JUST SAY NO 1
No matter how many test you put applicants through, I believe it’s immpossible to hire someone
who is 100% ethical. It’s like dating someone that you just met. At frst they seem really
awesome and you believe that things will work out between you two, but once you actually get
to know them that’s when you learn a lot more about them. It’s the same in the work
environment, because even after hiring them you don’t know what kind of employee you have
until you have worked with them. There are a number of test that you can use during the select
an hiring process such as the overt integrity test and the personality-based integrity test.
The overt integrity test estimates the job apllicants honesty by asking them directly what they
think or how they feel about theft or about punishment of unethical behaviors. The overt
intergrity test ask questions like “How often do you tell the truth?”, “Do you think that you are too
honest to take something that is not yours?”
and “How much do you dislike doing what someone tells you to do?”. The problem is that
applicants who know what to say only have to tell the questionier the answer they want to hear.
There’s no way to tell if the applicant is being truthful with the answers that they are giving the
person doing the test. The personality-based integrity test indirectly estimates a job applicant
honesty by measuring psychological traits such as dependability and conscientiousness. Some
positions, such as law enforcement or high-end security positions, use lie-detector test for
applicants. This helps, but it doesn’t completly stop the hiring of unethical officers or staff.
The best method would be to train employees to act more ethically. After setting a company’s
standard and rules, the managers must sponsor and get involved with ethic and complence
training in order to keep a ethical company culture. The first step to ethic training is awareness
of ethics. This means they need to make the employee recongize issues that are unethical and
how to avoid the issue altogether. There’s a number of different tactics that can be used to train
personel. Some companies use board games, videos, classes, and scenarios to interact in.
This type of training needs to take place several times throughout the year to make sure that
the employees continue to stay up to date with unethnical issues. The second step that needs
to be used for ethic training is to achieve credibility with the employees. Using outside
instructors or trainers is not a way to earn credibility. A manager should be involved and
teaching their employees about ethics because they deal with the same work enviroment that
the employees deal with daily. The third step of ethic training is to teach employees a practical
model of ethical decision making. When dealing with ethical decision making always identify the
JUST SAY NO 2
problem, identify the constituents, diagnose the situation, analyze your options, make your
