Part 3

Question 1

Entrepreneurial Culture

Answer 1

Emphasizes creativity, innovation, and risk taking. Tech companies are a good example

Question 2

Bureaucratic Culture

Answer 2

Emphasizes formal structures and the correct implementation of organizational procedures, norms, and rules. This type of culture is commonly associated with consistency and high ethical standards.

Question 3

Consensual Culture

Answer 3

Emphasizes loyalty and tradition, and encourages employees to stay with the organization for a long time. Promotion is generally from within. Jacobsen, Military

Question 4

Competitive Culture

Answer 4

Emphasizes competitive advantage and market superiority. Brokerage

Question 5

Utilitarian Standard

Answer 5

The ethical action best balances good over harm by doing the most good or doing the least harm. Not acting based on individual rights or fairness to every single person, but rather on the outcome that will benefit the greatest number of people. Vaccine example

Question 6

Rights Standard

Answer 6

The ethical action is the one that best respects and protects the moral rights of everyone affected by the action, including the right to privacy, to be told the truth, or to be safe.

Question 7

Fairness Standard

Answer 7

The ethical action treats all people equally, or at least fairly, based on some defensible standard.

Question 8

Common Good Standard

Answer 8

The ethical action shows respect and compassion for everyone, especially the most vulnerable.

Question 9

Virtue Standard

Answer 9

The ethical action is consistent with certain ideal virtues including civility, compassion, and benevolence.

Question 10

Unfair discrimination

Answer 10

occurs when employment-related decisions and actions are not job-related, objective, or merit-based.

Question 11

Fair discrimination

Answer 11

is when only objective, merit-based, and job-related characteristics are used to determine employment-related decisions.

Question 12

National Labor Relations Act of 1935

Answer 12

Prohibits retaliation against employees seeking to unionize.

Question 13

Fair Labor Standards Act (FLSA) of 1938

Answer 13

Establishes both a national minimum wage and overtime rules

Question 14

Equal Pay Act of 1963

Answer 14

Prohibits wage discrimination on the basis of sex.

Question 15

Disparate treatment

Answer 15

intentional discrimination based on a protected characteristic.

Question 16

Adverse impact

Answer 16

occurs when an employment practice has a disproportionate effect on a protected group, regardless of its intent.

Question 17

Stereotype

Answer 17

Believing that everyone in a particular group shares certain characteristics or abilities or will behave in the same way.

Question 18

Prejudice

Answer 18

Outright bigotry.

Question 19

Perception of possible personal loss

Answer 19

Believing one will “lose out” on future employment opportunities by hiring more diverse people.

Question 20

Sourcing

Answer 20

is the process of identifying qualified individuals and labor markets from which to recruit.

Question 21

Recruiting

Answer 21

the process of developing a pool of qualified job applicants

Question 22

Person-job Fit

Answer 22

the fit between a person’s abilities and the job’s demands and the fit between a person’s needs and motivations and the job’s attributes and rewards.

Question 23

Person-team Fit

Answer 23

Match between an individual and his or her workgroup and supervisor.

Question 24

behavioral interview questions

Answer 24

are based on the idea that past behavior is a good predictor of future behavior, which is generally true. The candidate is asked to describe a specific problem or situation he or she has faced at work or any other relevant situation.

Question 25

situational interview questions

Answer 25

how they might react to hypothetical situations.

Question 26

case interview questions

Answer 26

the candidate is given a business situation, challenge, or problem and asked to present a well-thought-out solution.

Question 27

Needs assessment

Answer 27

The process of identifying any gaps between what exists and what is needed in the future in terms of employee performance, competencies, and behaviors.

Question 28

Learning objectives

Answer 28

Identify desired learning outcomes. Three types

Question 29

Design

Answer 29

Training objectives inform the design of the training program. The training program developer, content, learning methods, materials, and setting need to be determined, and any instructors need to be identified and trained themselves.

Question 30

Implementation

Answer 30

Sessions are scheduled, participants are invited, instructors are scheduled, materials are prepared and delivered, and the training is conducted.

Question 31

Evaluate

Answer 31

Training assessment and evaluation determine whether the learning objectives have been met.

Question 32

Reaction

Answer 32

refers to whether learners liked the training.

Question 33

Learning

Answer 33

refers to changes in learner knowledge, skills, behavior, or attitudes as a result of the training.

Question 34

Behavior

Answer 34

reflects whether what was learned in training is used on the job, which is also called training transfer.

Question 35

Results

Answer 35

indicate the business impact of the training outcomes.