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Business Ethics Analysis

Business Ethics Analysis

Business Ethics Analysis

Paper: Business Ethics Analysis Assignment Instructions


Rarely does one individual’s decision or action create an ethical crisis entirely by itself. More often, an unethical or illegal idea is adopted by other members of the company, and the problem grows within the organization until it erupts in headlines, bad publicity, or even criminal penalties. After the fact, the questions always arise: How did that happen? Did no one know what was going on? Why did not someone stop it or report it?



Volkswagen found itself in just such a position when it was discovered that the software in the company’s diesel vehicles had been programmed to provide false data to regulators regarding the level of emissions produced by the cars during testing. While the scandal was discovered in 2015, the company and the industry are still dealing with direct and indirect repercussions (Strauss & Hübner, 2021).

In their article “The Volkswagen Diesel Emissions Scandal and Accountability,” Jacobs and Kalbers (2019) question the role that several groups within the company played in the scandal, most notable, the company’s lawyers and auditors.

Research and review this situation and write a paper that fully explains the following:

1. As an employee or a manager in either the legal office, engineering department, or audit function within VW, how would you have prevented this scandal?


2. As the CEO of the diesel division of Volkswagen, how would you have responded when the situation became public? How would this response prevent future incidents?

Ensure that the following requirements are met:

· Must contain at least 800 words.

· The title page and reference list do not count towards the length requirement.

· Must be in current APA Format.

· But does not require an abstract.




· Support your analysis with at least 3 scholarly sources other than the course materials, cited in-text and in a reference list.

· Must also integrate Biblical worldview analysis.

· Must be submitted as a Word document.


References provided:

Jacobs, D., & Kalbers, L. P. (2019). The Volkswagen diesel emissions scandal and accountability. The CPA Journal, 89(7), 16-21.

Strauss, M. & Hübner, A. (2021, July 8). EU fines Volkswagen, BMW $1 bln for emissions cartel. Reuters.


Note: Your assignment will be checked for originality via the Turnitin plagiarism tool.



Criteria Ratings Points

Content/ Analysis

56 to >51.0 pts


All issues are addressed and questions answered. Major points are supported by all of the following: • Pertinent, conceptual, or personal examples; • Thoughtful analysis (considering assumptions, analyzing implications, and comparing/contrasting concepts); • At least 3 scholarly sources, in addition to the course materials, cited in current APA format; and • Integration of at least 2 biblical principles with citations.

51 to >46.0 pts


Most issues are addressed and questions answered. Major points are supported by most of the following: • Pertinent, conceptual, or personal examples; • Thoughtful analysis (considering assumptions, analyzing implications, and comparing/contrasting concepts); • At least 3 scholarly sources, in addition to the course materials, cited in current APA format; and • Integration of at least 2 biblical principles with citations.

46 to >0.0 pts


Some issues are addressed and questions answered. Major points are supported by some of the following: • Pertinent, conceptual, or personal examples; • Thoughtful analysis (considering assumptions, analyzing implications, and comparing/contrasting concepts); • At least 3 scholarly sources, in addition to the course materials, cited in current APA format; and • Integration of at least 2 biblical principles with citations.

0 pts

Not Present

Few issues are addressed and questions answered. Little or no analysis of key issues. Or paper is not submitted.

56 pts

Grammar/ Spelling

10 to >9.0 pts


Correct spelling and grammar are used throughout the thread. There are 0–2 errors in grammar or spelling that distract the reader from the content.

9 to >7.0 pts


There are 3–5 errors in grammar or spelling that distract the reader from the content.

7 to >0.0 pts


There are 6–10 errors in grammar or spelling that distract the reader from the content.

0 pts

Not Present

There are more than 10 errors in the grammar or spelling that distract the reader from the content OR there is evidence of a complete lack of spell-checking and proofreading.

10 pts

Paper Grading Rubric (1) | BUSI561_D10_202230



Criteria Ratings Points

APA Citation Compliance

10 to >9.0 pts


References are cited both in-text and in a reference list. There are 0–2 minor errors in APA format in the required citations.

9 to >7.0 pts


References are cited both in-text and in a reference list. There are 3-5 minor errors in APA format in the required citations.

7 to >0.0 pts


There are more than 5 errors in APA format in the required items and/or required citations are missing.

0 pts

Not Present

Required citations do not exist, or demonstrate no APA formatting or structure.

10 pts

Word Count 4 to >3.0 pts


The minimum word count of 800 words of substantive content is met or exceeded.

