Engineering Ethics MCQ Quiz in मल्याळम - Objective Question with Answer for Engineering Ethics - സൗജന്യ PDF ഡൗൺലോഡ് ചെയ്യുക

The correct answer is All of the above.

Problems of Implementing Organizational Change Process. On the broadest level, there are two basic issues what the change should be and how the change should be implemented. Observations of changes seem to indicate that there are three types of problems encountered in some form whenever a significant organizational change is attempted.

1) The Problem of Power-

• Any organization is a political system made up of various individuals, groups, and coalitions competing for power. Political behavior is thus a natural and expected feature of organizations. Such behavior occurs during the current and future states. In the transition state, however, these dynamics become even more intense as an old design, with its political implications, is dismantled and a new design takes its place. Any significant change (and design changes clearly are significant in terms of power) poses the possibility of upsetting or modifying the balance of power among various formal and informal interest groups. The uncertainty created by change creates ambiguity, which in turn tends to increase the probability of political activity as people try to create some structure and certainty by attempting to control their environment.

2) The Problem of Anxiety- 

• Change in organizations involves the movement from something that is known toward something that is unknown. Individuals naturally have concerns, such as whether they will be needed in the new organization, whether their skills will be valued, and how they will cope with the new situation. These concerns can be summarized in the question that is frequently voiced during a major organizational change what s going to happen to me? To the extent that this question cannot fully be answered, individuals may experience stress and feel anxious.

3) The Problem of Organizational Control- 

• A significant change in organization design tends to disrupt the normal course of events within the organization. Thus, it frequently undermines existing systems of management control, particularly those that are embedded in the formal organizational arrangements. As a result, it is often easy to lose control during a change. As goals, structures, and people shift, it becomes difficult to monitor performance and make correct assumptions., as one would during a more stable period.

The correct answer is Both 2 and 3

Key PointsUtilitarian ethics: The greatest good for the greatest number.

• The provisions outlined in both deontological and virtue ethics are NOT correctly matched to those moral theories.
• Deontological ethics focuses on the inherent rightness or wrongness of actions, regardless of their consequences. It emphasizes the importance of duty and obligation, and argues that people should act in accordance with moral principles, even if doing so does not produce the greatest good.
• Virtue ethics focuses on the character traits and virtues that contribute to human flourishing. It emphasizes the importance of developing good habits and dispositions, and argues that people should act in accordance with these virtues, regardless of the consequences.
• Utilitarianism, on the other hand, is a consequentialist ethical theory that focuses on the consequences of actions. It argues that the right action is the one that produces the greatest good for the greatest number of people.
• The provisions outlined in option 2 (deontological ethics) and option 3 (virtue ethics) do not correctly describe those ethical theories because they focus on the intentions and character of the actor, rather than the consequences of the action. This is in contrast to utilitarianism, which focuses solely on the consequences of the action.

Therefore, the provisions outlined in both deontological and virtue ethics are NOT correctly matched to those moral theories.

Organizational climate is a concept that has academic meaning in the fields of organizational behavior and I/O psychology as well as practical meaning in the business world There is continued scholarly debate about the exact definition of organizational climate for the purposes of scientific study. Important Points

• Organizational climate is deemed to be important: it is perceived, as motivated employee will result in
• Higher productivity and motivational level, greater passion for the business, and a deeper engagement with customers.
• A positive climate encourages employees’ productivity and decrease turnover. 
• Being recognized for good work.
• Developing the right behavior may stipulate the right attitude as in organizational commitment.
• Treating your organizational with utmost respect ensure growth for both components indeed.
• The right organizational climate creates the passion and this is required to impact the commitment level to the organizational well-being.

Hence with the help of above information we can say that the organizational climate affects the productivity level and motivation level.

Additional Information

• Respect for employer and salary, Team spirit and quality of products, Employees’ dedication and salary are also affect the organizational climate but not as much as productivity level and motivation level because these are depends upon employee productivity and motivational level.

Explanation:

The correct answer is Ethics.

• Primarily it is the individual, the consumer, the employee, or the human social unit of the society who benefits from ethics. Also, ethics is important because of the following:
• Satisfying Basic Human Needs: Being fair, honest and ethical is one of the basic human needs. Every employee desires to be such himself and to work for an organization that is fair and ethical in its practices.
• Creating Credibility: An organization that is believed to be driven by moral values is respected in society even by those who may have no information about the working and the businesses or an organization. Infosys, for example, is perceived as an organization for good corporate governance and social responsibility initiatives. This perception is held far and wide even by those who do not even know what business the organization is into.
• Uniting People and Leadership: An organization driven by values is revered by its employees also. They are the common thread that brings the employees and the decision-makers on a common platform. This goes a long way in aligning behaviors within the organization towards the achievement of one common goal or mission.
• Improving Decision Making: A man’s destiny is the total of all the decisions that he/she takes in course of his life. The same holds for organizations. Decisions are driven by values. For example, an organization that does not value competition will be fierce in its operations aiming to wipe out its competitors and establish a monopoly in the market.
• Long Term Gains: Organizations guided by ethics and values are profitable in the long run, though in the short run they may seem to lose money. Tata group, one of the largest business conglomerates in India was seen on the verge of decline at the beginning of 1990’s, which soon turned out to be otherwise. The same company’s Tata NANO car was predicted as a failure and failed to do well but the same is picking up fast now.
• Securing the Society: Often ethics succeeds law in safeguarding society. The law machinery is often found acting as a mute spectator, unable to save society and the environment. Technology, for example, is growing at such a fast pace that by the time law comes up with a regulation we have a newer technology with new threats replacing the older one. Lawyers and public interest litigations may not help a great deal but ethics can.
• Ethics tries to create a sense of right and wrong in the organizations and often when the law fails, it is the ethics that may stop organizations from harming the society or environment.

