Deck 6: Ethics Training

Question 1

Which of the following is TRUE of the effort to raise moral awareness and ethics reinforcement in the workplace?

A) Improving employee decision making is a top reason for conducting ethics training.
B) Ethics follow-up and reinforcement should be revisited at least once every five years or anytime new employees are hired.
C) Every organization should strive to complete the process of raising moral awareness soon after its inception.
D) Pressure by regulatory bodies is sometimes the primary reason an organization provides ethics training.

Answer 1

A

Question 2

Which of following is typical of good guidelines for ethics discussion if an organization has to come up with their own (lacking a ready guide or code of ethics)?

A) Keep dissent to a minimum.
B) Focus on the person making the statement.
C) Only one person speaks at a time.
D) Allow accusatory statements.

Answer 2

C

Question 3

What can supplementation with a web-based ethics program provide that a purely facilitator-guided ethics program may not be able to?

A) helping unengaged employees to become more involved in their training
B) allowing employees to get out of their "ethics comfort zone"
C) more employee flexibility to research specific ethical issues
D) the ability to highlight contradictions or inconsistencies with certain ethics training scenarios

Answer 3

C

Question 4

How does the text define organizational trust?

A) having a positive attitude that another member of the organization will be fair and not take advantage of one's vulnerability in a risky situation
B) being aware of, and approving of, coworker's actions, beliefs, and attitudes with respect to the organizational mission
C) free, fair, and regular communication by employers and managers in an organization about their goals and practices to employees
D) accepting that other members of the organization will act in the best interest of the organization as a whole and not out of self-interest

Question 5

A problem at work comes to the attention an employee in a department. She knows it will affect one of her coworkers. The employee without knowledge of the problem would______.

A) sense that something was wrong and question the coworker, a trusted party.
B) immediately bring the issue before management or relevant human resources.
C) shield the other employee from the issue.
D) share the information with the other affected employee, a trusted party.

Question 6

An employee of a nonprofit organization has a trusting relationship with members of her department. A big component of this trusting relationship is her ability to remember the many positive working experiences she has had with coworkers over that time. What dimension of trust does this reference?

A) active
B) organizational
C) cognitive
D) emotional

Question 7

A new business fails to prioritize ethics training for its employees, and as a result a low-trust environment develops among the different departments of the business. Based on management theorist W. Edwards Deming's quoted thoughts about the importance of trust, what might one predict will happen?

A) A culture of intense corruption will form, with most employees acting unethically with respect to the customer.
B) Each department will pursue its own self-interest instead of the interests of the entire business, and the business will suffer.
C) The business's profits and public image may rise to new heights, but internal dynamics and employees' happiness with their work will suffer.
D) The loss of trust will lead to a rapid confrontation with governmental ethics authorities and a likely demise of the business.

Question 8

Which of the following is the best way to begin a new ethics training discussion with the goal of diffusing tension?

A) Engage in discussion of a nonethics related subject to have employees better understand each other.
B) Have attending employees talk about their own struggles with ethics in the workplace.
C) Review discussion guidelines and use the code of ethics, if one exists.
D) Break attendees into smaller groups or pairs and have them engage in personal introductions.

Question 9

What is the first step in enhancing the moral consciousness of employees, which is itself an initial part of the ethical decision-making process?

A) raising understanding of mindfulness
B) teaching the spectrum of emotional responses
C) engaging in role-playing exercises
D) raising moral awareness and sensitivities

Question 10

When choosing between an internal human resources employee and either an informal leader or outside consultant to be an ethics training facilitator, what factor is most likely to influence an organization to choose one of the later?

A) too many competing roles assigned to the human resources employee
B) unwillingness of employees to speak honestly with a human resources employee
C) greater capacity for impartial judgment on part of the informal leader or outside consultant
D) lack of training time available for human resources employee

Question 11

What is a difference between middle managers and upper-level managers that makes ethics training of particular importance for the middle manager?

A) Middle managers place more pressure on their subordinates than they receive from their own upper-level managers.
B) Middle managers are often younger and more inexperienced, and thus, they are in greater need of instruction.
C) Middle managers have less hierarchical pressure to keep them disciplined.
D) Middle managers have greater impact on the ethics of subordinates.

Question 12

Which of the following is TRUE of the current state of ethics training in the U.S.?

A) Ethics training is best curtailed during times of lower organization income when the number of employees is lower than average.
B) All professional organizations require professional licenses of their members to protect the public from incompetent practitioners.
C) Although some federal employees must undergo ethics training, state governments have yet to adopt rules about ethics training for either private or government employees.
D) It has become increasingly common for all types of organizations to administer ethics training.

