors abo!t another in order to sabotage his position2 he is not

regarded as b!llying as he is not higher than the other employee in the hierarchy o a!thority.d. ,!llying can lead to a complete loss o personal dignity2 intimidation2 and ear.

$ns"er: d

Diic!lty: Medi!m


,loom#s Taonomy: Inderstand

$$C,: $nalytic

/age: 6@%eedback: 4,!llying5 in the "orkplace is deined as 4the repeated2 malicio!s2 health-

endangering mistreatment o one employee by one or more employees.5 The mistreatmentneed not be physically threatening2 b!t might simply in)ol)e a boss "ho is constantly yelling

dictates at "orkers2 or a co"orker "ho spreads r!mors abo!t another in order to sabotage his

position. These beha)iors lead not only to emotional ab!se b!t a complete loss o personaldignity2 intimidation2 and ear.

1. The iss!e o "orkplace b!llying is more predominant in the ser)ice sector beca!se:

a. it lacks the right o d!e process.b. that "ork relies signiicantly on interpersonal relationships and interaction.

c. o its strong hierarchy o a!thority.

d. most o the organi7ations in this sector are decentrali7ed.$ns"er: b

Diic!lty: Medi!m



$$C,: $nalytic

/age: 6%eedback: The iss!e o "orkplace b!llying is more predominant in the ser)ice sector beca!se

that "ork relies signiicantly on interpersonal relationships and interaction.

. *dentiy the doctrine "hich holds that employers are ree to ire an employee at any time

and or any reason2 !nless an agreement speciies other"ise.

a. The doctrine o estoppelb. The doctrine o constr!cti)e notice

c. The doctrine o constr!cti)e dismissal

d. The doctrine o employment at "ill

$ns"er: d

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9/31


$$C,: $nalytic

/age: >8

%eedback: $llo"ing a "orker to remain in a position or a period o time once she or he hasbeen notiied o impending termination might not be the best option. +orkers may interpret

early notice as an eort to get the most o!t o them beore depart!re rather than an eort to

allo" them time to come to grips "ith the loss o their (obs.

. *n some regions2 employees lack e)en the most basic health and saety protections in their

"orkplaces. !ch "ork en)ironments are termed as GGGGG.a. op shops

b. holes-in-the-"alls

c. haberdasheries

d. s"eatshops$ns"er: d

Diic!lty: Easy


Topic: 6

%eedback: +ithin the Inited tates and thro!gho!t many other co!ntries "ith de)eloped

economies2 there is a "ide consens!s that employees ha)e a !ndamental right to a sae andhealthy "orkplace. *n some other regions2 employees lack e)en the most basic health and

saety protections2 s!ch as in "orking en)ironments that are oten termed 4s"eatshops.5

6. The lie o one "ho dies in a "orkplace accident has GGGGG )al!e that can be meas!red2 inpart2 by the lost "ages that "o!ld ha)e been earned had that person li)ed.

a. absol!te

b. instr!mentalc. intrinsic

d. etrinsic

$ns"er: bDiic!lty: Easy

&earning 'b(ecti)e: 06-0>

Topic: 6

%eedback: . The GGGGG )al!e o the lie is something that inancial compensation cannot replace.

a. absol!te

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b. instr!mental

c. intrinsic

d. etrinsic$ns"er: c

Diic!lty: Easy

&earning 'b(ecti)e: 06-0>Topic: 6

%eedback:


11/31


/age: >6

%eedback: Employers cannot be responsible or pro)iding an ideally sae and healthy

"orkplace. *nstead2 disc!ssions in ethics abo!t employee health and saety "ill tend to oc!son the relati)e risks "orkers ace and the le)el o acceptable "orkplace risk. 4Risks5 can be

deined as the probability o harm2 and "e determine 4relati)e risks5 by comparing the

probabilities o harm in)ol)ed in )ario!s acti)ities.

