Question 1

Where appropriate,a final step in the ethics job screen process may include drug and polygraph tests.

Accepted Answer

A) True 
 B)False

Question 2

Notifying potential job candidates about an organization's ethics screen doesn't seem to have an effect on whether ethical people apply for the position,but can lead to better hiring decisions.

Accepted Answer

A) True 
 B)False

Question 3

The best predictor of future performance is/are __________________,encapsulated on tools such as resumes.

Accepted Answer

A)  behavioral test scores 
B)  reference checks 
C)  past performance 
D)  age 
E)  none of the above 
A)  behavioral test scores 
B)  reference checks 
C)  past performance 
D)  age 
E)  none of the above

Question 4

Background checks are becoming less common in the hiring process,as more information about job candidates is available online.

Accepted Answer

A) True 
 B)False

Question 5

It is helpful to provide job finalists with ________________,an honest description of daily work activities that highlights both exciting and tedious aspects of the job,to avoid "entry shock" for new employees.

Accepted Answer

A)  lie detector tests 
B)  working interviews 
C)  realistic job previews 
D)  all of the above 
E)  none of the above 
A)  lie detector tests 
B)  working interviews 
C)  realistic job previews 
D)  all of the above 
E)  none of the above

Question 6

Integrity checks,also referred to as honesty tests,are notoriously unreliable measures of a job candidate's ethics.

Accepted Answer

A) True 
 B)False

Question 7

Some personality tests and background checks may result in disparate impacts,eliminating highly qualified job applicants from further consideration because their non-job-related traits or previous life experiences differ from those making the hiring decisions.

Accepted Answer

A) True 
 B)False

Question 8

The "four-fifths rule" is intended to ensure:

Accepted Answer

A)  avoidance of disparate impacts 
B)  civil rights violations 
C)  the percentage of ethical employees 
D)  all of the above 
E)  none of the above 
A)  avoidance of disparate impacts 
B)  civil rights violations 
C)  the percentage of ethical employees 
D)  all of the above 
E)  none of the above

Question 9

In today's litigious environment,some former employers will only verify dates of employment,which may be a sign of negative employee appraisal,rather than provide detailed feedback on a job candidate's employment history.

Accepted Answer

A) True 
 B)False

Question 10

The Equal Employment Opportunity Commission (EEOC)recommends applying a ___________ rule to determine whether an apparently nondiscriminatory selection process may result in disparate impacts.

Accepted Answer

A)  two-thirds 
B)  four-fifths 
C)  half-and-half 
D)  civil rights 
E)  none of the above 
A)  two-thirds 
B)  four-fifths 
C)  half-and-half 
D)  civil rights 
E)  none of the above

Question 11

Identify and define three examples of legislation intended to protect job candidates from discrimination.

Accepted Answer

Title VII of the Civil Rights Act,1964,p

Question 12

To avoid discriminating based on national origin,employers are encouraged to ask all job applicants if they are legally authorized to work in the United States on a full time basis,rather than asking only Latino job applicants if they are illegal immigrants.

Accepted Answer

A) True 
 B)False

Question 13

The Equal Employment Opportunity Commission (EEOC)was created in 1965 to oversee provisions of the Civil Rights Act.

Accepted Answer

A) True 
 B)False

Question 14

Over time,Title VII of the Civil Rights Act of 1964 has been supplemented with legislation prohibiting discrimination based on which of the following characteristics?

Accepted Answer

A) age 
B)  pregnancy 
C)  disability 
D)  all of the above 
E)  none of the above 
A) age 
B)  pregnancy 
C)  disability 
D)  all of the above 
E)  none of the above

Question 15

The most frequently used instrument for diagnosing personality disorders,is called the:

Accepted Answer

A)  Social Dominance Orientation survey (SDO) 
B)  Minnesota Multiphasic Personality Inventory (MMPI) 
C)  Organizational Citizenship Behavior survey (OC
B)  
D)  polygraph or lie detector test 
E)  none of the above 
A)  Social Dominance Orientation survey (SDO) 
B)  Minnesota Multiphasic Personality Inventory (MMPI) 
C)  Organizational Citizenship Behavior survey (OC
B)  
D)  polygraph or lie detector test 
E)  none of the above

Question 16

It is legal to ask job applicants whether they have been treated for any mental health conditions or certain diseases.

Accepted Answer

A) True 
 B)False

Question 17

Integrity tests are useful tools which can provide which of the following?

Accepted Answer

A)  direct admission of performing an illegal or questionable activity 
B)  opinions regarding illegal or questionable behavior 
C)  personality traits related to dishonesty 
D)  all of the above 
E)  none of the above 
A)  direct admission of performing an illegal or questionable activity 
B)  opinions regarding illegal or questionable behavior 
C)  personality traits related to dishonesty 
D)  all of the above 
E)  none of the above

Question 18

A person with mental health disabilities is more likely to behave unethically,whether or not they are receiving proper medical treatment.

Accepted Answer

A) True 
 B)False

Question 19

Workplace substance abuse is associated with which of the following?

Accepted Answer

A)  discrimination 
B)  productivity and safety costs 
C)  civil rights violations 
D)  all of the above 
E)  none of the above 
A)  discrimination 
B)  productivity and safety costs 
C)  civil rights violations 
D)  all of the above 
E)  none of the above

Question 20

People who behave unethically won't be deterred by notifications that job screens for ethics are part of the hiring process.

