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| the set of moral principles or values that defines right and wrong for a person or group |
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| behavior that conforms to a society's accepted principles of right and wrong |
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| unethical behavior that violates organizational norms about right and wrong |
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| unethical behavior that hurts the quality and quantity of work produced |
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| unethical behavior aimed at the organization's property or products |
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| employee theft of company merchandise |
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| using one's influence to harm other in the company |
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| hostile or aggressive behavior toward others |
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| the degree of concern people have about an ethical issue |
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| Magnitude of consequences |
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| the total harm or benefit derived from an ethical decision |
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| agreement on whether behavior is bad or good |
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| the chance that something will happen and then harm others |
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| the time between an act and the consequences the act produces |
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| the social, psychological, cultural, or physical distance between a decision maker and those affected by his or her decisions |
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| the total harm or benefit that an act produces on the average person |
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| Preconventional level of moral development |
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| the first level of moral development in which people make decisions based on selfish reasons. |
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| Conventional level of moral development |
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| the second level of moral development in which people make decisions that conform to societal expectations |
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| Postconventional level of moral development |
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| the third level of moral development in which people make decisions based on internalized principles. |
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| Principle of long-term self interest |
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| an ethical principle that holds that you should never take any action that is not in your or your organization's long-term self interests |
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| Principle of personal virtue |
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| an ethical principle that holds that you should never do anything that is not honest, open, and truthful and that you would not be glad to see reported in the newspapers or on TV |
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| Principle of religious injunctions |
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| an ethical principle that holds that you should never take any action that is not kind and that does not build a sense of community |
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| Principle of government requirements |
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| an ethical principle that holds that you should never take any action that violates the law, for the law represents the minimal moral standard |
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| Principle of utilitarian benefits |
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| an ethical principle that holds that you should never take any action that does not result in greater good for society |
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| Principle of individual rights |
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| an ethical principle that holds that you should never take any action that infringes on others' agreed-upon rights |
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| Principle of distributive justice |
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| an ethical principle that holds that you should never take any action that harms the least fortunate among us: the poor, the uneducated, the unemployed |
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| a written test that estimates job applicants' honesty by directly asking them what they think or feel about theft or about punishment of unethical behaviors |
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| Personality-based integrity test |
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| a written test that indirectly estimates job applicants' honesty by measuring psychological traits such as dependability and conscientiousness |
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| reporting others' ethics violations to management or legal authorities |
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| a business's obligation to pursue policies, make decisions, and take actions that benefit society |
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| a view of social responsibility that holds that an organization's overriding goal should be to maximize profit for the benefit of shareholders |
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| a theory of corporate responsibility that holds that management's most important responsibility, long-term survival, is achieved by satisfying the interests of multiple corporate stakeholders |
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| persons or groups with a "stake" or legitimate interest in a company's actions |
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| any group on which an organization relies for its long-term survival |
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| any group that can influence or be influenced by a company and can affect public perceptions about its socially responsible behavior |
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| the expectation that a company will make a profit by producing a valued product or service |
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| a company's social responsibility to obey society's laws and regulations |
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| a company's social responsibility not to violate accepted principles of right and wrong when conducting business |
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| Discretionary responsibility |
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| the expectation that a company will voluntarily serve a social role beyond its economic, legal, and ethical responsibilities |
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| refers to a company's strategy for responding to stakeholders' expectations concerning economic, legal, ethical, or discretionary responsibility |
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| a social responsiveness strategy in which a company does less than society expects |
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| a social responsiveness strategy in which a company admits responsibility for a problem but does the least required to meet societal expectations |
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| a social responsiveness strategy in which a company accepts responsibility for a problem and does all that society expects to solve that problem |
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| a social responsiveness strategy in which a company anticipates responsibility for a problem before it occurs and does more than society expects to solve that problem |
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| a variety of demographic, cultural, and personal differences among an organization's employees and customers |
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| purposeful steps taken by an organization to create employment opportunities for minorities and women |
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| differences such as age, sex, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure |
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| differences such as personality and attitudes that are communicated through verbal and nonverbal behaviors and are recognized only through extended interaction with others |
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| the degree to which group members are psychologically attracted to working with each other to accomplish a common objective |
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| treating people differently (e.g., in hiring and firing, promotion, and compensation decisions) because of their age |
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| treating people differently because of their sex |
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| the invisible barrier that prevents women and minorities from advancing to the top jobs in organizations |
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| Racial or ethnicity discrimination |
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| treating people differently because of their race or ethnicity |