80. +ith regard to health and saety at "orkplace2 GGGGG can be determined by comparing the

probabilities o harm in)ol)ed in )ario!s acti)ities.a. )ariable obstacles

b. absol!te impediments

c. relati)e risks

d. comparati)e barriers$ns"er: c

Diic!lty: Easy


Topic: 6

%eedback: Employers cannot be responsible or pro)iding an ideally sae and healthy

"orkplace. *nstead2 disc!ssions in ethics abo!t employee health and saety "ill tend to oc!son the relati)e risks "orkers ace and the le)el o acceptable "orkplace risk. 4Risks5 can be

deined as the probability o harm2 and "e determine 4relati)e risks5 by comparing the


81. Disc!ssions in ethics abo!t employee health and saety tend to oc!s on the relati)e risks

"orkers ace and the le)el o acceptable "orkplace risk beca!se:

a. "orkers# compensation is easier to calc!late.b. employers cannot be responsible or pro)iding an ideally sae and healthy "orkplace.

c. ins!rance la"s mandate the oc!s on relati)e risks and acceptability o "orkplace risk.

d. it res!lts in a completely sae and healthy "orkplace.$ns"er: b

Diic!lty: Medi!m


Topic: 6%eedback: Employers cannot be responsible or pro)iding an ideally sae and healthy

"orkplace. *nstead2 disc!ssions in ethics abo!t employee health and saety "ill tend to oc!s

on the relati)e risks "orkers ace and the le)el o acceptable "orkplace risk.

8. Comparison o the probabilities o harm in)ol)ed in )ario!s acti)ities "o!ld determine

the GGGGG.

a. acceptable le)el o risks

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b. absol!te risks

c. spec!lati)e risks

d. relati)e risks$ns"er: d

Diic!lty: Easy

&earning 'b(ecti)e: 06-0@Topic: 6

%eedback: 4Risks5 can be deined as the probability o harm2 and "e determine 4relati)e

risks5 by comparing the probabilities o harm in)ol)ed in )ario!s acti)ities.

88. +hen can "e concl!de that an acti)ity has an 4acceptable le)el o riskJ5

a. * it can be determined that the probability o harm in)ol)ed in a speciic "ork acti)ity is

manageable.

b. * the probability o harm in)ol)ed in a speciic "ork acti)ity is acceptable by ins!ranceand "orkers# compensation la"s.

c. * it can be determined that the probability o harm in)ol)ed in a speciic "ork acti)ity iseF!al to or less than the probability o harm o some more common acti)ity.

d. * the employers are "illing to compensate the harm ca!sed to "orkers or a speciic

acti)ity.$ns"er: c

Diic!lty: Medi!m


Topic: @%eedback: * it can be determined that the probability o harm in)ol)ed in a speciic "ork

acti)ity is eF!al to or less than the probability o harm o some more common acti)ity2 then

"e can concl!de that this acti)ity aces an 4acceptable le)el o risk.5

89. +hich o the ollo"ing approaches to health and saety at the "orkplace can be

considered paternalistic decision making "hich treats employees like children and makes

cr!cial decisions or themJa. ;o)ernment-reg!lated ethics approach

b. Di)ersiiable risk approach

c. $cceptable le)el o risk approachd. Market controlled approach

$ns"er: c

Diic!lty: Medi!m&earning 'b(ecti)e: 06-0@

Topic:


13/31


/age: >@->

%eedback: $cceptable le)el o risk approach treats employees disrespect!lly by ignoring

their inp!t as stakeholders. !ch paternalistic decision making eecti)ely treats employeeslike children and makes cr!cial decisions or them2 ignoring their role in the decision-making

process.

8. +hich o the ollo"ing is tr!e o the acceptable risk approach to health and saetyJ

a. *t is a liberal approach to health and saety that allo"s employees to recogni7e the risk they

are likely to ace.b. *t in)ol)es the determination o 4relati)e risks25 the calc!lation o "hich is a complicated

process and not al"ays reliable.

c. *t treats employees disrespect!lly by ignoring their inp!t as stakeholders.

d. *t ass!mes dierences bet"een "orkplace risks and other types o risks "hen there aresigniicant similarities bet"een them.