• A professional is clear in thinking and focused on the job, while an amateur is confused and distracted from the job.
• A professional can suggest a long-term solution for any problem as they are having high skills in that particular area.

The correct answer is:

c) Aristotle

Key Points Virtue ethics was developed by the ancient Greek philosopher Aristotle. He extensively explored the concept of virtues and character in his works, particularly in his ethical writings such as the "Nicomachean Ethics." Aristotle's virtue ethics focuses on cultivating virtuous character traits and achieving eudaimonia, often translated as "flourishing" or "living well," through the development of moral virtues and practical wisdom.

This ethical framework emphasizes the importance of cultivating good habits and virtuous behavior to lead a morally fulfilling life.

Additional Information Virtue ethics is a philosophical approach to ethics that emphasizes the development of moral character and virtues as the foundation for ethical behavior. It is concerned with answering questions about how individuals should live their lives, what constitutes a good life, and how one should make moral decisions. Virtue ethics places less emphasis on rules or consequences and more on the qualities of character and the cultivation of virtues.

The correct answer is Study of moral thought and moral language.

Key Points

• Metaethics is the attempt to understand the metaphysical, epistemological, semantic, and psychological, presuppositions and commitments of moral thought, talk, and practice.
• Metaethics is the study of moral thought and moral language.
• Rather than addressing questions about what practices are right and wrong, and what our obligations to other people or future generations are – questions of so-called 'normative' ethics, metaethics asks what morality actually is.
• Metaethics talks about the nature of ethics and moral reasoning.
• Discussions about whether ethics is relative and whether we always act from self-interest are examples of meta-ethical discussions.
• In fact, drawing the conceptual distinction between Metaethics, Normative Ethics, and Applied Ethics is itself a metaethical analysis.

The correct answer is Conceptual Style.

Important Points

• Not all situations can be handled with the same style. Some situation demand to be viewed from an emotional approach and some situation demand to be viewed from a logical stance.
• More often than not, many individuals like to take the same stance in every situation.
• The decision-making style can be broadly classified into these styles-
  • Directive
  • Analytical
  • Behavioural
  • Conceptual
• Directive style
  • The decision is made based on clear, undisputed facts and impersonal rules and procedures.
  • The individuals who follow this style trust their own senses and short, focused reports from others.
  • They typically react quickly and does not like to dwell on decisions.
• Analytical style
  • These decision-makers examine much information before taking action.
  • Unlike directive decision-makers, an analytic decision-maker will seek information and advice from others to confirm or deny their own knowledge. 
  • This style is a well-rounded approach to decision-making but can be time-consuming.
• Behavioural style
  • The individuals under this style are a team-player.
  • They focus on the feelings and welfare of group members and other social aspects of work.
  • They evaluate information emotionally and intuitively.
• Conceptual style
  • These decision-makers are creative, exploratory, interested in novelty and comfortable taking risks.
  • They deduce the situation with 'what ifs'.
  • They are conscious of how the decision will affect others.
  • They encourage creative thinking and collaboration and consider a broad array of perspectives.

The correct answer is All of the above.

• In Jainism, the three ratnatraya are samyagdarshana (“right faith”), samyagjnana (“right knowledge”), and samyakcharitra (“right conduct”).
• All three ratnatryas cannot exist exclusive of the others, and all are required for spiritual liberation.
• Jainism was born in India in the same period as Buddhism. It was established by Mahavira (c. 599 - 527 BC) in about 500 B. C. 

Key Points

•  Samyak darshan:
  • Samykdarshan one of them being the true belief in seven elements( tattvas) is known as samyak darshan. And the other one is the true belief in jin deva, shastra, and guru is known as samyak darshan.
• Samyak Gyan:
  •  After attaining samyak darshan gaining the right knowledge about the tattvas(elements) and padarthas(matter) is known as samyak gyaan.
• Samyak Charitra:
  • As per the right knowledge mould your character to the right conduct. It includes taking vows (vrats) and doing upvaas(fasts) etc.

Important Points

• Jain Emblem:

The correct answer is Social system.

• Ethical Values are associated with the Social system.

Key Points

• Ethics guide human conduct and it helps people to lead a good life by applying moral principles.
• It comes from society and the collective beliefs and values of its citizens.