Business Ethics Decision Making For Personal Integrity and Social Responsibility 4Th Edition Hartman Test Bank Full Chapter PDF

Business Ethics Decision Making for
Personal Integrity and Social

Responsibility 4th Edition Hartman Test
Bank
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Chapter 06 Ethical Decision Making: Employer Responsibilities and Employee
Rights
True / False Questions
1. Companies that place employees at the core of their strategies produce lower long-term returns to shareholders than do industry
peers.
True False
2. Employees have a universal right to a "happy" workplace.
True False
3. Rewards and compensation structures have no impact on the emotions of workers.
True False
4. Fundamental questions of justice arise because employees are subject to considerable harms from a lack of security in their jobs and
do not have much power to create security.
True False
5. In legal contexts, due process is the right to be protected against the arbitrary use of authority.
True False
6. A mistreatment needs to be physically threatening to be termed as "bullying."
True False
7. The doctrine of "employment at will"(EAW) holds that, unless an agreement specifies otherwise, employers are free to fire an
employee at any time and for any reason.
True False
8. Even if private property rights grant managers authority over employees, the right of private property itself is limited by other rights
and duties.
True False
9. In the context of downsizing, if a firm retains employees on the basis of longevity with the firm and the retained employees are
mostly of the male gender, the firm is not violating any regulations legally.
True False
10. "Sweatshops" lack even the most basic health and safety protections.
True False
11. The life of one who dies in a workplace accident has instrumental value that can be measured, in part, by the lost wages that would
have been earned had that person lived.
True False
12. "Relative risks" are determined by comparing the probabilities of harm involved in various activities.
True False
6-1
Copyright © 2017 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill
Education.
13. Rejecting cost-benefit analysis in setting standards is not the same as rejecting cost-effective strategies in implementing those
standards.
True False
14. If the risks in a workplace have been reduced to the lowest feasible level and employees are fully aware of them, then a society
that respects its citizens as autonomous decision makers has done its duty.
True False
15. Nation-specific studies show that high levels of child labor are associated with high literacy levels.
True False
Multiple Choice Questions
16. Some employers might decide to treat employees well as a means to produce greater workplace harmony and productivity. This
approach is reminiscent of _____ ethics.
A. deontological
B. utilitarian
C. normative
D. Kantian
17. Some employers emphasize the rights and duties of all employees and treat employees well simply because "it is the right thing to
do." Identify the ethical approach for this perspective.
A. Prescriptive ethics
B. Utilitarianism
C. Deontological ethics
D. Classicism
18. Philosophically, the right of _____ is the right to be protected against the arbitrary use of authority.
A. continuance
B. freedom of association
C. due process
D. self-determination
19. Identify a true statement about the right of due process.
A. In the employment context, due process specifies the conditions for basic fairness within the scope of an employer's authority over
its employees.
B. Few dispute that the state, through its police and courts, has the authority to punish citizens and this authority of the state is the
right of due process.
C. Due process in the legal context acknowledges the indisputable authority of the judicial system over a citizen.
D. In legal contexts, due process refers to the unlimited authority that police and courts have over citizens to create a safe and orderly
society.
20. Which of the following is true of "bullying" in the workplace?
A. The mistreatment of an employee needs to be physically threatening to be termed bullying.

B. Bullying can involve a boss who is constantly yelling dictates at workers because that is his job.
C. When a coworker spreads rumors about another in order to sabotage his position, he is not regarded a bully as he is not higher than
the other employee in the hierarchy of authority.
D. Bullying is independent of emotional abuse that results in a complete loss of personal dignity.
6-2
Education.
21. The issue of workplace bullying is more predominant in the service sector because:
A. it lacks the right of due process.

B. that work relies significantly on interpersonal relationships and interaction.
C. of its strong hierarchy of authority.
D. most of the organizations in this sector are decentralized.
22. Identify the doctrine which holds that employers are free to fire an employee at any time and for any reason unless an agreement
specifies otherwise.
A. The doctrine of estoppel

B. The doctrine of constructive notice
C. The doctrine of constructive dismissal
D. The doctrine of employment at will
23. Identify a true statement about the doctrine of employment at will (EAW).
A. Employment at will holds that employers can fire an employee at any time but have to provide them with a valid reason.
B. The freedom to terminate the employer-employee relationship is mutual, both theoretically and practically.
C. Until and unless an exception can be demonstrated, courts will rely on employment at will as the default position.
D. An employment at will worker may decide to quit a job at any time and for any reason only if he or she is ready to offer notice.
24. In the context of downsizing in an organization, allowing a worker to remain in a position for a period of time after she or he has
been informed of impending termination might not be the best course of action. Identify a supporting argument for this statement.
A. Workers are less likely to interpret early notice as an effort to allow them time to come to grips with the loss of their jobs.
B. Terminated workers are more likely to be inclined to put their best effort, which might result in temporary improvement in
customer service.
C. Workers who are not terminated are likely to have a very bad impression about the organization for terminating their coworkers.
D. Terminated workers rarely interpret early notice as a measure to get the most out of them before departure.
25. The term "sweatshops" refers to workplaces where:
A. employers constantly supervise and evaluate employees.

B. employee interests are protected by rights from being subjected to utilitarian and financial calculations.
C. employers treat employees well as a means to produce greater workplace harmony.
D. employees lack even the most basic health and safety protections.
26. The life of one who dies in a workplace accident has _____ value that can be measured, in part, by the lost wages that would have
been earned had that person lived.
A. absolute
B. instrumental
C. intrinsic
D. extrinsic
27. A true statement about health and safety at a workplace is that _____.
A. they can be completely replaced by financial compensation

B. they have low instrumental value
C. they have intrinsic value in addition to their instrumental value
D. they are interpreted as ideals that are impossible to realize
6-3
Education.
28. Identify a true statement about health and safety at a workplace.
A. Health and safety are "goods" that are valued both as a means for attaining other valuable ends and as ends in themselves.
B. Employers are responsible for providing a completely safe and healthy workplace.
C. Financial compensation can replace the value of life lost due to lack of health and safety measures.
D. Health and safety have a very low instrumental value.
29. With regard to health and safety at a workplace, _____ can be defined as the probability of harm.
A. obstacles
B. impediments
C. risks
D. barriers
30. With regard to health and safety at a workplace, _____ can be determined by comparing the probabilities of harm involved in
various activities.
A. variable obstacles
B. absolute impediments
C. relative risks
D. comparative barriers
31. Discussions in ethics about employee health and safety tend to focus on the relative risks workers face and the level of acceptable
workplace risk because:
A. workers' compensation is easier to calculate.

B. employers cannot be responsible for providing an ideally safe and healthy workplace.
C. insurance laws mandate the focus on relative risks and acceptability of workplace risk.
D. they results in a completely safe and healthy workplace.
32. Comparison of the probabilities of harm involved in various activities would determine the _____.
A. acceptable level of risks

B. absolute risks
C. speculative risks
D. relative risks
33. When can we conclude that an activity has an "acceptable level of risk?"
A. If it can be determined that the probability of harm involved in a specific work activity is manageable.
B. If the probability of harm involved in a specific work activity is acceptable by insurance and workers' compensation laws.
C. If it can be determined that the probability of harm involved in a specific work activity is equal to or less than the probability of
harm of some more common activity.
D. If the employers are willing to compensate the harm caused to workers for a specific activity.
34. Which of the following approaches to health and safety at a workplace can be considered paternalistic decision making which
treats employees like children and makes crucial decisions for them?
A. Government-regulated ethics approach

B. Diversifiable risk approach
C. Acceptable level of risk approach
D. Market controlled approach
6-4
Education.
35. One of the challenges in the acceptable risk approach to workplace health and safety is that it:
A. is a liberal approach to workplace health and safety that allows employees to recognize the risk they are likely to face.
B. involves the determination of "relative risks," the calculation of which is a complicated process and not always reliable.
C. assumes an equivalency between workplace risks and other types of risks when there are significant differences between them.
D. It treats health and safety merely as an instrumental value and denies its intrinsic value.
36. Which of the following is a challenge faced by the acceptable risk approach to health and safety?
A. It is a liberal approach to health and safety that allows employees to recognize the risk they are likely to face.
B. It involves the determination of "relative risks," the calculation of which is a complicated process and not always reliable.
C. It does not assume equivalency between workplace risks and other types of risks when there are significant similarities between
them.
D. It improperly places incentives because the risks faced at work could be controlled by others who might stand to benefit by not
reducing them.
37. A true statement about the market controlled approach to health and safety is that in this approach:
A. employers treat their employees disrespectfully by ignoring their inputs as stakeholders.

B. this approach can support compensation to injured workers when it can be shown that employers were responsible for causing the
harm.
C. this approach assumes an equivalency between workplace risks and other types of risks when there are actually significant
differences between them.
D. the utilitarian concern for the consequences of an unsafe working environment on the social fabric is ignored.
38. Enlightened self-interest would be a valuable theory to introduce and apply in the _____ approach to health and safety.
A. market controlled
B. integrative
C. acceptable risk
D. government-regulated
39. Identify a challenge associated with the market controlled approach to health and safety.
A. Employees lack the kinds of free choices that the free-market theory would require in order to attain optimal satisfactions.
B. This approach ignores the fundamental deontological right an employee might have to a safe and healthy working environment.
C. This approach assumes an equivalency between workplace risks and other types of risks when there are significant differences
between them.
D. Employees in a free market are treated disrespectfully by ignoring their inputs as stakeholders.
40. In the context of government-regulated ethics approach to health and safety, a true statement about government standards is that:
A. they address the "first generation" problem of the market controlled approach to health and safety by focusing on compensation
rather than prevention.
B. they favor individual bargaining between employers and employees as the approach to workplace health and safety.
C. they prevent employees from having to face the fundamentally coercive choice between job and safety.
D. they are set based on assumptions rather than best available scientific knowledge and thus add to market failures that result from
insufficient information.
41. Identify a true statement about the Occupational Safety and Health Administration (OSHA) established by the U.S. Congress in
1970.
A. When OSHA was first established, regulations were aimed at achieving the safest feasible standards.
B. The integrative approach allowed OSHA to make trade-offs between health and economics.
C. It takes away the burden of proof of high health standards from industries.
D. It holds that health and safety standards are required irrespective of the economic feasibility.
6-5
Education.
42. Critics in both industry and government argue that OSHA should aim to achieve the optimal, rather than highest feasible, level of
safety. Which of the following can be used to achieve this goal?
A. Cost-utility analysis
B. Cost-minimization analysis
C. Cost-benefit analysis
D. Cost-effectiveness analysis
43. Which of the following is a distinguishing feature between cost-benefit analysis and cost-effectiveness?
A. Cost-effectiveness requires that an economic value be placed on one's life and bodily integrity.
B. Cost-benefit analysis adopts the most efficient means available to achieve a particular standard.
C. Cost-benefit analysis treats health and safety merely as an instrumental value and denies its intrinsic value.
D. Cost-effectiveness uses economic criteria before setting the standards.
44. _____ requires that an economic value be placed on one's life and bodily integrity.
A. Cost-effectiveness analysis
B. Cost-benefit analysis
C. Cost margin analysis
D. Cost variance analysis
45. Which of the following statements is true about child labor?
A. The risk that child labor will be passed on to the next generation increases because children who work are more likely to earn low
wages as adults.
B. Research suggests that legalizing child labor will result in an increased number of children who work.
C. Regions with a high prevalence of child labor are characterized by low levels of childhood morbidity associated with HIV/AIDS
and malaria.
D. Nation-specific studies show that high levels of child labor are associated with high literacy levels.
46. Recently, _____ became the first country to legalize child labor from the age of 10.
A. Bolivia
B. Colombia
C. Peru
D. Ecuador
47. The Title VII of the _____, passed in 1964, created the prohibited classes of discrimination.
A. International Labor Act

B. United States Civil Rights Act
C. Equal Employment Opportunity Commission Act
D. Uniform Employment Termination Act
48. Jason, a Caucasian in his mid-thirties, is a high-ranking manager at an insurance firm. He is well qualified and has received
multiple accolades for his good work. When the firm receives news of potential business from a corporation that has primarily Africa
American stakeholders, Jason gets overlooked and the opportunity to handle this account is given to his colleague, Dwayne, who is of
African American descent. In this scenario, Jason is a victim of _____.
A. reverse discrimination
B. affirmative action
C. inverse discrimination
D. backward discrimination
6-6
Education.
49. Which of the following is an example of reverse discrimination in America?
A. An African-American interviewer rejects an African-American interviewee based on ethnicity.

