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60 Cards in this Set
- Front
- Back
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Conflict of interest:
B) Always involve personal financial gain. C) Are morally worrisome only when the employee acts to the detriment of the company. D) Occur when employees private interest are substantial enough to potentially interfere with their job duties. |
Answer: D) Occur when employees private interest are substantial enough to potentially interfere with their job duties. |
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A "trade secret" A) is legally equivalent to a patent or copyright B) need not be treated confidentially by the company in order to be protected C) can become part of an employee's technical knowledge, experience, and skill D) is a narrow, precise concept that the law defines in great detail |
Answer:C) can become part of an employee's technical knowledge, experience, and skill |
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In determining the morality of giving and receiving gifts in a business situation, which of the following factors is MOST relevant?
D) Whether the company is privately held or publicly held |
Answer: A) The purpose of the gift |
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Whistle-blowers are only human beings, not saints, and they sometimes have their own:
B) self-serving agenda C) bandwagon D) office |
Answer: B) self-serving agenda |
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An employee can have a conflict on interest even if he or she doesn't act to the detriment of the organization.
B) False |
Answer: A) True |
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An employee can have a conflict of interest even if he or she doesn't act to the detriment of the organization.
B) False |
Answer: A) True |
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All gifts are bribes. A) True |
Answer: B) False |
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Which of the following is an accurate statement about employment law in the workplace?
B) Courts at all levels and in all states now agree that employees cannot be dismissed without just cause. C) The civil liberties of employees have to be restricted for corporations to run efficiently. D) More and more companies are moving toward "employment at will". |
Answer: A) It's illegal to fire workers because of union membership |
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Choose the most accurate statement concerning the workplace.
B) Employers have no obligation to dismiss workers as painlessly as possible. C) An employer's financial capabilities affect what constitutes a fair wage scale for that employer's employees. D) All instances of nepotism raise serious moral concerns |
Answer: C) An employer's financial capabilities affect what constitutes a fair wage scale for that employer's employees. |
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The right to privacy of employees:
B) Is clearly and unambiguously spelled out by the law
D) Has to be given up in an era of global competition. |
Answer: C) May conflict with at organization's legitimate interests |
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One key questionable premise underlying personality tests is:
C) They can help determine job applications areas of adequacy and inadequacy. D) That all individuals can usefully and validly be placed into a relatively small number of categories of personality types and character traits. E) All of the above |
Answer: E) All of the above |
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Due process requires specific and systematic means for workers to appeal discharge or disciplinary decisions.
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Answer: True |
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According to common law, unless there is an explicit contractual provision the contrary, every employment at will and either side is free to terminate it at any time without advance notice or reason. A) True B) False |
Answer: A) True |
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Informed consent implies deliberation and free choice.
B) False |
Answer: A) True |
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Increased productivity by changing the color of the surrounding working environment is known as the "Hawthorne effect". B) False |
Answer: B) False |
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Granting workers new responsibilities and respect can benefit the entire organization. A) True B) False |
Answer: A) True |
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Any business or organization could function without employee loyalty, and certainly most companies want more than minimal time and effort from their employees. |
Company loyalty |
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Giving someone a small gift or taking the person out for a nice meal is a gesture of good will or friendship and can help cement a relationship between two people. |
Business gifts and entertainment |
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It allows the person to violate his or her official duties; to perform an action that is inconsistent with the person's work contract or job responsibilities or with the nature of the work the person has been hired to do. |
Bribe |
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The FCPA does not prohibit grease payments to the employees of foreign governments who have primarily clerical or ministerial responsibilities. These payments are sometimes necessary to ensure that the recipients carry out their normal job duties. |
Grease payments |
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It is a percentage payment to a person able to influence or control a source of income |
Kickback |
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The buying or selling stocks ( or other finacial securities) by business? insiders? on the basis of information that hast not yet been made public and is likely to affect the price of the stock. |
Insider payements |
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Workers who subordinate the organizations interests to an outside party's expose themselves to charges of disloyalty, disciplinary action, freezes in job status, forced relocation, and even dismissal. |
Self-interest |
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The use of one's official position for personal gain always raises moral concerns and questions because of the likelihood that one is violating one's obligations to the firm or organization. |
Abuse of official position |
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Civil disobedient obey the law that is overridden by moral obligations. |
Civil disobedience |
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Data has been generated by a corporation to allow it safeguard its competitiveness over other corporations |
Proprietary data |
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Any formula, pattern, device, or compilation of information which is used in one's business and which gives him an opportunity to obtain an advantage over competitors who do not know or use it. |
