1. Which practice illustrates the principle of transparency?
A) Supporting promotions with specific examples of commendable performance
B) Sharing personal information with fellow staff members in the interest of creating openness
C) Involving all staff members in making tactical decisions
D) Publicizing criteria for employees' equal access to training opportunities
2. Codes of Conduct A growing organization realizes that it needs a formal code of conduct. What is the most important advice you would give the organization's HR function?
A) Make sure that management will support and model the required conduct.
B) Be sure to schedule meetings at every level to introduce the new code of conduct.
C) Make sure the code addresses all behaviors required for legal compliance.
D) Make the code brief and easy to read.
3. Which best describes the reasoning for the development of a comprehensive organizational code of conduct policy?
A) Providing technical and procedural guidelines of relevant laws
B) Defining behavioral and judgment expectations for all employees
C) Ensuring transparency and openness between all employees
D) Creating a safe and fair working environment for all employees
4. Why should an organization?ÿdocument monitoring of the enforcement of its code of conduct?
A) Lack of monitoring or inconsistent monitoring can have legal implications.
B) This will support aligning the requirements of the code with the organization's stated values.
C) Ethical leadership requires fair administration of corrective discipline.
D) Employees will not follow the code without occasional examples of discipline for infractions.
5. Refer to the following scenario for the next 4 questions. The chief human resources officer (CHRO) at a publicly traded company is well-liked and respected. Direct reports consistently report satisfaction with the CHRO's leadership and voluntary investment in their professional development. A favorite activity among the direct reports is the long-standing monthly coaching sessions with the CHRO at an off-site coffee shop. The CHRO pays for coffee and food during the coaching sessions and also purchases extra food items and coffee to bring back to the HR office. These meetings are conversational only and are linked to career planning and succession management. A new HR director joined the HR team 45 days ago to train as the CHRO's successor. During their first one-on-one coaching session, the HR director finds it easy to confide in the CHRO and quickly establishes trust. The HR director is impressed by the CHRO's insistence on paying for their coffee and food items. The HR director later discovers that the CHRO expenses the cost of food and drink to HR's cost center while receiving customer incentive rewards from the store that can be used to obtain free coffee. Having just completed the company's code of conduct and ethics training, the HR director believes that this practice represents a conflict of interest. Which is the most effective action for the HR director to take to demonstrate respect for the company's code of conduct?
A) A. Meet with the CHRO to better understand the company's policy on the use of incentive rewards earned on company expenses.
B) B. Talk with the CEO to express concerns about HR's cost center being charged for these expenses.
C) C. Send a company-wide memo documenting the HR director's interpretation of the company policy in relation to common employee behaviors.
D) D. Ask the CHRO to convene a meeting with HR staff to discuss how the coaching sessions align with the company policy.
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