B. A female interviewer rejects a male interviewee because of gender.
C. A white interviewer rejects an African-American interviewee based on ethnicity.
D. A female interviewer rejects a female interviewee because of gender.
50. An organization hires a lot of African-American women and a few disabled people in an attempt to avoid discrimination suits filed
against it. Which of the following is most likely to occur?
A. The performance of the organization will increase.

B. The organization will win an award for equity.
C. There will be an increase in the number of diversity training sessions.
D. A white man or a woman will file a reverse discrimination suit.
51. Which of the following refers to a policy or a program that tries to respond to instances of past discrimination by implementing
proactive measures to ensure equal opportunity today?
A. Gentrification
B. Bully Broads
C. Just cause
D. Affirmative action
52. All of the following are ways through which affirmative action can arise at the workplace except:
A. legal requirements.
B. judicial affirmative action.
C. consultant based affirmative action.
D. voluntary affirmative action plans.
53. The law relating to affirmative action applies only to about 20 percent of the workforce who are subject to Executive Order 11246,
which requires affirmative action efforts to ensure equal opportunity. Which of the following is required by courts in order to remedy
a finding of past discrimination when Executive Order 11246 is not applicable?
A. Voluntary affirmative action

B. Judicial affirmative action
C. Quasi-affirmative action
D. Executive affirmation action
54. Which of the following affirmative action plans would include training plans and programs, focused recruiting activity, or the
elimination of discrimination?
A. Quasi-affirmative action
B. Executive affirmation action
C. Judicial affirmative action
D. Voluntary affirmative action
55. A claim which states that people who ‘pay' for wrongs are unfairly burdened and should not bear the responsibility for the acts of
others is opposing _____.
B. judicial activity within organizations
C. affirmative action
D. authoritative leadership
6-7
Education.
Fill in the Blank Questions
56. The doctrine of _____ holds that, unless an agreement specifies otherwise, employers are free to fire an employee at any time and
for any reason.
57. EAW is the default position on which courts will rely until and unless an exception can be demonstrated. The burden of proof lies
with the dismissed employee to show that she or he was unjustly or illegally fired. Due process and _____, whether instituted as part
of internal corporate policy or through legislation, would reverse this burden of proof and require employers to show cause to justify
the dismissal of an employee.
59. For employee health and safety in the workplace, _____ are determined by comparing the probabilities of harm involved in
various activities.
60. In 1970, the U.S. Congress established the _____ and charged it with establishing workplace health and safety standards.
61. A commitment to using _____ for setting standards would require that, once the standards are set, we adopt the least expensive
and most efficient means available for achieving those standards.
62. The use of _____ analysis in setting workplace health and safety standards commits us to treating worker health and safety as just
another commodity, another individual preference, to be traded off against competing commodities.
63. _____ refers to the presence of differing cultures, languages, ethnicities, races, affinity orientations, genders, religious sects,
abilities, social classes, ages, and national origins of the individuals in a firm.
64. _____ is discrimination against those traditionally considered to be in power or the majority.
65. The term _____ refers to a policy or a program that tries to respond to instances of past discrimination by implementing proactive
measures to ensure equal opportunity today.
Essay Questions
66. Describe in brief the two approaches to employee treatment discussed in this chapter.
67. Correlate the right of due process to the workplace.
68. Discuss the various aspects associated with employment at will (EAW).
69. Discuss the crucial aspect of employment at will (EAW) where it is given first preference.
70. Discuss in brief the guidelines suggested for tackling downsizing within an organization.
71. Discuss the issue of giving notice to the employees about organizational downsizing.
72. Correlate health and safety issues at workplace with ideals.
73. Explain the various problems associated with workplace health and safety as a market controlled approach.
74. How do mandatory government standards work?
75. Explain the concept of standards and cost-benefit analysis. Discuss the advantages of cost-effectiveness as against the cost-benefit
analysis.
6-8
Education.
76. Contrast the two dominant perspectives on sweatshops.
77. What are the different ways in which women experience discrimination at the workplace?
78. Summarize the influences of diversity within a workplace.
79. What is affirmative action?
80. Discuss the various ways through which affirmative action can arise within a workplace.
6-9
Education.
Chapter 06 Ethical Decision Making: Employer Responsibilities and Employee Rights
Key
True / False Questions
1. Companies that place employees at the core of their strategies produce lower long-term returns to shareholders than do industry
peers.
FALSE
Research demonstrates that companies that place employees at the core of their strategies produce higher long-term returns to
shareholders than do industry peers. The same holds true for interpersonal relationships.
AACSB: Analytical Thinking

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 06-01 Discuss the two distinct perspectives on the ethics of workplace relationships.
Topic: Ethical Issues in the Workplace: The Current Environment
2. Employees have a universal right to a "happy" workplace.
FALSE
While no one is claiming that employees have some universal right to a "happy" workplace, a comprehensive review of research by
Jeffrey Pfeffer suggests that effective firms are characterized by a set of common practices, all of which involve treating employees in
humane and respectful ways.

Blooms: Remember
Difficulty: 1 Easy
3. Rewards and compensation structures have no impact on the emotions of workers.
FALSE
Rewards and compensation structures can clearly impact the emotions of workers, as can the composition of teams or the power
relationships within a workplace.

Blooms: Remember
Difficulty: 1 Easy
6-10
Education.
4. Fundamental questions of justice arise because employees are subject to considerable harms from a lack of security in their jobs and
do not have much power to create security.
TRUE
Fundamental questions of justice arise because employees are subject to considerable harms from a lack of security in their jobs and
do not have much power to create security. Employment security—getting and keeping a job—is perhaps the most significant aspect
of work from the employee's ethical perspective.

Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 06-02 Explain the concept of due process in the workplace.
Topic: Due Process and Just Cause
5. In legal contexts, due process is the right to be protected against the arbitrary use of authority.
FALSE
In legal contexts, due process refers to the procedures that police and courts must follow in exercising their authority over citizens.
Philosophically, the right of due process is the right to be protected against the arbitrary use of authority.

Blooms: Remember
Difficulty: 1 Easy
6. A mistreatment needs to be physically threatening to be termed as "bullying."
FALSE
"Bullying" in the workplace is defined as "the repeated, malicious, health-endangering mistreatment of one employee... by one or
more employees." The mistreatment need not be physically threatening but might simply involve a boss who is constantly yelling
dictates at workers, or a coworker who spreads rumors about another in order to sabotage his position.

Blooms: Remember
Difficulty: 1 Easy
6-11
Education.
7. The doctrine of "employment at will"(EAW) holds that, unless an agreement specifies otherwise, employers are free to fire an
employee at any time and for any reason.
TRUE
Employment at will holds that, in the absence of a particular contractual or other legal obligation that specifies the length or conditions
of employment, all employees are employed "at will." This means that, unless an agreement specifies otherwise, employers are free to
fire an employee at any time and for any reason.

Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 06-03 Define employment at will (EAW) and its ethical rationale.
8. Even if private property rights grant managers authority over employees, the right of private property itself is limited by other rights
and duties.
TRUE
Even if private property rights grant managers authority over employees, the right of private property itself is limited by other rights
and duties. Further, even if employment at will (EAW) proved to be an effective management tool, justice demands that such tools not
be used to harm other people.

Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 06-04 Describe the costs of an EAW environment.
9. In the context of downsizing, if a firm retains employees on the basis of longevity with the firm and the retained employees are
mostly of the male gender, the firm is not violating any regulations legally.
FALSE
From a legal perspective, the decision about whom to include in a downsizing effort must be carefully planned. If the firm's decision is
based on some criterion that seems to be neutral on its face, such as seniority, but the plan results in a different impact on one group
than another, the decision may be suspect. In this case of retention based on longevity, the effort may violate Title VII's prohibition
against discrimination based on gender because the termination policy has a more significant—and negative—impact on women.

Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 06-06 Discuss whether it is possible to downsize in an ethical manner.
Topic: Downsizing
6-12
Education.
10. "Sweatshops" lack even the most basic health and safety protections.
TRUE
In some regions, employees lack even the most basic health and safety protections, such as in working environments that are often
termed "sweatshops."

Blooms: Remember
Difficulty: 1 Easy
Topic: Health and Safety
11. The life of one who dies in a workplace accident has instrumental value that can be measured, in part, by the lost wages that would
TRUE
The life of one who dies in a workplace accident has instrumental value that can be measured, in part, by the lost wages that would

Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 06-07 Explain the difference between intrinsic and instrumental value in terms of health and safety.
12. "Relative risks" are determined by comparing the probabilities of harm involved in various activities.
TRUE
"Risks" can be defined as the probability of harm, and we determine "relative risks" by comparing the probabilities of harm involved
in various activities.

Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 06-08 Describe the "acceptable risk" approach to health and safety in the workplace.
Topic: Health and Safety as Acceptable Risk
13. Rejecting cost-benefit analysis in setting standards is not the same as rejecting cost-effective strategies in implementing those
standards.
TRUE
Rejecting cost-benefit analysis in setting standards is not the same as rejecting cost-effective strategies in implementing those
standards. A commitment to cost-effectiveness would require that, once the standards are set, we adopt the least expensive and most
efficient means available for achieving those standards.

Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 06-09 Describe the nature of an employer's responsibility with regard to employee health and safety and why the market is not the most effective
arbiter of this responsibility.
Topic: Health and Safety as Government-Regulated Ethics
6-13
Education.
14. If the risks in a workplace have been reduced to the lowest feasible level and employees are fully aware of them, then a society
that respects its citizens as autonomous decision makers has done its duty.
TRUE
If the risks in a workplace have been reduced to the lowest feasible level and employees are fully aware of them, then a society that
respects its citizens as autonomous decision makers has done its duty. Recognizing that most mandatory standards reduce rather than
eliminate risks, employees should have the right to be informed about workplace risks.

Blooms: Remember
Difficulty: 1 Easy
15. Nation-specific studies show that high levels of child labor are associated with high literacy levels.
FALSE
Because work takes children out of school, nation-specific studies show that high levels of child labor are associated with low literacy
levels. The harmful effects are not limited to child laborers themselves; because children who work are more likely to earn low wages
as adults, the risk that poverty and child labor will be passed to the next generation increases.

Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 06-10 Explain the basic arguments for and against regulation of the global labor environment.
Topic: The Case of Child Labor
Multiple Choice Questions
16. Some employers might decide to treat employees well as a means to produce greater workplace harmony and productivity. This
approach is reminiscent of _____ ethics.
A. deontological
B. utilitarian
C. normative
D. Kantian
There are two very distinct, and sometimes competing, perspectives on the ethics of workplace relationships. Some employers might
decide to treat employees well as a means to produce greater workplace harmony and productivity. This consequentialist approach
could be reminiscent of the utilitarian ethics.

Blooms: Remember
Difficulty: 1 Easy
6-14
Education.
17. Some employers emphasize the rights and duties of all employees and treat employees well simply because "it is the right thing to
do." Identify the ethical approach for this perspective.
A. Prescriptive ethics
B. Utilitarianism
C. Deontological ethics
D. Classicism
There are two very distinct, and sometimes competing, perspectives on the ethics of workplace relationships. Some employers might
treat employees well out of a Kantian sense of duty and rights, regardless of the either utilitarian or self-interested productivity
consequences. This deontological approach emphasizes the rights and duties of all employees, and treating employees well simply
because "it is the right thing to do."
AACSB: Remember
Blooms: Remember
Difficulty: 1 Easy
18. Philosophically, the right of _____ is the right to be protected against the arbitrary use of authority.
A. continuance
B. freedom of association
C. due process
D. self-determination
Philosophically, the right of due process is the right to be protected against the arbitrary use of authority. In legal contexts, due process
refers to the procedures that police and courts must follow in exercising their authority over citizens.

Blooms: Remember
Difficulty: 1 Easy
19. Identify a true statement about the right of due process.
A. In the employment context, due process specifies the conditions for basic fairness within the scope of an employer's authority over
its employees.
B. Few dispute that the state, through its police and courts, has the authority to punish citizens and this authority of the state is the
right of due process.
C. Due process in the legal context acknowledges the indisputable authority of the judicial system over a citizen.
D. In legal contexts, due process refers to the unlimited authority that police and courts have over citizens to create a safe and orderly
society.
Due process in the workplace acknowledges an employer's authority over employees. Employers can tell employees what to do, and
when, and how to do it.

Blooms: Understand
Difficulty: 2 Medium
6-15
Education.
20. Which of the following is true of "bullying" in the workplace?
A. The mistreatment of an employee needs to be physically threatening to be termed bullying.