$ns"er: c

Diic!lty: Medi!m

&earning 'b(ecti)e: 06-0@Topic: @

%eedback: 'ne o the challenges to the acceptable risk approach to health and saety is that ittreats employees disrespect!lly by ignoring their inp!t as stakeholders.

86. *dentiy the challenge aced by the acceptable risk approach to health and saety.

a. *t is a liberal approach to health and saety that allo"s employees to recogni7e the risk theyare likely to ace.

b. *t in)ol)es the determination o 4relati)e risks25 the calc!lation o "hich is a complicated

process and not al"ays reliable.c. *t ass!mes dierences bet"een "orkplace risks and other types o risks "hen there are

signiicant similarities bet"een them.

d. *t ignores the !ndamental deontological right an employee might ha)e to a sae andhealthy "orking en)ironment.

$ns"er: d

Diic!lty: Medi!m

&earning 'b(ecti)e: 06-0@Topic:

%eedback: 'ne o the challenges to the acceptable risk approach to health and saety is that it

ignores the !ndamental deontological right an employee might ha)e to a sae and healthy"orking en)ironment.

8>. +hich o the ollo"ing statements is tr!e abo!t the market controlled approach to health

and saetyJ

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a. *t treats employees disrespect!lly by ignoring their inp!t as stakeholders.

b. *n this approach2 employees are ree to choose the risks they are "illing to ace by

bargaining "ith employers.c. *t ass!mes an eF!i)alency bet"een "orkplace risks and other types o risks "hen there are

signiicant dierences bet"een them.

d. *t calls or the determination o comparison o probabilities o harm in)ol)ed in )ario!sacti)ities.

$ns"er: b


Topic:

%eedback: Deenders o the ree market and the classical model o corporate social

responsibility "o!ld a)or indi)id!al bargaining bet"een employers and employees as the

approach to "orkplace health and saety. 'n this acco!nt2 employees "o!ld be ree to choosethe risks they are "illing to ace by bargaining "ith employers.

8@. Enlightened sel-interest "o!ld be a )al!able theory to introd!ce and apply in the GGGGG

approach to health and saety.

a. market controlledb. integrati)e

c. acceptable risk

d. go)ernment-reg!lated

$ns"er: aDiic!lty: Easy


Topic:


15/31


d. *t treats employees disrespect!lly by ignoring their inp!t as stakeholders.

$ns"er: a


Topic:


16/31


%eedback: +hen '


17/31


18/31


9>. The Title ** o the GGGGG2 passed in 1692 created the prohibited classes o

discrimination.

a. *nternational &abo!r $ctb. Inited tates Ci)il Rights $ct

c. EF!al Employment 'pport!nity Commission $ct

d. Iniorm Employment Termination $ct$ns"er: b

Diic!lty: Easy

&earning 'b(ecti)e: 06-10Topic: Discrimination


$$C,: $nalytic

/age: 0%eedback: The co!rts ha)e care!lly constr!ed legal precedent in the decades since Title **

o the Inited tates Ci)il Rights $ct "as passed in 169 and created the prohibited classes o

discrimination.

9@. +hich o the ollo"ing is discrimination against those traditionally considered to be in

po"er or the ma(orityJa. Re)erse discrimination

b. $irmati)e action

c. *n)erse discriminationd. ,ack"ard discrimination

$ns"er: a

Diic!lty: Easy

&earning 'b(ecti)e: 06-18Topic: $irmati)e $ction


$$C,: Di)ersity/age: @

%eedback: Re)erse discrimination is discrimination against those traditionally considered to

be in po"er or the ma(ority2 s!ch as "hite men.

9. +hich o the ollo"ing is an eample o re)erse discrimination in $mericaJ

a. $n $rican-$merican inter)ie"er re(ects another $rican-$merican based on ethnicity.

b. $ emale inter)ie"er re(ects a male inter)ie"ee beca!se o gender.c. $ "hite inter)ie"er re(ects an $rican-$merican based on ethnicity.

d. $ emale inter)ie"er re(ects another emale inter)ie"ee beca!se o gender.