Question 13

In what way do long-term employees differ from new employees that makes ethics training just as important for them as it does for new hires?

A) They are typically more complacent in their views about proper behavior.
B) They are less likely to try to set an ethical example for their own superiors.
C) They are in a better position to take advantage of ethical loopholes in the organization.
D) They more significantly shape the organization's ethical tone.

Question 14

What type of employee receives ethics training most often across all professions?

A) managers
B) new hires
C) human resources department employees
D) chief executive officers

Question 15

What should a confidentiality agreement signed by ethics training participants stipulate?

A) The content raised during the training can be discussed among participants of the training after training is completed.
B) Confidentiality of training discussion is recommended.
C) Violation of confidentiality will result in employment termination.
D) Violation of confidentiality can negatively impact performance evaluations.

Question 16

One can expect an increase in integrity in the workplace to result in what?

A) greater variability in customers and suppliers
B) lower policy compliance
C) reduced organizational risks
D) higher level and functioning of office politics

Question 17

Based on reports by ethics officers themselves, what is their biggest barrier to providing effective ethics training?

A) lack of interest by employees
B) lack of resources
C) unethical behavior by upper management
D) failure to train HR personnel

Question 18

Camilla is the chief human resource officer at her company and is in charge of ethics training for all employees. Her department lacks the funding for extensive seminars and trainers, and most middle managers are not receptive to giving up their employees' time for ethics training. What is the best possible strategy for her in administering proper ethics training?

A) Reduce the amount of ethics training--and reviews--to once every six months.
B) Invest in web-based ethics training for the company.
C) Provide a printed packet of ethics guidelines and best practices to each employee.
D) Delegate ethics training to the managers of various departments to be implemented at their discretion.

Question 19

Which of the following is a characteristic of superior ethics training?

A) flattening of the power relationship between management and nonmanagement
B) accountability for both management and nonmanagement employees
C) referral of misunderstandings to neutral third parties
D) reduced management credibility

Question 20

Which of the following is a core weakness of most web-based ethics training systems?

A) lack of nuance or creative thinking
B) lack of flexibility to meet employee needs
C) not broad enough in range of issues covered
D) lack of timely feedback

Question 21

Karen wants to complete an annual assessment of her organization's ethics performance over the last year and to establish a benchmark so she can design an ethics training seminar for the first of the year. She wants to know mostly about the behaviors of upper management in her company. Which of the following would be her best choice?

A) Administer the popular "Ethical Climate" survey to employees in the company.
B) Administer the popular "Corporate Ethical Values" survey to employees in the company.
C) Administer the popular "Ethical Culture" survey to employees in the company.
D) Have employees assess, in a quiz, the company's performance based on its code of ethics.

Question 22

Which of the following examples constitutes embezzlement?

A) A cashier overcharges employees for their purchases and pockets the extra money.
B) A bank teller pockets a few dollars from the drawer during each shift worked.
C) A real estate agent omits underreports commissions on tax returns to owe less in taxes.
D) A company donates large amounts of cash to various charities to reduce tax obligation.

Question 23

Ignacio has prepared a general outline for the ethics workshop he is about to lead for the employees of a small company, but he would still like to fine-tune his plans by determining what would be most relevant for his audience. What should his first step during the seminar be?

A) Give attendees a short quiz about a complex or nuanced ethics topic related to the company's work.
B) Give attendees a short quiz about a simple, straightforward ethics topic to establish where they stand.
C) Ask attendees to relate--privately--the worst or most challenging ethics problems they have encountered.
D) Hold an open discussion in which he takes recommendations from attendees about which topics they find most compelling.

Question 24

Which of the following games does the text suggest as a fun model/process for teaching the code of conduct in workshops?

A) Clue
B) Wheel of Fortune
C) Monopoly
D) Jeopardy

Question 25

What can employees access in the U.S. Department of Defense materials for their ethics training programs that is particularly important for teaching about a code of conduct?

A) specific punishments leveled for specific violations occurring in the past
B) hypothetical scenarios that may incur punishments
C) interviews with managers about how they handle violations
D) accounts by employees who were disciplined after an ethics violation

Question 26

What term does the text suggest an organization use for ethics training if using the word "ethics" worries company leadership?

A) sensitivity training
B) team building
C) morality training
D) best practices

Question 27

How does the "Ethical Climate" survey differ from the other two most popular ethical culture surveys/measures?