B. Bullying can involve a boss who is constantly yelling dictates at workers because that is his job.
C. When a coworker spreads rumors about another in order to sabotage his position, he is not regarded a bully as he is not higher than
the other employee in the hierarchy of authority.
D. Bullying is independent of emotional abuse that results in a complete loss of personal dignity.
"Bullying" in the workplace is defined as "the repeated, malicious, health-endangering mistreatment of one employee by one or more
employees." The mistreatment need not be physically threatening, but might simply involve a boss who is constantly yelling dictates
at workers, or a coworker who spreads rumors about another in order to sabotage his position. These behaviors lead not only to
emotional abuse but a complete loss of personal dignity, intimidation, and fear.

Blooms: Understand
21. The issue of workplace bullying is more predominant in the service sector because:
A. it lacks the right of due process.

B. that work relies significantly on interpersonal relationships and interaction.
C. of its strong hierarchy of authority.
D. most of the organizations in this sector are decentralized.
The issue of workplace bullying is more predominant in the service sector because that work relies significantly on interpersonal
relationships and interaction.

Blooms: Understand
22. Identify the doctrine which holds that employers are free to fire an employee at any time and for any reason unless an agreement
specifies otherwise.
A. The doctrine of estoppel

B. The doctrine of constructive notice
C. The doctrine of constructive dismissal
D. The doctrine of employment at will
Employment at will (EAW) holds that, in the absence a particular contractual or other legal obligation that specifies the length or
conditions of employment, all employees are employed "at will." This means that, unless an agreement specifies otherwise, employers
are free to fire an employee at any time and for any reason.

Blooms: Remember
Difficulty: 1 Easy
6-16
Education.
23. Identify a true statement about the doctrine of employment at will (EAW).
A. Employment at will holds that employers can fire an employee at any time but have to provide them with a valid reason.
B. The freedom to terminate the employer-employee relationship is mutual, both theoretically and practically.
C. Until and unless an exception can be demonstrated, courts will rely on employment at will as the default position.
D. An employment at will worker may decide to quit a job at any time and for any reason only if he or she is ready to offer notice.
Employment at will (EAW) is the default position on which courts will rely until and unless an exception can be demonstrated. The
burden of proof lies with the dismissed employee to show that she or he was unjustly or illegally fired.

Blooms: Understand
24. In the context of downsizing in an organization, allowing a worker to remain in a position for a period of time after she or he has
been informed of impending termination might not be the best course of action. Identify a supporting argument for this statement.
A. Workers are less likely to interpret early notice as an effort to allow them time to come to grips with the loss of their jobs.
B. Terminated workers are more likely to be inclined to put their best effort, which might result in temporary improvement in
customer service.
C. Workers who are not terminated are likely to have a very bad impression about the organization for terminating their coworkers.
D. Terminated workers rarely interpret early notice as a measure to get the most out of them before departure.
Allowing a worker to remain in a position for a period of time once she or he has been notified of impending termination might not be
the best option. Workers may interpret early notice as an effort to get the most out of them before departure rather than an effort to
allow them time to come to grips with the loss of their jobs.

Blooms: Understand
Topic: Downsizing
25. The term "sweatshops" refers to workplaces where:
A. employers constantly supervise and evaluate employees.

B. employee interests are protected by rights from being subjected to utilitarian and financial calculations.
C. employers treat employees well as a means to produce greater workplace harmony.
D. employees lack even the most basic health and safety protections.
The term "sweatshops" refers to working environments where employees lack even the most basic health and safety protections.
Within the United States and throughout many other countries with developed economies, there is a broad consensus that employees
have a fundamental right to a safe and healthy workplace.

Blooms: Remember
Difficulty: 1 Easy
6-17
Education.
A. absolute
B. instrumental
C. intrinsic
D. extrinsic
have been earned had that person lived. But these lost wages do not measure the intrinsic value of the life, something that financial
compensation simply cannot replace.

Blooms: Remember
Difficulty: 1 Easy
27. A true statement about health and safety at a workplace is that _____.
A. they can be completely replaced by financial compensation

B. they have low instrumental value
C. they have intrinsic value in addition to their instrumental value
D. they are interpreted as ideals that are impossible to realize
Health and safety are also valuable in and of themselves. They have intrinsic value in addition to their instrumental value. To
understand this distinction, consider how one might respond to the question of how much her or his life is worth.

Blooms: Understand
28. Identify a true statement about health and safety at a workplace.
A. Health and safety are "goods" that are valued both as a means for attaining other valuable ends and as ends in themselves.
B. Employers are responsible for providing a completely safe and healthy workplace.
C. Financial compensation can replace the value of life lost due to lack of health and safety measures.
D. Health and safety have a very low instrumental value.
Like work itself, health and safety are "goods" that are valued both as a means for attaining other valuable ends and as ends in
themselves. Health and safety have a very high instrumental value because part of their value derives from the fact that we use them to
attain other things of value.

Blooms: Understand
6-18
Education.
29. With regard to health and safety at a workplace, _____ can be defined as the probability of harm.
A. obstacles
B. impediments
C. risks
D. barriers
Employers cannot be responsible for providing an ideally safe and healthy workplace. Instead, discussions in ethics about employee
health and safety will tend to focus on the relative risks workers face and the level of acceptable workplace risk. "Risks" can be
defined as the probability of harm, and we determine "relative risks" by comparing the probabilities of harm involved in various
activities.

Blooms: Remember
Difficulty: 1 Easy
30. With regard to health and safety at a workplace, _____ can be determined by comparing the probabilities of harm involved in
various activities.
A. variable obstacles
B. absolute impediments
C. relative risks
D. comparative barriers
health and safety will tend to focus on the relative risks workers face and the level of acceptable workplace risk. "Risks" can be
defined as the probability of harm, and we determine "relative risks" by comparing the probabilities of harm involved in various
activities.

Blooms: Remember
Difficulty: 1 Easy
31. Discussions in ethics about employee health and safety tend to focus on the relative risks workers face and the level of acceptable
workplace risk because:
A. workers' compensation is easier to calculate.

B. employers cannot be responsible for providing an ideally safe and healthy workplace.
C. insurance laws mandate the focus on relative risks and acceptability of workplace risk.
D. they results in a completely safe and healthy workplace.
health and safety will tend to focus on the relative risks workers face and the level of acceptable workplace risk.

Blooms: Understand
6-19
Education.
32. Comparison of the probabilities of harm involved in various activities would determine the _____.
A. acceptable level of risks

B. absolute risks
C. speculative risks
D. relative risks
"Risks" can be defined as the probability of harm, and we determine "relative risks" by comparing the probabilities of harm involved
in various activities.

Blooms: Remember
Difficulty: 1 Easy
33. When can we conclude that an activity has an "acceptable level of risk?"
A. If it can be determined that the probability of harm involved in a specific work activity is manageable.
B. If the probability of harm involved in a specific work activity is acceptable by insurance and workers' compensation laws.
C. If it can be determined that the probability of harm involved in a specific work activity is equal to or less than the probability of
harm of some more common activity.
D. If the employers are willing to compensate the harm caused to workers for a specific activity.
If it can be determined that the probability of harm involved in a specific work activity is equal to or less than the probability of harm
of some more common activity, then we can conclude that this activity faces an "acceptable level of risk."

Blooms: Understand
34. Which of the following approaches to health and safety at a workplace can be considered paternalistic decision making which
treats employees like children and makes crucial decisions for them?
A. Government-regulated ethics approach

B. Diversifiable risk approach
C. Acceptable level of risk approach
D. Market controlled approach
Acceptable level of risk approach treats employees disrespectfully by ignoring their input as stakeholders. Such paternalistic decision
making effectively treats employees like children and makes crucial decisions for them, ignoring their role in the decision-making
process.

Blooms: Remember
Difficulty: 1 Easy
6-20
Education.
35. One of the challenges in the acceptable risk approach to workplace health and safety is that it:
A. is a liberal approach to workplace health and safety that allows employees to recognize the risk they are likely to face.
B. involves the determination of "relative risks," the calculation of which is a complicated process and not always reliable.
C. assumes an equivalency between workplace risks and other types of risks when there are significant differences between them.
D. It treats health and safety merely as an instrumental value and denies its intrinsic value.
One of the challenges to the acceptable risk approach to health and safety is that it assumes an equivalency between workplace risks
and other types of risks when there are significant differences between them. Another challenge is that it treats employees
disrespectfully by ignoring their inputs as stakeholders.

Blooms: Understand
36. Which of the following is a challenge faced by the acceptable risk approach to health and safety?
A. It is a liberal approach to health and safety that allows employees to recognize the risk they are likely to face.
B. It involves the determination of "relative risks," the calculation of which is a complicated process and not always reliable.
C. It does not assume equivalency between workplace risks and other types of risks when there are significant similarities between
them.
D. It improperly places incentives because the risks faced at work could be controlled by others who might stand to benefit by not
reducing them.
One of the challenges faced by the acceptable risk approach to health and safety is that it improperly places incentives because the
risks faced at work could be controlled by others who might stand to benefit by not reducing them. Another challenge is that it ignores
the fundamental deontological right an employee might have to a safe and healthy working environment.

Blooms: Understand
37. A true statement about the market controlled approach to health and safety is that in this approach:
A. employers treat their employees disrespectfully by ignoring their inputs as stakeholders.

B. this approach can support compensation to injured workers when it can be shown that employers were responsible for causing the
harm.
C. this approach assumes an equivalency between workplace risks and other types of risks when there are actually significant
differences between them.
D. the utilitarian concern for the consequences of an unsafe working environment on the social fabric is ignored.
The market approach can support compensation to injured workers when it can be shown that employers were responsible for causing
the harms. So an employer who fails to install firefighting equipment in the workplace can be held liable for burns an employee
suffers during a workplace fire.

Blooms: Understand
Topic: Health and Safety as Market Controlled
6-21
Education.
38. Enlightened self-interest would be a valuable theory to introduce and apply in the _____ approach to health and safety.
A. market controlled
B. integrative
C. acceptable risk
D. government-regulated
The free market approach has a number of serious problems. Employees do not have the kinds of free choices that the free market
theory would require in order to attain optimal satisfactions—though enlightened self-interest would be a valuable theory to introduce
and apply in this environment, it is unrealistic to presume employees always have the choices available to them that make it possible.

Blooms: Remember
Difficulty: 1 Easy
39. Identify a challenge associated with the market controlled approach to health and safety.
A. Employees lack the kinds of free choices that the free-market theory would require in order to attain optimal satisfactions.
B. This approach ignores the fundamental deontological right an employee might have to a safe and healthy working environment.
C. This approach assumes an equivalency between workplace risks and other types of risks when there are significant differences
between them.
D. Employees in a free market are treated disrespectfully by ignoring their inputs as stakeholders.
One of the challenges associated with the market controlled approach to health and safety is that employees do not have the kinds of
free choices that the free-market theory would require in order to attain optimal satisfactions.

Blooms: Understand
40. In the context of government-regulated ethics approach to health and safety, a true statement about government standards is that:
A. they address the "first generation" problem of the market controlled approach to health and safety by focusing on compensation
rather than prevention.
B. they favor individual bargaining between employers and employees as the approach to workplace health and safety.
C. they prevent employees from having to face the fundamentally coercive choice between job and safety.
D. they are set based on assumptions rather than best available scientific knowledge and thus add to market failures that result from
insufficient information.
Government standards prevent employees from having to face the fundamentally coercive choice between job and safety. These
standards also address the first generation problem by focusing on prevention rather than compensation after the fact.

Blooms: Understand
6-22
Education.
41. Identify a true statement about the Occupational Safety and Health Administration (OSHA) established by the U.S. Congress in
1970.
A. When OSHA was first established, regulations were aimed at achieving the safest feasible standards.
B. The integrative approach allowed OSHA to make trade-offs between health and economics.
C. It takes away the burden of proof of high health standards from industries.
D. It holds that health and safety standards are required irrespective of the economic feasibility.
When OSHA was first established, regulations were aimed at achieving the safest feasible standards. This "feasibility" approach
allows OSHA to make trade-offs between health and economics.

Blooms: Understand
42. Critics in both industry and government argue that OSHA should aim to achieve the optimal, rather than highest feasible, level of
safety. Which of the following can be used to achieve this goal?
A. Cost-utility analysis
B. Cost-minimization analysis
C. Cost-benefit analysis
D. Cost-effectiveness analysis
Critics in both industry and government have argued that OSHA should be required to use cost-benefit analysis in establishing health
and safety standards. These critics argue that OSHA should aim to achieve the optimal, rather than highest feasible, level of safety.

