Welcome to the Nexus of Ethics, Psychology, Morality, Philosophy and Health Care

Welcome to the nexus of ethics, psychology, morality, technology, health care, and philosophy
Showing posts with label Hiring. Show all posts
Showing posts with label Hiring. Show all posts

Tuesday, April 27, 2021

Recruiting Dark Personalities for Earnings Management

Harris, L., and others
Available at SSRN

Abstract

Prior research indicates that managers’ dark personality traits increase their tendency to engage in disruptive and unethical organizational behaviors including accounting earnings management. Other research suggests that the prevalence of dark personalities in management may represent an accidental byproduct of selecting managers with accompanying desirable attributes that fit the stereotype of a “strong leader.” Our paper posits that organizations may hire some managers who have dark personality traits because their willingness to push ethical boundaries aligns with organizational objectives, particularly in the accounting context where ethical considerations are especially important. Using several validation studies and experiments, we find that experienced executives and recruiting professionals favor hiring a candidate with dark personality traits into an accounting management position over an otherwise better-qualified candidate when the hiring organization faces pressure to manage earnings. Our results help to illuminate why individuals with dark personality traits may effectively compete for high-level accounting positions.

 Conclusion

This paper provides provocative evidence about the types of individuals who are hired into positions of power and authority in the accounting function of organizations. The results of our studies support our research hypothesis that, in the presence of earnings management pressure, job candidates who possess more dark personality traits (i.e., Candidate A) are more likely to be hired than candidates who possess fewer dark personality traits (i.e., Candidate B).  We also find that executive recruitment professionals are more likely to screen out candidates without dark personalities before they are considered by prospective employers. Our results arise despite the fact that (1) Candidate A is considered to be a significantly worse manager than Candidate B, (2) Candidate A is perceived to be more likely to engage in fraud than Candidate B, (3) Candidate A is perceived to be less likely to maintain high ethical standards in the face of
adversity than Candidate B, and (4) Candidate A is viewed by many as generally less likeable than Candidate B. We therefore conclude that the perceived willingness to push ethical boundaries, as signaled by dark personality traits, represents an important dimension of candidate fit and hiring potential when organizations face pressure to manage earnings. 

Monday, May 13, 2019

How to Be an Ethical Leader: 4 Tips for Success

Sammi Caramela
www.businessnewsdaily.com
Originally posted August 27, 2018

Here is an excerpt:

Define and align your morals

Consider the values you had growing up – treat others how you want to be treated, always say "thank you," show support to those struggling, etc. But as you grow, and as society progresses, conventions change, often causing values to shift.

"This is the biggest challenge ethics face in our culture and at work, and the biggest challenge ethical leadership faces," said Matthew Kelly, founder and CEO of FLOYD Consulting and author of "The Culture Solution" (Blue Sparrow Books, 2019). "What used to be universally accepted as good and true, right and just, is now up for considerable debate. This environment of relativism makes it very difficult for values-based leaders."

Kelly added that to find success in ethical leadership, you should demonstrate how adhering to specific values benefits the mission of the organization.

"Culture is not a collection of personal preferences," he said. "Mission is king. When that ceases to be true, an organization has begun its journey toward the mediocre middle."

Ask yourself what matters to you as an individual and then align that with your priorities as a leader. Defining your morals not only expresses your authenticity, it encourages your team to do the same, creating a shared vision for all workers.

Hire those with similar ethics

While your ethics don't need to be the same as your workers', you should be able to establish common ground with them. This often starts with the hiring process and is maintained through a vision statement.

The info is here.

Wednesday, January 3, 2018

Illegal VA policy allows hiring since 2002 of medical workers with revoked licenses

Donovan Slack
USA Today
Originally published December 21, 2017

The Department of Veterans Affairs has allowed its hospitals across the country to hire health care providers with revoked medical licenses for at least 15 years in violation of federal law, a USA TODAY investigation found.

The VA issued national guidelines in 2002 giving local hospitals discretion to hire clinicians after “prior consideration of all relevant facts surrounding” any revocations and as long as they still had a license in one state.

But a federal law passed in 1999 bars the VA from employing any health care worker whose license has been yanked by any state.

Hospital officials at the VA in Iowa City relied on the illegal guidance earlier this year to hire neurosurgeon John Henry Schneider, who had revealed in his application that he had numerous malpractice claims and settlements and Wyoming had revoked his license after a patient death. He still had a license in Montana.

The article is here.

