Question 1

Workers have to be personally rewarded or punished for the message to have an impact.

Accepted Answer

This statement is not entirely true. While personal rewards or punishments can be motivating factors for some workers, a message can still have an impact without them. Other factors such as the credibility of the messenger, the urgency of the message, and the relevance to the worker's job can also influence the impact of a message.

Question 2

Workers expect to be rewarded for behaviors that are expected of everyone-that is, for doing the "right thing."

Accepted Answer

Workers typically expect to be rewarded for going above and beyond the standard expectations, not just for doing what is considered the norm or the "right thing."

Question 3

People are much more likely to act ethically if they perceive themselves as personally responsible for the outcomes of their decisions and actions.

Accepted Answer

When individuals perceive themselves as personally responsible for the outcomes of their decisions and actions, they are more likely to feel a sense of ownership and accountability for their behavior. This can motivate them to act in a more ethical manner in order to uphold their own values and reputation. On the other hand, if individuals feel that their actions are anonymous or that they can shift responsibility onto others, they may be more likely to engage in unethical behavior.

Question 4

People do what is rewarded and these rewards do not have to be explicit.

Accepted Answer

Research has shown that people are more likely to repeat behaviors that are rewarded, even if the reward is not explicitly stated. This is known as operant conditioning, where behavior is modified through consequences. Rewards can be anything from recognition and praise to promotions and bonuses.

Question 5

In business, when people talk about ethics, they are talking about behavior.

Accepted Answer

Ethics in business are concerned with the right and wrong behavior of individuals and organizations in the business context, including issues such as honesty, respect, fairness, and responsibility. Therefore, when people talk about ethics in business, they are indeed discussing behavior.

Question 6

Roles enhance a person's sense of his or her individuality by focusing attention on the role and the expectations that accompany it. This psychological process is called individuation.

Accepted Answer

Individuation refers to the process of developing a unique, individual self, distinct from others and the social roles one occupies. Roles can sometimes limit individuality by imposing external expectations and norms.

Question 7

According to research, rewards and not discipline are the most important influences on people's behavior at work.

Accepted Answer

The answer of According to research, rewards and not discipline...

Question 8

A decrease in levels in the organizational hierarchy leads to better lateral communication among employees and makes it more difficult for employees to rationalize that higher-ups were responsible.

Accepted Answer

When there are fewer levels in the organizational hierarchy, it may be easier for employees to communicate with each other and work together more effectively. Additionally, if errors or problems occur, it may be more difficult for employees to blame those in higher positions and responsibility may be more evenly distributed among team members.

Question 9

Workers expect managers to discipline fairly, and they are morally outraged when management does not do its job.

Accepted Answer

Workers value fairness and expect their managers to uphold it. When managers fail to do so, it can lead to a sense of moral outrage among workers.

Question 10

Roles can support ethical behavior thus it makes sense to include in a Code of Conduct a statement that calls for employees who see misconduct to report it.

Accepted Answer

Including a statement in the Code of Conduct that encourages employees to report misconduct promotes a culture of accountability and transparency, which supports ethical behavior.

Question 11

Research evidence suggests that punishment results in more positive outcomes if the recipient perceives it to be fair.

Accepted Answer

Research has consistently shown that perceived fairness is a crucial factor in the effectiveness of punishment. When punishment is perceived as fair, it can lead to positive outcomes such as improved behavior, increased trust, and respect for authority. On the other hand, when punishment is perceived as unfair, it can lead to negative outcomes such as resentment, mistrust, and further deviant behavior. Therefore, it is important for those in positions of authority to ensure that punishment is perceived as fair by those receiving it.

Question 12

Norms often arise to support behaviors that are implicitly rewarded.

Accepted Answer

Norms are often supported by implicit rewards such as social acceptance, approval, or a sense of belonging to a particular group.

Question 13

Work roles can support either ethical or unethical behavior.

Accepted Answer

Different work roles can either incentivize or discourage ethical behavior. For example, a company's culture may prioritize meeting sales targets over following ethical guidelines, leading employees to engage in unethical behavior to meet goals. However, a company with a strong emphasis on honesty and integrity may discourage unethical behavior and reward employees who prioritize ethical decision-making.

Question 14

Individuals of high integrity are thought to be consistent and ethical across contexts.

Accepted Answer

Individuals with high integrity are expected to maintain their ethical values and behavior across all situations and contexts, demonstrating consistency in their actions and decisions.

Question 15

In combination with rewards, goal setting is one of the most powerful motivational tools.

Accepted Answer

Studies have shown that setting specific, challenging goals and linking them to rewards can significantly increase motivation and performance.

Question 16

Generally, people take a single "ethical self" from situation to situation.

Accepted Answer

People often adjust their ethical behavior based on the situation, indicating that they might not have a single, consistent "ethical self" across different contexts.

Question 17

A statement such as "integrity is important here" is enough for subordinates to understand expected behavior.

Accepted Answer

While the statement "integrity is important here" is a good start, it is not specific enough for subordinates to fully understand what behaviors are expected of them. It is important for leaders to clearly define what integrity means in the context of their organization and provide specific examples of expected behaviors.

Question 18

If punishment occurs in private, few employees will know that unethical behavior was admonished; thus, managers should ensure that employees who behave unethically are punished publicly so that others learn from the process.

Accepted Answer

Punishing employees publicly can create a negative work environment and violate privacy rights. Instead, managers should focus on educating employees on why certain behaviors are unethical and the consequences of repeating them. It is also important to establish clear guidelines and policies for ethical behavior and regularly reinforce them through training and communication.

Question 19

When an employee brings up an ethical concern at work, the manager is obliged to take the issues completely off the employee's hands.

Accepted Answer

While a manager should address and investigate the ethical concern, the employee may still be involved in the process for providing further information or clarification.

Question 20

Researchers have found that employees may be less likely to report ethical problems to management if they are intently focused on achieving a task.

Accepted Answer

Research has shown that when employees are highly task-focused, they may be less likely to notice or report ethical problems they encounter while performing their tasks. This is known as "task-induced blindness" or "attentional myopia." Therefore, it is important for organizations to promote a culture of ethical awareness and encourage employees to speak up if they notice any ethical issues, even if they are highly focused on achieving a task.

Quiz 7: Managing for Ethical Conduct