Prodev Finals

Front 1

May we choose the harder right, instead of the easier _____

Back 1

WRONG

Front 2

As human beings we should try not to become a man of _______ but rather a man of _______.

Back 2

Success, Value

Front 3

What is the greatest advantage of our existence as humans?

Back 3

Freedom to Choose

Front 4

freedom to choose corresponds to

Back 4

Responsibilities and Accountabilities

Front 5

Any person who performs an occupation that requires a certain level of education, training, or skills.Also adheres to codes of conduct and ethical standards.

Back 5

PROFESSIONAL

Front 6

Is the MORAL CODE or in other words a" righteous choice" in making his/her decision.

Back 6

ETHICS

Front 7

When can we say a decision is ETHICAL?

Back 7

A decision is ethical if it takes into account the employee's best interest and those people who will be affected by this decision.

Front 8

Why does ethical behavior matter?

Back 8

1. Employees who abide by ethical standards protect & respect the company's assets.2. It fosters TEAMWORK and productivity among the people in the organization.3. It builds a strong good PUBLIC image by earning integrity and respect from the people inside and outside of the organization.4. It creates a culture of TRANSPARENCY, integrity and accountability to manage conflicts by making the right actions.5. It helps maintain MORAL values during difficult times.6. It helps employees face reality, both good and bad. 7. Highly ethical policies and procedures conform to the law. The cost of conforming to the law is better than to incur the cost of a LAWSUIT later.8. It helps avoid the criminal act of "OMISSION" and can lessen fines.

Front 9

Employees who abide by ethical standards ____________________ the company's assets.

Back 9

protect & respect

Front 10

It fosters __________ and productivity among the people in the organization.

Back 10

TEAMWORK

Front 11

It builds a strong good _______ image by earning integrity and respect from the people inside and outside of the organization

Back 11

PUBLIC

Front 12

It creates a culture of _________ , integrity and accountability to manage conflicts by making the right actions.

Back 12

TRANSPARENCY

Front 13

It helps maintain _____ values during difficult times.

Back 13

MORAL

Front 14

The cost of conforming to the law is better than to incur the cost of a _______ later.

Back 14

LAWSUIT

Front 15

It helps avoid the criminal act of _________ and can lessen fines.

Back 15

"OMISSION"

Front 16

Broaderproviding a set of principles that affect employee mindset and decision-making.

Back 16

CODE OF ETHIC

Front 17

offers principles defining the ethics of a businessbut it also contains specific rules for employee actions and behavior.

Back 17

CODE OF CONDUCT

Front 18

SIMILARITIES OF CODE OF ETHICS AND CODE OF CONDUCT

Back 18

1.created by an organization to encourage GOOD BEHAVIOR.2. Both have STANDARDS which members of an organization must follow.3. Both should be led BY EXAMPLE.

Front 19

DIFFERENCES

Back 19

1.Differ in terms of purpose, focus, content & SCOPE.2.The code of ethics is an ASPIRATIONAL document planned to influence the decision- making thought process of the employees. -The code of ethics ENCOMPASSES an organization's ethical values, ideals and principles which is the FOUNDATION for the code of conduct.-The code of ethics usually CIRCULATED and ANNOUNCED for the benefit of the shareholders, employees, and customers, while the code of conduct is mostly an internal agreement3.The code of conduct is a SET OF GUIDELINES that are designed to influence employees' actions.

Front 20

1.Differ in terms of purpose, focus, content & _______.

Back 20

SCOPE

Front 21

is an ASPIRATIONAL document planned to influence the decision- making thought process of the employees.

Back 21

2.The code of ethics

Front 22

ENCOMPASSES an organization's ethical values, ideals and principles which is the ___________ for the code of conduct.

Back 22

FOUNDATION

Front 23

The code of ethics is usually

Back 23

CIRCULATED and ANNOUNCED for the benefit of the shareholders, employees, and customers, while the code of conduct is mostly an internal agreement

Front 24

is a SET OF GUIDELINES that are designed to influence employees' actions.

Back 24

The code of conduct

Front 25

Examples of unethical behaviors in the workplace:

Back 25

1. DISHONESTY2. Deception in the workplace - taking credit for others' hard work.3. VERBAL ABUSE4. Sexual harassment5. Violence6. Non-office related work7. Frequent absenteeism & TARDINESS8. Extended breaks9. THEFT10. Corruption

Front 26

Examples of Employers unethical behaviors in the workplace

Back 26

1. Late night out and unpaid overtime2. Verbal harassment3. BULLYING4. Undue pressure5. NEPOTISM6. Hostile work environment7. UNREALISTIC expectations8. Failure to honor commitments.9. Disregard of company policy.10. Violation of conscience.11. Accepting gifts from vendors.12. BENDING the rules.13. ENVIRONMENTAL IMPACTS & risks14. Unfair wages & working conditions

Front 27

JUSTIFICATIONS FOR UNETHICAL BEHAVIORS

Back 27

1. Higher Purpose Justification

2. Displacement of Responsibility

3. Blaming

4. Euphemistic Labelling

5. Diffusement of Responsibility

Front 28

an excuse in which unethical behavior is justified because it serves some higher good.For example, an employee may be willing to plagiarize in order to finish a project on time.

Back 28

Higher Purpose Excuse

Front 29

When people want to avoid taking responsibility for their unethical behavior, they may use strategies such as making unethical behavior look less significant or changing the label of the unethical behavior.

Back 29

Displacement of Responsibility

Front 30

is different from the displacement of responsibility. In displacing responsibility, a person is claiming someone else performed an unethical or detrimental action. In blaming, a person says another person caused the first person to behave unethically.

