週一嗎哪
服事全球工商界
2007.6.11
職場上的危險
想像一下，當你辛苦地為你新成立的公司招募一批員工，卻發現在你所僱用的人中，每10人就有6人是不值得信任的。
根據約瑟森道德協會所作的研究，這比例很快就會成為職場常見的現象。他們調查36,122名高中生，發現61%過去一年曾作弊，39%曾為了省錢而說謊，28%曾偷商店的貨品或金錢。
這些學生代表了我們下一代的領袖。他們未來的僱主需要知道，公司文化將來可能面臨的風險。因為這叛逆的世代就代表他們公司的文化。「雖然不誠實在學校非常盛行，但這些年輕人一進入職場，不誠實的行為會立刻消失。」這種假設是不真實，且不切實際的。
約瑟森的研究強調只有2%的作弊、說謊者被抓到，且只有一半的人受到糾正、處罰。我們可以合理地推論：其他98%的人不會相信，不道德的行為是不能被接受的。
因為這些年輕人尚未被要求去面對不道德、不誠實的後果，所以他們再次欺騙的可能性非常高。他們認為自己錯誤的行為不會被發現。事實上，有些人會變得更大膽，願意冒更大的風險－－都是為了自我中心的目標，即使這樣的行為會損害自己的公司。
因為職場有這逐漸增加的現象，招募員工的挑戰就愈來愈大。若你要在公司維持高道德標準，在來應徵的人當中，能分辨出可靠的人格特質就變得很重要。僱用品格高尚的人當然會變得更困難，但花力氣去分辨，在這高競爭的工商界，很可能會帶來更大的效益。
在出埃及記18章，葉忒羅給女婿摩西一個很有智慧的建議，在21節：「要從百姓中揀選有才能的人，就是敬畏神、誠實無妄、恨不義之財的人，派他們作千夫長、百夫長、五十夫長、十夫長管理百姓。」
這項建議最困難的部份在於，決定誰符合這些標準。然而，事先知道要尋找那些特質，就可幫助我們挑選。我們都要「能幹」、道德標準比別人高的人為我們工作。我們要渴望成功、卓越的人，但不要為達目的不擇手段。
若你負責聘僱年輕員工，我建議你參考葉忒羅的意見。若你如此做，你就能在39%值得信任的人中選出員工，而不是從61%不誠實的人中選出員工，最後損失慘重。
思想 / 討論題目
1. 你是否觀察到你辦公室裡，道德行為與整體正直有任何負向的改變？若是，這現象是如何變明顯的？
2. 你是否同意，若年輕人沒學到不誠實的行為會有重大的後果，當他們進入工商界他們就還是維持不道德的態度與行為？為什麼？
3. 在你工作的場所，有沒有正式的規章，讓員工知道那些是可被接受、被期待的道德行為？若有，是什麼規定？若無，你認為可採取什麼步驟，在員工互動時，促進並鼓勵正直？
4. 你對葉忒羅提供給摩西的建議有何看法？用在21世紀的職場是否合適？請解釋。
註：若你有聖經請看有關此主題的其他經文，請看：
箴言10章9節，11章1節，11章3節，12章19節，13章17節，19章5節。20章17節，20章25節
CBMC 中華民國總會
台灣台北市104松江路22號7樓
TEL：886-2-2581-4937 FAX：886-2-2542-4169
E-Mail：cbmc@ms26.hinet.net
MONDAY MANNA
A service to the business community
June 11, 2007
DANGER ON THE WAY FOR THE WORKPLACE
By: Rick Boxx
Imagine the difficulty of trying to staff a new business if you were to discover that six out of every 10 employees that you have hired were not trustworthy.
This could soon become an everyday reality in our workplaces, according to a study conducted by the Josephson Institute of Ethics. Their survey of 36,122 high school students discovered that 61 percent of these young people have cheated on an exam in the past year, 39 percent have lied to save money, and 28 percent have stolen merchandise or money from a store.
These students represent our next generation of leaders. Their future employers need to be aware of the potential risk to their corporate culture that will be presented by those who are a part of this wayward generation. It seems unrealistic and impractical to presume that the dishonesty that has become so prevalent in educational institutions will suddenly disappear once the young people enter the workplace.
The Josephson study underscores the fact that only two percent of these cheaters and liars are caught, and only half of those receive any kind of corrective punishment or discipline. The remaining 98 percent, we can reasonably conclude, have little or no reason to believe that ethical misconduct is unacceptable.
Because these young people have not been required to face the consequences of unethical and dishonest behavior, the likelihood that they will cheat again in some manner remains very high. They simply assume that their wrongdoing will remain undetected. Some, in fact, will become more bold and willing to take even greater risks – all in the name of achieving their self-centered objectives, even if such action compromises the organizations that employ them.
Because of this looming workplace reality, significant hiring challenges are going to arise. Being able to identify positive, dependable character qualities among prospective employees will become critical if you desire to build a workplace that promotes high integrity and ethical standards. The art of hiring quality people certainly will be more difficult, but the additional effort most likely will pay even greater dividends in the competitive business environment.
