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BBE612S - Business Ethics - 2ndt Opp - Nov 2022 |
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n Am I BI A u n IVE Rs ITY
OF SCIEnCE Ano TECHnOLOGY
FACULTYOF COMMERCE,HUMAN SCIENCESAND EDUCATION
DEPARTMENTOF GOVERNANCEAND MANAGEMENTSCIENCES
QUALIFICATION: BACHELOR OF MANAGEMENT
QUALIFICATION CODE: 07BBMA
LEVEL: 6
COURSE CODE: BBE612S
SESSION: JANUARY 2023
DURATION: 3 HOURS
COURSE NAME: BUSINESSETHICS
PAPER: 2
MARKS: 100
EXAMINER(S}
SECOND OPPORTUNITY EXAMINATION QUESTION PAPER
Ms O.N Kangandjo
Mr B. Zealand
Ms E. Olivier
Mr K. Uirab
Ms J. Hambabi
MODERATOR: Prof. Asa
!
THIS QUESTION PAPER CONSISTS OF 8 PAGES {Including this front page)
INSTRUCTIONS
1.
Answer all questions.
2.
Read all the questions carefully before answering.
3.
Marks for each question are indicated at the end of each question.
I
4.
Please ensure that your writing is legible, neat and presentable and start each ·
Section on a new page.
PERMISSIBLE MATERIALS
1. Examination question paper
2. Examination answer sheet
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Section A. Part 1: Multiple choice questions from 1 -10. Answer all the questions in the
answer booklet provided.
[2X10 = 20marks]
QUESTION 1
1. Ethical weaknesses of monopolies
(a) Lack of respect for positive rights
(b) Economic inefficiency
(c) None of the above
(d) Violation of egalitarian justice
2. It might be true that society as a whole would benefit by having some group
discriminated against" is a/an __ argument for discrimination.
(a) Kantian
(b) Utilitarian
(c) Capitalist
(d) Communist
3. Organisation in business is characterised mainly by its ........................................ .
(a) rules
(b) profits
(c) products
(d) hierarchy
4. The common definition of price fixing is:
(a) When companies agree to set prices artificially high
(b) When companies agree to limit production
(c) When a company sells a buyer certain goods only on condition that the buyer also
purchases other goods from the firm
(d) When companies agree to limit production
5. Which one is not an argument against discrimination?
(a) Affirmative action
b) Rights argument
c) Justice argument
d) Utilitarian argument
6. In Locke's state of nature the following statements are true except:
(a) All people are free and equal
(b) Each person owns his body and labour
(c) People agree to form governments to protect their right to freedom and prope11y
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(d) The material and social controls that the society uses to produce it's economic goods
should be in the hands of the government
7. Institutionalised discrimination:
(a) is always intentional
(b) is based on the prejudices or morally offensive attitudes shared by a group.
(c) can be the act of a single individual
(d) All of the above
8. What is trust?
(a) Trust is a negative expectation that another will not-through words, action, or decisions
act opportunistically.
(b) Trust is a negative expectation that another will-through words, action, or decisions act
opp01tunistically.
(c) Trust is a positive expectation that another will not-through words, action, or decisions
act opp01tunistically.
(d) Trust is a positive expectation that another will-through words, action, or decisions act
oppo1tunistically.
9. The probability that the product will function as consumers are led to expect that it will
function, is ...
(a) Service life
(b) Product safety
(c) Maintainability
(d) Reliability
10. Immanuel Kant's principle, called the categorical imperative, requires that everyone be
treated as:
(a) A free and equal person
(b) A dependent employee
(c) An indentured person
(d) A non-resident employee
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Section A. Part 2: TRUE/ FALSE
Indicate whether the following statements are True or False. Answer all the questions in
the answer booklet provided. Indicate true or false next to the corresponding number(s)
QUESTION 2
[l0marks]
No. Questions
2.1
The root meaning of "to discriminate" is morally neutral-it isn't necessarily wrong to
discriminate.
2.2
Employees must be given the opportunity to give or withhold consent before their private
lives are investigated and should be informed of any surveillance.
2.3
Modern technology such as computer and genetic engineering are forms of intellectual
property.
2.4
Subjective conflicts of interest are conflicts of interest that are based on emotional ties or
ion relationships.
2.5
Inability, as a result of either internal or external circumstances, eliminates all moral
responsibility for an action.
2.6
Political the model of business organizations which defines them as structures of formal
relationships designed to achieve a technical or economic goal with maximum efficiency;
often associated with a firm's organizational chm1.
2.7
Firms in perfectly competitive free markets often engage in price fixing.
2.8
Whistle-blowing in business, is when an individual demands a consideration from
persons outside the firm as a condition for favorably dealing with them.
2.9
Quotas is the practice by which governmental agencies earmark a percentage of their
budget exclusively for hiring minority contractors now legally prohibited "except as a
last res011"in "an extreme case."
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2.10 Some laws have nothing to do with morality.
