53) Which of the following reinforces the need for organizations to provide ethics training to
employees?
A) Sarbanes-Oxley Act
B) Taft-Hartley Act
C) Landrum-Griffin Act
D) Davis-Bacon Act
54) What is the most likely reason for more firms providing ethics training to employees?
A) Universities do not require all graduate students to enroll in ethics courses.
B) Federal laws encourage firms to comply with ethics training guidelines.
C) Employees seeking professional certification are tested on ethics.
D) State laws require businesses to have written codes of conduct.
55) Health-Tech Materials is a firm that manufactures medical equipment purchased by hospitals
and clinics. The firm employs over 2,500 workers in its two manufacturing facilities located in
Texas and Arizona. Recently, Health-Tech dismissed a number of employees for ethics
violations ranging from improper Internet usage to stealing company funds. In addition, the firm
has been sued by two former employees for wrongful discharge. As a result, Health-Tech’s top
executives are evaluating the firm’s hiring process, ethics training system, reward system, and
disciplinary system to determine how to promote ethics and fair treatment.
Which of the following, if TRUE, best supports the argument that Health-Tech should utilize
online ethics program software?
A) The Health-Tech legal department requires the firm to post its ethics code and hiring
procedures on the firm’s website to prevent legal problems.
B) The Health-Tech website provides dismissed employees with outplacement counseling and
job posting links.
C) Health-Tech discusses its code of conduct during employee orientation and also provides new
employees with the firm’s handbook.
D) Health-Tech executives want to quantify the types of ethical issues that are most common at
the firm in order to provide the most relevant training to employees.
56) How can a firm identify ethical people during the selection process?
A) ask closed-ended interview questions
B) conduct background checks
C) explain promotion policies
D) utilize job evaluations
57) An ethics audit conducted by a firm would LEAST likely address ________.
A) access to company information
B) employee discrimination
C) selection tools
D) gift giving
58) Employees who report unethical corporate behavior are primarily known as ________.
A) whistleblowers
B) consultants
C) tipsters
D) advisers
59) Employers found guilty of misconduct frequently receive reduced penalties if they
________.
A) provide orientation to new hires
B) establish whistleblower hotlines
C) implement codes of conduct
D) agree with union demands
60) According to the text, what is typically included in a firm’s ethics training?
A) summaries of ethics-related legislation and policies
B) methods for creating ethical job evaluations
C) graphs that chart changing ethical issues
D) tools for recognizing ethical dilemmas
61) During ethics training, which of the following would most likely emphasize the importance
of ethics to the firm?
A) top management participation
B) role-playing opportunities
C) online ethics software
D) disciplinary policies
62) Fair performance appraisals are most likely characterized by ________.
A) 360-feedback
B) clarified standards
C) limited notification
D) subjective assessments
63) Which of the following has increased the need for employee monitoring in recent years?
A) cell phones
B) GPS software
C) social media
D) productivity software
64) Which of the following would LEAST likely be viewed as an employee privacy violation?
A) publication of private matters
B) disclosure of medical records
C) e-mail surveillance
D) iris scanning
65) The standards an individual uses to decide what his or her conduct should be are known as
common law.
66) The president of University National Bank has his office on the main floor of the bank just
off the lobby, and his door is always open unless he is in a private meeting. This represents a
physical manifestation of the company’s culture.
67) Moral disengagement frees people from the guilt they would normally feel after violating
their ethical standards.
68) Offering rewards for ethical behavior is a foolproof way to ensure ethical behavior from
employees.
69) The Sarbanes-Oxley Act requires publicly traded companies to declare whether they have a
code of conduct, and it increases penalties for companies convicted of ethics violations if they
have codes of conduct that were not properly enforced.
70) Unfortunately, employers have no tools for measuring the ethics of an individual during the
applicant screening process, so employers do not realize they have hired an unethical person
until it is too late.
71) What is morality? How does an employee’s morality relate to making ethical decisions in the
workplace?
72) What is an ethics code? What methods do firms use to monitor employees and ensure their
compliance with ethics codes?
73) What legislation exists to ensure that ethical decisions are made in the workplace? What is
the role of the HR manager in workplace ethics?
74) What is organizational culture? How can managers influence the ethical nature of a firm’s
culture?
75) What can you do as an HR manager to ensure that you hire ethical employees?
76) Few personnel practices are more unethical or will undermine trust more than ________.
A) unfair discipline
B) engagement
C) friendliness
D) explanation
77) Which of the following is a procedure that corrects a subordinate for violating a rule or
procedure?
A) coaching
B) training
C) discipline
D) appraisal
78) Where are an organization’s rules and regulations usually stated?
A) employee handbook
B) code of ethics outline
C) sexual harassment training guide
D) human resource policy manual
79) Health-Tech Materials is a firm that manufactures medical equipment purchased by hospitals
and clinics. The firm employs over 2,500 workers in its two manufacturing facilities located in
Texas and Arizona. Recently, Health-Tech dismissed a number of employees for ethics
violations ranging from improper Internet usage to stealing company funds. In addition, the firm
has been sued by two former employees for wrongful discharge. As a result, Health-Tech’s top
executives are evaluating the firm’s hiring process, ethics training system, reward system, and
disciplinary system to determine how to promote ethics and fair treatment.
Which of the following best supports the argument that Health-Tech should make significant
changes to its disciplinary process?
A) According to surveys, Health-Tech employees feel that managers do not listen to their
concerns or take their opinions seriously.
B) Health-Tech requires employees to receive annual ethics training to ensure that they
understand the firm’s latest policies.
C) Health-Tech’s main competitor uses fictional scenarios to test applicants’ morality and has
fewer ethics problems than Health-Tech.
