Dirty dozen scale
1. I tend to manipulate others to get my way.
2. I have used deceit or lied to get my way.
3. I have used flattery to get my way.
4. I tend to exploit others towards my own end.
5. I tend to lack remorse.
6. I tend to be unconcerned with the morality of my actions.
7. I tend to be callous or insensitive.
8. I tend to be cynical.
9. I tend to want others to admire me.
10. I tend to want others to pay attention to me.
11. I tend to seek prestige or status.
12. I tend to expect special favors from others.
1 ~ 4: Machiavellianism
5 ~ 8: Psychopathy
9 ~ 12: Narcissism
1. Being ethical and socially responsible is the most important thing one can do
2. While output quality is essential to corporate success, ethics and social responsibility are not.
3. Communication is more important to the overall effectiveness of an organization than whether or not it is concerned with ethics and social responsibility.
4. Corporate planning and goal setting sessions should include discussions of ethics and social responsibility.
5. The most important concern for a firm is making a profit, even if it means bending or breaking the rules.
6. The ethics and social responsibility of a firm are essential to its long-term profitability.
7. The overall effectiveness of a business can be determined to a great extent by the degree to which it is ethical and socially responsible.
8. To remain competitive in a global environment, business firms will have to disregard ethics and social responsibility.
9. Social responsibility and profitability can be compatible.
10. Business ethics and social responsibility are critical to a company’s survival.
11. A firm’s first priority should be employee morale.
12. Business has a social responsibility beyond making a profit.
13. If survival of a business enterprise is at stake, then ethics and social responsibility should be ignored.
14. Efficiency is much more important than whether or not it is seen as ethical or socially responsible.
15. Good ethics is often good business.
16. If the stockholders are unhappy, nothing else matters.
Individual Performance-based Compensation System
1. My company has a practical annual salary system.
2. My company contracts annual salary every year.
3. The basic salary of my company includes the amount of pay which is commensurate with individual abilities such as competence level or skills.
4. My company considers the last annual salary.
5. My company uses the last salary level as a criterion for current measurement.
6. My company pays a performance-based bonus (merit pays) every year.
7. There is a wage differential within the same job class and seniority in my company.