Total
[l0marks]
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SECTION B. SHORT/ESSAY QUESTIONS
[60marks]
QUESTION 3
Oligopolies can set high prices through explicit agreement to restrain competition. They tend to
have high degree of market concentration. In this regard what should the society do in terms of
high concentration of oligopolistic industries?
(10)
QUESTION 4
Explain the three basic ethical issues that business ethics deals with.
(6)
QUESTION 5
Explain any four of the most common types of political tactics encountered m a business
organisation.
(4)
QUESTION 6
6.a) Differentiate between act utilitarianism and rule utilitarianism.
(4)
6.b) Although rights generally override utilitarian standards, they are not immune from all
utilitarian considerations. Briefly discuss any three rights.
(6)
QUESTION 7
You are a Human Resources Director at Zebra Investment (Pty) Ltd and there are vacancies at
your company. Your brother-in-law is out of work and his wife (your sister) is also unemployed.
Their house is about to be repossessed. Your sister asks you to appoint him for a position at your
company.
7.a) What is the moral obligation of the employee to the employer?
(2)
7.b) What is the moral obligation of the employer to the employee?
(2)
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7.c) Name and explain the type of dilemma that this Human Resource Manager finds himself
or herself in.
(4)
7.d) As a human resource manager, how would you deal with this dilemma?
(2)
QUESTION 8
Elaborate on the most basic duty that a business owes its customers according to the Sturdivant's
list of key types of implied claims.
(8)
QUESTION 9
Consumers' rights to privacy need to be balanced with legitimate business needs for information.
Discuss any six key concerns of consumer privacy.
(12)
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SECTION C: CASE STUDY
[10 Marks]
Eliminating harassment in the world of work
The labour ministry has said now that Namibia has ratified Convention 190, employers should
regard this pact as an instrument that aims to promote harmonious labour relations at their
workplaces, and it is time to boost the human dignity of both their employees and those they
serve.
Namibia ratified this convention in December 2020, but it became effective only in December
2021 as per the International Labour Organisation (ILO) requirements, which stipulate that any
ratified convention by a member state becomes effective after a year of ratification.
"This is the first international legal instrument that aims to eliminate violence and harassment in
the world of work. The employers should, therefore, come up with workplace policies that are in
support of this convention," said Maria Hedimbi, the labour ministry's spokesperson.
Adopted in 201 9, the ILO Convention 190 protects workers and other persons in the world of
work, including employees as well as persons working, irrespective of their contractual status,
persons in training, including interns and apprentices and many others.
Due to the recent ratification of the convention, Hedimbi said the ministry has had no official
cases brought before it up to now. "This does not mean there are no cases of sexual harassment
in the world of work. Some of these cases might have been lodged with the Namibian Police
before this convention became paii of our laws," Hedimbi stated.
She added: "The ministry conducted a rapid assessment in terms of violence and harassment in
the world of work before the ratification of this convention. This assessment proved that there
are indeed various forms of violence and harassment in the world of work, including sexual
harassment". Hedimbi said the ministry, with its social partners, after the ratification of this
convention, came up with loads of activities, aimed at educating the public about this
convention.
The ministry trained 15 master trainers late last year, who are now busy training change agents
drawn from different workplaces. Recently trained change agent, Social Security Commission's
manager for talent and development Winfred Pokolo, told New Era the essence of the convention
carries a lot of weight because of its impact on the more subtle issues employees face daily.
"The impo1iance of the convention is seen and experienced daily. If the violence and harassment
are not addressed, it will continue to manifest itself by when people vent at work and more sadly
at home or in public," stated Pokolo. He said: "As a country, we should not just adopt the
convention as a matter of process but focus on the correct and stringent application of these
principles, as Namibia can benefit more from a productive workforce if they are rescued from
this evil".
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Doreen Zamuee from the University of Namibia said the prevalence of harassment in the world
of work has necessitated an intervention to be developed on an international platform.
"I, having experienced countless inappropriate remarks in the workplace, receive this initiative
with a thousand hoorays. Difficult people are not considered for promotions. So, you are forced
to brush it off or steer the conversation elsewhere. Nobody stands up for you," she shared.
Zamuee said: "I recently received a foul comment from a colleague at a work function. He said
'do Ovahereros engage in sexual conduct with uncircumcised men?' Other employees were
sitting there just listening and expecting a response. I am still sca1Tedby this event."
She noted the greatest perpetrators are in superior positions.
"They are responsible for driving the implementation and influencing the manner and gravity
with which anything new would be received. Can we truly believe that they would legitimise a
convention that affects their muscle flexing?"
Source: https://neweralive.na/posts/eliminating-harassment-in-the-world-of-work
QUESTION 10
In relation to the ethics in the above article, do you find that Zamuee experienced intentional,
institutional, or some other kind of discrimination? Why?
IO.a) "Sexual harassment is difficult to define and prevent." What are the elements that
will constitute sexual harassment?
(5)
10.b) What is the responsibility of the employer if such an act takes place?
(5)
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