A) It focuses on the behavior of lower and middle managers instead of upper management.
B) It does not primarily focus on the behavior of managers.
C) It is the shortest of the three measures.
D) It does not measure awareness of the organization's ethics code.

Question 28

In Steve Albrecht's "Fraud Triangle," how does "opportunity" differ from the other two components?

A) It occurs less often.
B) It is more in management's control.
C) It is more closely related to the specifics of embezzlement.
D) It depends more on the actions of the customer than of the employee.

Question 29

Which of the following statements about fraud detection is accurate?

A) Customers and clients are by far the most common source of voluntary fraud detection.
B) The average fraud lasts about six months before being detected.
C) Tips are the most common form of fraud detection.
D) Internal audits are a particularly inefficient means of detecting fraud and are responsible for as little as five percent of detections.

Question 30

How is embezzlement related to theft and fraud?

A) Embezzlement requires the cooperation of the company at large, whereas theft and fraud are individual actions.
B) Embezzlement relates specifically to monetary gain, whereas theft and fraud are more broadly about misconduct.
C) Embezzlement is a more specific type of fraud in which a person uses the privileges of their employment to mislead or steal from a customer.
D) Embezzlement is a subset of theft and fraud that occurs specifically between an employee and employer.

Question 31

What does the Self-Assessment and Improvement Process (SAIP) ethics survey instrument offer that other options, such as the Ethical Climate or the Ethical Culture surveys, do not?

A) in-person training by experienced ethics professionals based on survey results
B) improvement suggestions based on comparison of results against industry peers
C) measurement of employee expectations for the future
D) measurement of informal ethical norms

Question 32

What is a primary influence of the ethics survey instrument developed by the Veritas Institute at the University of St. Thomas--the "Self-Assessment and Improvement Process" (SAIP)?

A) the Institute for Local Government ethical standards
B) a broad-based survey of upper management at Fortune 500 companies
C) governmental/municipal codes of ethical conduct
D) the Caux Round Table Principles for Business

Question 33

Which of the following is TRUE of Codes of Conduct?

A) Workshops should touch briefly on Codes of Conduct but not focus on them.
B) New hires are typically the most familiar with the code of conduct because it is part of their new hire package.
C) A code of conduct is typically longer than a code of ethics.
D) A code of conduct usually offers just ten or so broad guidelines for proper behavior in the place of work.

Question 34

In describing general guidelines for ethics training, what does the text recommend in terms of characteristics or conditions?

A) Offer at least one mandatory ethics training annually.
B) Make ethics training sessions voluntary.
C) Offer at least one mandatory ethics training every six months.
D) Make ethics training sessions last between a half-day and a full day of work.

Question 35

Which of the following is among the three most common types of embezzlement?

A) processing fraudulent invoices
B) defrauding the government out of tax revenue
C) cashing client checks into personal accounts
D) directing business toward clients with whom a personal relationship exists

Question 36

In the ethics training game developed by Lubrizol, what is a good first question for the competing team?

A) How do you access the company's code of conduct?
B) What is the first step in the process for reporting an employee for a code of conduct violation?
C) How often should a manager check in with an employee to discuss ethics issues?
D) Which of the following might qualify as a fireable ethics violation?

Question 37

Which of the following is a best method for raising employee awareness and encouraging a high-integrity work culture with ethics training?

A) Instruct employees in ethical issues common to other types of professions so they gain a global understanding of what a high-integrity workplace might look like.
B) Instruct employees in the widest variety of ethical issues that they could potentially encounter.
C) Instruct employees in the most common ethical issues they are likely to face.
D) Allow employees to guide their own training by instructing them only about ethical issues they believe they are likely to face.

Question 38

Which of the following is among the three most common complaints against small or mid-sized CPA firms, according to the Journal of Accountancy?

A) failure to exercise due professional care
B) misappropriation of funds
C) collusion with client for the purposes of tax fraud
D) general sloppiness of work for client

Question 39

According to the Association of Certified Fraud Examiners (ACFE), what kind of damage does fraud do each year?

A) Companies, on average, lose five percent of their annual revenue.
B) Companies, on average, have to fire or discipline 10 percent of their workforce annually.
C) Customers are defrauded out of 10-15 percent of their investments or purchased services annually.
D) Customers and clients lose roughly $200 billion annually.

Question 40

How does the "Ethical Culture" survey method of assessing an organization's ethical performance differ from the assessment method using a code of ethics?

