Ethics Training Assessment at LAWA/ONT: Final Report on Workplace Integrity

1. Ethics Program Final Report A collaboration between the MPA 600 – Fall 2007, MPA 504 – Winter 2008, and the Los Angeles World Airport- Ontario International Picture Source: Google images

2. Introduction Letter of Understanding Between Cal Poly Pomona’s MPA Program & The Los Angeles World Airport/ Ontario International Scope of Work: Assess the Ethics Training Provided by the Airport Picture Source: Google images

3. Introduction: Key Participants • Cal Poly Pomona; • Dr. Sandra M. Emerson – Faculty, MPA 600, MPA 504 • The MPA 600 and MPA 504 Classes • LAWA/Ontario; • Jess Romo, Airport Manager • Dr. Bennett Monye’, Airport Administrator • Stan Rogers, Airport Administrator

4. Methodology • Develop an instrument for measuring ethics • Train students in ethics and on administering survey • Questions in six core ethic areas • Survey LAWA/ONT Employees • Collect and Input data from Questionnaires • Analyze Data • Final Report & Presentation

5. Methodology Survey Response % Sample Size Return rate = 71% Return rate per area Completed Spanish surveys.

6. Who Are the Respondents? 311 Surveys returned from a total population of 439 • Male, 40-49 Years Old • Hispanic/ Latino • Some College/ Technical Training • Responded in English Typical Demographic: • 10 Years or More at LAWA, • Does Not Supervise, and • Works in the Operations area Typical Organizational

7. Literature Review Deontology Four Frameworks: Ethical Relativism, Teleology, Virtue Theory, and Deontology Deontology: Looks at the principal of actions and why they are carried out as opposed to what is the outcome of actions. It considers the consequences of consistently applying a standard over time 7

8. Literature Review High Road & Low Road Low Road: Primitive, reactive, negative, punitive High Road: Pro-active system, focused on human development and problem solving strategies.

9. Literature Review Can We Train Adults to be Ethical? Lawrence Kohlberg: Moral Reasoning & Stages of Development John Locke: Blank Slate Theory Experience and the Development of Ethics

10. Literature Review Changing Demographics in Workforce Heterogeneous workforce in American / Perception of ethical issues Supervisor leads by example Train leaders in diversity issues in the workforce 10

11. Literature Review Ethical Behavior Consequences • Ethical frameworks / individual perceptions / reactions to an organization’s actions. • Ethical frameworks & Information (attends to, encodes, and evaluates. • Having a voice in the decision making process.

12. Honesty: Definition: employee awareness and understanding of ethical conduct both within and outside of the organization. • Modest influence: gender / phone bill Data Analysis:

13. Honesty: Significant: gender / the sum of all honesty Data Analysis:

14. Honesty: Modest Influence: area /there is a gap between what we say and do Data Analysis:

15. Integrity: Definition: Employees ability to uphold the truth and fulfill their duties. Ethnicity / reward ethical behavior Data Analysis:

16. Integrity: Area / disagree with ethics rewarded Data Analysis: 16

17. Integrity: Area / supervisor / reward ethical behavior Data Analysis:

18. Responsibility: • Definition: Value opinions / Deadlines / Inconsistencies • Evaluating Responsibility • Inconsistency – Feedback and Policy • Perceived Tolerance of Misconduct • Problems with Deadlines • Sum of Responsibility Data Analysis:

19. Responsibility: Modest influence: Ethnicity / willingness to talk to supervisor Data Analysis:

20. Responsibility: Ethnicity / supervise / willingness to talk to supervisor Data Analysis:

21. Responsibility: Perceived Tolerance of Misconduct Modest Influence Agree -Little tolerance for misconduct / education Data Analysis:

22. Responsibility: Sum of Responsibility Supervise / sum of responsibility score Data Analysis:

23. Responsibility: Sum of Responsibility Area / sum of responsibility score Data Analysis: 23

24. Responsibility: • Responsibility • Greatest Influences: • Ethnicity • Education • Area • Supervise Data Analysis:

25. Public Trust: Definition: Public interest / Concerns resolves / right to know / helping unhappy patron Agree with Organization Resolves Public’s Concerns Data Analysis:

26. Agree that the organization acts to promote the publics interest Sum of Public Trust Public Trust: Agency promotes public interest Data Analysis:

27. Agree that the organization acts to promote the publics interest Sum of Public Trust Public Trust: Sum of public trust by area of responsibility Data Analysis: 27

28. Citizenship: Definition: Commitment to health / environmental misconduct / complains on coworkers Significant relationship: Committed to Health / Area ** Data Analysis:

29. Citizenship: Significant: Gender and MySpace Data Analysis:

30. Respect & Collaboration: Definition: Respect & Collaboration in order to promote human worth and foster partnerships among the employees. • Employees treated fairly within organization • Lines of communication are open • Sharing difference of opinions • Apologize for inconsiderate remark Data Analysis:

31. Respect & Collaboration: • Relationship: • Treated fairly / area / supervise Data Analysis: 31

32. Respect & Collaboration: • Relationship: • Lines of Communication / area / supervise Data Analysis: 32

33. Respect & Collaboration: • Areas for Improvement: • Communication • Consistent application of policies • Supervisory motivational and sensitivity training Data Analysis: 33

34. LAWA/Ontario Organizational Ethics: Definition: Organization’s Ethics = Respondents’ answers to ten specific Employee Survey questions. Demographic / ethical viewpoints / Views on the organization’s ethics Individual Characteristics: Age Gender Area or responsibility Language Education Supervisory status Ethnicity Years in org. Data Analysis:

35. LAWA/Ontario Organizational Ethics: Area of Responsibility & Organizational Ethics Public safety ranked the lowest of the three groups Data Analysis:

36. LAWA/Ontario Organizational Ethics: Years in Organization & Organizational Ethics Less than 3 year and more than 10 years: related Data Analysis:

37. LAWA/Ontario Organizational Ethics: Conclusions Area of Responsibility and number of years in the organization influence the perception of the Airport ethics Data Analysis: How to utilize this new found information: Consistent ethics training  create, grow, maintain, and evaluate.

38. 40.0% 30.0% Percent 20.0% 33.8% 26.0% 21.2% 10.0% 11.6% 7.4% 0.0% A B C D not passing Sum of Individual Ethics by Grades Sum of Individual Ethics: Definition: The score was derived from questions 7, 10, and 14-23. individual would respond to specific ethical scenarios. Data Analysis:

39. does respondent 40.0% supervise others yes no 30.0% Percent 20.0% 36.3 % 33.5 % 27.5 25.6 % % 20.7 10.0% % 17.6 % 14.3 12.1 % % 6.6 5.9 % % 0.0% A B C D not passing Sum of Individual Ethics by Grades Sum of Individual Ethics: Supervised others / individual ethical score . Data Analysis:

40. Sum of All Ethics: Definition: Composite index made up of all the individual ethic questions (22) in the 6 areas (honesty, integrity, trust, responsibility, respect/collaboration and citizenship) Individual Characteristics: Age Gender Area or responsibility Language Education Supervisory status Ethnicity Years in org. Data Analysis:

41. Sum of All Ethics: Significant: sum of ethics / years in organization Data Analysis:

42. The Training Experience Ethics training (overall, instructor knowledge, setting & supervise, influence) Ethics training / sum of organization ethics

43. The Training Experience Ethics training (overall, instructor knowledge, setting & supervise, influence) overall rating / Instructors knowledge

44. Future Training Needs Training topics (regarding gifts, contracts, public trust, employee relations, employee communication confidential information, records, public health, environmental issues, sharing information and/or use of technology) Training on employee communication

45. Future Training Needs Training on employee relations

46. Conclusions • Organizational Factors/ area, supervise and yrs. • Area influence all 6 core values, • Supervise influences 3 • Years influences integrity and sum of all • Individual / Demographic factors / ethic and gender • Citizenship, • Responsibility, • Honesty, and • Integrity. 46

47. Conclusions • Moving forward • Literature review: • Changing demographics in US workforce, • High road approach to ethics. • Based on feedback: • Training using outside professional sources, • Focused on employee relations and • communications, • Customized training for specialized areas in organization, • Address issues of gender and ethnicity. 47

48. Conclusions The Good NEWS! Sum of ethics unrelated to; Age Gender Area or responsibility Language Education Supervisory status Ethnicity 67 % Of respondents receiving grades of fair or better (passing) 48

49. Thank you,

50. Q & A