In Exodus 18, Jethro gave his son-in-law, Moses, wise counsel about what kind of people he should hire. In verse 21, Jethro said, “But select capable men from all the people – men who fear God, trustworthy men who hate dishonest gain – and appoint them as officials over thousands, hundreds, fifties and tens.”
The difficult part of this advice involves determining which individuals meet these criteria. However, knowing in advance what qualities to look for will help. We all want “capable” men and women working for us, individuals who recognize a moral and ethical standard higher than themselves. We want people with a desire to succeed and excel, but without employing dishonest practices to attain those goals.
If you are in a position of hiring young people, I recommend that you review and seek to implement the advice of Jethro. If you do this, more than likely you will end up being able to select workers from among the 39 percent of students who have been trustworthy, rather than the 61 percent that may prove costly because of their dishonest and unethical character traits.
(Copyright 2007, Integrity Resource Center, Inc.) Adapted with permission from "Integrity Moments with Rick Boxx," a commentary on issues of integrity in the workplace from a Christian perspective. For more information about receiving Integrity Moments in their e-mail box, write to: rboxx@IntegrityMoments.com and type "subscribe" in the subject line or visit his website, http://www.integrityresource.org/.
CBMC INTERNATIONAL: Robert Milligan, President
1065 N. 115th Street, Suite 210 ▪ Omaha, Nebraska 68154 ▪ U.S.A.
TEL.: (402) 431-0002 ▪ FAX: (402) 431-1749 ▪ E-MAIL: nbrownell@cbmcint.org
Web site: http://www.cbmcint.org/
Reflection/Discussion Questions
1. Have you observed any negative change in ethical behavior and overall integrity in your workplace? If so, how has this become evident?
2. Do you agree that if young people do not learn that there are consequences for dishonest actions, they will retain their unethical attitudes and practices upon entering the business and professional world? Why or why not?
3. At your organization, are there any formal codes or guidelines to inform employees of acceptable, expected ethical practices? If so, what are they? If not, what steps do you think can or should be taken to promote and encourage integrity and honesty in all interactions?
4. What do you think of the advice that Jethro offered to Moses – is it reasonable for applying to the 21st century marketplace? Explain your answer.
NOTE: If you have a Bible and would like to consider other passages that relate to this topic, look up the following verses from the book of Proverbs:
Proverbs 10:9, 11:1, 11:3, 12:19, 13:17, 19:5, 20:17, 20:25
服事全球工商界
2007.6.11
職場上的危險
想像一下，當你辛苦地為你新成立的公司招募一批員工，卻發現在你所僱用的人中，每10人就有6人是不值得信任的。
根據約瑟森道德協會所作的研究，這比例很快就會成為職場常見的現象。他們調查36,122名高中生，發現61%過去一年曾作弊，39%曾為了省錢而說謊，28%曾偷商店的貨品或金錢。
這些學生代表了我們下一代的領袖。他們未來的僱主需要知道，公司文化將來可能面臨的風險。因為這叛逆的世代就代表他們公司的文化。「雖然不誠實在學校非常盛行，但這些年輕人一進入職場，不誠實的行為會立刻消失。」這種假設是不真實，且不切實際的。
約瑟森的研究強調只有2%的作弊、說謊者被抓到，且只有一半的人受到糾正、處罰。我們可以合理地推論：其他98%的人不會相信，不道德的行為是不能被接受的。
因為這些年輕人尚未被要求去面對不道德、不誠實的後果，所以他們再次欺騙的可能性非常高。他們認為自己錯誤的行為不會被發現。事實上，有些人會變得更大膽，願意冒更大的風險－－都是為了自我中心的目標，即使這樣的行為會損害自己的公司。
因為職場有這逐漸增加的現象，招募員工的挑戰就愈來愈大。若你要在公司維持高道德標準，在來應徵的人當中，能分辨出可靠的人格特質就變得很重要。僱用品格高尚的人當然會變得更困難，但花力氣去分辨，在這高競爭的工商界，很可能會帶來更大的效益。
在出埃及記18章，葉忒羅給女婿摩西一個很有智慧的建議，在21節：「要從百姓中揀選有才能的人，就是敬畏神、誠實無妄、恨不義之財的人，派他們作千夫長、百夫長、五十夫長、十夫長管理百姓。」
這項建議最困難的部份在於，決定誰符合這些標準。然而，事先知道要尋找那些特質，就可幫助我們挑選。我們都要「能幹」、道德標準比別人高的人為我們工作。我們要渴望成功、卓越的人，但不要為達目的不擇手段。
若你負責聘僱年輕員工，我建議你參考葉忒羅的意見。若你如此做，你就能在39%值得信任的人中選出員工，而不是從61%不誠實的人中選出員工，最後損失慘重。
思想 / 討論題目
1. 你是否觀察到你辦公室裡，道德行為與整體正直有任何負向的改變？若是，這現象是如何變明顯的？
2. 你是否同意，若年輕人沒學到不誠實的行為會有重大的後果，當他們進入工商界他們就還是維持不道德的態度與行為？為什麼？
3. 在你工作的場所，有沒有正式的規章，讓員工知道那些是可被接受、被期待的道德行為？若有，是什麼規定？若無，你認為可採取什麼步驟，在員工互動時，促進並鼓勵正直？
4. 你對葉忒羅提供給摩西的建議有何看法？用在21世紀的職場是否合適？請解釋。
註：若你有聖經請看有關此主題的其他經文，請看：
箴言10章9節，11章1節，11章3節，12章19節，13章17節，19章5節。20章17節，20章25節
CBMC 中華民國總會
台灣台北市104松江路22號7樓
TEL：886-2-2581-4937 FAX：886-2-2542-4169
E-Mail：cbmc@ms26.hinet.net
MONDAY MANNA
A service to the business community
June 11, 2007
DANGER ON THE WAY FOR THE WORKPLACE
By: Rick Boxx
Imagine the difficulty of trying to staff a new business if you were to discover that six out of every 10 employees that you have hired were not trustworthy.
