OPERATIONAL METHODS and ETHICS REQUIREMENTS
Some people see things in terms of black and white. Others understand gray or even
shady areas. Businesses are similar, with both people and employees having preferred
levels of "ethical method".
These ethical evaluations do not carry with them concepts of judgment, right, wrong, or
other issues. It is solely for the purpose of determining perferred comfort levels. It would
be senseless to put a person in a position that will constantly conflict their conscience and
Extreme xample: a bankteller position obviously requires a different ethics preference
than an attorney for the mafia.
Operational methods apply in other areas too. Does your business require attention to
quality over quantity... or is quantity more important and quality sometimes allowed to
slide? Employee ethical preferences can have strong impact on whether they will be
happy and productive at a particular job... and whether your turnover will be high or low.
In 2002 we added a section to PEP called the OPERATIONAL METHOD report. This
new report is intended to assist employers in matching ethical preferences to jobs.
This report is deigned to examine basic ethical values in a non-invasive, non-threatening
method. The response form is presented in a manner that indicates it is designed to
evaluate their operational preferences in any job situation. Just as different jobs require
different personality types, different jobs require different levels of personal ethics. Some
people are extremely honest no matter what the consequences. Others may believe "the
ends justifies the means". Your business may have its own specific area of ethical
necessity, everyday things that area operational requirements in your specific industry.
The Operational Method Report is specially designed to present the true preference of the
respondent. It can be used in two ways:
1) To evaluate the required integrity level for a specific job or
2) To evaluate the integrity level of an employee/applicant.
When used to evaluate a specific job, fill in the report yourself, evaluating what strength of
each trait opposites that particular job requires.
As an example, consider the trait opposites QUALITY... QUANTITY. It is obvious that a
diamond cutter would stress QUALITY. However, a mass-production factory line job may
choose to stress QUANTITY. Other jobs may lie somewhere in between.
This report is specially designed to present information on a positive basis to minimize or
eliminate employer liability. The questions on the report are worded in such a manner that
there are no right or wrong answers... only personal responses to non-threatening
concepts. This discourages attempted manipulation of the report (the respondent doesn't
know what the company is looking for) and produces a report that is beneficial to both
employer an employee. PEP assists the employer in hiring a person who is right for the
job and assists the employee in locating a job that matches his/her work ethic.