A) It has employees share results of their assessments in small groups.
B) It has employees use a Likert scale.
C) It has employees independently rate the organization.
D) It is only used for organizations that lack a code of ethics.

Question 41

What does the moral identity measure determine that the moral courage measure does not?

A) moral agency
B) internalizing or externalizing ethics
C) ethical action
D) moral goals

Question 42

What is the ideal form of a vignette (scenario) to be used for an ethical decision-making workshop?

A) Proper vignettes should offer both a detailed scenario and possible solutions that are ranked according to ideal preference.
B) A vignette should be simple, often a single sentence, that poses a difficult ethical dilemma.
C) Many kinds of vignettes are appropriate, from single-sentence questions to those with a scenario and multiple ranked solutions.
D) A vignette should be tailored to the specific line of work or type of industry in which the members of the workshop are involved.

Question 43

Why should a facilitator have the team with the minority viewpoint speak first in an ethical decision-making workshop?

A) If the minority viewpoint group were to speak later, they may be too intimidated to support a contrarian position.
B) The minority viewpoint-holders are likely to be higher-level organizational members and should be accorded a chance to speak first.
C) The minority viewpoint is most likely to be the wrong ethical choice, and it's better to discuss it early so the group can understand why it would not work.
D) Having the minority viewpoint group speak first allows the workshop to begin with an easier task.

Question 44

Cisco Systems has developed a system to encourage discussion in ethical decision-making workshops that involves what inventive element?

A) monetary incentives for superior team answers
B) a panel of judges
C) vignettes taken from the real experiences of workshop participants
D) live role-playing of fictional vignettes before the workshop participants

Question 45

A narrative about a real-life ethical dilemma is being written by a salesperson for presentation during her ethical decision-making workshop at a software sales company. The other workshop participants are most likely to remember which of the following narratives?

A) a narrative about a division head at a rival company refusing to promote the most qualified subordinates for fear of being upstaged
B) a narrative about an accounting firm that was paying employees under-the-table bonuses for every new client they brought to the firm
C) a narrative about company board member who used personal influence to obtain company products for free
D) a narrative about a peer in the sales force who sold software at a discount to a relative's company

Question 46

An HR manager is conducting an ethical decision-making workshop for new employees. After reviewing the critical thinking decision-making process, he introduces a fictional ethical dilemma, offers possible solutions, and asks the group which answer is right. One attendee offers a fourth possible solution that she has devised herself. What should the HR manager do?

A) Explain that proposed solutions which are not a part of the training are not helpful.
B) Ask other attendees what they think of the proposed solution and discuss.
C) Explain, briefly, why the suggested solution is not an option in order to save time and keep the conversation focused.
D) Suggest that the solution might be viable and that employees must use their best judgment in such situations.

Question 47

In an ethical decision-making workshop, what benefit would writing narratives based on the seven classical virtues have over writing narratives based on real-life ethical scenarios that occurred to employees?

A) promoting faster consensus building
B) allowing for more creative thinking
C) preventing name-calling and contention
D) highlighting a greater sense of common mission

Question 48

Research has linked an expedient ethical ideology to which of the following behaviors or philosophies among employees?

A) antisocial behaviors
B) prosocial behaviors
C) a social dominance orientation
D) an idealistic philosophy

Question 49

Other than opportunity, what are the other two legs of Steve Albrecht's "Fraud Triangle?"

A) rationalization and ignorance of ethics code
B) motive and rationalization
C) ignorance of ethics code and lack of ethics enforcement
D) motive and pressure

Question 50

In an ethical decision-making workshop, what is each team's task after all the teams have first shared their decisions and had a discussion with the full workshop?

A) Separate into individual actors and write assessments of the overall discussion.
B) Return to their same teams and develop a new answer that addresses all concerns.
C) Return to their same teams, consider all the addressed concerns, and develop a 'win-win' solution.
D) Return to their same teams and have the devil's advocate come up with a solution that incorporates aspects of their own decision and other team's decisions.

Question 51

Outside of, or before, the process of receiving ethical training, what would most employees use to make decisions when an ethical challenge arises?

A) their manager's advice or instructions
B) a printed code of conduct
C) their personal moral intuitions
D) advice from family or friends

Question 52

How many people should be on each team in an ethical decision-making workshop?

A) four to six
B) two
C) two to three
D) three to five

Question 53

In an ethical decision-making workshop, the facilitator should divide attendees into teams by grouping together those who ______.