3 to >2.0 pts


Substantive word count is between 600 and 800 words.

2 to >0.0 pts


Substantive word count is between 400 and 600 words.

0 pts

Not Present

There are fewer than 400 words of substantive content.

4 pts

Total Points: 80

Paper Grading Rubric (1) | BUSI561_D10_202230





Personality Assesment


James W. Bland III

School of , Liberty University









Author Note


I have no known conflict of interest to disclose.

Correspondence concerning this article should be addressed to . Email:



Studies show that there are sixteen work personalities. Those personalities are known as the type of table, which the Publisher wrote, Consulting Psychologists Press, Inc. Palo Alto, Ca 94303. It shows how important it is to know identify your work type for a healthy, happy, and fulfilled work environment for yourself and others.






Introverts, extroverts, sensors, intuitive






Personality Assessment

Part 1: Jung and Briggs Myers personality results analysis

My personality test based on Jung and Briggs Myers typology indicated that I have an INTJ (introverted (38 percent), Intuitive (19 percent), thinking (6 percent), and judging (25 percent) type of personality. My results indicate that I have a moderate preference for introversion over extroversion. I have a slight preference for intuition over sensing, a slight preference for thinking over feeling, and a mild preference for judging over perceiving. As INTJ, my primary mode of living is known to be focused intrinsically; I take things and decisions based on my intuition. My secondary way of living is external, where I deal with situations rationally and logically. INTJ is known as masterminds; they live in a world of ideas and plan strategically rather than following their emotions. I value competence, intelligence, and knowledge as an INTJ person, and I have similar expectations to other people I work with currently and in the past. Since I am more of an introvert, I channel my energy into observing the world to generate potential ideas and possibilities which may turn out to be innovative. According to David Keirsey, a psychologist, and developer of the Keirsey Temperament Sorter, nearly 1 to 4 percent of the world’s population has an INTJ personality type. Keirsey’s four temperaments are better known as their subdivided sixteen kinds of personalities. The four-character types, according to Keirsey. The sixteen personality types include guardians, Artisans, Rationales, and Idealists; there are four personality types (Daniel, 2017).


Because I am more introverted at 38 percent, I am less likely to interact with others and share my ideas. I spend much of my time on my mind thinking about new ideas and how to plan strategically. As a result, I usually have little interest in the thoughts and feelings of other people.

Therefore, other people will perceive me as a reserved person who is often isolated and less likely to share ideas. However, I am open to welcoming ideas from other people that I perceive as critical and logical since my primary focus as an INTJ person is to uncover innovations. As an introvert, I prefer working by myself ad strongly prefer solo work to group work. People find it hard to know me because I see little value in social events such as partying and small talk and thus making it difficult for people to get to know me. As a result, I have reserved interaction with a small circle of friends and family members.

A person with INTJ personality traits tends to have difficulty establishing intimate solid relationships. I find it hard to show affection to other people. I do not feel the need to express appreciation to other people. People in a romantic relationship with an INTJ person may feel as they are not loved due to the type rarely showing respect. They are less likely to give positive support and praise as other partners desire, which I know significantly demonstrates in my personality (Daniel, 2017). I do not find it necessary to keep praising my partner, and I rarely use words of affirmation to other people, which makes them think that I am not romantic. In terms of career, I have great interest and passion in pursuing what I live to become more skilled and knowledgeable in my field of study. I have high expectations, and I see it as my responsibility to become the better version of myself.

I -Intuitive

Based on the personality test, my score for intuition was 19 percent. As an intuitive person, I slightly prefer intuition over sensing. I tend to rely on imagination on the potential outcomes rather than sense. I am more focused on tangible facts and more specific results. I tend to discuss and assess different views and options of what the world would look like in the future. I am interested in the future rather than the current moment. For example, I would like to think of where I will be in five years and how that will influence my personal and professional growth. In addition, I tend to exercise my imagination to seek new ideas and possibilities.


I have a slight preference for thinking over feeling. According to Keirsey’s four temperaments, my INTJ personality falls under the rational category as a mastermind. Masterminds are planners, self-confident, systematic, utilitarian, willful, and ingenious (Keirsey, n.d). Under planning, they understand the logical outcomes of each move, and their decisions do not influence by the current situation but the consequences of the action. They quickly understand how a particular decision affects the next step. They foresee what will be the outcome of the present action. In addition, masterminds are self-confident and thus quickly make decisions because they believe in their intuitions and knowledge. When it comes to making decisions, I rarely waste time because I am self-confident that I am making the right decision. I have unparalleled certainty of my ability to overcome barriers and achieve excellent outcomes.