Trade secret |
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It refers to an employee informing the public about the illegal or immoral behavior of an employer or an organization. |
Whistle-blowing |
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The job specifications to which the civil rights law does not apply |
Bona fide occupational qualifications (BFOQs). |
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The fairness of the procedures and organization use to impose sanctions on employees |
Due process |
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The common law in which an employment can be terminated at any time by either an employee or an employer without advance notice or reason |
Employment at will |
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A for-cause dismissal as a result of employee theft, gross insubordination, release of proprietary information, and so on. |
Firing |
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The practice of promoting exclusively from withing the firm |
Inbreeding |
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The lists of all pertinent details about the content of a job, including it duties, responsibilities, working conditions, and physical requirements. |
Job description |
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The qualifications an employee needs, such as the pertinent skills, background, education, or work experience. |
Job specification |
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The temporary unemployment experienced by hourly employees and implies that they are "subject to recall." |
Layoff |
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The amount of money a full time employee needs to afford the necessities of life, support a family, and live above the poverty line. |
Living wage |
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The practice of showing favoritism to relatives and close friends. |
Nepotism |
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The twenty-four states, mostly in the the South and West, with open-shop laws on their books. |
Right-to-work state
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It refers to longevity on a job or with a firm |
Seniority
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Gauges whether test scores correlate with performance in some other activity that is, whether the test measures the skill or ability it is intended to measure. |
Test validity |
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Testing of employees to determine whether they are using illegal drugs. |
Drug testing |
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Falsified information generated by a polygraph when it falsely identifies as liars people who are telling the truth. |
False positives |
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Term given to the conclusion made in the Hawthorne studies that productivity of workers increase if they receive attention. |
Hawthorne effect |
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Permission granted by employees with complete understanding of facts and freedom of choice. |
Informed consent |
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Satisfaction attained by employees in their job due to the attention they receive at the organization |
Job satisfaction |
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Problem of fatigue occurs to employees at work |
Job stress |
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Different conducts of managers on the job that can enhance or diminish the work environment |
Management styles |
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Gathering of personal information of employees by organizations without informed consent. |
Monitoring of employees. |
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Federal agency that has been created based on the 1970 Occupational Safety and Health Act to ensure so far as possible every working man and woman in the nation safe and healthful working conditions that are free from recognized hazards that are causing or are likely to cause death or serious injury. |
Occupational Safety and Health Administration (OSHA) |
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Tests administered by companies to determine whether prospective employees are emotionally mature, get along well with others, have a good work ethic, and fit in with the organization.
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Personality tests |
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Fundamental right of a person to have a state of not being observed or disturbed by others.
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Privacy |
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It is defined as and men should be paid on the same scale not only for doing the same or equivalent jobs but also for doing different jobs involving equal skill, effort, and responsibility.
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Comparable Worth |
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It aims especially at wage discrimination against women, it guaranteed the right to equal pay for equal work. |
Civil rights act of 1964 |
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The act that extends to people with disabilities the same rights to equal employment opportunities that the Civil Rights Act of 1964 guarantees to women and minorities. In addition, several acts and executive orders regulate government contractors and subcontractors and require equal opportunities for veterans.
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Equal Employment Opportunity Commission (EEOC)
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This form of sexual harassment is behavior of a sexual nature that is distressing to women and interferes with their ability to perform on the job, even when the behavior is not an attempt to pressure the woman for sexual favors.
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Hostile-work-environment harassment
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It discriminate in employment to make an adverse decision regarding an employee or a job applicant based on his or her membership in a certain group.
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Job discrimination.
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A supervisor makes an employee's employment opportunities conditional on the employee's entering into a sexual relationship with, or granting sexual favors to, the supervisor.
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Quid-pro-quo harassment
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Some lower courts have extended the concept of sexual harassment to include sexual favoritism, upholding the claims of women to have been discriminated against because the boss was sleeping not with them but with one or more other employees.
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Sexual favoritism.
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It is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
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Sexual harassment.
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