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1 | |
The model that states that an ethical decision is a decision that produces the greatest good for the greatest number of people is: |
| | A) | Moral Rights |
| | B) | Justice |
| | C) | Ethical |
| | D) | Utilitarian |
| | E) | Equity |
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2 | |
Which of the following is not usually an organizational stakeholder? |
| | A) | Customers |
| | B) | Suppliers |
| | C) | Employees |
| | D) | Government |
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3 | |
A decision that a manager would prefer to hide from stakeholders is a(n): |
| | A) | Ethical decision. |
| | B) | Situational decision. |
| | C) | Unethical decision. |
| | D) | Societal decision. |
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4 | |
The way that doctors and nurses treat patients is often governed by ___________. |
| | A) | Individual ethics |
| | B) | Societal ethics |
| | C) | Work place ethics |
| | D) | Professional ethics |
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5 | |
A company's _____________ is often reported in its annual report and serves as a guide to ethical decision making: |
| | A) | Social audit |
| | B) | Ethical ombudsman |
| | C) | Code of ethics |
| | D) | Letter to stockholders |
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6 | |
Formal standards and rules which spell out how managers can make ethical decisions within the organization are called: |
| | A) | societal ethics. |
| | B) | a social audit. |
| | C) | codes of ethics. |
| | D) | whistle-blowing. |
| | E) | stereotyping. |
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7 | |
An organization appoints a manager who has the responsibility of communicating the organization's ethical standards to employees and who is responsible for the enforcement of these standards. This manager is known as: |
| | A) | the whistle-blower. |
| | B) | the chief stakeholder. |
| | C) | the social auditor. |
| | D) | the ethics ombudsman. |
| | E) | none of the above. |
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8 | |
A manager's social responsibility is to make decisions that promote the welfare and well-being of:
I. Society
II. Government
III. Stakeholders |
| | A) | I and III |
| | B) | I and II |
| | C) | II and III |
| | D) | I, II, and III |
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9 | |
The ______ approach disregards social responsibility. |
| | A) | Obstructionist |
| | B) | Defensive |
| | C) | Accommodative |
| | D) | Pro-active |
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10 | |
This approach demonstrates a willingness to only what the law requires and no more than that: |
| | A) | Obstructionist |
| | B) | Pro-active |
| | C) | Defensive |
| | D) | Accommodative |
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11 | |
Practitioners of this approach will do more than the law requires if asked to do so: |
| | A) | Obstructionist |
| | B) | Accommodative |
| | C) | Defensive |
| | D) | Pro-active |
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12 | |
The ____ approach has the strongest commitment to social responsibility. |
| | A) | Obstructionist |
| | B) | Accommodative |
| | C) | Defensive |
| | D) | Pro-active |
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13 | |
An ethics officer who monitors an organization's practices and procedures for ethics violations is known as an ethics: |
| | A) | Ombudsman. |
| | B) | Liaison. |
| | C) | Enforcer. |
| | D) | Vice president. |
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14 | |
The principle which states that promotions within the organization should be based on a manager's contributions to the organization, independent of irrelevant personal characteristics, is known as: |
| | A) | procedural justice. |
| | B) | the glass ceiling effect. |
| | C) | distributive justice. |
| | D) | the ombudsman effect. |
| | E) | social auditing. |
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15 | |
What can an organization's top managers do to encourage diversity commitment throughout their organization? |
| | A) | Deal fairly with diverse employees |
| | B) | Commit organizational resources to managing diversity |
| | C) | Embrace diversity through their example |
| | D) | Send the message to employees that diversity is a competitive advantage |
| | E) | All of the above |
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16 | |
Diversity differences are such characteristics as:
I. Age
II. Religion
III. Disabilities
IV. Socio-economic background |
| | A) | I, II, III, IV |
| | B) | I, III, IV |
| | C) | I, II, III |
| | D) | II, III, IV |
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17 | |
The effective management of diversity can be accomplished if top management is committed to principles of:
I. Free-market systems
II. Distributive justice
III. Organizational diversity
IV. Procedural justice |
| | A) | I, II, III, IV |
| | B) | II, III, IV |
| | C) | II and IV only |
| | D) | I, II, III |
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18 | |
When managers are faced with a work environment that they find personally offensive because of their gender, what type of sexual harassment has occurred? |
| | A) | Whistle-blowing environment |
| | B) | Glass ceiling environment |
| | C) | Quid pro quo environment |
| | D) | Hostile work environment |
| | E) | Accommodating environment |
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19 | |
Which is not potentially a quid pro quo situation: |
| | A) | Asking a fellow employee for a date. |
| | B) | Offering sex for a promotion. |
| | C) | Requesting sexual favours for a salary increase. |
| | D) | Demanding sex for hiring an applicant. |
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20 | |
A hostile work environment could be created by repetitive acts of which of these: |
| | A) | Telling dirty jokes |
| | B) | Profanity |
| | C) | Remarks about a person's sexual prowess |
| | D) | All of the above |
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