$ns"er: bDiic!lty: Medi!m


Topic: $irmati)e $ction,loom#s Taonomy: $pply

$$C,: Di)ersityK Relecti)e Thinking

/age: @


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0. $n organi7ation2 in an attempt to a)oid discrimination s!its iled against it2 intentionallyhires a lot o $rican-$merican "omen2 and a e" disabled people. +hich o the ollo"ing is

most likely to occ!rJ

a. The perormance o the organi7ation "ill increase.b. The organi7ation "ill "in an a"ard or eF!ity.

c. There "ill be an increase in the n!mber o di)ersity training sessions.

d. $ "hite man or a "oman "ill ile a re)erse discrimination s!it.$ns"er: d

Diic!lty: Medi!m


Topic: $irmati)e $ction,loom#s Taonomy: $pply

$$C,: Di)ersityK Relecti)e Thinking

/age: @

%eedback: Discrimination against those traditionally considered being in po"er or thema(ority2 s!ch as "hite men2 is termed as re)erse discrimination. $ b!siness that intentionally

seeks to hire a candidate rom an !nderrepresented gro!p might be seen as discriminatingagainst "hite males2 or eample.

1. +hich o the ollo"ing reers to a policy or a program that tries to respond to instances opast discrimination by implementing proacti)e meas!res to ens!re eF!al opport!nity todayJ

a. ;entriication

b. ,!lly ,roads

c. !st ca!sed. $irmati)e action

$ns"er: d


Topic: $irmati)e $ction


/age: @

%eedback: The term airmati)e action reers to a policy or a program that tries to respond to

instances o past discrimination by implementing proacti)e meas!res to ens!re eF!alopport!nity today.

. $ll o the ollo"ing are "ays thro!gh "hich airmati)e action can arise at the "orkplaceecept:

a. thro!gh legal reF!irements.

b. thro!gh (!dicial airmati)e action.c. cons!ltant based airmati)e action.

d. )ol!ntary airmati)e action plans.

$ns"er: c

Diic!lty: Easy

6-1 019 by Mc;ra"-


20/31





/age:

%eedback: $irmati)e action arises in the "orkplace in three "ays. The irst "ay is thro!ghlegal reF!irements. Co!rts may also reF!ire "hat is termed 4(!dicial airmati)e action5 in

order to remedy a inding o past discrimination. $ third orm o airmati)e action in)ol)es

)ol!ntary airmati)e action plans.

8. The la" relating to airmati)e action applies only to abo!t 0 percent o the "orkorce

"ho are s!b(ect to Eec!ti)e 'rder 11962 "hich reF!ires airmati)e action eorts to ens!re

eF!al opport!nity. +hich o the ollo"ing is reF!ired by co!rts in order to remedy a indingo past discrimination2 "hen Eec!ti)e 'rder 1196 is not applicableJ

a. ol!ntary airmati)e action

b. !dicial airmati)e action

c. L!asi-airmati)e actiond. Eec!ti)e airmation action

$ns"er: bDiic!lty: Medi!m


Topic: $irmati)e $ction,loom#s Taonomy: Remember

$$C,: $nalytic

/age:

%eedback: M!ch o the la" relating to airmati)e action applies only to abo!t 0 percent othe "orkorce2 ho"e)er: those employees o ederal contractors "ith 0 or more employees

"ho are s!b(ect to Eec!ti)e 'rder 11962 "hich reF!ires airmati)e action eorts to ens!re

eF!al opport!nity. +here Eec!ti)e 'rder 1196 does not apply2 co!rts may also reF!ire "hatis termed 4(!dicial airmati)e action5 in order to remedy a inding o past discrimination.

9. +hich o the ollo"ing airmati)e action plans "o!ld incl!de training plans andprograms2 oc!sed recr!iting acti)ity2 or the elimination o discriminationJ

a. L!asi-airmati)e action

b. Eec!ti)e airmation action

c. !dicial airmati)e actiond. ol!ntary airmati)e action

$ns"er: d




/age:

%eedback: $ orm o airmati)e action in)ol)es )ol!ntary airmati)e action plans employers

!ndertake to o)ercome barriers to eF!al opport!nity. These might incl!de training plans and

6-0 019 by Mc;ra"-


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programs2 oc!sed recr!iting acti)ity2 or the elimination o discrimination that might be

ca!sed by hiring criteria that ecl!de a partic!lar gro!p.

