By Denis Collins
Developing a company of excessive Integrity and more desirable functionality
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Extra info for Essentials of business ethics : creating an organization of high integrity and superior performance
The ‘‘best’’ integrity test answer is often obvious and, as a result, dishonest individuals who lie can score higher than honest individuals. ’’ An individual of high integrity, fully aware of personal imperfections, might choose ‘‘Agree’’ rather than ‘‘Strongly Agree,’’ resulting in a lower score. Integrity tests signal to job candidates that ethics matter and dishonest individuals may decide to withdraw their application. Due to social desirability concerns—the likelihood of liars scoring higher than honest people—corroborate integrity test scores with other ethics measures and discuss the results during the job interview.
1 integrates the best practices into a systematic, chronologic framework that complements an organization’s jobrecruiting process. The first step is a cautionary one, ensuring that any method used to determine ethics does not violate federal law. The next four steps are information sources. Step 1: Legal Ground Rules Gather and use information in a way that does not discriminate against job candidates based on their race, color, religion, gender, national origin, age, or disability. 1 Five-Step Ethics Job Screen Step Explanation 1.
E. Ethics Reporting System Problem: Are the mechanisms for raising ethical issues and reporting unethical behaviors inadequate? f. Manager Role Model Problem: Is the employee’s manager an inadequate role model? g. Unrealistic Work Goal Problem: Were the employee’s work goals unattainable or misdirected? h. Performance Evaluation Problem: Are performance evaluation measures inadequate? 3 i. External Stakeholder Oversight Problem: Did the regulator or professional association inadequately address the issue?
Essentials of business ethics : creating an organization of high integrity and superior performance by Denis Collins