Thursday, October 12, 2017

The Data Scientist Putting Ethics In AI

By Poornima Apte
The Daily Dose
Originally published SEPT 25 2017

Here is an excerpt:

Chowdhury’s other personal goal — to make AI accessible to everyone — is noble, but if the technology’s ramifications are not yet fully known, might it not also be dangerous? Doomsday scenarios — AI as the rapacious monster devouring all our jobs — put forward in the media may not be in our immediate futures, but Alexandra Whittington does worry that implicit human biases could make their way into the AI of the future — a problem that might be exacerbated if not accounted for early on, before any democratization of the tools occurs. Whittington is a futurist and foresight director at Fast Future. She points to a recent example of AI in law where the “robot-lawyer” was named Ross, and the legal assistant had a woman’s name, Cara. “You look at Siri and Cortana, they’re women, right?” Whittington says. “But they’re assistants, not the attorney or the accountant.” It’s the whole garbage-in, garbage-out theory, she says, cautioning against an overly idealistic approach toward the technology.

The article is here.

Thursday, September 28, 2017

How Much Do A Company's Ethics Matter In The Modern Professional Climate?

Larry Alton
Forbes
Originally posted September 12, 2017

More than ever, a company’s success depends on the talent it’s able to attract, but attracting the best talent is about more than just offering the best salary—or even the best benefits. Companies may have a lucrative offer for a prospective candidate, and a culture where they’ll feel at home, but how do corporate ethics stack up against those of its competition?

This may not seem like the most important question to ask when you’re trying to hire someone for a position—especially one that might not be directly affected by the actions of your corporation as a whole—but the modern workplace is changing, as are American professionals’ values, and if you want to keep up, you need to know just how significant those ethical values are.

What Qualifies as “Ethics”?

What do I mean by “ethics”? This is a broad category, and subjective in nature, but generally, I’m referring to these areas:
  • Fraud and manipulation. This should be obvious, but ethical companies don’t engage in shady or manipulative financial practices, such as fraud, bribery, or insider trading. The problem here is that individual actions are often associated with the company as a whole, so any individual within your company who behaves in an unethical way could compromise the reputation of your company. Setting strict no-tolerance policies and taking proper disciplinary action can mitigate these effects.

Friday, December 19, 2014

Is it okay to vet candidates on social media during recruitment?

By Science Daily
Originally posted December 8, 2014

Summary

The practice of cybervetting potential employees online as part of the recruitment process is the focus of recent study. Is such surveillance an unethical invasion of privacy? Or, is it simply a way for employers to enhance their review of formal credentials to ensure a good person-environment fit? The authors explore the legitimacy and outcomes of this practice following interviews with 45 recruiting managers.

The entire article is here.

Tuesday, January 3, 2012

Geisinger no longer to hire job applicants who use tobacco products


CONTACT: Marcy Marshall: 570-271-8081
Dec. 28, 2011
FOR IMMEDIATE RELEASE

DANVILLE, Pa. – Starting Feb. 1, 2012, Geisinger will no longer hire job applicants who use tobacco products, including cigarettes, cigars, and chewing or smokeless tobacco.

“Geisinger is joining dozens of hospitals and medical organizations across the country that are encouraging healthier living, decreasing absenteeism and reducing health care costs by adopting strict policies that make smoking a reason to turn away job applicants,” said Richard Merkle, chief human resources officer, Geisinger Health System. “Non-nicotine hiring policies are legal in 20 states, including Pennsylvania.”

This policy also affects any applicants receiving offer letters as of Feb. 1. During the hiring process, all applicants – including those seeking full- and part-time positions, flex, volunteers, and students enrolled in Geisinger-based schools – will be tested for nicotine as part of the routine drug screening.

The test will include screening for cigarettes, smokeless tobacco, snuff, nicotine patches, nicotine gum and cigars. The test only detects active nicotine users, not those exposed to second-hand smoke.

“Applicants who test positive for nicotine use will be welcome to re-apply in six months provided they are nicotine free at that time,” Merkle said. “A listing of smoking cessation resources will be provided to any applicant who tests positive for nicotine.”

Current employees are not affected by this new policy, but are encouraged to take advantage of the tobacco cessation programs offered through Geisinger’s Employee Wellness program.

Geisinger currently has a no-tobacco-use policy that extends across all of its properties.

About Geisinger Health System

Geisinger is an integrated health services organization widely recognized for its innovative use of the electronic health record, and the development and implementation of innovative care models including ProvenHealth Navigator, an advanced medical home model, and ProvenCare program. The system serves more than 2.6 million residents throughout 44 counties in central and northeastern Pennsylvania.