. $ claim "hich states that people "ho Apay# or "rongs are !nairly b!rdened and sho!ld

not bear the responsibility or the acts o others2 is opposing GGGGG.

a. re)erse discriminationb. (!dicial acti)ity "ithin organi7ations

c. airmati)e action

d. a!thoritati)e leadership$ns"er: c

Diic!lty: Easy


Topic: $irmati)e $ction,loom#s Taonomy: Remember

$$C,: $nalytic

/age:

%eedback: 'pponents to airmati)e action arg!e that it translates into c!rrent p!nishment opast "rongs and thereore is inappropriately placed beca!se those "ho 4pay5 or the "rongs

are !nairly b!rdened and sho!ld not bear the responsibility or the acts o others.

Fill in the Blank Questions

6. The doctrine o GGGGG holds that2 !nless an agreement speciies other"ise2 employers are

ree to ire an employee at any time and or any reason.

$ns"er: employment at "illDiic!lty: Easy



$$C,: $nalytic

/age: 6->0%eedback: Employment at "ill BE$+ holds that2 absent a partic!lar contract!al or other legal

obligation that speciies the length or conditions o employment2 all employees are employed

4at "ill.5 This means that2 !nless an agreement speciies other"ise2 employers are ree to ire

an employee at any time and or any reason.

>. E$+ is the dea!lt position on "hich co!rts "ill rely !ntil and !nless an eception can be

demonstrated. The b!rden o proo lies "ith the dismissed employee to sho" that she or he"as !n(!stly or illegally ired. D!e process and GGGGG2 "hether instit!ted as part o internal

corporate policy or thro!gh legislation2 "o!ld re)erse this b!rden o proo and reF!ire

employers to sho" ca!se to (!stiy the dismissal o an employee.$ns"er: (!st ca!se

Diic!lty: Easy



6-1 019 by Mc;ra"-


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$$C,: $nalytic

/age: >0%eedback: E$+ is the dea!lt position on "hich co!rts "ill rely !ntil and !nless an eception

can be demonstrated. The b!rden o proo lies "ith the dismissed employee to sho" that she

or he "as !n(!stly or illegally ired. D!e process and (!st ca!se2 "hether instit!ted as part ointernal corporate policy or thro!gh legislation2 "o!ld re)erse this b!rden o proo and

reF!ire employers to sho" ca!se to (!stiy the dismissal o an employee.

@. The lie o one "ho dies in a "orkplace accident has GGGGG )al!e that can be meas!red2 in

part2 by the lost "ages that "o!ld ha)e been earned had that person li)ed.

$ns"er: instr!mental

Diic!lty: Easy&earning 'b(ecti)e: 06-0>

Topic: 6

%eedback: The lie o one "ho dies in a "orkplace accident has instr!mental )al!e that can bemeas!red2 in part2 by the lost "ages that "o!ld ha)e been earned had that person li)ed. ,!t

these lost "ages do not meas!re the intrinsic )al!e o the lie2 something that inancial

compensation simply cannot replace.

. %or employee health and saety in the "orkplace2 4GGGGG5 is determined by comparing the


$ns"er: relati)e risksDiic!lty: Easy


Topic: 6%eedback: %or employee health and saety in the "orkplace2 4risks5 can be deined as the

probability o harm2 and 4relati)e risks5 is determined by comparing the probabilities o harm

in)ol)ed in )ario!s acti)ities.

60. *n 1>02 the I.. Congress established the GGGGG and charged it "ith establishing

"orkplace health and saety standards.

$ns"er: 'cc!pational aety and


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$dministration B'


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$ns"er: Re)erse discrimination

Diic!lty: Easy



$$C,: $nalytic/age: @



6. The term GGGGG reers to a policy or a program that tries to respond to instances o past

discrimination by implementing proacti)e meas!res to ens!re eF!al opport!nity today.