Blooms: Understand
43. Which of the following is a distinguishing feature between cost-benefit analysis and cost-effectiveness?
A. Cost-effectiveness requires that an economic value be placed on one's life and bodily integrity.
B. Cost-benefit analysis adopts the most efficient means available to achieve a particular standard.
C. Cost-benefit analysis treats health and safety merely as an instrumental value and denies its intrinsic value.
D. Cost-effectiveness uses economic criteria before setting the standards.
Cost-benefit analysis treats health and safety merely as an instrumental value and denies its intrinsic value. It requires that an
economic value be placed on one's life and bodily integrity.

Blooms: Understand
6-23
Education.
44. _____ requires that an economic value be placed on one's life and bodily integrity.
A. Cost-effectiveness analysis
B. Cost-benefit analysis
C. Cost margin analysis
D. Cost variance analysis
Cost-benefit analysis requires that an economic value be placed on one's life and bodily integrity. Typically, this would follow the
model used by the insurance industry (where it is used in wrongful death settlements, for example) in which one's life is valued in
terms of one's earning potential.

Blooms: Understand
45. Which of the following statements is true about child labor?
A. The risk that child labor will be passed on to the next generation increases because children who work are more likely to earn low
wages as adults.
B. Research suggests that legalizing child labor will result in an increased number of children who work.
C. Regions with a high prevalence of child labor are characterized by low levels of childhood morbidity associated with HIV/AIDS
and malaria.
D. Nation-specific studies show that high levels of child labor are associated with high literacy levels.
The harmful effects are not limited to child laborers themselves; because children who work are more likely to earn low wages as
adults, the risk that poverty and child labor will be passed to the next generation increases. Because work takes children out of school,
nation-specific studies show that high levels of child labor are associated with low literacy levels.

Blooms: Understand
Topic: Global Applications: The Global Workforce and Global Challenges
46. Recently, _____ became the first country to legalize child labor from the age of 10.
A. Bolivia
B. Colombia
C. Peru
D. Ecuador
Recently, Bolivia became the first country to legalize child labor from the age of 10. While this may seem unconscionable to certain
readers throughout the world, lawmakers argue that this law is meant to protect children who are going to be in the workplace—
whether it is legal or not.

Blooms: Remember
Difficulty: 1 Easy
Topic: The Case of Child Labor
6-24
Education.
47. The Title VII of the _____, passed in 1964, created the prohibited classes of discrimination.
A. International Labor Act

B. United States Civil Rights Act
C. Equal Employment Opportunity Commission Act
D. Uniform Employment Termination Act
The courts have carefully construed legal precedent in the decades since Title VII of the United States Civil Rights Act was passed in
1964 and created the prohibited classes of discrimination.

Blooms: Remember
Difficulty: 1 Easy
Topic: Discrimination
48. Jason, a Caucasian in his mid-thirties, is a high-ranking manager at an insurance firm. He is well qualified and has received
multiple accolades for his good work. When the firm receives news of potential business from a corporation that has primarily Africa
American stakeholders, Jason gets overlooked and the opportunity to handle this account is given to his colleague, Dwayne, who is of
African American descent. In this scenario, Jason is a victim of _____.
B. affirmative action
C. inverse discrimination
D. backward discrimination
In this scenario, Jason is a victim of reverse discrimination. Reverse discrimination is discrimination against those traditionally
considered to be in power or the majority, such as white men.
AACSB: Diversity
AACSB: Reflective Thinking
Blooms: Apply
Difficulty: 3 Hard
Learning Objective: 06-13 Explain the benefits and challenges of diversity for the workplace.
Topic: Affirmative Action
49. Which of the following is an example of reverse discrimination in America?
A. An African-American interviewer rejects an African-American interviewee based on ethnicity.

B. A female interviewer rejects a male interviewee because of gender.
C. A white interviewer rejects an African-American interviewee based on ethnicity.
D. A female interviewer rejects a female interviewee because of gender.
Reverse discrimination is discrimination against those traditionally considered to be in power or the majority, such as white men.
AACSB: Diversity
Blooms: Apply
Difficulty: 3 Hard
6-25
Education.
50. An organization hires a lot of African-American women and a few disabled people in an attempt to avoid discrimination suits filed
against it. Which of the following is most likely to occur?
A. The performance of the organization will increase.

B. The organization will win an award for equity.
C. There will be an increase in the number of diversity training sessions.
D. A white man or a woman will file a reverse discrimination suit.
Discrimination against those traditionally considered to be in power or the majority, such as white men, is termed reverse
discrimination. A business that intentionally seeks to hire a candidate from an underrepresented group might be seen as discriminating
against white males, for example.
AACSB: Diversity
Blooms: Apply
Difficulty: 3 Hard
51. Which of the following refers to a policy or a program that tries to respond to instances of past discrimination by implementing
proactive measures to ensure equal opportunity today?
A. Gentrification
B. Bully Broads
C. Just cause
D. Affirmative action
The term affirmative action refers to a policy or a program that tries to respond to instances of past discrimination by implementing
proactive measures to ensure equal opportunity today.

Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 06-14 Define affirmative action and explain the three ways in which affirmative action may be legally permissible.
52. All of the following are ways through which affirmative action can arise at the workplace except:
A. legal requirements.
B. judicial affirmative action.
C. consultant based affirmative action.
D. voluntary affirmative action plans.
Affirmative action arises in the workplace in three ways. The first way is through legal requirements. Courts may also require what is
termed "judicial affirmative action" in order to remedy a finding of past discrimination. A third form of affirmative action involves
voluntary affirmative action plans.

Blooms: Remember
Difficulty: 1 Easy
6-26
Education.
53. The law relating to affirmative action applies only to about 20 percent of the workforce who are subject to Executive Order 11246,
which requires affirmative action efforts to ensure equal opportunity. Which of the following is required by courts in order to remedy
a finding of past discrimination when Executive Order 11246 is not applicable?
A. Voluntary affirmative action

B. Judicial affirmative action
C. Quasi-affirmative action
D. Executive affirmation action
Much of the law relating to affirmative action applies only to about 20 percent of the workforce; however, those employees of federal
contractors with 50 or more employees are subject to Executive Order 11246, which requires affirmative action efforts to ensure equal
opportunity. Where Executive Order 11246 does not apply, courts may also require what is termed "judicial affirmative action" in
order to remedy a finding of past discrimination.

Blooms: Remember
Difficulty: 1 Easy
54. Which of the following affirmative action plans would include training plans and programs, focused recruiting activity, or the
elimination of discrimination?
A. Quasi-affirmative action
B. Executive affirmation action
C. Judicial affirmative action
D. Voluntary affirmative action
A form of affirmative action involves voluntary affirmative action plans employers undertake to overcome barriers to equal
opportunity. These might include training plans and programs, focused recruiting activity, or the elimination of discrimination that
might be caused by hiring criteria that exclude a particular group.

Blooms: Remember
Difficulty: 1 Easy
55. A claim which states that people who ‘pay' for wrongs are unfairly burdened and should not bear the responsibility for the acts of
others is opposing _____.
B. judicial activity within organizations
C. affirmative action
D. authoritative leadership
Opponents to affirmative action argue that it translates into current punishment of past wrongs and therefore is inappropriately placed
because those who "pay" for the wrongs are unfairly burdened and should not bear the responsibility for the acts of others.

Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 06-15 Articulate the basic guidelines for affirmative action programs.
6-27
Education.
Fill in the Blank Questions
56. The doctrine of _____ holds that, unless an agreement specifies otherwise, employers are free to fire an employee at any time and
for any reason.
Ans: employment at will
Employment at will (EAW) holds that, in the absence of a particular contractual or other legal obligation that specifies the length or
conditions of employment, all employees are employed "at will." This means that, unless an agreement specifies otherwise, employers
are free to fire an employee at any time and for any reason.
Blooms: Remember
Difficulty: 1 Easy
57. EAW is the default position on which courts will rely until and unless an exception can be demonstrated. The burden of proof lies
with the dismissed employee to show that she or he was unjustly or illegally fired. Due process and _____, whether instituted as part
of internal corporate policy or through legislation, would reverse this burden of proof and require employers to show cause to justify
the dismissal of an employee.
Ans: just cause
EAW is the default position on which courts will rely until and unless an exception can be demonstrated. The burden of proof lies with
the dismissed employee to show that she or he was unjustly or illegally fired. Due process and just cause, whether instituted as part of
internal corporate policy or through legislation, would reverse this burden of proof and require employers to show cause to justify the
dismissal of an employee.
Blooms: Remember
Difficulty: 1 Easy
Ans: instrumental
have been earned had that person lived. But these lost wages do not measure the intrinsic value of the life, something that financial
compensation simply cannot replace.
Blooms: Remember
Difficulty: 1 Easy
6-28
Education.
59. For employee health and safety in the workplace, _____ are determined by comparing the probabilities of harm involved in
various activities.
Ans: relative risks
For employee health and safety in the workplace, "risks" can be defined as the probability of harm, and "relative risks" is determined
by comparing the probabilities of harm involved in various activities.
Blooms: Remember
Difficulty: 1 Easy
60. In 1970, the U.S. Congress established the _____ and charged it with establishing workplace health and safety standards.
Ans: Occupational Safety and Health Administration (OSHA)
In 1970, the U.S. Congress established the Occupational Safety and Health Administration (OSHA) and charged it with establishing
workplace health and safety standards.
Blooms: Remember
Difficulty: 1 Easy
61. A commitment to using _____ for setting standards would require that, once the standards are set, we adopt the least expensive
and most efficient means available for achieving those standards.
Ans: cost-effectiveness
A commitment to cost-effectiveness would require that, once the standards are set, we adopt the least expensive and most efficient
means available for achieving those standards.
Blooms: Remember
Difficulty: 1 Easy
62. The use of _____ analysis in setting workplace health and safety standards commits us to treating worker health and safety as just
another commodity, another individual preference, to be traded off against competing commodities.
Ans: cost-benefit
The use of cost-benefit analysis in setting workplace health and safety standards commits us to treating worker health and safety as
just another commodity, another individual preference, to be traded off against competing commodities.
Blooms: Remember
Difficulty: 1 Easy
6-29
Education.
63. _____ refers to the presence of differing cultures, languages, ethnicities, races, affinity orientations, genders, religious sects,
Ans: Diversity
Diversity refers to the presence of differing cultures, languages, ethnicities, races, affinity orientations, genders, religious sects,
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 06-12 Define diversity as it applies to the workplace.
Topic: Diversity
64. _____ is discrimination against those traditionally considered to be in power or the majority.
Ans: Reverse discrimination
Reverse discrimination is discrimination against those traditionally considered to be in power or the majority, such as white men.
Blooms: Remember
Difficulty: 1 Easy
65. The term _____ refers to a policy or a program that tries to respond to instances of past discrimination by implementing proactive
measures to ensure equal opportunity today.
Ans: affirmative action
proactive measures to ensure equal opportunity today.
Blooms: Remember
Difficulty: 1 Easy
6-30
Education.
Essay Questions
66. Describe in brief the two approaches to employee treatment discussed in this chapter.
There are two very distinct, and sometimes competing, perspectives on the ethics of workplace relationships. On one hand, employers
might decide to treat employees well as a means to produce greater workplace harmony and productivity. This approach, focusing on
end results, could be reminiscent of the utilitarian ethics. Research suggests that effective firms are characterized by a set of common
practices, all of which involve treating employees in humane and respectful ways. Though it is a relatively new area of research,
studies suggest that managers can have a significant impact on the emotions of their workers, and this impact can greatly affect
productivity and loyalty, as well as perceptions of fairness, care, and concern.
On the other hand, of course, employers might treat employees well out of a Kantian sense of duty and rights, regardless of the either
utilitarian or self-interested productivity consequences. This deontological approach emphasizes the rights and duties of all employees,
and treating employees well simply because "it is the right thing to do." Defenders of employee rights argue that rights should protect
important employee interests from being constantly subjected to utilitarian and financial calculations. This sense of duty might stem
from the law, professional codes of conduct, corporate codes of conduct, or such moral principles as fairness, justice, or human rights
on the part of the organization's leadership.
Blooms: Understand
67. Correlate the right of due process to the workplace.
Philosophically, the right of due process is the right to be protected against the arbitrary use of authority. In legal contexts, due process
refers to the procedures that police and courts must follow in exercising their authority over citizens. Few dispute that the state,
through its police and courts, has the authority to punish citizens. This authority creates a safe and orderly society in which we all can
live, work, and do business. But that authority is not unlimited; it can be exercised only in certain ways and under certain conditions.
Due process rights specify these conditions.
Similarly, due process in the workplace acknowledges an employer's authority over employees. Employers can tell employees what to
do and when and how to do it. They can exercise such control because they retain the ability to discipline or fire an employee who
does not comply with their authority. Because of the immense value that work holds for most people, the threat of losing one's job is a
powerful motivation to comply. However, basic fairness—implemented through due process—demands that this power be used justly.
Blooms: Understand
6-31
Education.
68. Discuss the various aspects associated with employment at will (EAW).
Employment at will (EAW) holds that, in the absence of a particular contractual or other legal obligation that specifies the length or
conditions of employment, all employees are employed "at will." In the same manner, an EAW worker may opt to leave a job at any
time for any reason, without offering any notice at all; so the freedom is theoretically mutual.
The ethical rationale for EAW, both historically and among contemporary defenders, has both utilitarian and deontological elements.
EAW was thought to be an important management tool. Total discretion over employment gives managers the ability to make efficient
decisions that should contribute to the greater overall good. It was thought that the manager would be in the best position to know
what was best for the firm and that the law should not interfere with those decisions. Another basis for EAW was the rights of private
property owners to control their property by controlling who works for them.
Both legal and ethical analyses of these claims, however, demonstrate that there are good reasons to limit EAW. Even if EAW proved
to be an effective management tool, justice demands that such tools not be used to harm other people. Further, even if private property
rights grant managers authority over employees, the right of private property itself is limited by other rights and duties. Also, though
the freedom to terminate the relationship is theoretically mutual, the employer is often responsible for the employee's livelihood, while
the opposite is unlikely to be true; the differential creates an unbalanced power relationship between the two parties.
Blooms: Understand
69. Discuss the crucial aspect of employment at will (EAW) where it is given first preference.
EAW has priority unless the employee can prove that her or his case falls under one of the exceptions. That is, EAW is the default
position on which courts will rely until and unless an exception can be demonstrated. The burden of proof lies with the dismissed
employee to show that she or he was unjustly or illegally fired.
Due process and just cause, whether instituted as part of internal corporate policy or through legislation, would reverse this burden of
proof and require employers to show cause to justify the dismissal of an employee.
Blooms: Understand
6-32
Education.
70. Discuss in brief the guidelines suggested for tackling downsizing within an organization.
First, the decision regarding downsizing should be made by a representative group so that all stakeholder interests can be considered
and to earn the trust of those who will be impacted. The facts should be collected and issues should be determined. Since employees
should be kept aware of business conditions, the need for a downsizing effort should not come as a great surprise. However, the
question of notice is debatable.
Once the stakeholders are identified, it will be vital to enumerate any and all possible options with regard to the downsizing efforts
and to catalog the impact of each option on each group of stakeholders. When a firm decides to downsize, as with any other
termination it is critical to lessen the impact as much as possible and to allow the terminated employees to depart with dignity. Above
all, during a time when relationships might be strained, it is critical to be honest and forthright and to be sensitive to the experiences of
those who will be affected.
From a legal perspective, the decision about whom to include in a downsizing effort must be carefully planned. If the firm's decision is
based on some criterion that seems to be neutral on its face, such as seniority, but the plan results in a different impact on one group
than another, the decision may be suspect.
Blooms: Understand
Topic: Downsizing
71. Discuss the issue of giving notice to the employees about organizational downsizing.
It can be argued that a firm should give notice of an intent to downsize as soon as the need is determined, and let those who will be
impacted know who will be let go as soon as that list is devised. On the other hand, the uncertainty and rumors that are sure to develop
between the announcement of downsizing and the decision about who will be terminated may outweigh the benefits gained in early
notification. In addition, workers may interpret early notice as an effort to get the most out of them before departure rather than an
effort to allow them time to come to grips with the loss of their jobs.
Blooms: Understand
Topic: Downsizing
6-33
Education.
72. Correlate health and safety issues at workplace with ideals.
Like work, health and safety are "goods" that are valued both as a means for attaining other valuable ends and as ends in themselves.
Whatever else we desire out of life, being healthy and safe makes it much more likely that we will be capable of attaining our ends. In
this sense, health and safety have a very high instrumental value since part of their value derives from the fact that we use them to
attain other things of value. Insurance therefore seeks to compensate workers for injuries they incur by paying the employees for the
wages they lost as a result of being unable to work.
Yet health and safety are also valuable in and of themselves. They have intrinsic value in addition to their instrumental value. To
understand this distinction, consider how one might respond to the question of how much her or his life is worth. The life of one who
dies in a workplace accident has instrumental value that can be measured, in part, by the lost wages that would have been earned had
that person lived. But these lost wages do not measure the intrinsic value of the life, something that financial compensation simply
cannot replace.
If "healthy" is taken to mean a state of flawless physical and psychological well-being, arguably no one is perfectly healthy. If "safe"
means completely free from risk, certainly no workplace is perfectly safe. If health and safety are interpreted as ideals that are
impossible to realize, then it would be unreasonable to claim that employees have a right to a healthy and safe workplace.
Blooms: Understand
73. Explain the various problems associated with workplace health and safety as a market controlled approach.
The free market approach has a number of serious problems. First, labor markets are not perfectly competitive and free. Employees do
not have the kinds of free choices that the free market theory would require in order to attain optimal satisfactions—though
enlightened self-interest would be a valuable theory to introduce and apply in this environment, it is unrealistic to presume employees
always have the choices available to them that make it possible.
Second, employees seldom, if ever, possess the kind of complete information efficient markets require. If employees do not know the
risks involved in a job, they will not be in a position to freely bargain for appropriate wages and therefore they will not be in a position
to effectively protect their rights or ensure the most ethical consequences. This is a particular concern when we recognize that many
workplace risks are in no sense obvious.
Such market failures can have deadly consequences when they involve workplace health and safety issues. Another issue is the aspect
of the "first generation" problem. The means by which the market gathers information is by observing the harms done to the first
generation exposed to imperfect market transactions. In effect, markets sacrifice the first generation in order to gain information about
safety and health risks. To the degree that these are important questions that ought to be asked, individual bargaining will fail as an
ethical public policy approach to worker health and safety.
Blooms: Understand
6-34
Education.
74. How do mandatory government standards work?
Mandatory government standards address most of the problems raised against market strategies. Standards can be set according to the
best available scientific knowledge and thus overcome market failures that result from insufficient information. Standards prevent
employees from having to face the fundamentally coercive choice between job and safety. Standards also address the first generation
problem by focusing on prevention rather than compensation after the fact. Finally, standards are fundamentally a social approach that
can address public policy questions ignored by markets.
Blooms: Remember
Difficulty: 1 Easy
75. Explain the concept of standards and cost-benefit analysis. Discuss the advantages of cost-effectiveness as against the cost-benefit
analysis.
In 1970, the U.S. Congress established the Occupational Safety and Health Administration (OSHA) and charged it with establishing
workplace health and safety standards. The "feasibility" approach allows OSHA to make trade-offs between health and economics, but
it is prejudiced in favor of health and safety by placing the burden of proof on industry to show that high standards are not
economically feasible. Some critics charge that this approach does not go far enough and unjustly sacrifices employee health and
safety. From that perspective, industries that cannot operate without harming the health and safety of its employees should be closed.
But the more influential business criticism has argued that these standards go too far. Critics in both industry and government have
argued that OSHA should be required to use cost-benefit analysis in establishing such standards. From this perspective, even if a
standard is technologically and economically feasible, it would still be unreasonable and unfair if the benefits did not outweigh the
costs.
Using cost-benefit analysis to set standards, in effect, returns us to the goals of the market-based, individual bargaining approach.
Rejecting cost-benefit analysis in setting standards is not the same as rejecting cost-effective strategies in implementing those
standards. A commitment to cost-effectiveness would require that, once the standards are set, we adopt the least expensive and most
efficient means available for achieving those standards. Cost-benefit analysis, in contrast, uses economic criteria in setting the
standards in the first place. It is cost-benefit, not cost-effectiveness, analysis that is ethically problematic. The use of cost-benefit
analysis in setting workplace health and safety standards commits us to treating worker health and safety as commodity, another
individual preference, to be traded off against competing commodities. Cost-benefit analysis requires that an economic value be
placed on one's life and bodily integrity.
Blooms: Understand
6-35
Education.
76. Contrast the two dominant perspectives on sweatshops.
Some contend that the exploitation of cheap labor allows developing countries to expand export activities and to improve their
economies. This economic growth brings more jobs, which will cause the labor market to tighten, which in turn will force companies
to improve conditions in order to attract workers. Several commentators argue that encouraging greater global production will create
additional opportunities for expansion domestically, providing a positive impact on more stakeholders. Though it is an unpopular
sentiment with the general consuming public, many economists argue that the maintenance of sweatshops is therefore supported by
economic theory. Indeed, even the term ‘sweatshops' remains open to debate.
On the other hand, opponents to this perspective argue that allowing this process to take its course will not necessarily lead to the
anticipated result, just as voluntarily improving legal compliance, wages, and working conditions will not inevitably lead to the
negative consequences the free market advocates threaten.
Blooms: Understand
Topic: Global Applications: The Global Workforce and Global Challenges
77. What are the different ways in which women experience discrimination at the workplace?
Women often face challenges that are distinct from those faced by men. For instance, women and men are both subject to gender
stereotyping, but suffer from different expectations in that regard. Unemotional men are viewed in positive terms: going after what
they want, not letting anything get in their way, and so on.
Blooms: Understand
Learning Objective: 06-11 Describe the argument for a market-based resolution to workplace discrimination.
Topic: Discrimination
78. Summarize the influences of diversity within a workplace.
Diversity refers to the presence of differing cultures, languages, ethnicities, races, affinity orientations, genders, religious sects,
abilities, social classes, ages, and national origins of the individuals in a firm. Diversity has brought benefits to the workplace, but
diversity efforts have also created new conflicts. Keeping in mind the definition of diversity, it is important to realize that when a firm
brings together individuals with these (or other) differences—often exposing these individuals to such differences for the first time—
areas of tension and anxiety may emerge. In addition, the organization is likely to ask its employees to work together toward common
goals, on teams, in supervisory or subordinate roles, and in power relationships, all requests that might lead to conflicts or tension
even without additional stressors such as cultural challenges.
Diversity can potentially increase several areas of values tension. Where differences are new or strong and where negative stereotypes
previously ruled interaction between particular groups, sensitivity to the potential for conflict is necessary. Another concern involves
integrating diverse viewpoints with a preexisting corporate culture. It is not discriminatory to refuse to hire someone about whom you
simply have a "bad feeling," unless that bad feeling is based on their difference in race or gender. On the other hand, it is vital to be
wary of prejudgments based solely on differences in interpretations of culturally based standards.
The cost of ignoring diversity is high, not only in terms of losses of productivity, creativity, and other performance-based measures,
but also in terms of legal liability.
Blooms: Understand
Topic: Diversity
6-36
Education.
79. What is affirmative action?
proactive measures to ensure equal opportunity today. It may take the form of intentional inclusion of previously excluded groups in
employment, education, or other environments.
Blooms: Understand
80. Discuss the various ways through which affirmative action can arise within a workplace.
Affirmative action arises in the workplace in three ways. The first way is through legal requirements. Much of the law relating to
affirmative action applies only to about 20 percent of the workforce; however, those employees of federal contractors with 50 or more
employees are subject to Executive Order 11246, which requires affirmative action efforts to ensure equal opportunity. Second, where
Executive Order 11246 does not apply, courts may require what is termed "judicial affirmative action" in order to remedy a finding of
past discrimination. A third form of affirmative action involves voluntary affirmative action plans employers undertake to overcome
barriers to equal opportunity. These might include training plans and programs, focused recruiting activity, or the elimination of
discrimination that might be caused by hiring criteria that exclude a particular group.
A demonstrated underrepresentation of a particular group or a finding of past discrimination is required to justify affirmative action
efforts under either of these latter two options.
Blooms: Understand
6-37
Education.
Chapter 06 Ethical Decision Making: Employer Responsibilities and Employee Rights
Summary
Category # of Questions
AACSB: Analytical Thinking 76
AACSB: Diversity 3
AACSB: Reflective Thinking 3
AACSB: Remember 1
Accessibility: Keyboard Navigation 55
Blooms: Apply 3
Blooms: Remember 44
Blooms: Understand 33
Difficulty: 1 Easy 44
Difficulty: 2 Medium 33
Difficulty: 3 Hard 3
Learning Objective: 06-01 Discuss the two distinct perspectives on the ethics of workplace relationships. 6
Learning Objective: 06-02 Explain the concept of due process in the workplace. 8
Learning Objective: 06-03 Define employment at will (EAW) and its ethical rationale. 4
Learning Objective: 06-04 Describe the costs of an EAW environment. 5
Learning Objective: 06-06 Discuss whether it is possible to downsize in an ethical manner. 7
Learning Objective: 06-07 Explain the difference between intrinsic and instrumental value in terms of health and safety. 5
Learning Objective: 06-08 Describe the "acceptable risk" approach to health and safety in the workplace. 11
Learning Objective: 06- 16
09 Describe the nature of an employer's responsibility with regard to employee health and safety and why the market is not the
most effective arbiter of this responsibility.
Learning Objective: 06-10 Explain the basic arguments for and against regulation of the global labor environment. 5
Learning Objective: 06-11 Describe the argument for a market-based resolution to workplace discrimination. 1
Learning Objective: 06-12 Define diversity as it applies to the workplace. 1
Learning Objective: 06-13 Explain the benefits and challenges of diversity for the workplace. 5
Learning Objective: 06- 7
14 Define affirmative action and explain the three ways in which affirmative action may be legally permissible.
Learning Objective: 06-15 Articulate the basic guidelines for affirmative action programs. 1
Topic: Affirmative Action 12
Topic: Discrimination 2
Topic: Diversity 2
Topic: Downsizing 4
Topic: Due Process and Just Cause 16
Topic: Ethical Issues in the Workplace: The Current Environment 6
Topic: Global Applications: The Global Workforce and Global Challenges 2
Topic: Health and Safety 8
Topic: Health and Safety as Acceptable Risk 10
Topic: Health and Safety as Government-Regulated Ethics 12
Topic: Health and Safety as Market Controlled 4
Topic: The Case of Child Labor 2
6-38
Education.
Another random document with
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The Project Gutenberg eBook of Nälkävuodet
1860-luvulla
This ebook is for the use of anyone anywhere in the United States
and most other parts of the world at no cost and with almost no
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under the terms of the Project Gutenberg License included with this
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you are located before using this eBook.
Title: Nälkävuodet 1860-luvulla
Author: A. Meurman
Release date: December 16, 2023 [eBook #72436]
Language: Finnish
Original publication: Helsinki: Kansanvalistusseura, 1892
Credits: Jari Koivisto
*** START OF THE PROJECT GUTENBERG EBOOK