A) gave very different responses to questions
B) gave similar responses to questions
C) are similar in age and life experience
D) have roughly the same amount of tenure at the company

Question 54

In an ethical decision-making workshop, what activity should a facilitator introduce after introducing the hypothetical ethical dilemma?

A) Have participants vote by secret ballot on the best solution, then tally the votes and share the results with the workshop.
B) Have participants break out into small groups and discuss possible solutions.
C) Have participants write down a single sentence describing what they think to be the best possible course of action.
D) Have participants write answers to the seven systematic rational ethical decision-making process questions.

Question 55

The text poses the following possible ethics question based on one of the seven classical virtues: "When have we been our best at encouraging life-work balance?" On which virtue is this question based?

A) trust
B) justice
C) wisdom
D) temperance

Question 56

Which of the following is an important guideline for the writing of real-life ethical dilemmas by workshop participants?

A) Limit dilemmas to those occurred at the current company.
B) The scenario should be first-person.
C) There should be no more than five possible solutions/responses.
D) They should total one page or less in length.

Question 57

What is the value in quickly tallying the votes on possible solutions in an ethical decision-making workshop?

A) It helps attendees understand the complexity of the issues by showing that not everyone will agree on solutions.
B) It helps force those who make the wrong ethical decisions to take accountability for bad choices.
C) It shows attendees that there can be many right answers to an ethical dilemma.
D) It allows for quick, multiple revotes to demonstrate how consensus can be achieved with subsequent ethical training.

Question 58

When having workshop attendees write out descriptions of real-life ethical dilemmas, what it is most important to emphasize?

A) fealty to actual events
B) anonymity
C) impartiality
D) the punishment suffered by the perpetrator

Question 59

In an ethical decision-making workshop, once each small group has a list of prioritized solutions and an implementation plan, how should the facilitator change the dynamics of the group?

A) Each group member should become a form of devil's advocate and argue a different reason why the implementation plan should not succeed.
B) The group should be divided in half, with one side supporting the highest priority option and half supporting the second-highest priority option.
C) All but one member should support the implementation plan, and one member should be chosen to argue against it.
D) The group should continue to function as a unit but shift its focus to opposing the plans of rival groups.

Question 60

Which of the following is correlated with higher ethical behavior in employees?

A) internal locus of control
B) low self-efficacy
C) relativist orientation
D) external locus of control

Question 61

Which of the following characteristics should most apply to the process of raising moral awareness in a company?

A) never-ending
B) dependent on workflow
C) scheduled, preferably yearly
D) brief

Question 62

Which of the following best exemplifies how one should ask a question to assess someone's ethical self-efficacy?

A) If a client were to accidentally write a check to your name instead of the company, how confident are you that you would correct the mistake immediately?
B) When you assess your ethical job performance over the years, do you find value there?
C) Do you believe that ethical values are malleable from one situation to the next?
D) Do you think that you have moral or ethical principles built into the very core of your personality?

Question 63

Which of the following remains the most difficult dimension of ethics to measure?

A) altruism
B) locus of control
C) level of moral development
D) moral identity

Question 64

In the examples given for employee violations of the U.S. Department of Defense Code of Conduct, what were the common punishments?

A) demotions and firings
B) reprimands and demotions
C) monetary fines
D) imprisonment

Question 65

As described in the text, the web-based training system WeComply offers users a scenario in which an employee witnesses an ethics offense, to which the system suggests the answer is "Report the incident to a third party." Which of the following best characterizes the text's problem with this suggestion?

A) It does not specify who the third party reported to should be, which could lead to misunderstandings.
B) It is presented as the only option, but the real situation might be more nuanced.
C) It offers no timeline for how quickly the incident should be reported.
D) The text suggests that the incident should not be reported at all.

Question 66

A person who has a high score on the life regard measures will likely hold which of the following beliefs?

A) One must hold in high regard the lives and well-being of others.
B) His or her own life is more important than the lives of other people and that he or she must seek to take care of self first.
C) The happiness of every person is equally important as the happiness of every other person.
D) This person is living in a way that keeps them fulfilled and that their life has meaning to him or her.

Question 67

Which of the following is a primary purpose of assessment?

A) comparing workshop outcomes to the outcomes of training in rival organizations or in similar companies
B) determining if the company's internal operations improve based on the influence of the workshop
C) determining better future instruction by building on what worked and what didn't work
D) measuring the degree of convergence between each trained individual and the ideal employee

Question 68

A person who measures strongly in the characteristic of ______ would likely believe that it's ok to slightly mislead potential new clients if it earns the company more business and makes it more successful overall.