This could soon become an everyday reality in our workplaces, according to a study conducted by the Josephson Institute of Ethics. Their survey of 36,122 high school students discovered that 61 percent of these young people have cheated on an exam in the past year, 39 percent have lied to save money, and 28 percent have stolen merchandise or money from a store.
These students represent our next generation of leaders. Their future employers need to be aware of the potential risk to their corporate culture that will be presented by those who are a part of this wayward generation. It seems unrealistic and impractical to presume that the dishonesty that has become so prevalent in educational institutions will suddenly disappear once the young people enter the workplace.
The Josephson study underscores the fact that only two percent of these cheaters and liars are caught, and only half of those receive any kind of corrective punishment or discipline. The remaining 98 percent, we can reasonably conclude, have little or no reason to believe that ethical misconduct is unacceptable.
Because these young people have not been required to face the consequences of unethical and dishonest behavior, the likelihood that they will cheat again in some manner remains very high. They simply assume that their wrongdoing will remain undetected. Some, in fact, will become more bold and willing to take even greater risks – all in the name of achieving their self-centered objectives, even if such action compromises the organizations that employ them.
Because of this looming workplace reality, significant hiring challenges are going to arise. Being able to identify positive, dependable character qualities among prospective employees will become critical if you desire to build a workplace that promotes high integrity and ethical standards. The art of hiring quality people certainly will be more difficult, but the additional effort most likely will pay even greater dividends in the competitive business environment.
In Exodus 18, Jethro gave his son-in-law, Moses, wise counsel about what kind of people he should hire. In verse 21, Jethro said, “But select capable men from all the people – men who fear God, trustworthy men who hate dishonest gain – and appoint them as officials over thousands, hundreds, fifties and tens.”
The difficult part of this advice involves determining which individuals meet these criteria. However, knowing in advance what qualities to look for will help. We all want “capable” men and women working for us, individuals who recognize a moral and ethical standard higher than themselves. We want people with a desire to succeed and excel, but without employing dishonest practices to attain those goals.
If you are in a position of hiring young people, I recommend that you review and seek to implement the advice of Jethro. If you do this, more than likely you will end up being able to select workers from among the 39 percent of students who have been trustworthy, rather than the 61 percent that may prove costly because of their dishonest and unethical character traits.
(Copyright 2007, Integrity Resource Center, Inc.) Adapted with permission from "Integrity Moments with Rick Boxx," a commentary on issues of integrity in the workplace from a Christian perspective. For more information about receiving Integrity Moments in their e-mail box, write to: rboxx@IntegrityMoments.com and type "subscribe" in the subject line or visit his website, http://www.integrityresource.org/.
CBMC INTERNATIONAL: Robert Milligan, President
1065 N. 115th Street, Suite 210 ▪ Omaha, Nebraska 68154 ▪ U.S.A.
TEL.: (402) 431-0002 ▪ FAX: (402) 431-1749 ▪ E-MAIL: nbrownell@cbmcint.org
Web site: http://www.cbmcint.org/
Reflection/Discussion Questions
1. Have you observed any negative change in ethical behavior and overall integrity in your workplace? If so, how has this become evident?
2. Do you agree that if young people do not learn that there are consequences for dishonest actions, they will retain their unethical attitudes and practices upon entering the business and professional world? Why or why not?
3. At your organization, are there any formal codes or guidelines to inform employees of acceptable, expected ethical practices? If so, what are they? If not, what steps do you think can or should be taken to promote and encourage integrity and honesty in all interactions?
4. What do you think of the advice that Jethro offered to Moses – is it reasonable for applying to the 21st century marketplace? Explain your answer.
NOTE: If you have a Bible and would like to consider other passages that relate to this topic, look up the following verses from the book of Proverbs:
Proverbs 10:9, 11:1, 11:3, 12:19, 13:17, 19:5, 20:17, 20:25
posted by Shine Lin at 10:33 PM
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