NÄLKÄVUODET 1860-LUVULLA ***
NÄLKÄVUODET 1860-LUVULLA
Kirj.
A. Meurman
Helsingissä, Kansanvalistus-seuran kustantama, 1892.
SISÄLLYS:
Alkulause
I. Taloudellinen asema ennen vuotta 1867.
II. Taloudellinen asema 1867.
III. Walmistukset 1867.
IV. Kunnalliset aputoimet.
V. Yleiset työt.
VI. Waltiovarat ja rahanhankkeet.
VII. Waltion Wilja- ja siemenkauppa.
VIII. Riihimäen—Pietarin rautatie.
IX. Yksityisten ponnistukset.
X. Kerjäläiset.
XI. Kuolevaisuus 1868.
XII. Kuinka kansa kesti koettelemuksessa.
XIII. 1867 vuoden merkitys.
XIV. Jälkimaininkia.
Alkulause.
Mainittaessa vuotta 1867 tuntuu toimi-ijässä silloin olleesta

sukupolvesta ikään kuin koskettaisiin vielä kivistävään haavaan;
nuoremmissa synnyttää se jonkummoisen hämärän aavistuksen
vuodesta, jolloin jäitä kuljettiin Kesäkuussa, "keväästä joka ei
koskaan tullut" ja halloista, jotka turmelivat puolikypsyneet viljat
Syyskuun alkupuolella. Historiassamme tulee se olemaan lehtenä,
joka niin monien muiden synkkien kohtaloidemme kertomusten
kanssa, osottaa kuinka Suomen kansa jaksaa kovat kestää, käydä
sankaritaistelua oman itsensä pelastamiseksi ja paremman kohtalon
valmistamiseksi nouseville sukupolville. Mutta siksi oli tämä taistelu
ankara, ettei sen moninaisia opetuksia ja varoituksia saisi jättää
unohdukseen. Sen lähimmäiset seuraukset olivatkin sitä laatua, että
syystä voidaan sanoa 1867 vuoden kadon muodostaneen tuntuvan
käännekohdan taloudellisissa oloissamme. Warmaankin ansaitsee
sentähden sen aikuiset olot ja tapaukset tulla muistossa säilytetyiksi,
semmenkin koska käsitys niiden oikeasta laadusta näkyy jotensa
himmentyneeltä. Seuraaville lehdille antanevat jotakin arvoa ainakin
niihin sieltä täältä kootut viralliset tiedonannot, jotka, vaikka eivät
olekaan vaikeita joka miehen löytää, kuitenkaan eivät ole yleisesti
huomattuja. Niiden kokoonpano ja niistä johdetut johtopäätökset sitä
vastaan saattavat kyllä olla vaillinaiset, mutta niiden kirjoittaja voi
kuitenkin sanoa: "olinhan siellä minäkin".
Likimpänä aiheena näiden muistelmien kirjoittamiseen on ollut
täällä viime syksynä ilmaantunut herra K.A. Tavaststjernan
kaunokirjallinen teos "Hårda tider" (Kovia aikoja), joka kokonaan
liikkuu mainitun 1867 vuoden vaiheilla, ja johon otsakirjoituskin
viittaa. Mitä ansioita tällä teoksella muutoin lieneekin, käsitellään
siinä kuitenkin historiallisia tosi-asioita jotensakin pintapuolisesti.
Waikka novelli ei suinkaan ole historiaa, niin on taiteilijan oikeudella
muodostaa historialliset tapaukset oman mielensä mukaan sittenkin
rajansa.
Ettei kirjan tekijä omasta näkemästänsä tunne noita kauheita

aikoja, se ei ole hänen syynsä; mutta luullakseni hänen ei olisi
pitänyt perustaa koko kumoustansa löyhiin, napiseviin juorupuheisin.
Ei olisi ollut kovinkaan vaikeata hankkia luotettavampia tietoja.
Novelli lienee tosin kirjoitettu ulkomailla, mutta sillä ei käyne
tosiasiain määrittämistä puolustaminen, semminkin koska
kertomuksen pääjuoni ei kaipaa noita nälkävuosia takalikkonakaan.
Nuo surkeat ajat olisivat kyllä erikseen antaneet arvokasta pohjaa
toisenlaatuisille tauluille ja kuvauksille, kuin mitä puheena oleva
novelli tarjoo.
Ainakin ne lukijat, jotka mainittuna suruvuotena 1867 elivät,

kärsivät ja toimivat, tuntevat itsensä petetyiksi, kun vertaavat omia
muistelmiansa niihin kuvauksiin, joita näiden "kovien aikojen"
kaunotaiteellinen esittäjä heille antaa. Semmoinenko sitten olikin tuo
Suomen kansan sankaritaistelu!
Kenties syntyy pettymys osaksi eri käsityksestä siitä, mitä

kirjoitustapaa tulee käyttää semmoisten tapausten kuvaamisessa. Ei
tahdo oikein miellyttää nuo tavalliset: "talonpoikaisfilosofia",
"talonpoikaisvaisto", "talonpoikaishössö", joilla nimillä tekijä,
arvattavasti tarkoittanee sitä altistusta ja Jumalan tahdon alle
nöyrtymistä, joita hän on huomannut suomalaisessa kansassa.
Ikävä kyllä edustaa kirjassa tätä samaa kansaa ainoastaan kaksi

siveellisen rappeutumisen alhaisimmalla kannalla seisovaa
pohjalaista. Joskus sattuu kyllä tekijä vakuuttamaan lukijata
suomalaisen hyvistäkin ominaisuuksista. Mutta ne ovat pelkkiä
vakuutuksia. Elävinä esimerkkeinä emme näe yhtäkään, ja lukija
tuskin voi tulla muuhun käsitykseen kuin: semmoisia roistoja ne ovat.
Saarijärven Paavosta ei näy vivahdustakaan. Ja olisivathan nuo
kamalat ajat kuitenkin voineet antaa aihetta suurenmoisiin
kuvauksiin, jos kirjantekijä olisi kyennyt perehtymään silloisiin oloihin,
jos hän olisi jättänyt kaikenlaiset Toreldit, Blumit ja insinöörit
parempia aikoja varten, ja yksinomaan astunut itse kansan elämään,
sen jalojen ja, olkoonpa, sen huonojenkin, edustajien keskuuteen.
Ensimmäisen hallayön aamu antaa tekijälle aihetta varsin

taiteelliseen luonnonkuvaukseen, mutta ihmiset siinä ovat
pelkästään vähäpätöisenä sivuseikkana, ainakin siksi kun "aamun
kuningatar, aurinko, näki varsin suuren kaupungin Suomenlahden
rannalla, silmiä häikäisevine valkoisine seinineen, joiden sisäpuolella
viisaat herrat vetivät vanhurskasten unta leveillä vuoteillaan,
varmoina siitä, että he olivat tehneet kaikki, mitä oli mahdollista
kansan kohtalon lievittämiseksi, kun olivat käskeneet arkkipiispaa
kansan parissa rukoilemaan Jumalalta hyvää vuodentuloa, jonka
mahdollisuutta he olivat epäilleet siitä saakka kun suvi välittömästi
seurasi talven perässä. Turhaan tähysteli aurinko löyhäksensä
jotakin levottomuutta tuon suuren kaupungin pyöreillä katukivillä.
Wasta myöhään aamulla nousi huolettomia henkilöitä vuoteiltaan,
tietämättä mitään yön tuhotöistä."
Tämä ei ole ainoa paikka, jossa tekijä ilkkuen moittii hallituksen
toimettomuutta ja kansan rukouksia. "Hallitus — no sillähän oli
kielipolitikinsa ja rautatienrakennus ajatuksissa. Kyllähän sille
monenmoisissa lähetyskirjeissä ilmoitettiin, että vuodentulon toiveet
olivat äärettömän synkkiä, ja vaadittin, että hallituksen
välttämättömästi pitäisi ryhtyä suuriin viljanostoihin ulkomailta. Mutta
koska niissä puhuttiin ainoastaan epämääräisistä varomisista, ja
kartettiin varsinaisten ehdotusten tekemistä, siinä luulossa, että tuo
maanisällinen viisaus tuntisi itseänsä loukatuksi yksityisten
innokkaista neuvoista, niin pistivät korkeimmat asianomaiset
lähetyskirjeet viheriäisen veran alle. Sen jälkeen tekivät he suuren ja
juhlallisen päätöksen. Lähetettiin virkakirje arkkipiispalle, jossa häntä
Keisarin nimessä käskettiin koettaa välttää uhkaavaa hätää
kääntymällä Ainoan Kaikkivaltiaan puoleen erityisellä rukouksella,
joka oli luettava kirkoissa kaikkina sunnuntaina suven loppupuolella."
Mutta pitkäksi tulisi kertoa kaikkea sitä ivaa, jolla tekijä rankaisee
hallituksen toimettomuutta ja erittäinkin tuota hänen
mielikuvituksessaan syntynyttä jokasunnuntaista rukoilemista.
Jos hallitus todellakin olisi ollut siksi toimeton, kuin miksi sitä on
hra T:lle kuvailtu, niin olisi hänen inhonsa luonnollinen. Mutta hän ei
sittenkään ole valinnut oikeaa tapaa kertomisessa. Jos olisi hänen
sydämensä ollut mukana, olisi hän ankarasti, mutta surren
tuominnut, eikä ivalla ja pilkalla kostanut sitä lisäonnettomuutta, että
Suomen kansan asioita johtamassa oli niin surkeasti
kykenemättömät miehet.
Sama mahdottomuus tekijässä kohoamaan tehtävänsä tasalle ja

asettumaan oikeaan mielentilaan ilmaantuu kyllä usein. "Olihan",
sanoo hän, "kuolemakseen uupuneita, nälkääntyneitä, jotka olivat
jääneet yksin eivätkä jaksaneet raahata itseänsä johonkin
säädylliseen paikkaan kuollaksensa, vaan jotka jäivät — sans facon
'Kursailematta', 'pitkittä mutkitta' — kinoksiin." En luule, että nuo
veltot ranskalaiset sanat ikänä olisivat tässä kohden joutuneet
ranskalaisen kirjailijan mieleen. Kyllä olisimme saaneet lukea
kertomuksia, jotka olisivat viiltäneet sydäntämme, tahi ainakin,
niinkuin omassa kirjallisuudessamme, jossa kyllä on lukuisia
samanlaatuisia kuvauksia, ainakin jollakin lohduttamalla aatteella
ylentäneet mieltämme.
Helppo on huomata minkälaisten miesten suista hra T. on