A) empathy
B) life regard
C) Machiavellianism
D) altruism

Question 69

Which of the following is one of the five common concerns listed in the text about ethics training in general that is suggested as a possible help for assessing a specific ethics training workshop?

A) Is training limited to online or technology-enhanced training?
B) Is the facilitator certified to train employees in ethics?
C) Is the profession in which the workshop takes place particularly susceptible to unethical behavior?
D) Have the bonds between management and new employees improved?

Question 70

Which of the following is an example of how a calling is determined?

A) Kalil is working in the HR department at his company when a member of upper management sees some testing results and transfers him to a sales job, where he performs well.
B) Kalil learns as an undergraduate that he has an aptitude and a love of sales, gets his degree in business, and pursues a job as a salesperson, where he excels.
C) After moving around multiple times within a company, Kalil discovers that he can make the most money as a salesperson and settles into that role so he can better provide for his family.
D) Kalil may not love his job as a salesperson, but he has a high regard for the members of his team and commits himself to helping the department exceed.

Question 71

A measurable "return-on-investment calculation" one year after an ethics workshop would be the level of ______.

A) employee ethical skill
B) employee theft
C) employee retention (for workshop participants)
D) customer satisfaction

Question 72

How does the text define "assessment" with respect to the assessment of ethics training workshops?

A) a systemic review of the collective improvement in moral identity of a group of people as a result of an ethics training workshop
B) a systemic collection, review, and use of information to determine workshop effectiveness
C) a systemic collection of measurements to determine the ethical makeup of a group of people
D) the establishment of a benchmark of ethics knowledge and value in a workforce undergoing training

Question 73

How does William Boyce and Larry Jensen's Moral Content Test (MCT) differ from the other moral development tests described in the chapter?

A) It does not use ethical dilemmas to test decision making.
B) It must be administered individually over a number of days instead of in a workshop setting.
C) It concentrates on the ethical theories of egoism, utilitarianism, and deontology.
D) It is not based on Kohlberg's ethical dilemmas.

Question 74

How does the text suggest implementing an ideal employee profile developed in a workshop?

A) It could serve as a measure in annual performance appraisal analyses.
B) It should be used in the workshop as an example of unrealistic standards.
C) It could become the basis for a new commercial measure of moral development.
D) It should be used as a baseline for when to take disciplinary action against an employee.

Question 75

Roughly what percent of ethics training is conducted through e-learning programs by companies, according to survey data?

A) 50 percent
B) 70 percent
C) 80 percent
D) 90 percent

Question 76

Of the tests to measure moral development, the advantage that the Defining Issues Test (DIT) has over the Moral Judgment Interview (MJI) is that it ______.

A) is more feasible for a human resources department to administer
B) allows responders to express their own moral reasoning
C) has a complex and nuanced question process
D) uses hypothetical ethical dilemmas

Question 77

Which of the following is most difficult to determine at the end of a workshop?

A) whether participants feel like they are better equipped to make ethical decisions
B) participants' evaluation of the facilitator's skill
C) participants' workshop knowledge retention
D) improvement in participants' ethical skill level

Question 78

Musan just finished presenting an ethics training workshop to the employees of a department at his company. Quite a bit of very important content was imparted, and some of the managers want to know how much the participants will retain. What is likely to be the best and most agreeable way for Musan to test this retention?

A) Give a follow-up web-based exam several weeks after the workshop.
B) Request written evaluations of the course by participants a month after the workshop.
C) Administer in-person, individual tests that involve a lengthy new bank of fictional ethics scenarios with participants a few weeks after the workshop.
D) Hold a group follow-up session with participants a few weeks after the workshop.

Question 79

How do the ethical dilemmas used by the Moral Reasoning Inventory (MRI) differ from those of Kohlberg's testing, the Defining Issues Test (DIT), or the Moral Content Test (MCT)?

A) more broadly focused on issues ranging across many professions
B) more narrowly focused on issues involving unethical management
C) more narrowly focused to measure only moral reasoning
D) more narrowly focused to concentrate only on business-related scenarios

Question 80

When benchmarking an ideal employee, which of the following is recommended once managers in a workshop have a composite profile of an ideal employee?

A) Have each manager compare the composite to their own past behaviors before they became management.
B) Have the facilitator explain that while such a composite may be ideal, it is unrealistic in its expectations of human behavior.
C) Break down the composite into component parts and identify which parts are ones actually witnessed in the real operation of the company.
D) Present the composite to subordinates for benchmarking and analysis.