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Information about Volkswagen’s human and animal testing was obtained from the secondary sources cited.

In 2014, Volkswagen (VW), BMW and Daimler funded an institute to conduct research to support their position that diesel engines are cleaner and safer than other fuel alternatives. One of the research studies conducted by the institute examined the effects of diesel fumes on humans and monkeys. Researchers put ten macaque monkeys in sealed rooms and pumped in exhaust fumes from a Volkswagen Beetle for four hours. For comparison, another group of monkeys was exposed to fumes from an older Ford pickup. The monkeys were later anesthetized and examined to see what the fumes did to their bodies. Other tests involved willing human subjects who were exposed to similar conditions.

This case is applicable to upper-level management or business ethics class.

This paper aims to examine the ethical foundations of Gen Z individuals by studying the impact of helicopter parenting on moral courage and moral disengagement. In addition, this study considers the implications for Millennial generation managers that are likely to be supervising this current generational cohort.

Hypotheses were tested using a two-wave online survey of 215 undergraduate students.

Helicopter parenting was associated with lower levels of moral courage and an elevated propensity to morally disengage in a sample of Gen Z individuals. The impact of helicopter parenting on these moral foundations was mediated by the children’s increased desire for continued parental involvement in their lives.

Similar to the Gen Z students surveyed in this study, many Millennials were raised by helicopter parents, thus, it is likely that they are also prone to moral disengagement and low moral courage. Furthermore, Millennial managers will be managing Gen Z workers. Thus, many companies will need to enhance their efforts in providing Millennial managers with business ethics training aimed at developing moral courage and reducing moral disengagement.

This study examines a previously unidentified antecedent of moral courage and moral disengagement

Based on literature providing evidence that Afrocentric hairstyles (e.g. afros, braids, dreadlocks) of Black women working in professional settings are often associated with negative stereotypes and biases regarding competency and professionalism, this chapter examines the extent to which these biases may be influencing the hairstyle choices of Black women employed in higher education. While academic workplaces tend to be more flexible and informal than non-academic settings, we found many Black women in higher education are, nonetheless, choosing to wear Eurocentric hairstyles. However, choice of hairstyle was influenced by academic discipline, type of institution and level in the university hierarchy.

This paper seeks to examine experimentally the effects of stipulations in an organization's workplace romance policy and procedures on individuals' perceptions of fairness, workplace fun, person‐organization (P‐O) fit, organizational attraction, and intent to pursue employment in the organization.

A total of 103 business students and 79 casino employees assumed the role of a job seeker. They read one of five versions of a vignette that describes an organization's romance policy and consensual relationship agreement, and completed measures of dependent and control variables.

An organization's type of romance policy has an effect on individuals' perceptions of fairness of the policy and degree to which the organization would be a fun place to work, and its type of consensual relationship agreement has an effect on individuals' perceptions of the degree to which the organization treats its employees fairly. The results also indicate that individuals' perceptions of the fairness of the type of romance policy and relationship agreement are positively associated with the degree to which they perceive the organization to be a fun place to work and their perceived P‐O fit. Individuals' perceptions of the organization being a fun place to work and P‐O fit are, in turn, positively associated with their organizational attraction, which, in its turn, is positively associated with their job pursuit intentions.

Perceived fairness of stipulations in an organization's romance policy and procedures may signal to job seekers the degree to which the organization would be a fun place to work, provide P‐O fit, and be attractive to pursue as an employer. Thus, with respect to managing workplace romances proactively via policies and procedures, organizations should consider the fairness perceptions of job seekers and not just organizational members.

This is the first study to show that workplace romance policies and procedures may play a role in job pursuit intentions.

Reviews the latest management developments across the globe and pinpoints practical implications from cutting‐edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Employers are using social networking sites to do background checks on employees and job applicants. Whether or not this is ethical or unacceptable, people posting information about themselves on the internet should be aware of potential consequences.

Provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to digest format.

The increasing prevalence of unconventional appearance attributes (e.g. tattoos, piercings, unnatural hair color, alternative clothing) is a concern among employers as these appearance attributes are often viewed negatively. Because much of the existing employee appearance research has been conducted in the USA, the purpose of this paper is to examine employee beliefs regarding the impact of unconventional employee appearance on customer perceptions of service quality in Mexico and Turkey. The authors also examine the impact of gender, age, and position level.

The sample consisted of 295 white collar employees in various service industries in Turkey and Mexico. Respondents reported how they thought eight employee appearance factors (tattoos, facial piercings, unconventional hair color, unconventional hair styles, sweat pants, clothing with rips or tears, clothing that bears midriffs, belly-buttons, or cleavage, and uniforms) would affect customer perceptions of service quality.

Employees in both Mexico and Turkey indicated that uniforms would have a positive impact on customer perceptions of service quality and all seven unconventional employee appearance attributes would have a negative impact. Significant differences for country, gender, age, and position level were also found.

Future research including a more diverse group of countries and cultures is needed. Future research should also attempt to control for differences in type of organization, organizational culture, and job type.

Alternative fashion and appearance styles may be trendy but there are risks in how these might be perceived by customers and by colleagues at work.

This study examines employee beliefs regarding the impact of a variety of unconventional employee appearance attributes on customers’ perceptions of service quality in Mexico and Turkey.

While there is some evidence of bias against curly hair, this chapter provides a more comprehensive analysis by examining comments made by women about their hair experience, how it affects their identity, their experiences in the workplace and the challenges it presents to them in their decision to straighten their hair or leave it naturally curly. Utilising a qualitative inductive approach, we identify themes in the comments that could be tied to relevant theories and provide a framework for future research. This chapter also includes an empirical examination of individual beliefs regarding the impact of female hair texture (curly vs. straight hair) on others' perceptions of her and her workplace outcomes. Responses from 235 participants show that straight-haired women were rated significantly higher than curly haired women on job characteristics that are important to professional positions. Thus, a bias against curly haired women appears to exist in the workplace.