Back 30

Blaming

Front 31

most common example of blaming

Back 31

Well you made me do it

Front 32

a form of justification that is based on making the unethical action sound like it is acceptable and ethical. For example, an employee may embezzle money from one department into another because they believe the second department is more deserving and the money was "just sitting there".

Back 32

Euphemistic Labelling

Front 33

the phenomenon in which a person does not take responsibility for a task because they think that someone else will do it. This phenomenon can be seen in many different ways, but most often it is seen when there are multiple people who can complete a task and they assume that someone else will take care of it. For example, if a boss gives a group assignment but does not delegate tasks to different individuals, everyone in the group may say, "this is not my problem," and avoid the most unfavorable tasks.

Back 33

Diffusement of Responsibility

Front 34

HOW TO RESOLVE ISSUES AT THE WORKPLACE

Back 34

1. Create a code of ethics & code of conduct at work.2. Establish a PROTOCOL.3. IMPLEMENT an ethics program training.4. LEAD by example5. REINFORCE consequences for unethical behaviors.6. Create checks & BALANCES7. Establish a routine audit.8. HIRE people with strong ethical values

Front 35

refers to a set of beliefs and behaviors that guide how a company's management and employees interact and handle external business transactions.can have a huge impact on the fortune of a company and its employees.

Back 35

Corporate culture

Front 36

Corporate culture is also known as

Back 36

Company culture

Front 37

should be responsible for the decisions they make in business since these could impact one's own personal integrity and also have consequences for many stakeholders with whom business organizations interact.

Back 37

Individuals

Front 38

means someone who is honest and has consistency of character.

Back 38

Person with integrity

Front 39

A person with integrity

Back 39

have honesty, honor, ethics and high moral standards, and they always act according to these values.

Front 40

refers to sincerity or truthfulness

Back 40

Honesty

Front 41

much broader meaning, encompassing honesty as well as moral soundness.

Back 41

Integrity

Front 42

What is the main difference between honesty and integrity?

Back 42

Although a person with integrity may be honest, not all honest people may have integrity.

Front 43

Is being truthfulDeals with wordsDoes not imply that a person adheres to a moral codeNot a guarantee of integrity

Back 43

Honesty

Front 44

is steadfast to adherence to a strict moral or ethical codeDeals with actions Implies that a person adheres to a moral codeA guarantee of honesty

Back 44

Integrity

Front 45

Circular Way

Back 45

While culture shapes the people who are members of the organization, it is also shaped by the people who comprise that organization.

Front 46

is influenced, limited, shaped and, in some cases, virtually determined by the corporate culture of the firm

Back 46

Decision Making

Front 47

Individuals can be helped-or ______-in making the "right" or "wrong" decision (according to their own values) by the expectations, values, and structure of the organization in which they live and work.

Back 47

Hindered

Front 48

Defining the specific culture within an organization is not an easy task since it is _____________ on each participant's perception of the culture.

Back 48

partially based

Front 49

In fact, perception may actually impact the culture in a ________ way

Back 49

circular

Front 50

How to determine culture in an organization?

Back 50

Tempo of workThe organization's approach to humorMethods of problem solvingThe competitive environmentIncentivesIndividual autonomyHierarchical structure

Front 51

Culture becomes so much a part of the environment that

Back 51

participants do not even notice its existence.

Front 52

TYPES OF CULTURE

Back 52

Clan

Adhocracy

Market

Hierarchy

Compliance Based

Values Based

Front 53

Have a friendly, collaborative working environment. Similar to a large family, the leaders in the organization are regarded as mentors, and the organization comes together through tradition and loyalty. There is also more involvement and a greater focus on human resource development.

Back 53

Clan Culture

Front 54

Success has a lot to do with caring for people and addressing the needs of clients. The organization helps to achieve this by promoting participation, consensus, and teamwork.

Back 54

Clan Culture

Front 55

This is a dynamic and creative working environment where both leaders and employees are innovators and risk-takers. Change and agility are core values, and success is defined by the creation of new products and services. The organization promotes individual freedom and initiative.

Back 55

ADHOCRACY CULTURE

Front 56

Derived from the Latin word ad hoc, meaning "for this"usually found among aerospace & technology companiesin the company of Mark Zuckerberg

Back 56

Adhocracy Culture

Front 57

Focuses on getting down to business, getting work done, and achieving results. The environment is competitive, people are focused on goals, and the organization is results-based. The culture emphasizes winning and considers market penetration and stock as the definitions of success.

Back 57

MARKET CULTURE

Front 58

This type of culture is based on process and procedure, with operations being done in a formalized and structured work environment. Leaders monitor and facilitate adherence to tried and known ways of doing business while keeping costs and mistakes low. Success is defined by low costs, smooth planning and execution, and trustful delivery.Mc Donald's culture

Back 58

Hierarchy Culture

Front 59

ethical environment, or culture, would be one in which

Back 59

employees are empowered and expected to act in ethically responsible ways, even when the law does not require it

Front 60

is greatly shaped by the culture in which one lives.

Back 60

Cultivation of Habits

Front 61

emphasizes obedience to the rules as the primary responsibility of ethics.Will empower legal counsel and audit offices to mandate and to monitor compliance with the law and with internal codes.

Back 61

COMPLIANCE BASED CULTURE

Front 62

one that reinforces a particular set of values rather than a particular set of rules. Certainly, these firms may have codes of conduct; but those codes are predicated on a statement of values and it is presumed that the code includes mere examples of the values' application.

Back 62

Compliance Based Culture

Front 63

values-based culture is that

Back 63

a compliance culture is only as strong and as precise as the rules with which workers are expected to comply,

Front 64

recognizes that where a rule does not apply the firm must rely on the personal integrity of its workforce when decisions need to be made.

Back 64

Values Based Culture

Front 65

Corporate Leadership

Back 65

tone at the top