Furthermore, INTJ’s personality confronts challenges head-on and acts as a stimulant for the mastermind to dig deep to uncover innovations. INTJ personality follows a systematic approach to a problem. In addition, a mastermind believes that every situation exists for a reason, and thus every issue must have a solution. They are interested in using ideas and their utility in reality, not merely concerned about the pictures.

NTS value knowledge and competence over everything else and seek to make sense of the world around them so that they can help improve it. However, they are not generally interested in taking care of details but instead are focused on seeing the big picture, discovering ideas, and recognizing patterns. Other people may find a person with an INTJ personality as a rigid person because they are committed to implementing their ideas. Other people may find it hard to understand a person with an INTJ personality.

J- Judgment

From the personality test, I score 25 percent in judgment. This score implies that I prefer judging over perceiving. For example, I like gathering information from the external world and analyzing it to gather new insights to make informed judgments rather than perceiving a situation.

Part 2: Relationship of various personality types at work

The Myers-Briggs Type Indicator (MBTI) is a practical framework that shows how different personality types work together. A workplace cannot be effective with too many people sharing the same personality. The workplace will not be effective because there are too many of the same character traits, and they do not benefit from different input from people with other character traits. For example, INTJ people are all rational masterminds and not input from a person with ISTP personality traits. An organization with an accurate mixture of different personalities will perform better if it has idealists, rationalists, guardians, and artisans. All these personality types interact to bring out the best results. For example, ENFP personality types are regarded as imaginative motivators, while ENSTJ personality types are considered efficient organizers (Thompson, 2022). As a result, a company needs efficient organizers and creative motivators to perform to its full potential. If an organization only has employees with ESTJ personality type, it will have a workforce full of efficient organizers.

However, unfortunately, it will be missing employees with ENFP personality types who are imaginative motivators. Different personality types bring various talents and ensure the team generates a broad spread of ideas and solutions. However, with team members having diverse personality traits can be hard to synchronize the differences into something that can work for the better of the company. However, it is not impossible if all team members respect the boundaries of others. For example, if a person is an introvert and prefers email, approaching their workstations may make them uncomfortable (Kroeger, Thuesen & Rutledge, 2009). It is also imperative to come to people with different personalities in different ways. For example, guardian types prefer facts and patience. Therefore, it is essential to approach the points and have plenty of time for them to make decisions.

Based on the personality test results, I have learned the impacts that my personality type, both positive and negative, can have on an organization. One of the traits I have a person with an INTJ personality type is that I can easily make a decision because I can project the future outcomes, and thus, I am confident with the decision I make. I can predict how the future will unfold, and therefore, I can make strategic decisions for an organization that will place the company in a better position. As a mastermind, I am driven to achieve the result and always watch the long-term consequences of a given action. Therefore, I am now better positioned to avoid decisions that may have adverse outcomes for an organization. INTJs are about strategy, and organizations are about strategic planning. As an INTJ, one of my biggest strengths is strategy. I approach situations in terms of problem-solving by looking at the bigger picture and the outcome of a given case. Businesses miss out because of a lack of visionary leaders who can strategize effectively (Kroeger, Thuesen & Rutledge, 2009). In addition, as an INTJ, I am independent and have self-confidence about myself. Self-confidence helps a leader take more bold moves that can take the organization far ahead. However, one of the weaknesses of INTJs is that they like working in solitary; this can be a disadvantage, especially for projects that require teamwork. I prefer working on projects alone. However, it can be hard when I am supposed to team with other employees to complete a task.









Kroeger, O., Thuesen, J. M., & Rutledge, H. (2009). Type talk at work (revised): How the 16 personality types determine your success on the job. Delta.

Thompson, J. (2022). How to work with all the Myers-Briggs personality types.

Keirsey. (n.d). Learn about the rational mastermind. mastermind/

Daniel. (2017). Keirsey temperaments. temperaments/






Created by Christy Owen of Liberty University’s Online Writing Center; last date modified: November 7, 2021






Sample APA Paper: Professional Format for Graduate/Doctoral Students


Claudia S. Sample

School of Behavioral Sciences, Liberty University









Author Note

Claudia S. Sample (usually only included if author has an ORCID number)

I have no known conflict of interest to disclose.

Correspondence concerning this article should be addressed to Claudia S. Sample.








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