$ns"er: airmati)e actionDiic!lty: Easy




/age: @%eedback: The term airmati)e action reers to a policy or a program that tries to respond to

instances o past discrimination by implementing proacti)e meas!res to ens!re eF!al

opport!nity today.

Essay Questions

66. Describe in brie2 the t"o approaches to employee treatment disc!ssed in this chapter.

$ns"er: There are t"o )ery distinct2 and sometimes competing2 perspecti)es on the ethics o

"orkplace relationships. 'n one hand2 employers might decide to treat employees "ell as ameans to prod!ce greater "orkplace harmony and prod!cti)ity. This approach co!ld be

termed as !tilitarian or instr!mentalist2 sel-interest depending on the perception. Research

s!ggests that eecti)e irms are characteri7ed by a set o common practices2 all o "hichin)ol)e treating employees in h!mane and respect!l "ays. Tho!gh it is a relati)ely ne" area

o research2 st!dies s!ggest that managers can ha)e a signiicant impact on the emotions o

their "orkers2 and this impact can greatly aect prod!cti)ity and loyalty2 as "ell as

perceptions o airness2 care2 and concern.'n the other hand2 o co!rse2 employers might treat employees "ell o!t o a Hantian sense o

d!ty and rights2 regardless o the either !tilitarian or sel-interested prod!cti)ity

conseF!ences. This deontological approach emphasi7es the rights and d!ties o all employees2and treating employees "ell simply beca!se 4it is the right thing to do.5 Deenders o

employee rights arg!e that rights sho!ld protect important employee interests rom being

constantly s!b(ected to !tilitarian and inancial calc!lations. This sense o d!ty might stemrom the la"2 proessional codes o cond!ct2 corporate codes o cond!ct2 or s!ch moral

principles as airness2 (!stice2 or h!man rights on the part o the organi7ation?s leadership.

Diic!lty: Medi!m


6-9 019 by Mc;ra"-


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$$C,: $nalytic/age: 66

6>. Correlate the right o d!e process to the "orkplace.$ns"er: /hilosophically2 the right o d!e process is the right to be protected against the

arbitrary !se o a!thority. *n legal contets2 d!e process reers to the proced!res that police

and co!rts m!st ollo" in eercising their a!thority o)er citi7ens. %e" disp!te that the state2thro!gh its police and co!rts2 has the a!thority to p!nish citi7ens. This a!thority creates a sae

and orderly society in "hich "e all can li)e2 "ork2 and do b!siness. ,!t that a!thority is not

!nlimitedK it can be eercised only in certain "ays and !nder certain conditions. D!e process

rights speciy these conditions.imilarly2 d!e process in the "orkplace ackno"ledges an employer?s a!thority o)er

employees. Employers can tell employees "hat to do and "hen and ho" to do it. They can

eercise s!ch control beca!se they retain the ability to discipline or ire an employee "ho

does not comply "ith their a!thority. ,eca!se o the immense )al!e that "ork holds or mostpeople2 the threat o losing one?s (ob is a po"er!l moti)ation to comply.


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Diic!lty: 0

>0. Disc!ss in brie2 the g!idelines s!ggested or tackling do"nsi7ing "ithin an organi7ation.

$ns"er: %irst2 the decision regarding do"nsi7ing sho!ld be made by a representati)e gro!p so

that all stakeholder interests can be considered and to earn the tr!st o those "ho "ill be

impacted. The acts sho!ld be collected and iss!es sho!ld be determined. ince employeessho!ld be kept a"are o b!siness conditions2 the need or a do"nsi7ing eort sho!ld not come

as a great s!rprise.

>1. Disc!ss the iss!e o gi)ing notice to the employees abo!t organi7ational do"nsi7ing.

