Sport Ethics Exam 3

Front 1

Decision making

Back 1

a judgment between alternatives. Decision making is a cognitive and moral process as well as a social one. The basic model for making decisions includes:

Front 2

Utility

Back 2

refers to the aim of organizational goals in satisfying the constituencies of the organization.

Front 3

Rights

Back 3

those individual rights regarding life and safety, truthfulness, privacy, freedom of conscience, free speech, and private property. Individuals have the right

Front 4

Justice

Back 4

includes fair treatment, fair administration of rules, fair compensation, fair blame, and due process.

Front 5

Moral Sensitivity

Back 5

the ability to identify moral dilemmas and, in-turn, exhibit a concern about them.

Front 6

Stakeholder

Back 6

includes all of the groups and/or individuals affected by a decision, policy, or operation of a firm or individual.

Front 7

Stakeholder analysis

Back 7

the process by which a firm or an individual can apply various ethical theories

Front 8

Marketing concept

Back 8

a philosophy that an organization should try to satisfy customers’ needs through a coordinated set of activities that also allows that organization to achieve its goals.

Front 9

Marketing mix

Back 9

a strategic combination of the four P’s.

Front 10

Marketing plan

Back 10

developed for the purpose of linking it to the mission and core values of the organization to ensure that marketing, promoting, and selling will be carried out in socially responsible ways.

Front 11

Ambush marketing

Back 11

a planned effort by an organization to associate itself indirectly with an event in order to gain at least some of the recognition and benefits that are associated with being the official sponsor.

Front 12

Deceptive advertising

Back 12

occurs when products or services are advertised, but the truth in the advertising of the product is either nonexistent or expanded.

Front 13

Marketing orientation

Back 13

requires the generation of organization-wide market intelligence that pertains to current and future customer needs, dissemination of the intelligence across department of the organization, and organization-wide responsiveness.

Front 14

Product

Back 14

a tangible good or object, a service, or intangible quality that satisfies the consumers’ wants or needs

Front 15

Price

Back 15

the value of the product and costs consumer agrees to pay for the product (exchange value).

Front 16

Place

Back 16

distribution channels where the consumer may obtain the product

Front 17

Promotion

Back 17

methods and techniques of communicating information to motivate consumer to purchase the product.

Front 18

Primary stakeholders

Back 18

those with a formal, official, or contractual relationship with an organization. Include sponsors of the vent, official corporate sponsors, athletes taking part in the event, and fans in attendance.

Front 19

Secondary stakeholders

Back 19

include those in the media, the general public, and other companies such as non-sponsors and non-ambushers, as well as activist groups

Front 20

Indirect stakeholders

Back 20

non-sponsoring companies or ‘ambushers’ that do not have a contractual relationship with the event and its sponsor and yet have well-established and well-planned actions.

Front 21

Affirmative action

Back 21

Title VII, Civil Rights Act (1972); requires that available jobs be made public and accessible on an equal basis for all qualified persons.

Front 22

Weak Affirmative Action

Back 22

requires that jobs be advertised and announced to everyone, including groups of diversity and there must be an equal opportunity to compete for the job

Front 23

Strong Affirmative Action

Back 23

a member of the disadvantaged minority may be selected for a position over another candidate with relatively equal qualifications. The minority status is a ‘plus factor’

Front 24

At-will hiring

Back 24

the employer can hire whomever he or she wishes, allegedly, in order to get the job done. At-will hiring is rarely public knowledge. Historically served to exclude individuals because of their race, sex, nationality, sexual orientation, or religion even when they are qualified for the position.

Front 25

Human resource management

Back 25

practices that employers use to recruit, develop, reward, maintain, retain, assess, and manage individual workers and groups of workers.

Front 26

Job description

Back 26

a written statement explaining the duties, working conditions, and other aspects of the job which offers a profile of the job. Job descriptions include:

Front 27

Age Discrimination in Employment Act (1967)

Back 27

forbids discrimination against individuals between 40-70 years of age

Front 28

ADA (1990)

Back 28

provides for increased access to services and jobs for persons with disabilities ( must be individual with a disability and otherwise qualified) Titles – I employment II public services III public accommodation

Front 29

Civil Rights Act (1978)

Back 29

allows women, persons with disabilities, and persons of religious minorities to have a jury trial and to sue for punitive damages if they can prove intentional hiring and workplace discrimination

Front 30

EEOOC (1978)

Back 30

created by the 1964 civil rights act, investigates employment discrimination

Front 31

Equal Pay Act (1963)

Back 31

forbids sex-based discrimination in rates of pay

Front 32

Immigration Reform and Control Act (1986)

Back 32

Prohibits hiring of illegal aliens

Front 33

Older workers benefit Protection act (1990)

Back 33

provides protection to employees older than 40

Front 34

Pregnancy discrimination act (1978)

Back 34

requires pregnancy to be treated as any other medical condition

Front 35

Rehab Act (1973)

Back 35

forbids discrimination against persons with disabilities and requires affirmative action.

Front 36

Title VII, Civil Rights Act (1972)

Back 36

forbids discrimination based on gender, race, color, religion, or nat’l origin. (particularly important for hiring)

Front 37

Vietnam-Era Vets Readjustment Assistance Act (1974)

Back 37

forbids discrimination in hiring disabled vets with a 30% or more disability rating.