D) Historically, arbitrators have overturned the dismissal decisions of Health-Tech’s managers
because of unclear company rules.
80) A fair discipline process is built on all of the following EXCEPT ________.
A) established rules and regulations
B) a system of progressive penalties
C) performance appraisals
D) an appeals process
81) Which of the following is the primary element of properly developed disciplinary
procedures?
A) electronic employee monitoring
B) clearly established rules
C) anonymous surveys
D) severe penalties
82) Which of the following suggests that when a woman fails to act as anticipated, men and
women will treat her more harshly than if a man had acted in the same manner?
A) glass ceiling
B) Evil Woman Thesis
C) gender role error
D) self-serving bias
83) Employees at R&R Carpet and Tile are allowed to take one-hour lunch breaks. Todd’s
assistant, Suzanne, took a two-hour lunch break today without prior approval. Suzanne has never
broken any other rules since being employed by the company. R&R has a nonpunitive discipline
policy. Which of the following will most likely be Todd’s response to Suzanne’s violation?
A) issuing an oral reminder to Suzanne
B) telling Suzanne that she is dismissed
C) giving Suzanne a one-day leave with pay
D) issuing a formal written reminder to Suzanne
84) Health-Tech Materials is a firm that manufactures medical equipment purchased by hospitals
and clinics. The firm employs over 2,500 workers in its two manufacturing facilities located in
Texas and Arizona. Recently, Health-Tech dismissed a number of employees for ethics
violations ranging from improper Internet usage to stealing company funds. In addition, the firm
has been sued by two former employees for wrongful discharge. As a result, Health-Tech’s top
executives are evaluating the firm’s hiring process, ethics training system, reward system, and
disciplinary system to determine how to promote ethics and fair treatment.
Which of the following undermines the argument that Health-Tech should shift from a traditional
discipline system to a nonpunitive discipline system?
A) Frequent tardiness is the primary infraction among Health-Tech employees who receive
decision-making leave.
B) A court ruled in a wrongful discharge case against Health-Tech that the employee handbook
served as an implied contract.
C) Health-Tech has already modified its hiring process to include ethics tests when screening job
applicants.
D) The most common employee discipline situations at Health-Tech involve theft or physical
altercations.
85) Which of the following terms refers to discipline without punishment?
A) democratic punishment
B) corporal punishment
C) alternative discipline
D) positive discipline
86) Hawkins Publishing has a formal, publicized, three-step process for employees who want to
appeal disciplinary actions. Hawkins is most likely striving to achieve ________.
A) executive oversight
B) two-way communication
C) employee involvement
D) guaranteed fair treatment
87) Tamika, a FedEx employee, had some specific complaints about her job. According to
FedEx’s guaranteed fair treatment program, what should Tamika do?
A) complete an anonymous survey
B) file a written complaint with the employee relations department
C) submit a formal, written appeal to the department’s vice president
D) file a letter of appeal with the Equal Employment Opportunity Commission
88) Which of the following is NOT one of the three pillars of fair discipline?
A) rules and regulations
B) a program of rehabilitation
C) a system of progressive penalties
D) an appeals process
89) R&R has a nonpunitive discipline policy. Employees at R&R Carpet and Tile are allowed to
take one-hour lunch breaks. Todd’s assistant, Suzanne, took a two-hour lunch break today
without prior approval. Suzanne was given a verbal warning five weeks ago for a similar
infraction. Which of the following will most likely be Todd’s response to Suzanne’s actions
today?
A) give Suzanne a one-day, paid leave to consider whether she can abide by the firm’s rules
B) give Suzanne a formal written reminder that will be included in her personnel file
C) require Suzanne to participate in arbitration with an ombudsman
D) discuss the incident with Suzanne privately
90) Which of the following is NOT one of the steps in discipline without punishing process?
A) Issue an oral reminder
B) Immediately add a note to the employees personal file
C) Give a paid, one-day “decision-making leave.”
D) Purge the person’s file if no further incidents occur
91) The severity of the penalty should depend on the offense and the number of times it has
occurred.
92) The Evil Woman Thesis asserts that when a woman does not act the way men and other
women think she should, they will tend to treat her more harshly than they might if the alleged
misdeed was done by a man.
93) The purpose of discipline is to encourage employees to behave sensibly at work.
94) A manager constructs a fair discipline process on three pillars: rules and regulations, a
system of progressive penalties, and outplacement counseling.
95) Ombudsmen serve as neutral counselors outside the chain of command to whom employees
can turn for advice about finding a new job after dismissal.
96) Iris scanning is considered the most accurate method of verifying the identity of an
employee.
97) If an employer is monitoring a phone call and then determines it to be personal in nature, the
employer must cease monitoring.
98) The four main types of privacy upheld by courts are intrusion, publication of private matters,
disclosure of medical records, and appropriation of an employee’s name or likeness for
commercial purposes.
99) If an employee conducts a personal phone call at work, the employer can legally eavesdrop
and monitor the phone call.
100) Employees should assume that any e-mail sent or received at work is protected by privacy
laws and cannot be monitored by employers.
101) How do both firms and individuals benefit from fair treatment in the workplace? When
employee discipline is necessary, how can firms ensure that the disciplinary process is fair?
102) What can managers do to ensure that discipline is fair and effective?
103) Explain the meaning of the Evil Woman Thesis and its implications for managers.
104) Define nonpunitive discipline and outline the process for applying nonpunitive discipline to
gain employees’ acceptance of company rules.
105) Many employers give employees a process and procedure through which to communicate
unfair treatment. This process and procedure is known as a(n) ________ procedure.
A) officer complaint
B) board of review
C) management review
D) grievance review