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| a mental or physical impairment that substantially limits one or more major life activities |
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| Disability discrimination |
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| treating people differently because of their disabilities |
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| the tendency to respond to situations and events in a predetermined manner |
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| the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other |
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| the degree to which someone is active, assertive, gregarious, sociable, talkative, and energized by others |
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| the degree to which someone is not angry, depressed, anxious, emotional, insecure, and excitable |
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| the degree to which someone is cooperative, polite, flexible, forgiving, good-natured, tolerant, and trusting |
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| the degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented |
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| the degree to which someone is curious, broad-minded, and open to new ideas, things, and experiences; is spontaneous; and has a high tolerance for ambiguity |
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| a work environment where (1)all members are empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves, and (2) the individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a particular group |
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| training that is designed to raise employees' awareness of diversity issues and to challenge the underlying assumptions or stereotypes they may have about others |
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| Skills-based diversity training |
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| training that teaches employees the practical skills they need for managing a diverse work force, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution |
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| formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and review companies' diversity-related policies and procedures |
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| a mentoring program in which people of different cultural backgrounds, sexes, or races/ethnicities are paired so they can get to know each other and change any stereotypical beliefs and attitudes |
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| the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal |
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| the physical or psychological requirements that must be met to ensure survival and well-being |
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| a reward that is tangible, visible to others, and given to employees contingent on the performance of specific tasks or behaviors |
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| a natural reward associated with performing a task or activity for its own sake |
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| a theory that states that people will be motivated when they perceive that they are being treated fairly |
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Term
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| in equity theory, the contributions employees make to the organization |
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Term
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Definition
| in equity theory, the rewards employees receive for their contributions to the organization |
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Definition
| in equity theory, others with whom people compare themselves to determine if they have been treated fairly |
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| Outcome/input (O/I) ratio |
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Definition
| in equity theory, an employee's perception of how the rewards received from an organization compare with the employee's contributions to that organization |
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Term
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| a form of inequity in which you are getting fewer outcomes relative to inputs than your referent is getting |
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| a form of inequity in which you are getting more outcomes relative to inputs than your referent |
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| the perceived degree to which outcomes and rewards are fairly distributed or allocated |
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| the perceived fairness of the process used to make reward allocation decisions |
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| a theory that states that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards |
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| the attractiveness or desirability of a reward or outcome |
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| the perceived relationship between effort and performance |
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| the perceived relationship between performance and rewards |
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| a theory that states that behavior is a function of its consequences, that behaviors followed by positive consequences will occur more frequently, and that behaviors followed by negative consequences, or not followed by positive consequences, will occur less frequently |
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| the process of changing behavior by changing the consequences that follow behavior |
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| Reinforcement contingencies |
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Definition
| cause-and-effect relationships between the performance of specific behaviors and specific consequences |
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| Schedule of reinforcement |
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Definition
| rules that specify which behaviors will be reinforced, which consequences will follow those behaviors, and the schedule by which those consequences will be delivered |
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| reinforcement that strengthens behavior by following behaviors with desirable consequences |
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| reinforcement that strengthens behavior by withholding an unpleasant consequence when employees perform a specific behavior |
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| reinforcement that weakens behavior by following behaviors with undesirable consequences |
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| reinforcement in with a positive consequence is no longer allowed to follow a previously reinforced behavior, thus weakening the behavior |
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| Continuous reinforcement schedule |
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Definition
| a schedule that requires a consequence to be administered following every instance of a behavior |
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| Intermittent reinforcement schedule |
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Definition
| a schedule in which consequences are delivered after a specified or average time has elapsed or after a specified or average number of behaviors have occurred |
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| Fixed interval reinforcement schedule |
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Definition
| an intermittent schedule in which consequences follow a behavior only after a fixed time has elapsed |
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| Variable interval reinforcement schedule |
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| an intermittent schedule in which the time between a behavior and the following consequences varies around a specific average |
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| Fixed ratio reinforcement schedule |
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Definition
| an intermittent schedule in which consequences are delivered following a specific number of behaviors |
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| Variable ratio reinforcement schedule |
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Definition
| an intermittent schedule in which consequences are delivered following a different number of behaviors, sometimes more and sometimes less, that vary around a specified average number of behaviors |
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| a target, objective, or result that someone tries to accomplish |
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| a theory that states that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement |
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| the extent to which goals are detailed, exact, and unambiguous |
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| the extent to which a goal is hard or challenging to accomplish |
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| the extent to which people consciously understand and agree to goals |
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| information about the quality or quantity of past performance that indicates whether progress is being made toward the accomplishment of a goal |
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