Accepted Answer

A) True 
 B)False

Where appropriate,a final step in the ethics job screen process may include drug and polygraph tests.

Notifying potential job candidates about an organization's ethics screen doesn't seem to have an effect on whether ethical people apply for the position,but can lead to better hiring decisions.

The best predictor of future performance is/are __________________,encapsulated on tools such as resumes.

Background checks are becoming less common in the hiring process,as more information about job candidates is available online.

It is helpful to provide job finalists with ________________,an honest description of daily work activities that highlights both exciting and tedious aspects of the job,to avoid "entry shock" for new employees.

Integrity checks,also referred to as honesty tests,are notoriously unreliable measures of a job candidate's ethics.

Some personality tests and background checks may result in disparate impacts,eliminating highly qualified job applicants from further consideration because their non-job-related traits or previous life experiences differ from those making the hiring decisions.

The "four-fifths rule" is intended to ensure:

In today's litigious environment,some former employers will only verify dates of employment,which may be a sign of negative employee appraisal,rather than provide detailed feedback on a job candidate's employment history.

The Equal Employment Opportunity Commission (EEOC)recommends applying a ___________ rule to determine whether an apparently nondiscriminatory selection process may result in disparate impacts.

Identify and define three examples of legislation intended to protect job candidates from discrimination.

To avoid discriminating based on national origin,employers are encouraged to ask all job applicants if they are legally authorized to work in the United States on a full time basis,rather than asking only Latino job applicants if they are illegal immigrants.

The Equal Employment Opportunity Commission (EEOC)was created in 1965 to oversee provisions of the Civil Rights Act.

Over time,Title VII of the Civil Rights Act of 1964 has been supplemented with legislation prohibiting discrimination based on which of the following characteristics?

The most frequently used instrument for diagnosing personality disorders,is called the:

It is legal to ask job applicants whether they have been treated for any mental health conditions or certain diseases.

Integrity tests are useful tools which can provide which of the following?

A person with mental health disabilities is more likely to behave unethically,whether or not they are receiving proper medical treatment.

Workplace substance abuse is associated with which of the following?

People who behave unethically won't be deterred by notifications that job screens for ethics are part of the hiring process.

Unethical Behaviors in Organizations and Human Nature

A Historical Perspective on Business Ethics

Codes of Ethics and Codes of Conduct

Ethical Decision Making

Ethics Training

Respecting Employee Diversity

Ethics Reporting Systems

Managers as Ethical Leaders and Role Models

Engaging and Empowering Ethical Employees

Environmental Management

Community Outreach and Respect

Filters

Exam 3: Hiring Ethical People

Where appropriate,a final step in the ethics job screen process may include drug and polygraph tests.

Notifying potential job candidates about an organization's ethics screen doesn't seem to have an effect on whether ethical people apply for the position,but can lead to better hiring decisions.

The best predictor of future performance is/are __________________,encapsulated on tools such as resumes.

Background checks are becoming less common in the hiring process,as more information about job candidates is available online.

It is helpful to provide job finalists with ________________,an honest description of daily work activities that highlights both exciting and tedious aspects of the job,to avoid "entry shock" for new employees.

Integrity checks,also referred to as honesty tests,are notoriously unreliable measures of a job candidate's ethics.

Some personality tests and background checks may result in disparate impacts,eliminating highly qualified job applicants from further consideration because their non-job-related traits or previous life experiences differ from those making the hiring decisions.

The "four-fifths rule" is intended to ensure:

In today's litigious environment,some former employers will only verify dates of employment,which may be a sign of negative employee appraisal,rather than provide detailed feedback on a job candidate's employment history.

The Equal Employment Opportunity Commission (EEOC)recommends applying a ___________ rule to determine whether an apparently nondiscriminatory selection process may result in disparate impacts.

Identify and define three examples of legislation intended to protect job candidates from discrimination.

To avoid discriminating based on national origin,employers are encouraged to ask all job applicants if they are legally authorized to work in the United States on a full time basis,rather than asking only Latino job applicants if they are illegal immigrants.

The Equal Employment Opportunity Commission (EEOC)was created in 1965 to oversee provisions of the Civil Rights Act.

Over time,Title VII of the Civil Rights Act of 1964 has been supplemented with legislation prohibiting discrimination based on which of the following characteristics?

The most frequently used instrument for diagnosing personality disorders,is called the:

It is legal to ask job applicants whether they have been treated for any mental health conditions or certain diseases.

Integrity tests are useful tools which can provide which of the following?

A person with mental health disabilities is more likely to behave unethically,whether or not they are receiving proper medical treatment.

Workplace substance abuse is associated with which of the following?

People who behave unethically won't be deterred by notifications that job screens for ethics are part of the hiring process.

Unethical Behaviors in Organizations and Human Nature

A Historical Perspective on Business Ethics

Codes of Ethics and Codes of Conduct

Ethical Decision Making

Ethics Training

Respecting Employee Diversity

Ethics Reporting Systems

Managers as Ethical Leaders and Role Models

Engaging and Empowering Ethical Employees

Environmental Management

Community Outreach and Respect

Filters