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$ns"er: *t can be arg!ed that a irm sho!ld gi)e notice o an intent to do"nsi7e as soon as the

need is determined2 and let those "ho "ill be impacted kno" "ho "ill be let go as soon as

that list is de)ised. 'n the other hand2 the !ncertainty and r!mors that are s!re to de)elopbet"een the anno!ncement o do"nsi7ing and the decision abo!t "ho "ill be terminated may

o!t"eigh the beneits gained in early notiication. *n addition2 "orkers may interpret early

notice as an eort to get the most o!t o them beore depart!re rather than an eort to allo"them time to come to grips "ith the loss o their (obs.

Diic!lty: Medi!m

&earning 'b(ecti)e: 06-06Topic: Do"nsi7ing


$$C,: $nalytic

/age: >8

>. Correlate health and saety iss!es at "orkplace "ith ideals.

$ns"er: &ike "ork2 health and saety are 4goods5 that are )al!ed both as a means or

attaining other )al!able ends and as ends in themsel)es. +hate)er else "e desire o!t o lie2being healthy and sae makes it m!ch more likely that "e "ill be capable o attaining o!r

ends. *n this sense2 health and saety ha)e a )ery high instr!mental )al!e since part o their)al!e deri)es rom the act that "e !se them to attain other things o )al!e. *ns!rance

thereore seeks to compensate "orkers or in(!ries they inc!r by paying the employees or the

"ages they lost as a res!lt o being !nable to "ork.Net health and saety are also )al!able in and o themsel)es. They ha)e intrinsic )al!e in

addition to their instr!mental )al!e. To !nderstand this distinction2 consider ho" one might

respond to the F!estion o ho" m!ch her or his lie is "orth. The lie o one "ho dies in a

"orkplace accident has instr!mental )al!e that can be meas!red2 in part2 by the lost "agesthat "o!ld ha)e been earned had that person li)ed. ,!t these lost "ages do not meas!re the

intrinsic )al!e o the lie2 something that inancial compensation simply cannot replace.

* 4healthy5 is taken to mean a state o la"less physical and psychological "ell-being2arg!ably no one is perectly healthy. * 4sae5 means completely ree rom risk2 certainly no

"orkplace is perectly sae. * health and saety are interpreted as ideals that are impossible to

reali7e2 then it "o!ld be !nreasonable to claim that employees ha)e a right to a healthy andsae "orkplace.

Diic!lty: Medi!m

&earning 'b(ecti)e: 06-0>

Topic: 6

>8. Rem!nerate the )ario!s problems associated "ith "orkplace health and saety as a market

controlled approach.$ns"er: The ree market approach has a n!mber o serio!s problems. %irst2 labor markets are

not perectly competiti)e and ree. Employees do not ha)e the kinds o ree choices that the

ree market theory "o!ld reF!ire in order to attain optimal satisactions3tho!gh enlightened

sel-interest "o!ld be a )al!able theory to introd!ce and apply in this en)ironment2 it is

6-> 019 by Mc;ra"-


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!nrealistic to pres!me employees al"ays ha)e the choices a)ailable to them that make it

possible.

econd2 employees seldom2 i e)er2 possess the kind o complete inormation eicientmarkets reF!ire. * employees do not kno" the risks in)ol)ed in a (ob2 they "ill not be in a

position to reely bargain or appropriate "ages and thereore they "ill not be in a position to

eecti)ely protect their rights or ens!re the most ethical conseF!ences. This is a partic!larconcern "hen "e recogni7e that many "orkplace risks are in no sense ob)io!s.

!ch market ail!res can ha)e deadly conseF!ences "hen they in)ol)e "orkplace health and

saety iss!es. $nother iss!e is the aspect o the 4irst generation5 problem. The means by"hich the market gathers inormation is by obser)ing the harms done to the irst generation

eposed to imperect market transactions. *n eect2 markets sacriice the irst generation in

order to gain inormation abo!t saety and health risks. To the degree that these are important

F!estions that o!ght to be asked2 indi)id!al bargaining "ill ail as an ethical p!blic policyapproach to "orker health and saety.

Diic!lty: Medi!m


Topic: 9. 02 the I.. Congress established the 'cc!pational aety and


29/31


standards go too ar. Critics in both ind!stry and go)ernment ha)e arg!ed that '


30/31


epectations in that regard. Inemotional men are )ie"ed in positi)e terms: going ater "hat

they "ant2 not letting anything get in their "ay2 and so on.