ammentanut tietonsa hallituksen toimista 1867. Wielähän nytkin on
niitä, jotka Snellmanista tietävät ainoastaan, että hän oli "kurja
puoluemies", joka ajoi yksinomaan "kielipolitikiansa." Tämä
katsantotapa pyytää hra T:n novellissa kansalaisoikeutta Suomessa.
Minä luulen velvollisuudekseni kieltää sitä siltä historiallisten
asiakirjain nojalla. Mutta kylläpä on neljäsosa vuosisataa tyystin
lakaissut pois 1867 vuoden tapaukset nuoren sukupolven muistosta.
I.
Taloudellinen asema ennen vuotta 1867.
Tavallisesti mainitaan vuosi 1856 ensimmäisenä siinä pitkässä

nälkävuosien sarjassa, joka loppui vasta jälkeen vuoden 1867. Mutta
huomattava on, että saamme siirtyä hyvin kauaksi ajassa, ennenkuin
löydämme vuosia, jolloin hallitus ei olisi ryhtynyt jonkinmoisiin
aputoimiin maamme pohjois-osissa, semminkin Kuopion läänissä.
Luonnollista onkin, että se lukuisa irtain väestö, joka ei saa
vuosipalvelusta tahi ei rupea siihen, joka ei tunne oman asumuksen
tarvetta, tahi ei ole mahdollinen sitä hankkimaan itsellensä, jolla ei
ole edes omia vaatteita, vaan joka käyttää työnantajan repaleita,
alituisesti elää surkeassa puutteessa, ja joutuu todelliseen hätään,
kun vuodentulo, vaikkapa vain paikallisesti, on niukempi. Mitkä syyt
vaikuttanevat, että tämmöinen irtain, jopa alaston väestö on
olemassa juuri Kuopion läänissä, jossa maata luulisi löytyvän yllin
kyllin, sitä ei liene helppo saada selville. Ja onhan ehdotettu ja
mietitty jos jotakin keinoa, jolla tämä surkuteltava epäkohta saataisiin
korjatuksi. Mutta joko ei ole ryhdytty tarpeeksi ponteviin ja kestäviin
toimiin, taikka on mahdottomuuksia kohdannut; pääasia se, etteivät
olot ole sanottavasti parantuneet. Ehkä onkin liiallista vaatia näin
syvälle vajonneelta väestöltä mitään itsetoimintaa ja tulevaisuuden
ajattelemista. Mutta varma on, että kaikki toimet sen auttamiseksi,
joka ei yritä auttaa itseänsä, jäävät tehottomiksi, ryhtyköön niihin
hallitus tahi yksityiset.
Sikäläiset olot kuvataan tavallisesti näin: Nuorena ja ilman

vähinpiäkään varoja rakennetaan avioliittoja. Asumus etsitään
talollisten uuninpankolla tahi saunassa. Elatusta ensitarpeeksi
saadaan lainaamalla jyviä ensi suvena suoritettavan työn varalta.
Tietystikin kuluvat sitten ensi suven työn ansiot velkain maksuihin ja
elatukseen, niin että toinen talvi aljetaan yhtä turvattomina, ja kurjuus
karttuu mitä lukuisemmaksi lapsilauma, tuomittuna samanlaiseen
tulevaisuuteen, kasvaa.
Tämmöisissä oloissa oli puute jokapäiväinen, ja ainoastaan

kuvernöörien kertomuksista riippui minkälaiseksi sitä hallitukselle
kuvattiin. Ja täytyihän kuvernöörin pitää alustalaisistaan huolta.
Seurauksena oli että avuntoimet pohjoisissa lääneissä muuttuivat
melkein pysyväiseksi valtiomenoksi. Saatiinkohan niillä 10,000
markan avunteoilla, joita tavallisesti käytettiin, mitään todellista apua
puutteenalaisille toimeen, se jääköön sanomatta. Mutta se vaan on
varma, että sekä hallitus että väestö tottui pitämään hallituksen
velvollisuutena rientää apuun, missä ikinä sitä vain pyydettiin.
Semmoisella menetyksellä ei ainakaan amerikalaisia kasvateta.
Sääntönä oli niinikään talollistenkin velkaantuminen kruunulle. Jos
kruunu joskus tahtoi kiristää omansa takaisin, niin kyllä oli niitä, jotka
osasivat todistaa, että ajat olivat siksi vielä liiaksi kovat.
Varsinaisesti aloitti vuosi 1863 todellisten katovuosien sarjan.

Yleinen koko maassamme ei ollut tämäkään katovuosi, kovimmasti
koski se Pohjanmaata. Ponteviin rahankeräyksiin ryhdyttiin
yksityisten kesken ja hallituksen puolelta tarjottiin rahoja, yksistään
vuonna 1883 2,130,000 ruplaa, joko korottomasti taikka helpolla
korolla niille liikemiehille, jotka tahtoivat tuottaa viljaa kaupaksi. Tätä
samaa järjestelmää noudatti hallitus sittemmin seuraavinakin
vuosina aina 1867 vuoteen saakka. Niin järkevältä kuin tämä toimi
näyttikin, oli silläkin varjopuolensa. Kauppiaat, näet, tuottivat jauhoja
enemmän kuin mitä ainakin kovin tarve olisi vaatinut. Ne sentähden
tyrkyttivät viljansa lainaksi, kelle vain suinkin rohkenivat uskoa. Se
ajattelemattomuus, jolla meikäläiset tekevät velkoja, on kylliksi
tunnettu ja osoittautui silloinkin. "Kyllä nyt kelpaa elää", kuultiin joka
haaralta, "kun saa jauhomaton 12 kopekalla" (velkakirjan
karttamerkin hinnalla). Mutta maksu ei ollut yhtä helppo, ja venyi
vuosi vuodelta, kunnes vihdoin 1867 tosi tuli eteen. Silloin saatiin
taas kuulla, että tultaisiinhan sitä kutakuinkin toimeen, kunpa vaan
olisivat jääneet tekemättä nuo onnettomat velat, joita kauppamiehet
nyt, peläten velallisten lopullista maksunkykenemättömyyttä,
rupesivat joukottain hakemaan ulos. Nälkävuosi 1867 oli, kuten
tiedetään, lääninsihteerien kultavuosi. Hallitus sai puolestansa aika
läksytykset ennenaikaisista ja muka turhista avunhankkeistaan.
Mutta ulkopuolella tätäkin lainaliikettä saattoi se, joka oli likemmin

tutustunut yhteisen kansan taloudelliseen asemaan, helposti
huomata, että pula oli tulossa, sadosta huolimatta. Tosin ei voi
sanoa, että meidän kansamme siihen aikaan olisi elänyt kovin
äveriäästi. Mutta käsitys siitä, mitä on ylellisyydellä ymmärrettävä, on
varsin epämääräinen. Oikeastaan merkitsee kaiketi ylellisyys yli
varojen elämistä. Ja sitä vikaa kyllä meikäläisissä huomattiin. Kun
eivät varat riittäneet todellisiin tahi luultuihin tarpeisin, mitäs muuta,
"pisin sormi suuhun pistetään", ja mentiin lainaamaan. Harvan
velkakirjan näin minä siihen aikaan, josta säännöllisesti olisi korko
maksettu. Sitä useammin saapui velkoja ja velallinen luokseni
kymmenvuotisella velkakirjalla, pyytäen sitä uudistamaan lisäämällä
korot pääomaan ja jonkun kymmenkunnan ruplaa lisäksi vastaisia
tarpeita varten. Kun ei enää sekään keino auttanut, myytiin talo
pojalle tahi jollekin toiselle, jolla ei ollut muuta kuin velkakirja
tarjottavana. Myyjä pidätti itselleen tietysti runsaan eläkkeen, ja
semmoisia eläkkeen nauttijoita karttui taloon useampia, yhä
nuoremmalla ijällä. Itse velallinen useimmiten ei tuntenut velkansa
suuruutta.
Yhä huononevat vuodentulot rupesivat vihdoin tekemään aukkoa

tähän järjestelmään. Wasta perustetun Hypoteki-yhdistyksen lainat
olivat omiansa saattamaan aseman selville. Talollinen päätti muuttaa
häälyvät velkansa seisovaksi hypotekilainaksi. Kunpa vaan se
myönnetään, luvattiin jokaiselle velkojalle täysi suoritus. Mutta kun
laina oli saatu, huomattiin ettei se läheskään riittänyt kaikille
velkojille. Osattomiksi jääneet riensivät tietysti kohta hakemaan ulos
velkansa. Saatiin päätös, jonka nojalla irtain omaisuus ja kasvava
vilja myytiin riistokaupassa, ja puille paljaille jäänyt isäntä muuttui
työmieheksi, mutta hypotekiyhdistys sai korjata täydellisesti rappiolle
jääneen talon.
Yleisestikin oli maanviljelys mitä surkeimmalla kannalla, eikä se

voinutkaan parantua, kun taloudellisessa asemassamme oli
alituisesti vuotava haava: kotitarpeen viinanpoltto. Löytyi kuitenkin
järkeviäkin ihmisiä, jotka täydellä todella väittivät, että suomalaisen
maanviljelyksen kannattavaisuus riippui yksinomaan kotitarpeen
viinanpoltosta. Ei siis ihmettäkään, että talonpoikais-sääty 1863
vuoden valtiopäivillä varustautui miehuullisesti puolustamaan tätä
ainoata, mutta kallisarvoista etuoikeuttaan.
Puhumattakaan siitä äärettömästä aineen tuhlauksesta ja siitä

yleisestä juoppoudesta, joka oli seurauksena kotitarpeen
viinanpoltosta, ja jota paraiten käsittää siitä, että isännät juottivat
viinaansa puolituopittain palkollisillensa ja alustalaisilleen, ja että
piikain palkkaetuihin tavallisesti kuului oikeus polttaa joku määrä
viljaa viinaksi, esti sama kotitarpeen poltto muutoinkin
maanviljelyksen edistymistä. Kyllähän silloinkin ahkerasti opetettiin,
että "niitty on pellon emä", mutta hulluhan todellakin olisi ollut se
maanviljelijä, joka olisi pannut maansa heinäkasvulle, joka oli joutuva
järjettömien elukkain kitaan, kun kaura sitä vastoin juoksi kultavirtana
viinapannusta. Opit ja kehotukset jäivät siis tyhjinä houreina sikseen.
Ankarampaa saarnaa täytyi Suomen kansan saada kokea, ennen
kuin se taipui. Ne, jotka vielä uskovat, että Jumalan laupias käsi on
sitä johtanut, ne kiitollisuudella tunnustavat, että apu nytkin tuli
yhdennellätoista tunnilla. 1863 vuoden valtiopäivillä saatiin
kotitarpeenpoltto lakkautetuksi ja sillä aukaistuksi mahdollisuus
kansamme vastaiselle taloudelliselle vaurastumiselle.
II.
Taloudellinen asema 1867.
Kuten edellisessä kirjoituksessani olen koettanut osoittaa, oli

taloudellinen asema maassamme jo pitkiä aikoja ennen varsinaisia
katovuosia syvältä järkähytettynä. Miten ja missä määrässä
katovuodet vähitellen lisäsivät kurjuutta, käynee parhaiten selville
väkiluvun suhteista. Wiisivuosikkona 1860-1865 karttui väkiluku
keskimäärin 20,000 hengellä. Sopii siis pitää varmana, ettei
katovuosi 1862 vielä murtanut kansan yleistä taloutta. Mainittuna
vuonna ilmaantui jo Hämeesenkin yhä karttuvia laumoja kerjäläisiä,
paraasta päästä Pohjanmaalta ja myöskin Savosta. Mutta
vuodentulo oli kohtulainen keski- ja etelä-Suomessa, kulkevaiset
ruokittiin runsaasti, ja niiden luku ei ollut kuitenkaan siksi suuri, ettei
niiden hoidosta olisi voitu pitää kutakuinkin huolta.
Wuodesta 1865 alkoi nälkäkuume suuremmassa määrässä

