BUSI 4705 Chapter Notes - Chapter 3: Organizational Citizenship Behavior, Civil Rights Act Of 1964, Protected Group

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Essentials of Business Ethics Chapter 3: Hiring Ethical People
Efforts to maxime ethical behavior and minimize unethical behavior at work must begin during the
hiring process.
Organizations should implement a hiring process that results in employees who meet four criteria:
experience, intellect, energy and ethics.
The five step ethics job screen process
1. Legal ground rules gather and use info in a way that does not discriminate against job
candidates based on their race, color, religion, gender, national origin, age or disability.
2. Behavioral information review behavioral info from resumes, reference checks, background
checks and integrity tests.
3. Personality traits obtain measures for personality traits; conscientiousness, organizational
citizenship behavior, social dominance and bullying.
4. Interview questions about their responses to ethical dilemmas experienced at previous
workplaces and how they would respond to ethical dilemmas experienced by current
employees. In addition, clarify inconsistencies and ambiguities that arise during the previous
two job screening steps.
5. Other tests alcohol, drug and polygraph test when appropriate.
When title VII does not apply:
- If a direct relationship exists between a protected class and an inability to perform the job
- If the discrimination relates to the ‘essence’ or ‘central mission’ of the employer’s business, if
it is a bona fide occupational qualification
Unlawful discrimination can be apparent in two ways:
- On the front end of the hiring process, wherein members of protected classes are
intentionally excluded from the job candidate pool (appears through recommendations of a
homogenous workforce for example)
- At the end of the hiring process, when a certain group somehow does not make it through
the job screening filters, it suggests that one of the decision rules could be discriminatory.
Job selection rule checklist:
1. Does the selection rule discriminate against job candidates based on their race, color,
religion, gender, national origin or age?
2. Does the selection rule discriminate against job candidates with physical or mental
3. Does the selection rule result in outcomes in which members of protected classes who live in
the geographic region and possess the basic level of education and experience required are
disproportionately underrepresented?
Step 3: personality traits
Conscientiousness: this is the best predictor of ethics and job performance. Tests can be prone to
eliciting socially desirable answers. This can be verified with a reference check.
Organizational Citizenship Behavior (OCB): helping behaviors that go beyond normal job
requirements. OCB is measured using five factors: altruism, courtesy, civic virtue, conscientiousness
and sportsmanship.
Social dominance and bullying: Social Dominance Orientation (SDO) is the belief that an individual’s
particular group membership is superior to other groups.