Topic: Discrimination


/age: 12 8

>@. !mmari7e the inl!ences o di)ersity "ithin a "orkplace.

$ns"er: Di)ersity reers to the presence o diering c!lt!res2 lang!ages2 ethnicities2 races2

ainity orientations2 genders2 religio!s sects2 abilities2 social classes2 ages2 and national

origins o the indi)id!als in a irm. Di)ersity has bro!ght beneits to the "orkplace2 b!tdi)ersity eorts ha)e also created ne" conlicts. Heeping in mind the deinition o di)ersity2 it

is important to reali7e that "hen a irm brings together indi)id!als "ith these Bor other

dierences3oten eposing these indi)id!als to s!ch dierences or the irst time3areas o

tension and aniety may emerge. *n addition2 the organi7ation is likely to ask its employees to"ork together to"ard common goals2 on teams2 in s!per)isory or s!bordinate roles2 and in

po"er relationships2 all reF!ests that might lead to conlicts or tension e)en "itho!t additionalstressors s!ch as c!lt!ral challenges.

Di)ersity can potentially increase se)eral areas o )al!es tension. +here dierences are ne"

or strong and "here negati)e stereotypes pre)io!sly r!led interaction bet"een partic!largro!ps2 sensiti)ity to the potential or conlict is necessary. $nother concern in)ol)es

integrating di)erse )ie"points "ith a preeisting corporate c!lt!re. *t is not discriminatory to

re!se to hire someone abo!t "hom yo! simply ha)e a bad eeling2 !nless that bad eeling is

based on their dierence in race or gender. 'n the other hand2 it is )ital to be "ary opre(!dgments based solely on dierences in interpretations o c!lt!rally based standards.

The cost o ignoring di)ersity is high2 not only in terms o losses o prod!cti)ity2 creati)ity2

and other perormance-based meas!res2 b!t also in terms o legal liability.Diic!lty: Medi!m

&earning 'b(ecti)e: 06-1K 06-18

Topic: Di)ersity,loom#s Taonomy: Inderstand

$$C,: $nalytic

/age: 9-

>. +hat is airmati)e actionJ

$ns"er: The term airmati)e action reers to a policy or a program that tries to respond to

instances o past discrimination by implementing proacti)e meas!res to ens!re eF!alopport!nity today. *t may take the orm o intentional incl!sion o pre)io!sly ecl!ded gro!ps

in employment2 ed!cation2 or other en)ironments.




$$C,: $nalytic

6-80 019 by Mc;ra"-


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/age: @

@0. Disc!ss the )ario!s "ays thro!gh "hich airmati)e action can arise "ithin a "orkplace.$ns"er: $irmati)e action arises in the "orkplace in three "ays. The irst "ay is thro!gh

legal reF!irements. M!ch o the la" relating to airmati)e action applies only to abo!t 0

percent o the "orkorce2 ho"e)er: those employees o ederal contractors "ith 0 or moreemployees "ho are s!b(ect to Eec!ti)e 'rder 11962 "hich reF!ires airmati)e action

eorts to ens!re eF!al opport!nity. +here Eec!ti)e 'rder 1196 does not apply2 co!rts may

also reF!ire "hat is termed 4(!dicial airmati)e action5 in order to remedy a inding o pastdiscrimination. $ third orm o airmati)e action in)ol)es )ol!ntary airmati)e action plans

employers !ndertake to o)ercome barriers to eF!al opport!nity. These might incl!de training

plans and programs2 oc!sed recr!iting acti)ity2 or the elimination o discrimination that

might be ca!sed by hiring criteria that ecl!de a partic!lar gro!p.$ demonstrated !nderrepresentation o a partic!lar gro!p or a inding o past discrimination is

reF!ired to (!stiy airmati)e action eorts !nder either o these latter t"o options.

Diic!lty: Medi!m


,loom#s Taonomy: Inderstand$$C,: $nalytic

/age:

ethics business tbchap006

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