vaatimaan uhria. Kuitenkin osoittavat sen vuoden väkiluettelot vielä
noin 17,000 syntynyttä enemmän kuin kuolleita. 1866 on
ensimmäinen vuosi, jolloin syntyneiden luku on vähempi kuin
kuolleiden, tosin ainoastaan 3,000 henkeä. Mutta jos arvelisimmekin
säännöllisen väenlisäyksen ainoastaan 17,000:ksi, niin nousee
puutteesen ja tauteihin kuolleiden todellinen luku 20,000:teen. Wuosi
1867, jolloin väestön toimeentulo riippui 1866 vuoden sadosta,
osoittaa jo kuolleiden voittopuolella 10,000 ihmistä, tahi edellisen
laskun mukaan noin 27,000 puutteesen ja tautiin uupunutta.
Tästä näkyy, että väestön kestämisen kyky oli jo ennen 1867

vuoden katoa suuressa määrässä heikontunut. Oli kyllä melkein yhtä
mittaa kotimaassa ja ulkomailla koottu varoja hätääntyneiden
auttamiseksi, oli hallituskin rahalainoilla kauppiaille edistänyt
viljantuontia, suoranaisia lainoja antanut kunnille ja yksityisille, ja
tyhjentänyt sekä makasininsa että rahavarastonsa. Mutta ei käy
väittäminen, että avut olisivat olleet ylenpalttiset, koska sittenkin
kuolon uhrit olivat hirvittävän lukuisat.
Yllämainitut kuolevaisuuden numerot osoittavat, että nälkätyfus jo

kahtena edellisenä vuotena ennen 1867 oli yleinen maassamme ja
raivosi valtavasti. Ei mikään ihmisvoima saanut sitä uutena ja
edellisiä kovempana kato-vuotena hillityksi. Wuosia jatkuneihin
avunhuutoihin ja keräyksiin oli jo kyllästytty, eikä maaseuduilla enää
ollut mahdollista saadakaan mitään kootuksi, koska
varakkaimmillakin oli yllin kyllin hätää torjuttavana lähimmäisessä
ympäristössänsä. Suoranaisien lainojen antamista kruunun puolelta
oli edellisinä vuosina käytetty, kenties väärinkäytettykin, siihen
määrään, ettei tuo "lainan" nimitys kelvannut edes
silmänlumoukseksikaan. Snellmanin Finl. All. Tidningissä annetun
tiedon mukaan nousivat kruunun kolmeen pohjoiseen lääniimme
antamat lainat 170,000 tynnyriin viljaa ja 1 milj. markkaan. Eipä
ihmekään siis, jos tuo siihen aikaan kansaamme syvästi juurtunut
mielipide: "kyllä keisari ruokkii", oli päässyt ylimmilleen, ja saattanut
väestöä leväperäisesti kädet ristissä odottamaan ruokapalansa
taivaasta putoavaksi.
Minun kokemukseni olikin semmoinen, että tilaton väestö kyllä olisi

ollut valmis syömään puhtaana leipänä joka jyvän jouluun saakka,
jättäen huolen vastaisesta ruoasta "keisarille". Niistä vähäisistä
varoista, jotka oli pelloista korjattu, täytyi tietysti myydä kapottain
"kelkkamiehille" (niille, joilla ei ollut hevosta). Mutta pidin
velvollisuutenani huomauttaa jokaiselle ostajalle, että nyt täytyi
yhden kapan kestää yhtä kauan kuin yksi tynnyri ennen oli kestänyt.
Muistan erään akan, joka hyvin välinpitämättömänä kuunteli
puhettani, jonka loputtua hän lausui: "Mutta oletteko kuullut, että A:n
talossa (eräs varallinen naapuritalo) sekoitetaan perunanvarsijauhoja
viljaan; eikö se ole syntiä?" Kyllä ämmä sai kuulla mikä oli syntiä?
Mutta tuo tapaus kuvasi hyvin olot. Varakkaammat toki ymmärsivät,
että jos "keisarin" tulisi ruokkia heitäkin, niin kyllä hänenkin varansa
ennen aikojaan loppuisivat. Ne siis olivat ensimmäiset, jotka
käsittivät, että omillaan täytyi koettaa toimeen tulla. Irtain väestö sitä
vastoin eli 1867, kuten ennenkin, huolettomana tulevasta päivästä.
Eikä kestänyt kauan ennen kuin sekin sai kokea, ettei hätäleivän
ainesten käyttäminen ollut syntiä.
Yhdeksäntenä päivänä Toukokuuta raivosi ainakin minun

paikkakunnallani kuusitoista-tuntinen pyry-ilma, joka korotti jo vähän
kaskenneet kinokset aitojen ja kattojen tasalle. Kuvatkoon taitelija
kansan synkkää mielentilaa, kun kaikkialla oli sylenkorkuisia kinoksia
aikana, jolloin kaurasiemen muulloin pyryili pellolla. Ei ainakaan
minun mielessäni ole hälventynyt saatikka haihtunut muisto siitä
vuorokaudesta ja sitä seuraavista. Warma on, että harva se oli, joka
silloin olisi rohjennut pilkata "kääntymistä ainoan Kaikkivaltiaan
puoleen", vaikka tosin en tiedä "taipuiko moni kenraalin unihvormu
kirkkorukoukseen Korkeimman puoleen niin, että olkanauhat
kalisivat ja epoletit peittivät penkinsyrjän". Mutta mahdottomana sitä
en pidä. Kyllä aika oli semmoinen, että se pehmitti jäykimmänkin
niskan! Me ihastumme lukiessamme, kuinka ukko Lode, vasta
rukoiltuansa "Isä meidän", lähti taisteluun, mutta me ivaamme
kansan rukoilemista, kun se lähti taisteluun, jossa kymmenkertaisesti
piti kaatuman miehiä, naisia ja lapsia.
Niin, semmoinen oli todellakin yleinen mielipide: "nyt on

ihmisvoima korren vertainen, yksin Kaikkivaltias voi pelastaa
kansan", ja hartaammin kuin ennen nousivat Hänen valta-
istuimelleen rukoukset, sekä yksityisesti että kirkoissa. Mutta mitään
säädettyä jokasunnuntaista rukousta ei ollut, ei hallituksen eikä
arkkipiispan käskemää.
Olkoonpa, hyvät herrat, niin, että uskonto, kuten eräs herra on

ollut todeksi näyttävinään, on pelkkää hypnotismia. Entä sitten! Kun
teitä vaivaa hammastauti, hermo- tai muu pikkusairaus, olette valmiit
rientämään hypnotisörin luokse. Hän sanoo teille ankarasti, ettei
teissä ole mitään tautia, te "uskotte", ja palaatte ihan terveinä ja
iloisina. Mutta Suomen kansalla oli 1867 enemmän kuin hammas- ja
hermotauti, sillä oli nälkä, kuolema ja kaikkinaiset kauheudet
odotettavina. Kadehditteko te, että se kääntyi vanhan, tunnetun
hypnotisörinsä, oman ja isäin Jumalansa puoleen, josta se, kaikesta
ivasta huolimatta, palasi virkistyneillä voimilla?
Kertomukseen tuosta olemattomasta jokasunnuntaisesta

kirkkorukouksesta, on antanut aihetta seuraava tosi-asia: Myöhäinen
suventulo saattoi jokaiselle selväksi, että oli tulossa kovia aikoja,
jommoisia Suomen kansa tuskin vuosisatoihin oli saanut kokea.
Luonnollisesti yrittivät kaikki, jotka vain kynään kykenivät, antamaan
neuvojansa tahi, missä niitä ei löydetty, ainakin sättimään kansaa
ylellisestä elämästä edellisinä aikoina. Wakavampaa laatua oli eräs
rovasti Lars Stenbäckin Åbo Underrättelseriin heinäkuussa lähetetty
kirjoitus. Siinä huomauttaa hän ihmisvoiman riittämättömyydestä ja
vaatii, että yleinen rukouspäivä olisi säädettävä vietettäväksi
määräpäivänä. Tätä ehdotusta puolustettiin erittäin prof. Granfeltin ja
Råberghin silloin toimittamassa aikakauskirjassa "Kyrkligt
Weckoblad", mutta vastustettiin tietysti vapaamielisessä Helsingfors
Dagbladissa, kuitenkin ainoastaan siten, ettei hallituksen vaan
tuomiokapitulien tulisi antaa siitä käskyä. Silloin yleinen mielipide oli
kuitenkin siksi vakaa, että hallitus taipui sen alle ja sääsi tuon yleisen
rukouspäivän pidettäväksi 8 p. Joulukuuta, siis ei suinkaan hyvän
vuodentulon saamista varten, vaan kansan valmistamiseksi
kestämään Kaikkivaltiaan säätämää rangaistusta. Rukouspäivä ei
siis ollut hallitusmiesten keksimä, vaan kansan vaatima.
Mitenkähän olisi, jos Suomen kansa nytkin vaatisi yleistä

rukouspäivää vietettäväksi, kun kysymyksessä ei ole ainoastaan sen
aineellinen, vaan myöskin sen kansallinen ja henkinen olemus.
Tulisikohan se ivan esineeksi?
III.
Walmistukset 1867.
Neuvon-antajia ei suinkaan siihen aikaan puuttunut. Kaikenlaisia

järkeviä lähetyskirjeitä tulvasi jöukottain sanomalehtiin, jopa
painettiin "virallisiinkin". Josko niitä suoraan saapui hallitukselle, ja
siellä pistettiin viheriaisen veran alle, sitä en tiedä. Mutta jos ne olivat
samanlaatuisia kuin sanomalehtikirjoitukset, niin ne todellakaan eivät
parempaa kohtaloa ansainneetkaan. Yleisesti sisälsivät ne
valitusvirsiä jos jostakin ja jos minkälaisia ja lisäksi joskus tuon
varsin järkevän neuvon, että hallituksen täytyi ryhtyä entistä
suurempiin viljan ostoihin ulkomailta. Mutta millä varoilla nämä ostot
olivat suoritettavat, kun kruunun varat jo entisistä ajoista olivat
kuihtuneet ja yhä kuihtuivat kaikkinaisen liikkeen seisahtumisen
tähden, ja millä varoilla kansa jaksaisi maksaa näitä viljoja, se ei
laisinkaan huolestuttanut asianomaisia neuvonantajia. Ehkä luulivat
nekin, että "setelit tulvailivat Helsinkiin, jossa niitä pidettiin varmassa
säilyssä pankin holveissa maan jykevien leimaamattomien
kultaharkkojen parissa. Parempia raha-asioita hallituksella ei
koskaan ollut."

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Business Ethics Decision Making for

Personal Integrity and Social

2. Employees have a universal right to a "happy" workplace.

3. Rewards and compensation structures have no impact on the emotions of workers.

6. A mistreatment needs to be physically threatening to be termed as "bullying."

Multiple Choice Questions

19. Identify a true statement about the right of due process.

20. Which of the following is true of "bullying" in the workplace?

A. The mistreatment of an employee needs to be physically threatening to be termed bullying.

A. it lacks the right of due process.

A. The doctrine of estoppel

25. The term "sweatshops" refers to workplaces where:

A. employers constantly supervise and evaluate employees.

A. they can be completely replaced by financial compensation

A. workers' compensation is easier to calculate.

A. acceptable level of risks

A. Government-regulated ethics approach

A. employers treat their employees disrespectfully by ignoring their inputs as stakeholders.

45. Which of the following statements is true about child labor?

A. International Labor Act

A. An African-American interviewer rejects an African-American interviewee based on ethnicity.

A. The performance of the organization will increase.

A. Voluntary affirmative action

67. Correlate the right of due process to the workplace.

72. Correlate health and safety issues at workplace with ideals.

74. How do mandatory government standards work?

78. Summarize the influences of diversity within a workplace.

79. What is affirmative action?

True / False Questions

AACSB: Analytical Thinking

2. Employees have a universal right to a "happy" workplace.

AACSB: Analytical Thinking

3. Rewards and compensation structures have no impact on the emotions of workers.

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

6. A mistreatment needs to be physically threatening to be termed as "bullying."

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

Multiple Choice Questions

AACSB: Analytical Thinking

AACSB: Analytical Thinking

19. Identify a true statement about the right of due process.

AACSB: Analytical Thinking

A. The mistreatment of an employee needs to be physically threatening to be termed bullying.

AACSB: Analytical Thinking

A. it lacks the right of due process.

AACSB: Analytical Thinking

A. The doctrine of estoppel

AACSB: Analytical Thinking

AACSB: Analytical Thinking

AACSB: Analytical Thinking

25. The term "sweatshops" refers to workplaces where:

A. employers constantly supervise and evaluate employees.

AACSB: Analytical Thinking